Members will often come to the union for help when their leave bank is empty and they’re facing the receipt of a letter from the Employer that details the Terms and conditions of Employment.
Life coaching services are an essential element of Local 70713’s pilot project focused on a holistic approach.
Although we offer union counseling, there are times when our members require a different kind of support and to meet those needs a life coach is brought in to help those members in need.
I know that many of our members have concerns about the current Work Force Adjustment and may have questions about the process and outcomes that could affect them. As part of my commitment to keep our members informed, I have provided a few highlights on the WFA Directive below as well as links to important information.
Although the processes and entitlements in the case of Work Force Adjustment may vary depending on the collective agreement, it is important to keep in mind is that the primary objective of Work Force Adjustment (WFA) is: continued employment for indeterminate employees affected by workforce adjustment situations.
The WFA Directive is detailed and lengthy as it deals with very important aspects of continued employment for indeterminate employees in situations where positions are abolished.
Here are some of the highlights:
- As a general rule, indeterminate employees in affected situations will receive a reasonable job offer (exceptions to this general rule must adhere to stingent rules).
- A reasonable job offer is usually at the same salary level and in the same demographic location.
- Term/casual employees are not protected by the WFA Directive.
- Unions will be notified of affected positions as early as possible.
For further discussion or if you have additional questions, please contact Rotha Lennox at firstname.lastname@example.org
A number of media reports over the past few weeks that reference job losses have definitely raised anxiety levels. It is important to keep all things in perspective during unsettling times but one of the most important facts to consider is this: an affected position on an organization chart does not necessarily translate into an indeterminate employee being laid off. The number of long-term employees retiring and other voluntary departures will leave job openings for employees who are in affected positions and employees who are on the priority list.
As positions are vacated, it is very likely that a number of those positions will not be filled.
It is understandable that change is frightening but we have to consider that change can be invigorating and positive. Your union Local team is ready and able and will be happy to talk to you about any of your fears and concerns so please do not hesitate to have a confidential conversation.
There has been a lot of back and forth in the media and even within Union Locals about John Gordon, President of the Public Service Alliance of Canada (PSAC), and his decision to bring the new tentative collective agreements to members for a vote. Voting is well underway and will continue throughout the month of November. Members are voting on a tentative agreement that includes many positive enhancements, but some are expressing their concerns with the proposed changes to severance pay that would be implemented in the new contract. Some members have even started and are perpetuating campaigns to encourage members to vote NO to this agreement.
- PSAC National President John Gordon explains why the union bargained early, and why trade voluntary severance for a wage increase.
The union has posted this 1:42 video to explain PSAC’s reasoning behind bargaining early and agreeing to changes to voluntary severance pay.
In response to an overwhelming number of queries with regard to the tentative collective agreement posted on the Public Service Alliance of Canada (PSAC) website, please note the following:
Local 70713 volunteers and members helping out the people of Haiti. Tara Donaghy (a member and volunteer) orchestrated this effort for DFO.