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Events Hot Topics – workplace issues Member Resources

Bullying in the Workplace

Our Union of Environment Workers Component President Todd Panas has championed the cause of a respectful workplace and he has launched and anti-bullying campaign vigorously.  The following information needs to be read and understood.  Employees have rights and those rights need to be understood in every workplace.

If you are a victim of bullying in the workplace, talk to your union advocate – there is hope and support available.

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Member Resources

Violence in the workplace – the definition may surprise you

My message to everyone who reads this message is “Spread the word”.  Our membership is not huge but the number of cases that we manage and that meet the criteria is shocking.

People suffering abuse through the day go home at night incredibly stressed and they lose precious family time because their quality of life is compromised by a situation that they feel is out of their control.  Some people attempt to avoid confrontation through sick leave but eventually they return or they lose their jobs and – worse yet – the situation hasn’t changed one iota.  Some may think that it’s not a reasonable response, but it is very difficult to reason with fear.

Consultations with the union are 100% confidential and nothing happens unless you say it needs to happen.

Most remedies do not involve grievances.

At least learn what your options are.  You may be surprised.

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Member Resources

Pension and You

Important information for members who are retiring and for members joining the Public Service.

 http://pensionetavantages-pensionandbenefits.gc.ca/rtr/ppntrtr-rtrmmbr-eng.html#a7

APSAR (Association of Public Service Retirees

http://psacunion.ca/apsar

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Mental Health in the Workplace

Mental Health tips and symptoms

If you ever wanted enough information about mental illness to recognize symptoms and get tips on how to interact comfortably, this site is for you:

 

http://www.cmha.ca/mental-health/mental-health-brochures/

 

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Member Resources

Disability Insurance – Step by Step

Disability Insurance: Information for PSAC Members

Do you need help with a Disability Insurance (DI) Claim?

• Often problems related to DI claims can be prevented through counselling provided by your departmental or agency human resources office. You should get most of your information from them.

• The PSAC as your union tries to help our members understand the complexities of the Disability Insurance Plan. We also explain who does what in the union, and how to contact them.

• PSAC represents members with DI claims. You do not have to pay union dues while off work on DI.

• The Disability Insurance (DI) Group Policy No. 12500-G between Treasury Board as policy holder and Sun Life explains what is covered. Information is available on the Treasury Board website.

Here are some answers to frequently asked questions on the key areas where members have difficulties getting benefits.

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Member Resources Uncategorized

Duty to Accommodate

RETURN-TO-WORK SITUATIONS WHERE THE EMPLOYEE HAS REQUESTED RELOCATION

In return-to-work situations, it is important to note that the obligation to accommodate is neither unlimited nor one sided.

An employer is able to terminate based on undue hardship. Nevertheless, the responsibility for the employer to create and maintain a respectful workplace remains, and a return-to-work must be accommodated as far as reasonably possible.

Employees cannot insist that they be removed from the department and appointed to a substantive position in another department but they can insist that the hardships they faced – which forced them to leave their work or which are forcing them to contemplate “flight” – are resolved by the employer.

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Member Resources News

Leave with Income Averaging (Special Working Arrangement)

There are times when an employee needs a few weeks (up to 3 months) in order to deal with a life situation. The Public Service Alliance of Canada recognizes the possibility of that need, and the following Leave With Pay (Income Averaging) may be helpful:

http://www.tpsgc-pwgsc.gc.ca/remuneration-compensation/paye-centre-pay/vie-life/cer-lia-eng.html

http://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=15774&section=text#appD

This option will mean a reduced salary but not an elimination of salary and may prove very useful .

 

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Disability Insurance Member Resources

Disability Insurance – what you need to know!

http://www.tbs-sct.gc.ca/hr-rh/bp-rasp/benefits-avantages/dip-rai/dis-eng.asp

“Disability Insurance (DI) Benefits”/ “Who is eligible to receive DI benefits?”

According to the plan, you are eligible to receive benefits for up to 24 months if you become totally disabled (i.e., you are in a continuous state of incapacity due to illness or injury and are prevented from performing the duties of your regular occupation).

The 90-day elimination period does not mean that your claim will be approved in 90 days – that is the elimination period that must pass before your claim is considered “active.” This means you will not be covered by Disability Insurance for the first 90 days, and may or may not be covered thereafter.

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Disability Insurance Member Resources

Disability Insurance and Medical Retirement

The following website links will provide you with the information you need in order to be well informed about disability insurance and medical retirement:

http://www.pensionetavantages-pensionandbenefits.gc.ca/act/evnvie-lfevnt/invldt-dsblt-eng.html

If you become disabled, and your claim is approved by the insurer, your monthly benefits will equal 70% of your insured annual salary. Benefits under DI or LTD begin once you have used up all your sick leave and provided that you have met a minimum waiting period of 13 weeks. Benefits continue for as long as you meet the test of total disability under the plan. If you are permanently disabled, your DI or LTD benefits will continue until you reach age 65. 

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Member Resources

Information for Members on the Performance Management Initiative: A Local Perspective

Performance Management Program – What is it?

The Performance Management initiative has been advertised as a tool for managers to use in order to establish realistic expectations for employees – expectations that are to be defined, measurable and achievable.