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  • Q & A on Workplace Harassment for Locals | Public Service Alliance of Canada | National Capital Region
    and may step into making general representations where a fair and thorough process is not being followed by the employer If the Respondent receives discipline as a result of the grievance complaint then he or she can approach the Unionwith a request for representation The Unionwill consider whether any resulting discipline was warranted or was excessive or whether any other resulting corrective measures were reasonable in deciding whether it will provide representation For employees employed in the Federal Public Service where a Respondent has been found guilty of harassment and the disciplinary measure is an involuntary deployment the Unionwill not provide representation where it believes the deployment was reasonably necessary to address the harassment What do I do if there are Cross Complaints This happens when person A files a harassment complaint against person B and person B files a harassment complaint against person Where a series of cross complaints are filed it becomes difficult for the Unionto take a representational role particularly where the allegations could on their face meet the definition of harassment These situations are extremely complex and divisive It makes the most sense for the Unionto play a role that ensures that the employer deals with the allegations in a timely and fair manner The Union s role therefore is to monitor the process rather than to adopt the role of full representative for one side or the other When the process is concluded and the result is disciplinary action or other corrective measures an employee can approach the Unionbut the Unionneeds to decide whether the measures are excessive before deciding to represent the affected employee What do I do if I feel I am being harassed Any employee in a PSAC represented bargaining unit who believes he or she is experiencing harassment in the workplace

    Original URL path: http://ncr-rcn.psacadmin.ca/harassment-workplace/q-workplace-harassment-locals (2015-04-05)
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  • PSAC Policy on Union Representation:Workplace Harassment | Public Service Alliance of Canada | National Capital Region
    providing representation to employees in the context of workplace harassment should be consistent with its condemnation of harassment you can request and obtain Union representation unless it is clear that the allegations on their face do not meet the definition of harassment that applies to your workplace Depending on where you work the definition of harassment can be found either in your collective agreement or in an employer policy and if an allegation of harassment has been made against you the Union can help provide you with information about the process you can expect If a finding has been made that you did harass someone and you are subject to corrective measures such as discipline or a deployment to another position the Union may provide you with representation where it reasonably believes that the measures taken are too severe or unwarranted in the circumstances To help you understand how workplace harassment allegations are usually dealt with here are some general things to keep in mind it is the employer that is responsible for providing a workplace free from harassment The employer therefore must assess the validity of a complaint decide whether to investigate it and if so render a decision the definition of harassment that will apply under this Policy will be the definition in either the employer s policy or your collective agreement the process used to investigate allegations of harassment will either be those set out in your collective agreement or where no such provision exists those set out in the employer s policy the person alleging harassment and the person against whom the allegations are made have a right to be heard This doesn t mean the investigation process looks like a trial but you need to be given a reasonable opportunity to put relevant information in

    Original URL path: http://ncr-rcn.psacadmin.ca/harassment-workplace/psac-policy-union-representationworkplace-harassment (2015-04-05)
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  • PSAC members engage in direct action at Loblaws; demand food safety in wake of hog barn video | Public Service Alliance of Canada | National Capital Region
    heels of an undercover video released by Mercy for Animals Canada on December 8 which shows flagrant abuse and questionable sanitary practices of pigs intended for human consumption at a hog farm operated by Puratone in Manitoba Puratone supplies pig products to many grocery chains in Canada including Loblaws and Sobeys A CBC news report notes that the video shows agitated pigs with open sores in tiny cages adult animals being euthanized using bolt guns in the head and piglets being euthanized by slamming them against the floor The original video can be watched at PigCruelty ca Sadly it is not surprising that hog farms have degenerated into what we witness in the Mercy for Animals Canada video said Larry Rousseau Regional Executive Vice President of the PSAC in the national capital region The ongoing elimination of federal regulations and the shortage of inspectors and the reliance on industry self regulation inevitably leads to such abuses We need to prevent another XL Foods type crisis Research by FoodSafetyFirst ca calls for the hiring of 1 000 additional inspectors and an immediate moratorium on industry self policing in order to ensure safe food for Canadians PSAC members undertaking today s direct

    Original URL path: http://ncr-rcn.psacadmin.ca/news-releases/psac-members-engage-direct-action-loblaws-demand-food-safety-wake-of-pig-farm-video (2015-04-05)
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  • Multiple chemical sensitivity at work guide for PSAC members | Public Service Alliance of Canada | National Capital Region
    exist We see once healthy members becoming sicker and sicker developing MCS after being exposed to hazardous substances in their workplaces Workers affected by this illness should not be held hostage to medical debate They are victims of work related exposures and should be recognized as injured at work They should be eligible for social and financial benefits MCS is a union health and safety issue We must be involved for the benefit of the victims as well as for the benefit of all workers We must work towards the recognition of MCS as an occupational disease As long as there are conflicting views defining MCS either as a psychiatric problem or a condition affecting more sensitive and unprotectable individuals the fact that many more workers are continuing to be affected by hazardous work environments may never be forced into the open The Alliance chose MCS as one of two topics for its 1993 National Health and Safety Conference It was the first time a Canadian union held a conference on the issue During the Conference participants received information on the illness itself the causes and preventive measures as well as on the pitfalls which sufferers encounter while trying to obtain benefits or accommodation in the workplace Speakers included members of the Alliance from MCS a medical researcher an engineer a biologist benefit experts lawyers and leaders of our Union During the workshops participants indicated that the Conference had increased their awareness and understanding of the issue They shared information and discussed strategies on how to prevent hazardous substances in the workplace from claiming more victims They also clearly stated the need for guidance on helping their sisters and brothers with MCS This booklet has been produced by the Health and Safety Section of the Alliance in response to that

    Original URL path: http://ncr-rcn.psacadmin.ca/education-program/multiple-chemical-sensitivity-work-guide-psac-members (2015-04-05)
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  • Take Action: Everything you need to know to mobilize workers to win positive change | Public Service Alliance of Canada | National Capital Region
    Take Action Everything you need to know to mobilize workers to win positive change Take Action Everything you need to know to mobilize workers to win positive change PDF Filed in Shop Stewards Lobbying Published January 11 2013 Tweet Receive our E Newsletter Receive our e newsletter and stay in touch with all our news events and press releases Non work Email Address Postal Code Public Service Alliance of Canada

    Original URL path: http://ncr-rcn.psacadmin.ca/lobbying/take-action-everything-you-need-know-mobilize-workers-win-positive-change (2015-04-05)
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  • PSAC Structure | Public Service Alliance of Canada | National Capital Region
    Events Education Bargaining Contact Home Structure PSAC Text size A A A PSAC Structure PSAC Structure PDF Filed in Structure PSAC Published January 17 2013 Tweet Receive our E Newsletter Receive our e newsletter and stay in touch with all our news events and press releases Non work Email Address Postal Code Public Service Alliance of Canada Ottawa 11 Holland Suite 701 K1Y 4S1 Tel 613 560 2560 Fax 613

    Original URL path: http://ncr-rcn.psacadmin.ca/structure-of-psac/psac-structure (2015-04-05)
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  • Building Our Union | Public Service Alliance of Canada | National Capital Region
    Components defined by geography the Nunavut Employees Union NEU the Union of Northern Workers UNW and the Yukon Employees Union YEU Component responsibilities are set out in the PSAC Constitution and include processing staffing complaints and grievances up to but not including adjudication assuming responsibility at the workplace level for collective agreements signed by the PSAC covering members within the jurisdiction of the Component and representing its members on matters such as classification problems and working conditions not already covered in collective agreements Under the PSAC Constitution each Component elects its national officers selects a national staff and holds a convention every three years These conventions are held six to twelve months prior to the PSAC Triennial Convention Component delegates elect officers set Component policies and select the delegates for the PSAC Triennial Convention Some Components have regional offices as well as a national office Local concerns are generally brought to a Component Regional Vice President or the equivalent officer in the Component who is also responsible for reporting Component concerns back to the Local Directly Chartered Locals raise their concerns with their PSAC Regional Executive VicePresident Only two Components are certified bargaining agents namely the Union of Northern Workers UNW which is the certified bargaining agent for the Government of Northwest Territories and the Nunavut Employees Union NEU which is the certified bargaining agent for the Government of Nunavut Otherwise the PSAC is the certified bargaining agent for all other PSAC bargaining units The following is a current list of Components Agriculture Union Canada Employment and Immigration Union Customs Immigration Union Union of Environment Workers Government Services Union National Health Union Natural Resources Union Nunavut Employees Union Union of Canadian Transportation Employees Union of National Employees Union of National Defence Employees Union of Northern Workers Union of Postal Communications Employees Union of Solicitor General Employees Union of Taxation Employees Union of Veterans Affairs Employees Yukon Employees Union National Board of Directors NBoD The National Board of Directors consists of the National President the National Executive VicePresident the seven Regional Executive VicePresidents and the President of each Component Regional Executive VicePresidents represent the interests of Directly Chartered Locals in their respective regions All of the members of the NBoD are elected at a Component Regional or the PSAC Triennial Convention except the Regional VicePresident for Countries Outside Canada This officer is elected by the NBoD at the first National Board of Directors meeting after Convention Generally speaking the NBoD is responsible for carrying out the policies and giving effect to the decisions made at the PSAC Convention It must also represent and inform the membership on all matters and issues which directly affect members The NBoD must also administer itself make regulations for the implementation of policies and resolutions passed at Convention and prepare resolutions and recommendations for the next Convention The Alliance Executive Committee AEC The Alliance Executive Committee AEC is responsible for the daytoday management of the affairs of the PSAC It is also responsible for implementing PSAC

    Original URL path: http://ncr-rcn.psacadmin.ca/structure-of-psac/building-our-union (2015-04-05)
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  • Union dues keep PSAC working for you — December 2012 | Public Service Alliance of Canada | National Capital Region
    provide education and training deal with classification and health and safety issues and complaints produce materials and tools on issues that matter to members such as the workforce adjustment Convention delegates decided a small dues increase was needed Every three years PSAC members review the union s financial situation at a national convention and adopt a three year budget They also debate and adopt resolutions about future activities The 2013 dues increase will be used primarily to increase the union s ability to protect members from cuts to jobs and public services create regional youth committees that will allow young workers to develop skills and strategies on issues that they care about and deal with an anticipated deficit in the PSAC staff pension plan The need to ensure the solvency of the pension plan is based partly on changes to regulations dealing with pension indexing but primarily due to historically low interest rates However if the next pension plan valuation in 2015 determines that these funds are not necessary over the next three years any unused portion will be used to credit members dues in the following three year budget There will be differences in deductions in January The total

    Original URL path: http://ncr-rcn.psacadmin.ca/union-dues/union-dues-keep-psac-working-you-%E2%80%94-december-2012 (2015-04-05)
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