WorkSafe – Back & Shoulder Injury Prevention

Due to the nature of the job, it’s often difficult to avoid certain repetitive motions. However, it is still important that workers practice safe lifting and handling in order to protect their back and shoulders from injury. Protect against back injury by:

  • avoid lifting above shoulder height (this puts extra strain on your shoulders and back)
  • don’t try to catch falling objects
  • whenever possible, push rather than pull (pushing allows you to keep a normal back position and puts less strain on the back)
  • avoid excessive forceful movements – Ask: is there a tool you could use instead of your body?

Practicing safe lifting habits can protect your back and shoulders from many injuries:

  • use mechanical lifting aids where possible / employ a team lift.

If you must lift alone, use safe personal lifting practices:

  • size up your load before lifting
  • make sure your intended path is clear
  • get help if needed
  • use a dolly or other lifting aids whenever possible
  • get as close to the load as possible
  • avoid twisting from the waist while lifting
  • use a wide and well-balanced stance while lifting
  • tighten your stomach muscles as you start the lift
  • keep your lower back curved and lift with your legs
  • pick up your feet to turn – do not twist
  • lower the load with your legs while maintaining a normal back curve (lowering loads can injure your back just as easily as lifting)

WorkSafe – Back & Shoulder Injury Prevention

MOBIUS Active Member Newsletter

We are pleased to present the latest edition of the Regina Civic Employees’ Superannuation & Benefit Plan Active Member Newsletter.

Inside this issue:
– New and Improved Plan Text
– Funded Ratio Improves
– Our experts answer your questions
– Möbius Holiday Hours

Click on the link below to view the newsletter:

MOBIUS Active Member Newsletter – Nov. 2018

The next Pension & Benefit meeting is posted in the Calendar.

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.”

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