Our federal employers have a legal responsibility to bargain in good faith, and our Union is already preparing for the next round of bargaining. We need to be prepared as Union members to support our bargaining proposals and to fight against any concessions at the bargaining table.

PSAC members working for the Federal Government and Agencies maintain and interpret National and Historic Parks, process and verify EI and CPP claims, provide support for the Canadian forces and RCMP, process and verify passport applications, inspect meat and food processing plants, assess tax returns and administer tax benefit programs, monitor and enhance fish stocks and habitat, work with inmates and parolees, maintain airport runways and navigation systems, stop guns and drugs at the border, and provide services to veterans and their families.

These are just some of the programs and services we deliver and that Canadians depend every day. We must speak out against cuts to these services. Speaking out works. We saw this when the budget did not cut our pensions because we took action in the workplace.

Management may propose layoffs and job cuts to deal with the budget freeze. We know the government has indicated it will not necessarily staff the 14,000 positions expected to be vacated this year due to retirement and attrition.

Our union will fight any proposed reduction in workforce and any reduction in our ability to deliver quality programs and services to Canadians.

What can you do?

PSAC BC is launching a “Workplace Watch” campaign to document and speak out against the effect of cuts in the workplace – cuts that hurt both the Canadian public and Federal employees. Your Local Executive and PSAC Regional Offices will be in touch soon with more information about how to get involved.

Go to psac-afpc.com/federal-budget and sign up to receive updated information on the impact of the budget.

Purpose of Position

Under the direction of the Director, Regional Offices Branch (ROB), the Regional Coordinator manages programs and staff in their assigned region; coordinates and supervises staff and, in consultation with the Regional Executive Vice-President (REVP), ensures the timely and effective delivery of PSAC programs and services in the regions.

Qualifications

• Combination of education and experience in the field of labour relations; knowledge of union practices and programs;
• Demonstrate management skills;
• Ability to prepare and monitor budgets;
• Ability to successfully deal with change and to effectively manage organizational, operational and people issues;
• Understanding and commitment to union and equity principles;
• Knowledge of the PSAC policies, constitution and objectives of its programs;
• Ability to contribute to planning and priority setting;
• Ability to understand and respond strategically to operational issues with innovative solutions and develop and monitor long- and short-term goals;
• Ability to establish trust and cooperation amongst all employees and promote enthusiasm and commitment;
• Self-confidence, action-oriented and tenacity;
• Good judgment and diplomacy;
• Well-developed time management skills to deal effectively with conflicting priorities and time sensitive issues while remaining focused in the face of multiple distractions;
• Political acuity and respect for workers;
• Well-developed communication, negotiating and conflict resolution skills;
• Ability to communicate both effectively orally and in writing, in English;
• Travel and evening / weekend work;
• Ability to facilitate group discussion and decision-making

For more information, visit the careers section at the national website. Competition closing date is March 24, 2010.

• When: Wednesday March 24, 2010, 7PM
• Where: Fisheries & Oceans Board Room, 150-1260 Shoppers Row, Campbell River
• Agenda:
  • Budget
  • Pension Campaign
  • By-laws
  • Public Service Spending Freeze

For further information email Tom Hopkins – President or call 250-283-7171

Here are a few photos of the inaugural CR & D Area Council meeting, held on February 20th

PSAC and other federal public service unions took the then-Liberal government to court over 1999 changes to the Public Sector Investment Board Act which allowed it to expropriate $30 billion from the federal superannuation fund.

Read more at the national website.

Across Canada and around the world, people are taking a stand in support of public water and against the privatization of water. The bottled water industry is being forced under a public microscope as more and more people question:

• The safety of bottled water
• The weak bottled water industry regulatory standards and practices
• The growing corporate control of water
• The use of misleading bottled water marketing schemes
• The heavy social and ecological toll of for-profit water around the world

In Canada, there are over 70 municipalities, 6 school boards and 3 campuses that have successfully phased out the provision and sale of bottled water in their sectors. Will your institution be next?

It’s time to stand up and speak out, ditch the bottle and turn on the tap! Join the Canadian Federation of Students, the Sierra Youth Coalition and the Polaris Institute this March 11 for Canada’s first Bottled Water Free Day! Visit bottledwaterfreeday.ca to take the pledge and make today the first day of your bottled water free life!

Every year in British Columbia about 160 workers die on the job. Across Canada there are about 1,000 workplace fatalities annually and well over 300,000 lost-time workplace injuries. Since 2004, that adds up to roughly 6,000 workplace deaths and close to 2,000,000 injuries.

2004 was an important year: it was the year that Bill C45 was enacted. Termed the Westray Act after the horrible mine explosion in Nova Scotia that killed 26 miners in 1994, the new law was 10 years in the making.

Years of lobbying by the United Steelworkers finally convinced all parties in the House of Commons to amend the Criminal Code of Canada to legislate criminal prosecutions of corporate executives, directors and managers whose actions prove willfully negligent in neglecting their responsibilities to make and keep workplaces healthy and safe.

That same year, 2004, also saw a horrific accident at a New Westminster sawmill. Ultimately, the largest ever by WorkSafe BC, just under $300,000, was levied for the death of Lyle Hewer. The police and Worksafe BC both recommended criminal charges, but none was laid. The problem that caused Hewer’s death was fixed after he was killed, at a cost of $30,000 – a small price to pay for the loss of life, especially if you are the CEO of a $10 billion corporation.

With the Westray Act and 6,000 workplace deaths on the books, perhaps you might think there would be a slew of case law on such charges. Well, there isn’t. In fact, there have been only a few charges laid and even fewer convictions. In BC, there have been no prosecutions in six years.

It’s not been for a lack of serious injuries and fatalities. During the period 2004-2008 the Workers’ Compensation Board, now called WorkSafe BC, reported 785 workplace deaths and over 308,500 compensable workplace injuries. By contrast, about 1,500 people a year die in Canada from alcohol-related accidents on roads, recreational vehicles and boats, yet there are over 90,000 drunk-driving convictions per year. This begs the question: why have there not been more criminal prosecutions relating to workplace deaths and injuries? They aren’t all just “accidents”.

Just as was the case with the death of Lyle Hewer, no criminal charges were in connection with the death of 52-year old Ted Gramlich. A logging faller, he bled to death on a Vancouver Island side-hill on November 21, 2005. An inquest found a myriad of safety issues, including a confusing web of corporate contracts that left unattended basic safety standards. That year 42 other forest workers died on the job. Gramlich’s widow says, “If safety were first as they say, he’d be alive today.”

On March 20, 2006, logging truck driver Frank Leroux died on the job. Dozens more logging truck drivers had been killed; a Coroner’s inquest concluded with 17 jury recommendations to improve safety on BC logging roads. Again, no charges have been filed.

Between May 15 and 17, 2006, four workers died at the site of a decommissioned mine in Kimberley. The first to die, Doug Erickson, succumbed to an oxygen-depleted atmosphere. Two days later, his co-worker Bob Newcombe followed; then two BC Paramedics, Kim Weitzel and Shawn Currier, also died at the site. There were press reports, investigations, an inquest, but no criminal charges.

On March 7, 2007, three women farm workers died in a vehicle crash in Abbotsford. On September 5, 2008 in Langley, three mushroom workers were killed on the job, and three more were seriously injured. More reports, investigations, inquests, but no criminal charges.

Some people say these were accidents. Well, accidents are preventable. Managers and company owners are ultimately responsible for ensuring the safety and health of workers and for doing everything they can to help prevent accidents and injuries in the workplace. Criminal charges and, importantly, the threat of criminal charges are a powerful tool in that regard, far more so than fines and penalties from WorkSafe BC.

It’s about time we used the tools at our disposal to stop the killing. It’s time to start enforcing the law. It’s past time that corporations and senior executives were held accountable by the courts for their actions and inactions that put their employees safety at risk. There is far too much unfinished business in the area of workers’ health and safety.

Let’s dust off the Westray Bill and start using it to stop the killing in BC and Canada once and for all.

By Stephen Hunt, Director, United Steelworkers District 3

The only items agreed to were the following items:

• Letter of Understanding re: Employment Equity
• Harassment
• Leave with or without pay for other reasons

The Union tabled most of the remaining discussion items including proposals on Insurance Plans and Group RRSPs.

The employer responded “NO” and is refusing to provide counter-proposals regarding the following items:

• Family Related Leave
• Pension Plan
• Technological Change
• Professional Membership Fees (Drivers’ Licence)
• Contracting Out
• Social Justice Fund
• Flight Benefits
• Transit Passes

Monetary items, including Classification, Premiums, and Wages are expected to be dealt with at the next session.

Our next meeting dates with the employer are March 16 and 17 and the week of April 12 to 16.  At this time there has been no agreement between the parties to extend the 60 day time limit for the conciliation process.  This period expires on April 13 at which time the employer can lock us out (provided they have served the Union with 72 hours notice).

Over the next few weeks as we continue to negotiate, the bargaining team will continue to have membership meetings in order to update you on our progress. This is an opportunity for you to continue to give direction and support to your team. Meeting notices will be posted on your bulletin board and also on the union’s website at www.local20221.com.  Our next information meeting has been scheduled for March 31, 2010 from 10:00 a.m. to 5:00 p.m. at Room TBA. All members are strongly encouraged to attend.

We are also in the process of scheduling a strike vote. More information will be communicated to you as information becomes available.

This year marks the 100th anniversary of the first international women’s conference in Copenhagen, Denmark, which lead to the creation of International Women’s Day. The day had been celebrated in many countries since the mid-1800s. But in 1910, women made the day a part of a worldwide movement and haven’t looked back since.

March 8 also represents the 40 year anniversary of the Royal Commission on the Status of Women – the first Canada-wide investigation into women’s equality, which made recommendations that women are still fighting for today. Canadian women have seen many victories over the last four decades, including constitutional rights under the Charter of Rights and Freedoms, paid maternity leave and laws that ensure equal pay for work of equal value.

In addition, Canadian women played a significant role in ensuring that women’s rights and gender equality are included in international agreements such as the Convention on the Elimination of all forms of Discrimination Against Women.

But even though women have seen many improvements over the last 40 years, there is still much work to be done. Since the election of Stephen Harper’s Conservative government in 2006, women have seen their rights rolled back or denied.

Read more of the Union Update spotlight on IWD at the national website.