Budget bill gives government the power to impose sick leave deal it wants
(French to follow)
The proposed measures are another shot at the labour rights of the 17 federal unions, which the government had already eroded leading up to this controversial round of bargaining over sick-leave benefits.
In 2013, the government changed the rules for collective bargaining in a budget bill that significantly diminished the unions’ bargaining clout. The unions are challenging that legislation in court. Continue reading
TREASURY BOARD PROPOSALS FOR SICK LEAVE WITH PAY
Government threatens collective bargaining rights in federal budget
WE WILL PROTECT OUR SICK LEAVE
The federal government announced in the budget that it plans to eliminate the existing sick leave provisions for federal public service workers, whether or not an agreement is reached at the bargaining table. Continue reading
As a Local President, I often hear members say that their leave was denied for operational reasons (requirements). There are circumstances when operational requirements are legitimate reasons for decisions made by management but those special circumstances are not encountered often.
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.
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.
Managers can be open to the concept of flexible hours and to temporarily reassigning work when they see symptoms of stress. Additionally, they can encourage an open dialogue about the employee’s needs and attempt to work with the employee through a difficult time. Many stress-related circumstances are temporary in nature.
Important information for members who are retiring and for members joining the Public Service.
APSAR (Association of Public Service Retirees
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:
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. Continue reading
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. Continue reading