Conflict is a part of our lives. Shop Stewards can get involved in situations at work where co-workers have disagreements, often with heightened emotional content. How we respond as stewards and how members respond to a conflict will have an influence on the outcome.  

In this Zoom session, we’ll talk about how stewards can face difficult situations with more confidence, offer conflict resolution skills to co-workers and build solidarity in the workplace. Encouraging your co-workers to resolve conflicts themselves at the earliest stage helps them have more control over the outcome and can foster a culture of trust and empowerment.

Whether you are a new steward or an old hand, we'll hope you'll share your experiences in this 1.5-hour session.  Click the red Send RSVP below to get the Zoom Link and join us.

At our Zoom session in January, we discussed how one on one conversations in the workplace are key to building an informed and high participation union. If you are going into bargaining this year, talking about the issues that affect you and your co-workers is especially important. All workers need to know that they have the right to speak about union matters at work, wear buttons and show support for the bargaining team. If this isn't happening, then your co-workers may need a bit of coaching from union leaders and stewards.

Join us in this Zoom session to get more comfortable talking union at work.

Read about the real rules about union activity at work here.

Click the red Send RSVP button to let us know that you are coming.

Do you want to know how your union can take action on climate change?

Join us in this discussion of what unions around the world are doing- from bargaining new Environment Committees to securing laws that commit to ambitious reduction targets. Earth Day is next Thursday, April 24. We'll honour this day by discussing strategies to protect our Earth. Like the banner says, there are No Jobs on a Dead Planet.

Here is the link to join in our discussion:

https://us02web.zoom.us/j/86436879166

All members are welcome!

Keen to learn more? This Labour Guide to Climate Action is the perfect place to start.

Negotiating strong contracts is what unions do. We do it best when 100% of our members are on board. The participation, support and solidarity of workers is the heart of our bargaining power that makes gains possible.  Preparing for the next round of bargaining starts as soon as a new contract is signed! Every member can have input into the proposals for changes to the contract. You can even be part of the Bargaining Committee if you are selected! And you get to vote on the tentative agreement.

In this Zoom session, we will discuss how bargaining works and what you and your co-workers can do now to get the improvements you want.

All members are welcome to join in. If your contract is set to expire in the next 12 months, make sure to invite your co-workers too!

https://us02web.zoom.us/j/86064535902

The power imbalance between workers and the employer creates tension in many areas. Perhaps one of the places where it comes up the most is in Performance Management. When feedback on work performance is done poorly by the employer, it won't be well received by members and possibly seen as disciplinary. Learn what you can do as a steward in cases of performance review to support members and to push back against biased or improper performance management practices.

Check out our Shop Steward FAQ for some background information on Performance Management versus Discipline

Have you ever asked for leave and been refused?

Are you forced to work through your coffee breaks?

Are last-minute changes to your schedule creating havoc in your life?

Did you know you can something about these and other issues that come up at work?

Come to this hour-long Zoom session and learn about your rights at work and how to protect them.

https://us02web.zoom.us/j/87608599935

As a union member, you have a contract that gives you and your co-workers many rights over your working conditions, leaves, wages, and benefits. In the past, union members like you proposed improvements to the contract, participated in meetings, and even volunteered on a negotiating committee to obtain the rights contained in the collective agreement. Everyone should know the rights in their contract and how to speak up when these rights are not respected.

Interested in reading about our rights at work and where they come from? Check out this article.

All members are welcome to join in.

Work and our workplaces should be healthy and safe. Too many workers were injured or lost their lives in the struggle to improve safety at work. Unions fought hard to get workplace health and safety laws in place. Learn more about your rights to: 

• Know
• Participate 
• Refuse unsafe work
• No Retaliation, if you report a problem

Come to this hour-long Zoom session and learn about our health and safety rights at work and how to use them.

When an employee has performance, disciplinary or other problems at work, the employee may be dealing with a health issue, a disability, problems at home or some other factor that is contributing to their work problem.

Before resorting to discipline or performance management, the employer has an obligation to try to understand the cause of the employee’s problems. In some situations, performance management or discipline may not be appropriate. This obligation to find out what is what is the cause of the problem called the employer’s ‘duty to inquire’.

An employer’s failure to properly inquire, or to properly assist or accommodate an employee who reveals problems, can be used to overturn discipline in the grievance process.

A counterpart to the employer’s ‘duty to inquire’, is the employee’s ‘duty to disclose’. If an employee, when asked if anything is causing the problem at work, refuses to disclose factors contributing to their work problems, it will be harder to defend against discipline.

What does the duty to inquire look like, when the employer does it well? What should stewards do when the employer doesn't seem to be going about their duty properly? What if the member isn't disclosing anything? What should a steward advise the member?

In this Zoom session, we'll cover what stewards need to know about the duty to inquire and the duty to disclose and the processes at YG.

You can take leave under Article 11.10 but only if you RSVP by clicking the red button below!

Here is the Zoom link:

https://us02web.zoom.us/j/84715464008

Non-YG stewards are welcome too and may also find this session helpful.

Unlike most collective agreements, the YG-PSAC/YEU contract does not permit harassment grievances to be filed. Instead, members are directed to the Respectful Workplace Office. What happens when the RWO is involved? How are conflicts managed? What is the role of the steward? In cases of conflict involving members, the Labour Relations Advisors will be handling the dealings with the members and the RWO. 

Come to this Zoom session to learn about the RWO process so that you can explain it to members and know about its limitations.

Interested in reading up before our session? Check out this Article

Join us with this link:

https://us02web.zoom.us/j/84715464008 

Stewards are often the first union representatives who learn that a member may need an accommodation at work. A co-worker can come to you as a trusted steward about anything from work-life balance issues to health issues that affect their work. While the Labour Relations Advisors will be the leads along with YG Disability Management Unit's representatives on such cases, stewards need to understand the rights and responsibilities of both the employer and YEU as well as the member under the Duty to Accommodate. 

In this Zoom session, we'll cover what stewards need to know about the law and the process at YG so that you can explain it to your co-workers and support those in need. 

You can take leave under Article 11.10 but only if you RSVP by clicking the red button below!

Here is the Zoomlink:

https://us02web.zoom.us/j/81780556507

Keen to know more? The PSAC a great guide on the Duty to Accommodate.