Update Aug 26, 2012

 

We are now CAW!!

I don’t think that it is a secret anymore that we have been successful with our transition to the CAW. It was a long road and a long struggle. There were many obstacles placed in our way, However we managed to push our way through.

However, now is not the time to sit back and rest. We must press on with our success. There are still challenges ahead and they must be met head on. All of you have shown 100% support, and that support will carry the day.

There were a number of conditions that had to be agreed to prior to the dispute being settled.

1. The CAW had to agree that we as officers are required to monitor other associates and report violations. In a nut shell we had to agree that we have a greater responsibility to the employer than we do to other unionized and non unionized associates.

2. Condition number 2 was that if in the event that CAW is successful in future with unionizing the rest of the facility, we would maintain separate Bargaining Units and Bargaining Committees. This was seen as a non issue as CAW has not been successful to date.

3. Condition # 3 was that there would be no bargaining until after Sept 10^th. I can’t speak to the companies requirement for this, However for the CAW it gives them time to get things together. They area also currently bargaining Auto Sector Deals not to mention a very large merger going on as well.

Once those Items were agreed to the document was signed and then forwarded to the OLRB for the official award.

CN Group Grievance – Health and Safety

Recently a group grievance was filed regarding 3 alleged work refusals. The health and safety committee has conducted an investigation. Our Director has made arrangements for the Chief Steward and myself to view the tapes of the incident. The resolution to this grievance is still ongoing as their appears to be two versions of events . Hopefully the tape will shed some light on which one is correct.

Health and Safety Rep.

Our Health and Safety Rep is now in the process of getting certified. Emilio Lupia will be taking part 1 of his Health and Safety Certification in the near future.

Outstanding Grievances

I have entered into discussions with the employer and the CAW regarding outstanding grievances. From the Union side OPSEU will be forwarding all grievances to the CAW. The Employer is compiling a list of grievances that they have as well. I have already secured Union Leave for myself and the Chief Steward (dates to be determined) so that we can go over and asses the grievances.

Meeting with HR

I am pressing to carry on with an initiative that was originally started by the employer. Human Resources originally suggested that informal meetings between HR and the Union. I am in the process of scheduling informal meetings with them, to discuss issues that could avoid future grievances and to address problems that may not be grievances at all. I look forward to these meetings and I hope that they are productive.

Till next time,

Jack Profijt.

Update Aug. 6 2012

I haven't posted anything for a while, I have been a little busy with things. There is a OLRB hearing on the 13th of August in Toronto, I will be attending this. It is the first day of a set of 4 days that we will be trying to resolve the Conflict of Interest and Section 68 application (transition of Unions). The employer Is calling our director and his boss to give evidence, we will have an opportunity to cross examine testimony.
We have filed a Group Grievance on what the union believes were 3 work refusals (Occupational Health and Safety Act) over a three day period at the CN site. If any one has any info on this I would be happy to hear it.
I have put forward a request to the employer for an LMC meeting, we have not been able to solidify a date as of yet but that is on going. I don't know what the employers agenda items are yet. Our items are going to center on the on going problems at the CN site. One of the top issues we will be discussing is the significant number of officers that are on different types of accommodations. The focus for the union will be to find out if there is contributing factor in the workplace and if there is to press the employer to fix the situation.
I have heard that there are rumours of a shift bid, I have not been spoken to at all about any such thing. It is possible, however until I hear it directly from the Director, as far as am concerned they are just rumours.
There are a number of grievances for terminated officers that are still ongoing, as always the employer is being difficult.
As for recent days off that have come available, a set will not be posted pending the out come of a termination grievance. Others I'm sure will go up at some point in the near future, I do not have a specific date.
That is all I have for now, I apologize for not posting more often, i will try to do so in the future.