Employee & Family Leisure Discount Program
Effective January 1, 2018:
184.108.40.206. Bereavement Leave
220.127.116.11.1. When there is a death in an employee’s immediate family, the employee shall be granted up to 40 consecutive working hours of bereavement leave with pay. Immediate family shall mean spouse, child, mother, father, legal guardian, sister, brother or equivalent step relationship.
18.104.22.168.2. When there is a death in an employee’s extended family, the employee shall be granted up to 24 consecutive working hours of bereavement leave with pay. Extended family shall mean mother-in-law, father-in-law, sister-in-law, brother-in-law, grandparent, grandchild, common-law spouse’s extended family or equivalent step relationship.
22.214.171.124.3. Employees who suffer the death of a close friend may be granted up to one day at the approval of the Director of the Department.
For funerals held outside of the City, an additional eight (8) hours of paid bereavement leave may be granted at the approval of the Director of the Department.
Notwithstanding the above, an employee may utilize up to 16 hours of bereavement leave set out in 126.96.36.199.2., and 188.8.131.52.3. to be taken within one (1) year following the initial leave, for deferred ceremonies at the approval of the Director of the Department.
The Local 21 executive would like to thank Tim for his countless hours of commitment, and for all that he has done to move this local forward over the past 15 years. We wish him well and much success in his new adventure.
As acting president, I am committed to continue maintaining existing relationships, building new solid ones, that foster decisions being sustainable, defendable and in the best interest of the majority of our membership.
Moving forward, while providing opportunities for our members, your elected executive team, looks forward to continuing their work and ensuring the integrity in all processes is maintained in a fair manner.
Please feel free to contact me at the office, 306 352-8282, or email at: email@example.com
A/president Local 21
Alone we are strong … Together we are stronger
Within the L21 office we are going green. Although it is not possible to have a completely paperless office, we have begun the process of converting in-office documents to digital format.
What this means to you is this:
• all meeting notices
• periodic updates
• upcoming functions
• events or action alerts … will be posted online at: local21.ca
Notifications will be displayed:
- on the front page
- within the website calendar (under Menu / Calendar / Upcoming Events)
- or provided to you via your personal email addresses, which we ask that you kindly provide us with at your earliest opportunity.
You are requested to visit the website regularly, as well as monitoring your email in order to ensure that you are aware of any and all of the above-mentioned notifications.
Some advantages to this direction are:
• better office organization
• cost effective
• better service to our members
• beneficial to the environment.
Please provide us with your personal email address by sending it to: firstname.lastname@example.org
Your privacy is important to us / confidentially will be respected and protected.
If you have a Collective Bargaining Agreement (CBA) question, possible violation or other workplace concerns, contact the Union office at:
• (306) 352-8282
• Main office email: email@example.com
Leave a brief message and a contact number.
Here are the 6 W’s to remember when filing a grievance:
Depending upon the nature of your problem, a grievance may be filed on your behalf. It is important that the grievance is presented factually when filing. As a member who is filing a grievance, you need to ensure that you give as many of the facts as possible.
1. WHO: is involved? The members full name, employer, branch or division, title and job classification. Name and title of supervisors or witness’s need to be accurate.
2. WHAT: happened that caused the violation? Disciplinary action? Substitution pay not given? Safety violations? You need the story of what occurred in chronological order.
3. WHEN: did the violation occur? Ensure dates and times are included. Include how often and how long?
4. WHERE: did it occur? Give exact location or locations if event occurred in different places. Have pictures or drawings if applicable.
5. WHY: is this considered to be a grievance or complaint? Was there a direct violation of an article(s) in the collective agreement? A violation of an Act or Code, an arbitral award, past practice issue?
6. WANT: this relates to adjustments that are required by the union to correct the injustice. Always ask for “full redress” in order to make the member whole, ie., all wages lost, file cleared, vacation returned