Job Descriptions Update / Member Involvement

Job Descriptions were distributed to Management on Monday October 22nd. It is expected that they will have them distributed to all Local 21 employees by the end of the week – to allow for an opportunity to discuss the process with employees. The following process and deadlines are being committed to:

  1. Receive a copy of the draft job description from your manager.
  2. Complete the Job Description Editing Form and submit it to your manager.
  3. Managers and supervisors review and provide feedback.
  4. All feedback is provided to Human Resources by November 23, 2018.

You have a say in your Job Description!

Please ensure you speak with your manager/supervisor about when the comments are to be returned to them. If there are any comments/feedback from your manager/supervisor, they are to sit down with the employee/employees to discuss.

Local 21 encourages all members to take the time, review your job description and complete the editing form and have discussions with your supervisor/manager about any differences that should be reflected. This is your opportunity to participate in the creation of the Job Description that will be processed through the new Job Evaluation Tool.

To help facilitate this, there will be multiple “drop in sessions” for you to work on your job description and editing form with people who are part of the Steering Committee (including Union Executive at some). This provides the opportunity to ask questions of your Job Description and ensure we all work together to get each one of our Job Descriptions correct. Drop in sessions are as listed in the following link Volume 7 – JJEC Newsletter

If you have any questions, please first attend a drop in session – it will be beneficial. We would also like to encourage groups of like or same jobs to meet and discuss the Job Description together.

After this is completed, all comments will be looked at and necessary changes made to the Job Descriptions.

We will likely starting rating jobs in March/April

Maria Kotsetas, President

Recreational and Medical Cannabis in the Workplace

On October 17, 2018, the recreational use of cannabis will be legal in Canada. There are many workplace implications that will need to be considered. The City of Regina’s position on the legalization of cannabis is one that strikes a balance between the safety of our employees and residents, as well as the human rights of our employees …

Recreational-and-Medical-Cannabis-in-the-Workplace (2)

Executive committee casts 10-1 vote against living wage policy

Regina city council’s executive committee concurred with an administration recommendation that Regina not adopt a floor wage of $16.95 per hour for itself and many of its contractors.

Regina Leader Post – Updated: October 10, 2018

All but one Regina city Councillor voted against a living wage policy on Wednesday, siding with an administration report that said it would be too expensive.

There were four options in the report. Only one would make the city a so-called living wage employer. It would require city employees to be paid at least $16.95 per hour. The same would apply to workers employed by service partners and contractors who do work on city premises.

That was a non-starter for the Canadian Federation of Independent Business. Its vice president, Marilyn Braun-Pollon, warned the policy’s estimated minimum price tag of $1.1 million would drive up property taxes and hurt employers.

“At a time when administration is going into budget deliberation and continues to look for internal efficiencies and cost savings, we believe the last thing the city should do at this time is adopting a costly living wage policy,” she said.

Braun-Pollon said 74 per cent of CFIB’s member businesses oppose the policy. She warned it could cost jobs, especially for younger entry-level employees who might not require a living wage calculated for a family with kids. She called it “a one size fits all” approach.

“While this idea might sound good on paper, in practice it’s impractical, with many unintended consequences,” she said. Most Councillors seemed to agree.  Councillor Sharron Bryce said the policy “would ultimately make it more expensive for everyone to live in Regina.”

Mayor Michael Fougere said those supporting the idea had their “heart in the right place.” But he views poverty reduction as more a matter for the provincial and federal governments than for the city. “The city is not about wealth sharing,” he said. “It’s about providing fundamental services for people every day.”

Ultimately, all Councillors except Ward 3 Councillor Andrew Stevens concurred with administration’s recommendation to maintain the status quo. The matter will come back up at a full meeting of council at the end of the month.

The debate dovetailed with ongoing interest in the provincial minimum wage — which is only $11.06 in Saskatchewan, the second-lowest in the country. Peter Gilmer of the Regina Anti-Poverty Ministry drew on well-worn arguments to urge Councillors to get on board with the $16.95 minimum. “Low-income people spend all of their income in the local economy, boosting demand,” he told them. He called the apparent choice between wages and business “a phoney battle.”

Gilmer said he was disappointed with the outcome of Wednesday’s vote. “We felt that this was a way to put further pressure, that would be good for the quality of life for the city of Regina as a whole,” he said.

Stevens pushed those same points in defending the policy. He asked administration whether they’ve studied the impact a living wage policy could have on morale and attrition for city workers. While only six municipalities in Canada have adopted such a policy, Stevens said the evidence from other jurisdictions is very positive.

“There are net benefits that can be calculated, and some that have social and community impacts,” he said. “I didn’t see all that stuff coming out in the report.” He said the city should take a leadership role.

But Councillor Mike O’Donnell said the city is already “setting an example.” “We have a pension,” he said. “You can start with the city, you can get upgraded with the city, you can make what I hope is a reasonable salary and when you’re finished you are looked after.” Fougere agreed the city treats its employees well.

“The vast majority of employees in the city make over the living wage in any case,” he said. These are entry-level positions — they can move into a higher-level position.

“We are a good employer.”

Message from the President

On September 6th, the Local 21 executive hosted a round table meeting with Mark Hancock, cupe national President and Debra Grimaldi, cupe Saskatchewan regional director. We brought forth a number of items for discussion; one of those items discussed at length was cupe’s administration/handling of our Local and the lessons learned.

Following the 2016 executive elections and at the conclusion of cupe’s administration of our Local, disclosures revealed that our Union affiliations had not been paid, as well as a number of un-paid invoices surfaced and a deficit in the amount of almost $250,000.00.

Numerous financial cuts were required in order to present a 2017 budget deficit free to the members. Moving forward I’m happy to report that we are in much better shape today. That said, Local 21, national and division have a better understanding of each other and are moving forward.

With the end of a busy summer; that found many resolves to grievances within the informal process and formal grievance processes. Local 21 continues to strive to ensure integrity and due diligence within the policies and procedures that set the parameters of the work that our members do. This includes addressing contracting out, internal hiring practices and consistency of the application of the Local 21 CBA (Collective Agreement) and LOU’s (Letters of Understanding).

Local 21 will be initiating committees in the near future, and a reminder that our Collective Agreement expires at year’s end, with bargaining to begin soon after. On another note, we are looking for an amicable JE (Job Evaluation) package that will be presented to the membership for ratification. When that date is set, we encourage all the members to take part in this very important process.

In closing, I wish to address harassment, respectful workplace, violence, drugs and confidentiality within the workplace and Union environment. To be clear Local 21 under no circumstances condones harassment, violence, drugs or any confidentiality breach in any form within the workplace or Union environment.

Local 21 will not be a shield to that type of inappropriate behaviors. Violence in the workplace will not be tolerated and could ultimately lead to immediate termination of employment and possible intervention depending on the seriousness could involve the Regina Police Services.

Lastly, I want to address confidentiality. There are Civic, Provincial and Federal laws in place for the obvious protections and  Local 21 is bound to those laws within our Union environment, there are no exceptions. Our job is two fold, provide representation and achieve workplace opportunities for the members of this Union.

If you have any interest in getting involved in some capacity with our Local, you’re Local, please give me a call.

Maria Kotsetas, President

Management Review

Management Review
August 29, 2018

The start of September marks the end of summer vacation for students, shorter days and crisp mornings. I always welcome this change of seasons and have many fond memories of getting my five daughters back into their school routine. For our employees at the City, it’s a time to reflect on all the great work that happened over the summer months. We should feel proud that our residents have benefited from the care and attention to our parks, the leisure programs that kept families busy, the maintenance and renewal of our numerous facilities and the many road, water and sewer projects completed in construction zones.

This time of year also means budget preparations, planning for next year, and preparing for our final quarter of the year. We’ve been out in the community encouraging registration for our fall recreation programming, promoting our transit service and soon, will be reminding residents to visit our leaf and yard depots. This fall we will be engaging our residents about the City’s budgeting process, as well as undertaking the Citizen Satisfaction Survey. We want residents to reflect on their priorities and be aware of the challenges we face balancing the cost of delivering programs and services, investing for the future, replacing and rebuilding infrastructure all while considering affordable and reasonable property tax increases.

Another initiative starting in September is a review of our management structure. To achieve the City’s vision, we need to ensure that we have effective structures in place at the executive and senior leadership level. Over the next eight weeks we will take the opportunity to analyze our current structure, look for gaps, and assess the needs of the organization for the future. This is important work to put our organization in a position where we continue to deliver reliable programs and services to residents.

Recently we’ve received preliminary results of the Employee Engagement Survey. We will soon be in a position to communicate those results, begin conversations and develop engagement plans to take action. I want to acknowledge and thank you for the many examples of our One City-One Team principle that I observed while visiting workplaces and teams this summer. I continue to be encouraged when I see different areas working together collaboratively, sharing information to improve processes and getting results for individuals and families within our community.

As always, I am committed to open dialogue on making positive changes to our organization.

Enjoy the last long weekend of the summer.

It would be appreciated if this message could be posted for your colleagues who may not have access to a computer

Chris Holden
City Manager

Preferred Partner Program

Introducing the *new and improved* “Preferred Partner Program”

With feedback from our valued corporate clients about the $100 discount on prescription eyewear, we are very happy to introduce the new and improved offer…

Effective immediately, the new and improved “Preferred Partner Program” gives all CUPE Local 21 members (and each of your dependants) the option for Any Promotion, Any Time.  All you need to do is print the attached coupon to have the choice of any one of the following of the best 6 promotions, any day of the year, at any of their store locations across western Canada:

  • 40% OFF a single complete pair purchase
  • 50% OFF lenses with or without a frame purchase (single pair offer)
  • 50% OFF frames with the purchase of prescription lenses (single pair offer)
  • 2 for 1 + 50% OFF lens coatings, lens treatments and lens upgrades
  • 2 for 1 + one complete kids’ pair FREE
  • 2 for 1 + FREE Polarization

You will also be offered corporate pricing on prescription Safety Eyewear if you need them.

Click HERE for locations of Optiks International (AB and BC) and Factory Optical (SK) stores.

Attached is a full description of the offers.  Please contact _INSERT INTERNAL CONTACT NAME/INFO__ if there are any questions regarding this offer.

Preferred Partner ProgramAPAT_Workplace Summary_CUPE Local 21_June 2018