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  • Grievance mediation | Alliance de la Fonction publique du Canada | Région de la capitale nationale
    the situation The parties will be more comfortable with making commitments and concessions in mediation if they know these will not damage their case if mediation fails or be publicized if mediation succeeds Unlike arbitration mediation can address the issues and interests surrounding and underlying the matter in dispute It can help to identify and resolve situations that could produce future grievances Mediation allows the parties to look beyond the symptoms to see problems in a broader perspective than is possible at arbitration where the emphasis is on the arbitration of rights and the answers to relatively narrow questions It can result in practical workplace solutions which may lay the foundation for better working relationships A mediated settlement has the potential to include remedies not available at arbitration e g collaborative skills training for union and management representatives development of a workplace communications policy agreeing to the text of a revised job description agreement to market an employee to another organization or agency or to transfer an employee between departments agreement to a job classification review agreement concerning early retirement retroactivity for example an agreement to pay backpay facilitation of a more comfortable work environment until retirement on full pension While a mediated settlement might not be achieved mediation has the potential to clarify the issues in dispute and enhance the parties understanding of what lies behind the conflict Mediation is informal and permits people to simply tell their own stories The parties are encouraged to speak freely and openly with each other Unlike arbitration they are not bound by procedural rules or rules of evidence It teaches people to resolve their own issues and increase confidence in their ability to do so When union and management are involved it improves the ability of those parties to settle grievances or other disputes Mediation encourages face to face communication instead of communicating through their representatives which can contribute to building and enhancing on going and long term relationships When union and management are involved it can foster better union management relationships Mediation can be arranged relatively quickly The process attempts to resolve issues in a short time frame The longer a dispute lasts relationships can become worse and morale can suffer Statistics generally tend to demonstrate high levels of satisfaction with the process Even in cases where a settlement is not reached the parties rate the process as fair in the vast majority of cases Mediation avoids the adversarial atmosphere and win lose outcome associated with grievance arbitration Over time as conflict resolution systems evolve and improve it may result in more issues to surface especially those rooted in abuse and discrimination and therefore contribute to healthier workplaces What are the disadvantages of grievance mediation Mediation may not be suitable where there are substantial or systemic power imbalances especially in situations of harassment abuse or discrimination The facilitative influence and competencies of the mediator may be inadequate to address the imbalance ensure the safety of both parties and protect the integrity

    Original URL path: http://ncr-rcn.psacadmin.ca/fr/node/1284 (2015-04-05)
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  • Off Duty Conduct | Alliance de la Fonction publique du Canada | Région de la capitale nationale
    Stewards Taille du texte A A A Off Duty Conduct Off Duty Conduct PDF Filed in Shop Stewards Grievances Published January 14 2013 Tweet Abonnez vous à notre liste de diffusion Recevez notre journal interactif et demeurez en contact avec nos nouvelles nos événements et nos communiqués de presse Courriel à domicile Code postal Alliance de la Fonction publique du Canada Bureau d Ottawa 11 Holland bur 701 K1Y 4S1

    Original URL path: http://ncr-rcn.psacadmin.ca/fr/node/1351 (2015-04-05)
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  • Nécessités du service: quelques principes | Alliance de la Fonction publique du Canada | Région de la capitale nationale
    prouver que les nécessités du service justifiaient le refus de l avantage Le fardeau le plus lourd appartient à l employeur et ce pour deux raisons C est l employeur qui est censé connaître les nécessités du service Et surtout l employeur a contracté une obligation et il ne peut s en dégager que dans des circonstances particulières En n imposant pas à l employeur le fardeau d établir les exceptions au droit accordé aux termes de la disposition pertinente de la convention collective on risque de saper l intention de ladite disposition On a fait valoir que l employeur devait examiner les véritables solutions de rechange qui existent quant au recours à d autres employées ou employés Cela dit le refus de l employeur d envisager le recours à d autres membres du personnel ne signifie pas nécessairement que le refus du congé est déraisonnable L employeur doit prendre les dispositions nécessaires au bon fonctionnement du service de façon que les employées et les employés puissent exercer les droits que leur reconnaît la convention collective Il ne peut invoquer la pénurie de personnel et les nécessités du service formation etc Ce ne sont pas des motifs valables pour affranchir l employeur de ses obligations Il est possible que l employeur décide en raison de nécessités du service inhabituelles et temporaires de n accorder aucun congé pendant certaines périodes parce que les besoins augmentent p ex nouveaux services augmentation de la circulation transfrontalière Dans les cas où l employeur planifie ses opérations et connaît clairement les nécessités du service on a décidé qu il peut à bon droit refuser une demande de congé compensatoire par exemple Textes de référence Sumanik 166 2 395 Lee et Coulter 166 2 741 742 Gray 166 2 457 Savage 166 2 9734 Gray 166

    Original URL path: http://ncr-rcn.psacadmin.ca/fr/griefs/n%C3%A9cessit%C3%A9s-du-service-quelques-principes (2015-04-05)
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  • Le modèle organisateur | Alliance de la Fonction publique du Canada | Région de la capitale nationale
    peut il prendre pour aider à régler le problème contribuer à obtenir un résultat satisfaisant aider à bâtir le syndicat en cours de route Cette question exige t elle confidentialité et discrétion Pourquoi Avons nous le consentement de la plaignante ou du plaignant pour faire intervenir d autres personnes Qui d autre peut être affecté par cette question Comment le savons nous comment le saurons nous De quelles manières ces personnes sont elles touchées par cette question Quelle est l importance de cette question pour ces membres Comment peuvent ils intervenir Qui d autre doit intervenir Cela a t il déjà été un problème dans le passé Qui est intervenu et quel a été le résultat Quels sont les objectifs spécifiques Quelles mesures pourraient être envisagées Dans quel but Cette question offre quelles possibilités de formation p ex sur le plan individuel avec la plaignante ou le plaignant bulletin de nouvelles d information séance d information système de communication entre les délégué e s et les membres colloque cours de I AFPC formation mixte avec l employeur Comment cette question peut elle contribuer à améliorer la formation des délégué e s ou à augmenter leur nombre quelles activités spécifiques devons

    Original URL path: http://ncr-rcn.psacadmin.ca/fr/griefs/le-mod%C3%A8le-organisateur (2015-04-05)
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  • Union Representative Immunity | Alliance de la Fonction publique du Canada | Région de la capitale nationale
    of protection that should be afforded to a representative s statements A chief steward often operates within a political process Elected by his fellow employees he may be required one day to speak harsh words to management and another day to speak harsh words about management to employees in an effort to inform or rally them He may posture his communications both with management and with the employees In that he is not unlike other elected officials While generally a company may be entitled to expect a degree of faithfulness and respect from employees in statements which they make after working hours it is clear that an employer cannot hold employees to a standard of unquestioning loyalty especially where union business is concerned It would be unrealistic not to expect that a union steward will whether in a speech or a newsletter occasionally express strong disagreement with the company and its officers and do so in vivid and unflattering terms Being at the forward edge of encounters with management the shop steward becomes particularly vulnerable in the area of discipline If union stewards are to have the freedom to discharge their responsibilities in an adversarial collective bargaining system they must not be muzzled into quiet complacency by the threat of discipline at the hands of their employer In our view the principles developed by the arbitral awards canvassed above and by the Court in the Linn case disclose the standard to be applied The statements of union stewards must be protected but that protection does not extend to statements that are malicious in that they are knowingly or recklessly false The privilege that must be accorded to the statements of union stewards made in the course of their duties is not an absolute licence or an immunity from discipline in all cases A steward who openly exhorts employees to participate in an illegal strike obviously cannot expect that his union office will shield him from discipline Similarly a steward may not use his union office and a union newsletter to recruit and direct employees in a deliberate campaign to harass a member of management Conduct so obviously illegal or malicious is outside the bounds of lawful union duty and can have no immunity or protection 2 While the parties might wish for an idealized world of civil and respectful communications the emotional nature of the adversarial relationship does not always make this possible Arbitrators have readily acknowledged the role of immunity in facilitating a free and frank exchange between union and management representatives to resolve disputes I recognize the general abhorrence of management and union officials alike of needless exchanges of unpleasantries and abuses in both negotiations and grievances which can only exacerbate the situations rather than further a settlement which is the purpose of such meetings In my view such conduct does not have a place in grievance proceedings but when this type of conduct arises it is not an offence for which discipline can be imposed under the

    Original URL path: http://ncr-rcn.psacadmin.ca/fr/node/1346 (2015-04-05)
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  • Treasury Board Grievance Chart | Public Service Alliance of Canada | National Capital Region
    Contact Home Shop Stewards Text size A A A Treasury Board Grievance Chart Treasury Board Grievance Chart PDF Filed in Shop Stewards Flow charts Published January 14 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

    Original URL path: http://ncr-rcn.psacadmin.ca/shop-stewards/treasury-board-grievance-chart (2015-04-05)
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  • Canada Food Inspection Agency Grievance Chart | Public Service Alliance of Canada | National Capital Region
    Shop Stewards Text size A A A Canada Food Inspection Agency Grievance Chart Canada Food Inspection Agency Grievance Chart PDF Filed in Shop Stewards Flow charts Published January 14 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

    Original URL path: http://ncr-rcn.psacadmin.ca/shop-stewards/canada-food-inspection-agency-grievance-chart (2015-04-05)
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  • Grievance Flowchart | Public Service Alliance of Canada | National Capital Region
    Education Bargaining Contact Home Shop Stewards Text size A A A Grievance Flowchart Grievance Flowchart PDF Filed in Shop Stewards Flow charts Published January 14 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

    Original URL path: http://ncr-rcn.psacadmin.ca/shop-stewards/grievance-flowchart (2015-04-05)
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