Regional Trial Panels – Panelists

We are seeking applications from our membership to serve on CUPE’s regional trial panels. If you are interested in being nominated to the roster of trial panelists for your region, apply before February 25, 2022. If you have other questions, please email us at and we will get back to you as soon as possible.


What is the trial procedure?

The trial procedure came into effect on June 1, 2020 and replaced the former local union trials. Under procedure, a complaint from a member of a local union against another member, that alleges an offence under the constitution, is dealt with outside of the local.

The complaint is first reviewed by an investigator who determines if there is sufficient evidence to warrant a trial. If there is, the National President appoints a trial committee of three members to hear the complaint and decide if there was an offence. These trial committee members are selected from a regional list of trial panelists appointed by the National Executive Board.

The procedure can be found at Appendix F of the National Constitution.

What is the role of a trial panelist?

Where an investigator has determined that there is sufficient evidence to warrant a trial, and the matter has not been settled through mediation, a trial committee will be appointed and tasked with deciding the complaint. The main elements of the process outlined in the National Constitution can be summarized as follows:

The National President will appoint three members of the regional trial panel to serve as the trial committee.

The trial committee will convene a teleconference with the complainant and respondent and their respective representatives to deal with preliminary matters.

The trial committee will hold a private hearing into the complaint. It will decide its own procedure in accordance with the rules of natural justice. The committee can accept any oral or written evidence that it considers proper, so long as every member receives a fair and impartial hearing.

The trial committee decides whether the respondent is guilty of the offence and, if so, the trial committee will decide any penalty and what, if anything, the respondent must do or not do. The committee will issue a decision with reasons in writing.

The details can be found at sections Appendix F, Sections F.4 and F.5 of the National Constitution.

What are the requirements to apply?

We are looking for people who:

  • Will make themselves available on short notice to hear and decide cases.
  • Have the capacity to listen and understand different perspectives.
  • Have an understanding of human rights.
  • Are comfortable explaining a decision in writing.
  • Any CUPE member in good standing is eligible to apply, and we encourage you to seek the support of your local union for your application. As part of CUPE’s commitment to equality, we encourage applications from women, Indigenous peoples, persons with disabilities, black or racialized people, and LGBTQ2+ people.

What is the term of the trial panelist’s mandate?

Trial panelists are nominated to the regional list for a term of two years and may be called at any time during that period to serve on a trial committee.

Will there be training for this role?

Yes. CUPE will offer specific training to members who will have been selected as trial panelists so they can be ready to serve on a trial committee on short notice when a case arises.

Are there any costs for my local union associated with this role?

No. The National Constitution provides that the cost of the trial will be borne by the local union where the complaint originates. The cost of conducting a trial include lost wages and reasonable expenses for the trial committee members. Trial panelists will not be assigned to hear complaints from their own local.

Where will the trials take place?

Trials may take place anywhere within each region depending on where the complaint originates, and most trials will take place virtually, on a platform such as ZOOM.


President’s Message

Good day everyone:

This year, much like last, has not been easy on the members of Local 21, families, friends, and our community. We are in the midst of uncertain times but I’m certain that this community will get through this challenge and any others we may face in the future.

I’m pleased with the work the membership and our Executive Board have done over 2021 and I’m encouraged by what lies ahead in 2022.

Please review the following updates as a snapshot of 2021 and some of the items we can look forward to in 2022.

Covid Grievances:

Through our grievance procedure and productive conversation with the City of Regina – the Union has accepted a resolve to one (1) of our Covid-19 related policy grievances regarding the utilization/prohibition of sick entitlement usage for procuring a negative test during work time.

This resolve was tabled and accepted by the Executive Board and this policy amendment will come into effect on 27 December 2021 on a go forward basis.

Your manager will have received a Q&A from the City of Regina and we encourage you to ask them if there is any confusion. Please contact the Union office if any further clarification is required.

This resolve does not prejudice our other position regarding the testing policy as a whole and that grievance is still going through the process and will likely not be resolved for several months. (* Please continue to track your testing costs and continue to check our website for details).

2021 – Labour Relations Summary:

  1. We currently have forty (40) active grievances.
  2. We advanced and presented forty-three (43) grievances on behalf of members in 2021 – nine (9) of which are advanced to Arbitration. The remaining have either been resolved satisfactorily or still working through the grievance process.
  3. We held four (4) arbitrations digitally in 2021; we were not successful with one (1) / and successful with one (1) / one (1) is currently under review / and we are awaiting the decision on the fourth (4th).
  4. We resolved another four (4) additional arbitrations prior to hearing them.
  5. We currently have thirty-seven (37) files advanced to arbitration, with eight (8) being scheduled between January and April of 2022.


  1. We will continue with digital General Membership meetings and decide whether to return to in person or to adopt a hybrid approach as the year progresses. Our next General Membership meeting is 11 January 2022 at 5:00 pm.
  2. We want to thank everyone who registered for the bargaining survey – this will be emailed out in the New Year.
  3. The results of our Culture Survey have been tabulated and the results indicate that we have much work to do. To that end we would like to notify the membership that all Unions and the City of Regina have signed a Memorandum of Understanding (MOU) to effectuate culture changes in our workplace. There will be more regarding this work in the coming months.
  4. We are reinstating the L21 news letter and will start with a Q4 or Q1 letter that will be found on either our website or Union boards.
  5. We are working with Cupe National on creating a training program from L21 CBA language as a pilot project. This pilot is designed to increase the knowledge and understanding of your rights so that all members know what they are entitled to.
  6. Joint Job Evaluation (JJE) is still active we are just working through some of the mud but we hope to have a more substantial update in the next few months.
  7. Further work is being done regarding bylaw amendments – most notably will be the creation of new Grievance Chair’s.
  8. We have been working with a company regarding rebranding, elevating our public profile, and working towards improving public perceptions.
  9. We intend on revisiting our Occupational Health and Safety (OHS) election process and establishing a robust framework.
  10. The City of Regina Efficiency Review is still currently underway and we will advise the membership when we know more.
  11. The Union Led Efficiency Initiative is still active and we are waiting to roll this out to more operating areas in 2022.
  12. The email pilot project we submitted as a budget review was rolled out and will continue in 2022.
  13. Reclassification backlog is being addressed – we are a quarter of the way through them and this work will continue into the summer.
  14. We are hopeful that we will be able to return to regular in-person tailgates to continue conversations regarding costs, culture, and contract (CCC). Failing that, we will continue in a digital fashion.
  15. We will continue to work collaboratively with our other Union partners on shared concerns throughout 2022.
  16. We will continue to grow our knowledge base through training modules with Cupe National and co-counseling arbitrations.
  17. Our education seminars with our contracted Legal counsel have proven to be an invaluable resource as well as acting as mentor to our Executive Board on important labour issues and will continue in 2022.
  18. We are looking to reinstate our summer fling parties (restrictions permitting).

Lastly, we want to wish everyone a safe, restful, and happy holiday during winter break and again want to thank everyone for keeping this city running.


Laird Williamson  / President



Presentation to City Council – Efficiency Review

City Council
City of Regina Queen Elizabeth II Court
Regina, SK, S4P 3C8

Re:     CR21-175 Deloitte LLP – City of Regina Efficiency Review 

My name is Laird Williamson, and I am the president of CUPE Local 21 which represents a membership of 1,500 City employees. I am also here today representing the shared interests of CUPE Local 7, ATU Local 588, IAFF Local 181, and the RCMMA whose members combined account for another 850 employees.

We wanted to speak today to share our thoughts on the Deloitte report which was prepared for the City of Regina through the Efficiency Review, and the recent Executive Committee meeting in order to help City Council direct administration ahead of the January report.

To start, all Regina Civic Unions are committed to safe and efficient service delivery. Our members are proud of the work they do for the City of Regina, and are committed to making the City of Regina an even better place to live and work.

To emphasize that fact we would like to share with Council some information regarding our own
initiative. In early 2020 Local 21 started a project called the Union Led Efficiency Initiative in conjunction with the City of Regina. This initiative had the goal of identifying our weaknesses, magnifying our strengths, and improving where we need to improve. As a first of its kind, the pilot project saw leaders from the Union, the City administration, and operational leaders working together without ego or position, in order to have fulsome productive conversation surrounding the improvement of our service level efficiency.

During this pilot, numerous steps were taken such as: identifying performance indicators, creating
roadmaps to success, engaging staff, changing processes with equipment, and creating new scheduling styles. This work saw an increase of efficiency to the tune of 30%. While this pilot was in full swing City Council launched their own efficiency review which eventually gave rise to the Deloitte report.

After reading the report and listening to Executive Committee we wanted to get in front of you to
address some of the questions and comments and give Council the chance to ask us questions directly.

1. There were numerous questions surrounding why action is not already being conducted. In
response we can share that many of the items raised in this report are already underway. In
addition this report served to confirm the work on efficiencies that is happening presently.

2. Within the 53 opportunities identified in the report, there are several recommendations that are
incompatible with our Collective Bargaining Agreements. That being said however, the Unions
and Administration have a good track record for collaboration, and we are confident that with a
cards-up, open and respectful approach, we can action demonstrable change without collapsing
our service delivery.

3. In response to the recommendations for outsourcing, we would like to flag that the Unions have
significant concerns about any move to outsource City services. Outsourcing is not the solution
to address efficiencies. It will result in the erosion of services and a loss of control over those
services. Your own consultant recommended looking for efficiencies internally before looking
externally and noted that there are no huge returns to be had from outsourcing.

4. We want to emphasize that the Unions are not hamstringing efforts to increase efficiencies. In
fact it is quite the contrary as frontline workers often have the best ideas to improve
efficiencies. To that end Local 21 has been leading this discussion in our tailgate talks with our
members on topics such as the Union Led Efficiency Initiative.

5. We also wanted to respond to the idea that the City does not have a service culture. We must
point out that the assertions by your consultant were baseless and couched in anecdotal
evidence. We would submit that our members are service-focused but unfortunately the
infrastructure does not currently exist to allow this to be done to its fullest. In addition, it is
important to understand that the concept of culture is far broader reaching than just service and
performance, which cannot be quantified in this report.

The broader topic of workplace culture is yet another topic the Unions are advancing and working towards changing. With the above being said we would like to thank everyone for their hard work on this and are thankful for the undertakings that were presented at Executive committee. We believe that this additional information will allow Council the ability to fully appreciate the impacts of their decisions.

While we do have concerns with the Deloitte report, it does present an opportunity to advance the
already good work the Unions have put forward. It is through this lens that we should focus, and look to the future instead of dredging through the past.

To close, we would ask that Council direct administration to include in their report: a summary of the
work that is already underway for efficiencies, and that they more explicitly include a plan to engage in meaningful consultation with their Union partners prior to the implementation of these

Thank you and I am happy to take any questions.

Submitted by,

Laird Williamson (Local 21 Cupe)

Richel Nixon (Local 7)

Keven Lucier (ATU 588)

Tyler Packham (IAFF 181)

Ian Cantello (RCMMA)

Collective Bargaining / Membership Survey

Good day everyone:

Local 21 will be entering into a new round of Collective Bargaining with the City of Regina in the New Year. In past rounds, we have asked members to submit their suggestions via email for the Bargaining Committee to review and prepare. This round we want to try a more formalized approach and send out a digital bargaining survey.

In order to participate please email  and include the following:

  1. “Bargaining” in the subject line;
  2. Your full name;
  3. Your Employee ID number (for verification purposes);
  4. And the preferred email address to send the survey to.

This survey will be digital and should only take a few minutes to complete.

Those members who are already in our database will be sent the survey.

If you are unsure if you are on that list then please submit the above request to be sure.

The deadline to register is 17 December 2021 with the survey being sent out the following week.

Please continue to check our website for updates.

Thank you for your consideration in this matter,

Laird Williamson / President


Covid Testing Update

To the members of Local 21:

As you are aware we have filed a Policy grievance on the grounds that the City of Regina is obligated to continue facilitating and paying for testing beyond 15 November 2021. This hearing is scheduled for 1 December 2021 and we will update the membership via the Local 21 website as it progresses.

In the meantime we have taken the liberty of contacting testing facilities within Regina as outlined on the Saskatchewan Government website and have created a short list of businesses that can facilitate testing for you after 15 November 2021.

Those who we were able to get in contact with are listed below (note this is not an exhaustive list):

  1. Ace Integrity Group: $45.00 (single test).
  2. Armour Safety Consulting: $50.00 (single test).
  3. Gimmel Global Trade: Single test $59.95 / Four (4) appointment bundle: $199.80.
  4. Haztech: $95.00.
  5. Nobel HSSE: $50.00.
  6. Outpost Health: Single test: $35.00 / Local 21 members and their family as well / can create bulk time slots for weekly testing.
  7. Prairie Rapid Testing: $20.00 discount code for every Union member / price-match guarantee / and or bulk pricing (even further discounted rate if multiple appointments are booked at a time).
  8. SRX Specialty Health Clinic: $69.00.
  9. ZZ Testing: $39.00.
  • Please note that Local 21 Cupe is not responsible for any price adjustments that any company may make and this list is intended for informational purposes only.
  • Please keep track of your receipts as we will need those if we are successful in our Policy grievance submission.

In addition we are working with a company to secure a mobile trailer to ease some of the travel costs associated with testing. The location or viability of this is yet to be determined but please continue to check the website for updates.

We have also been notified about the following topics / concerns and are in discussions with the City of Regina regarding them:

  1. Will the City of Regina keep a security presence at our facilities for the purposes of ensuring Covid policy compliance and member safety? Answer: Currently a risk assessment is being conducted over the next few weeks and we will know more after the conclusion.
  1. Would policy verification and enforcement be contained within the current job descriptions (JD’s) of our Recreation workers? Answer: This topic may become a moot point if point #1 is resolved satisfactorily.
  1. Can members use sick time to attend Covid testing after 15 November 2021? Answer: The City of Regina is seeking legal guidance on this topic and will get back to us shortly. Due to us raising this prior to the implementation – we ask that everyone log their time related to testing in case we seek a Policy grievance on the matter.
  1. Would the City of Regina allow a Union facilitated testing/verification program? Answer: The City of Regina is not willing to accept the Local participating in the Saskatchewan Health Authority’s (SHA) ‘test to protect’ program.

The above topics may be tabled as prospective grievances once we have a complete understanding of the situation. Again I want to thank everyone for your continued patience and understanding as we navigate these issues.

Laird Williamson / President

Christmas Social

2021 Annual Christmas Social Party

  • Saturday: 11 December 2021
  • Italian Club: 2148 Connaught Street
  • Doors open at: 5:30 p.m.
  • Dinner at: 6:30 p.m.
  • Dance at: 8:30 p.m.
  • Entertainment: Wonderland

* Special Note:  All Local 21 members & guests must provide proof of 2x Covid vaccination or a current negative (72 hours) Covid test result.

  • For tickets contact:
  • Darren Fox: (306) 535-7255
  • Union Hall: (306) 352-8282
  • $5.00 for Local 21 members
  • $10.00 for guest

PDF Christmas Social poster for distribution:

2021 Christmas Social Poster – Dec. 11, 2021

Covid Policy Update – 20 October 2021

On 7 October 2021 we notified the membership via our L21 website that we would be answering two (2) questions tabled as possible grievances at our next Executive Board meeting.

Those items were:

  1.  Are these policies permissible under law?
  2.  Is the City of Regina obligated by our Collective Agreement to continue paying for testing beyond 15 November 2021?

In answering these two (2) questions we consulted legal assessments by both our Cupe National body and other Labour Organizations which covered the following topics:

  1. Nuremberg Code
  2. UNESCO Universal Declaration
  3. Can an employer have testing as a requirement.
  4. Has the employer met their obligations under the KVP test  
  5. Impact of Provincial Regulations
  6. Charter Implications
  7. Conscientious objection
  8. Genetic non-Discrimination Act
  9. Privacy Rights
  10. Duty to Accommodate (DTA)
  11. Saskatchewan Human Rights Code (SHRC)
  12. Right to Refuse
  13. Prospective Discipline for non-Compliance
  14. Duty of Fair Representation
  15. Reasonableness Test
  16. Paid Testing

The majority of the Executive Board found that the above was duly considered in the assessments and that the answer was “yes” to both questions.

What this means going forward:

Vaccinated or Test Policy:

As the majority of the Executive Board has found this policy to be generally permissible we will not be grieving the policy at this time. In addition we have added the caveat that we must be cautious of a few points going forward:

  1. Should the policy change we will need to review those changes.
  2. Should discipline flow from this policy we would need to follow our standard process.

Paid Testing:

The Executive Board has found that our Collective Agreement sufficiently covers this item (and among other items) and we will be grieving this unpaid testing.

It’s important to keep in mind that while this works through the process, which is generally not a fast one; members will still be expected to comply with the policy.

I’d like to share some general submissions from the assessment which are pertinent to the above:

 Do the Nuremberg Code and UNESCO Declaration apply to COVID-19 Vaccination? 

Ultimately, neither the Nuremberg Code nor the UNESCO Declaration are applicable to COVID-19 vaccination. First, both documents explicitly concern experimentation, and not simply any medical treatment. This means that their principles no longer apply once any given vaccine has been through a clinical trial and approved for use.

The four (4) COVID-19 vaccines that are currently approved for use in Canada include — Pfizer / BioNTech  /  Moderna and AstraZeneca – all underwent rigorous, carefully monitored large-scale clinical trials before being reviewed by Health Canada. As the vaccines were developed, the clinic trials that were undertaken were all strictly in line with the Nuremberg Code.

All of the participants in clinical trials were given the opportunity to review the risks and consent. The fact that these trials were prioritized and accelerated due to the severity of the pandemic is not evidence that the trials were a sham. More importantly, in the employment context, no worker can ever be forced to take a vaccine.

Legally speaking, there is a crucial difference between forcing vaccination upon a worker and imposing consequences on a worker who chooses not to get vaccinated. In the latter case, the worker retains ultimate control over their body and the right to forego vaccination if they so choose. Just because a worker could suffer negative consequences from remaining unvaccinated, it does not mean that their employer is forcing them to be vaccinated.

For these reasons, the Nuremberg Code, the UNESCO Declaration, and any other regulations prohibiting forced experimentation cannot apply to a COVID-19 vaccination and / or testing policy or regulation.

 My findings in that memorandum will support a conclusion that the City of Regina’s Policy is largely reasonable, for these reasons:

 – A workplace policy can be legally based in either Legislation or the Collective Agreement. If there is no Legislation that tells the employer it must do something, the parties must turn to the Collective Agreement for guidance.

– The respective Collective Agreements between the City of Regina, Local 7, and Local 21 do not explicitly prohibit the City of Regina from instituting a “vaccination or test” policy. Where the Collective Agreement is silent, an employer has a broad “management right” to implement policies in the workplace. Such policies are subject to analysis under a test known as “KVP”.

– In the present case, the City of Regina appears to be choosing to “opt-in” to recent regulations under the Saskatchewan Employment Act (SEA). These regulations – The Employer’s COVID-19 Emergency Regulations – allow any provincial employer to choose to implement a vaccination or weekly testing regime.

– Because the regulations are “opt-in”, it could theoretically be possible to challenge the employer’s decision to adopt the policy. In such a challenge, the Union would argue that the employer exercised its management rights unreasonably when it made the choice to opt into a COVID-19 vaccination or test policy. However, my opinion is that it would be difficult, if not impossible, to argue the decision to opt-in to government regulations. Ultimately, an Arbitrator would be likely to show great deference to an employer that opts-in to a government regime.

– In any case, the City of Regina’s arguments in favour of this policy are strong. The workplace is large, and I understand that members regularly or semi-regularly intermingle with each other or cross paths with members of the public. The fact that Local 21 members spend the majority of their time outdoors is only one (1) factor that could be used against the policy. In recent cases, Arbitrators have not given this “open air” factor very much weight.

– The City of Regina’s policy appears to contain all of the requisite safeguards and balancing features, these include:

  1. References to Human Rights Legislation
  2. Accommodation
  3. Personal Privacy concerns
  4. Occupational Health and Safety (OHS)
  5. Progressive Discipline.

All of these provisions will support the policy’s general reasonableness. However, be aware that any improper application of this policy or these safeguards, including deviation from the policy and/or the government regulations, can and should be grieved.

– Medical, political, and social consensus is growing that COVID-19 and its delta variant can be very harmful to individuals in every demographic. Additionally, the consensus is growing in favour of vaccines, which are deemed to be both effective and safe by Health Canada. This combination of factors weighs heavily in favour of the City of Regina’s current policy and would make it extremely difficult to challenge at Arbitration, regardless of any government regulations

– Arguments that invoked personal privacy and bodily integrity have not been successful thus far. While the strict issue of mandatory vaccination has not been tested at Arbitration, there are a number of mandatory testing cases from 2020. In these cases, Arbitrators found that imposing mandatory testing on employees was a reasonable response to the pandemic.

In Closing: 

I can appreciate that the decisions your Executive Board has made will not satisfy all but this is the direction we are going.  If members have any further questions on the matter I encourage them to either contact our office or attend our next general membership meeting.

With the exception of the paid testing – the City of Regina has introduced a reasonable middle ground policy between having nothing at all and mandatory vaccinations.

This is being done in order to combat the real demonstrable threat that Covid-19 presents to our society, our most vulnerable, and in order to keep our members safe while we continue to provide the services that allow this city to function.

Lastly, I want to end by thanking everyone for their patience as we delivered this message and thank you all for your continued work during these very difficult times.

Laird WilliamsonPresident

Covid Policy Update – 7 October 2021

We have been instructed that we will be receiving our legal opinion from CUPE National this week. Once we have that the Union will be tabling the following topics as possible grievances:

  • Are these polices permissible under law?
  • Is the City of Regina obligated by our Collective Agreement to continue paying for testing beyond 15 November 2021?

Once the Union has decided these topics we will post our decision on our website regarding the direction we are going.

A common topic that has been coming up recently is: what happens in the interim?

The practical reality is that if the Union chooses to pursue a policy grievance for any of the above topics there would still be an expectation that members comply with the polices under the principles of work now grieve later.

A grievance being initiated does not immediately exempt members from a policy that the City of Regina has implemented but rather would seek to strike down, in part or whole, a policy and afford remedy in a retroactive way if it was successful.

Members who wish not to participate in testing will be faced with a difficult decision to comply or not be permitted in the workplace subject to investigation and the discipline process.

I can state, as a matter of opinion not decision, that termination seems like an extreme reaction to measures that by all accounts are intended to be temporary.

We further acknowledge that no matter the direction that we go there will be case by case instances that we will be obligated to investigate and encourage our members to document everything that transpires with respect to their employment as we work through this.

Lastly, I want to thank all of our frontline staff for continuing to keep our city operational. You are the reason we are able to have a vibrant and well functioning city and we cannot thank you enough.

Laird Williamson / President

Covid-19 Update

Unfortunately Local 21 has not yet received our Legal Opinion on the Vaccination and Testing Policy. While we were hoping to receive it in advance of the testing procedures coming online, it is unlikely that we will receive it before then and any action that the Local takes will be retroactive if we take any.

I want to be clear and again clarify some misconceptions: Local 21 does not create or implement policies, we react to them.

Some key updates:


Testing is now being delayed due to the testing policy not being completed. We met with the City of Regina on Monday 27 September 2021 to discuss this policy and many of our questions were not answered. What we do know is that the testing protocol is being developed in collaboration with the Saskatchewan Health Authority (SHA) and will be required to meet all privacy legislation.

Human Rights:

If you have questions about vaccine policy and protected Human Rights, we would encourage you to review the Saskatchewan Human Rights (SHR) webpage at:

If you are unable to provide proof of vaccination due to Code-Protected right(s), we encourage you to reach out to the City of Regina to begin the accommodation process.


This policy was created with professionals who work with all required Privacy Laws.

Information can be found on the Office of the Saskatchewan Information and Privacy  Commissioner’s (OSIPC) website here:

As noted in the in the Proof of Covid Vaccination Administrative Policy:

7.6 Any questions or concerns related to the City of Regina’s collection and use of personal information and personal health information pursuant to this Policy should be directed to the City of Regina Privacy Officer at: 

Jim Nicol, City Clerk / email: / phone: (306) 529-4922.

Local 21 fully acknowledges and appreciates that this interim response has not provided many answers and that for some; this will be disappointing and frustrating. But we ask for patience while we navigate this – we need to be aware that there are competing ideologies within our own membership that is on both ends of the spectrum from – being upset that we are not doing enough to protect our members from Covid to the other end that any mandate is a violation of individual rights.

In order to react to polices we rely on the advice of experts and evidence in front of us instead of opinion.

Preliminary assessments, as well as other legal assessments, and the recent announcements by the Saskatchewan Human Rights Commission (SHRC), and the Saskatchewan Government will be taken into consideration when we decide what action may be taken.

We will provide further communication once we have received the legal opinion specific to the City of Regina policies.


Laird Williamson / President


L21 Update – City of Regina Covid-19 Policy

On 21 September 2021 the City of Regina met with their Unions to discuss the proof of COVID-19 Vaccination Policy. During this meeting it was announced to us that the City of Regina would be accelerating their timeframe due to the announcement from the Province of Saskatchewan.

As we understand it, they now have an implementation date of 1 October 2021.


Our legal assessment has not yet been completed. We are hopeful that this accelerated timeline will not impede us from having it prior to implementation and will post a summary and conclusion on the L21 website once we have the information.


The City has not provided us a detailed explanation of this process yet but they are committed to meeting with the Unions prior to implementation. When we know more about this we will post a summary and conclusion on our L21 website.


The policy itself has a section regarding non-compliance. The City of Regina has not provided us a detailed explanation of this process but they are committed to meeting with the Unions prior to implementation. When we know more about this we will post a summary and conclusion on our L21 website.

What this means to you:

Beginning today the City of Regina will start conducting status meetings with their staff with the intention of acquiring their vaccination status. During this meeting you will have four (4) options of declaration:

  1. Fully vaccinated.
  2. Partially vaccinated.
  3. Not been partially or fully vaccinated.
  4. Choose not to disclose any vaccination status.

Options 2, 3, & 4 will mean that you are part of the pool of employees who will be subject to regular testing.

We encourage all members to review the policy and attend the status meeting. If you have concerns regarding the safety of your information – the contact information for that department is located in the policy.

We know this has not answered very many questions but we will continue to keep you as informed as we are.

Laird Williamson / President