NEXT WEEKS EXECUTIVE VISIBILITY WILL BE AT ARROW RD. AND ROYAL WINDSOR . SEE YOU THERE !
Bill C-377
Wednesday, June 14, 2017
Canada’s unions are celebrating the adoption of Bill C-4, legislation that repeals the former Conservative government’s controversial anti-union Bills
C-377 and C-525.
“Our affiliates and labour activists across the country have organized and campaigned against these bills from the beginning, and this is their victory to celebrate,” said CLC President Hassan Yussuff.
“Prime Minister Justin Trudeau then promised that, if elected, he would repeal these bills and we are happy he has kept that promise,” he added.
The former Conservative government argued Bill C-377 was about union transparency, but experts from across the spectrum agreed it was really about red tape that would have forced unions, their suppliers, and other businesses they work with to spend millions of dollars and thousands of hours producing and processing expense reports to be reviewed and filed – all at taxpayer expense.
Bill C-525 would have made it more difficult for workers in federally-regulated workplaces to join a union. It was opposed by labour relations experts, but was nonetheless passed into law by the Conservatives in December 2014.
Bill C-377 was opposed by everyone from the NHL Players’ Association to Conservative and Liberal senators, constitutional experts, Canada’s Privacy Commissioner, the Canadian Bar Association, the insurance and mutual fund industry, seven provinces, and a long and diverse list of others in the business, financial, professional, legal, labour, and academic communities, private and public, federal and provincial. Despite that opposition, the Conservatives used their Senate majority to pass the bill on June 30, 2015.
New Provincial Legislation for sick days
Local 1996-O is in support of this new Provincial Legislation, and although BTS is Federally regulated, perhaps Unifor should lobby for this Federally! This will create some relief on the Provincial Health Insurance system and Doctors will be more focused on treating patients in need of medical care.
Sick notes for the boss could soon be a thing of the past in Ontario.
Employers will be banned from asking staff for a doctor’s note if they take 10 or fewer days a year under legislation proposed to take effect next January.
The measure, part of the workplace reform law Premier Kathleen Wynne’s administration has put forward, means fewer wasted appointments for doctors and nurse practitioners, allowing workers to stay home and get well instead of spreading their germs around, Health Minister Eric Hoskins said Thursday.
“This becomes one less thing to worry about when you’re not feeling well,” Hoskins, a family physician, told a news conference at Women’s College Hospital.
Labour Minister Kevin Flynn, who is shepherding the labour reforms that include a $15 minimum wage by 2019, said the law will ensure all workers are entitled to at least 10 personal emergency leave days annually, two of which must be paid.
Reasons for personal emergency leave can include illness or taking care of sick family members along with domestic or sexual violence or the threat of it.
Flynn said “most employers” no longer require sick notes, but the ban will force others in line with more modern employment practices.
As well, it will take precedence over any sick note terms in collective agreements, Flynn added.
Visibility
NEXT WEEKS EXECUTIVE VISIBILITY WILL BE AT ARROW RD. AND BIRCHMOUNT . SEE YOU THERE !
Tum – Truck Utilization Module Award
The Executive has received several concerns and questions about the Tum process and acceptable practices.
Please read below and click the links for the full documentation, specifically the Arbitration Award
Subject: BTS Memo: Important update on vehicle utilization (Aug 27 2015 Communication)
“Hello,
Since the Company started to use the Vehicle Matching Process, many technicians have benefited from the program. First, it allows many garage dispatch technicians to travel a lesser distance to work with their own vehicle to pick up a Company truck. Second, it allows BTS to continue to provide the home dispatch privilege to its employees and even to expand the program to some employees that are garage dispatched.
The Company will continue to use the Vehicle Matching Process. Obviously, this has raised some concerns in the past that we are confident have been addressed and resolved. You are probably aware that Unifor filed a grievance contesting the right of the Company to match a garage dispatch technician with the vehicle of a home dispatch technician. An arbitrator confirmed the validity and reasonableness of the Vehicle Matching Process. The arbitrator also confirmed that garage dispatch employees should not pick up the vehicle keys before the start of their shift.
As we want to make the process clear for everyone, you will find below a recap of the responsibilities for technicians involved in the Vehicle Matching Process.
If you have any questions on the above, please discuss your concern with your manager.”
TUMS Communication Aug 27 2015
Employee responsibilities…Tums
Still have questions or concerns?…Reach out to your Steward
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