UTE LOCAL 00051
October 24, 2007
On behalf of
Council, we would
like to welcome each
every one of
you to Local 00051’s
year has come and gone.
Phase 1 of the
Union/Management Initiative (UMI) has finally being implemented
across the offices in Canada.
TC-TSO managers, team leaders received their training
together with Union representatives.
UMI is a set of principles adopted to encourage early and
effective resolution of conflicts between the Local membership and
management at the lowest possible practical level.
UMI has already
been proven effective in some divisions and with some management.
The Local union representatives have seen more
open/transparent communication with the goal of achieving a mutual
resolution which is beneficial for all parties involved.
Anuradha Marisetti is pro-active in this initiative.
She has demonstrated time after time the right of the Union
to remain involved in what potentially can affect our members.
In this respect, she meets with me on a weekly basis
whereby we exchange information/concerns.
We also hold Union/Management meetings on a quarterly
basis. This provides
us with an opportunity to discuss issues that have a broad impact
to our members – it is not a forum to discuss issues that are
particular to one individual.
This year, with
the assistance of our Director, a local Work Force Adjustment
Committee was struck up. In
November 2006, we had 42 employees who had received formal
notification that they were affected as a result of the employer
restructuring its operations in such a way as to eliminate their
job or function or the transferring of their job or function to
another office. During
the year 2007, we added 8 more employees.
I am pleased to report that a lot of the affected employees
have been placed in permanent positions.
We have a remaining 28 to be placed.
I have recently been informed that we have jobs for 11 of
these members but this has not been finalized at the writing of
process of trying to place our members, it was found that
management instead of providing reasonable job offers, were
invoking permanent lateral move (PLM), a staffing tool to move
staff to new positions. PLMs
do not afford the member the same rights and protections as they
would otherwise have if the placement was made under the
reasonable job offer (RJO) provisions of the WFA.
I can only
strongly recommend that if you the member are affected or will be
potentially affected, please contact a union representative. We know about WFA and we can inform you of your rights and
ensure that all of your rights under the collective agreement are
It's that time
of year again when our contract expires on October 31, 2007.
demands were exchanged electronically with the employer on July 3.
Both sets of demands can be found on these web sites: www.psac.com
PSAC and CRA have agreed to set aside the following dates for
negotiations: September 17-21, September 24-28 and October 22-26.
But, it is not acceptable to the negotiating team, the union, or
the membership that the employer is unwilling to meet for a
sustained period to get a collective agreement before October 31.
UTE still hopes to secure further dates and is working hard to
negotiate a new agreement in as short a time as possible.
you wish to receive updates on bargaining, you can sign up now on
the PSAC web site – www.psac.com to automatically receive
Bargaining INFO bulletins as they are issued or by using the
“Subscribe” feature on the UTE website at www.ute-sei.org.
In closing, I can
assure you that I will continue to represent you, to the best of
my ability and would like to take this opportunity to remind you
that this is YOUR union
and whether you become involved in the union as a Steward,
Executive Council member or simply a member at large, your
continued support is always welcomed, and to say that we can’t
do it without YOU.
President, UTE Local 00051