Among others, the following items (which are not listed in any particular order of importance) were discussed recently or are currently being discussed at the Sub 002 ERC:
- Classification Issues: While classification is an Employer prerogative, there are ongoing issues. For example, there are issues regarding the operation of the Classification Appeal Board (CAB) and the Quality Assurance Advisory Committee (QAAC). The importance of having an accurate job description cannot be stressed enough. Issues need to be resolved regarding the transfer of Local 006 members into Local 002.
- Compassionate Leave: There needs to be greater flexibility on the part of the Employer in balancing requests by Local 002 members for compassionate leave and operational requirements.
- Wellness and Balancing Work and Home: Items under discussion include compressed work week, telework, workload, stress, and counseling services to help employees cope or make career/life decisions.
- Conflict Resolution/Mediation: A need was identified for effective, low-key dispute resolution mechanisms because employees are often reluctant to launch formal grievances.
- Code of Conduct: Members feel that their reputations are at risk by the new code of conduct requirement for employees to report to the Employer if they have been charged with a criminal offence.
- Time Off for Union Business: ERC is working to make it easier for Local 002 members to participate in union activities by removing obstacles at the worksite. More flexibility and objectivity need to be displayed by some managers. Departments that channel AUPE’s time-off money directly to the unit affected when an employee takes time off for union business are departments that tend to be much more positive about granting time-off requests.
- Caseload/Workload:This is still a major issue for Local 002 members, as demonstrated by the recent Local 002 Bargaining Survey.
- Bullying in the Workplace: Some Local 002 worksites are so plagued by bullying and intimidation that members are using the term Toxic Worksite to describe them.
- Stress on the Worksite: This issue is related to workload, bullying and worksite harassment, and poor management practices. It affects morale, wellness, employee retention/knowledge transfer, and family life. It also affects productivity.
- Exit Surveys: When members resign or retire, Human Resources exit surveys could provide information that signal worksite problems. It is hoped that exit surveys will become common practice in all departments.
- Wage Employees and Full-time Salaried Positions: Some wage employees are exempted into salaried positions and some are required to apply for the job that they have already been doing successfully. ERC is investigating the inconsistent application of HR policy on the matter.
- Guarantee of Some Summer Vacation Time: Employees in some departments are routinely denied vacation time during the summer months. Reasons for departments/managers refusing to allow summer vacation time is being investigated.
- Funding of Learning/Wellness Accounts: Some departments fund their learning/wellness accounts through vacant positions. Keeping positions vacant to pay for wellness is counterproductive to wellness because it contributes to workload issues and stress.
- Professional Development, Skill-upgrading, and Training Opportunities: Some departments do much more than others to provide incentives and opportunities for employees to enhance their skills and knowledge base or promote life-long learning.
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