The SaskTel Bargaining Committee is pleased to announce that Unifor and SaskTel have reached a tentative three-year collective bargaining agreement, pending ratification and the necessary approvals.

The ratification voting period will take place from June 10 to June 19, 2024, after which the  ratification outcome will be released.

Please watch for the detailed ratification schedule which will be posted shortly.

In solidarity

Your Bargaining Committee

Since our last update, Unifor and SaskTel have met on the following days: April 5, 10, 11, 17, 18 and 22.   Non-monetary proposals are the focus by both parties before any monetary is discussed.

Unifor’s grievance of Berks, the latest contractor performing work our employees should be performing, was denied by the company.  We plan on pursuing this to the next step in the grievance process. 

Our Contracting Out campaign continues to raise awareness about the piecemeal privatization by stealth of SaskTel with virtual membership meetings April 16th and April 24th@7pm. 

Please take 30 seconds to complete and share the below link with your friends, family, and co-workers and ask them to support good jobs at SaskTel and to help eliminate contractors.

• Go to: https://www.unifor.org/sasktel

• Click on the link to “Email your MLA”

• This will open a form letter which will send an email to your MLA based on your Postal Code and also to Scott Moe stating your concerns about the loss of jobs to contractors and asking them to make a change.

Thank you for your support in both bargaining and our Contracting Out Campaign.  Stay tuned for updates as they happen.

In solidarity

Your Bargaining Committee

The SaskTel Collective Agreement expires on March 16, 2024.  We exchanged proposals with Company in January and met for a few days.  Recently, the Company committed to meeting on April 5, 10, 11, 17, and 18. 

Directwest and SecurTek are now departments of SaskTel and the Union is continuing discussions relating to those Collective Agreements.

Our contracting out campaign is continuing to raise awareness about the piecemeal privatization by stealth of SaskTel.  Berks is the latest contractor we are drawing attention to and have filed a grievance relating to jobs which the Union believes can and should be done by SaskTel employees. 

As part of the ramping up in the campaign you will see billboards in Regina, Saskatoon, Moose Jaw, and Swift Current with potentially more to come.  We have just begun a letter writing campaign which you can assist with.

• Go to: https://www.unifor.org/sasktel

• Click on the link to “Email your MLA”

• This will open a form letter which will send an email to your MLA based on your Postal Code and also to Scott Moe stating your concerns about the loss of jobs to contractors and asking them to make a change.

Please share this link with your friends, family, and co-workers and ask them to support good jobs at SaskTel and to help eliminate contractors.

We thank all of our members for the support and help as we continue bargaining and ramp up this important campaign to draw attention to the large number of contractors at SaskTel and the attempts to Privatize by Stealth.

In solidarity

Your Bargaining Committee

Your Bargaining Committee met with SaskTel on the afternoons of January 11, 12, 15, and 16 to

exchange and discuss bargaining proposals. As you have heard through our “Stop Selling

SaskTel Jobs: No Contracting Out” Campaign, the use of contractors and loss of jobs is a

priority. One of the other priorities are wages given recent cost of living increases over the past

years.

Below is a listing of proposals the Union and Company have exchanged. We will be scheduling

future dates to continue the bargaining process. The bargaining committee wants to thank you

for your support through the bargaining process and the great support for our contracting out

campaign.

In solidarity

Your Bargaining Committee

Unifor Bargaining Proposals

U1 - Unifor wishes to negotiate a Joint Harassment Committee.

U2 - Unifor wishes to negotiate changes to the grievance process.

U3 - Unifor wishes to negotiate improvements to the EJV Hiring process.

U4 - Unifor wishes to negotiate improvements to traveling allowance.

U5 - Unifor wishes to negotiate improvements to home board and lodging.

U6 - Unifor wishes to negotiate improvements to Job Security and Layoff language.

U7 - Unifor wishes to negotiate improvements to Technological Change language.

U8 - Unifor wishes to negotiate improvements to the holiday language.

U9 - Unifor wishes to improve Overtime language.

U10 - Unifor wishes to improve pension contributions.

U11 - Unifor wishes to improve Domestic Violence Language.

U12 - Unifor wishes to negotiate improvements to Safety Footwear coverage.

U13 - Unifor wishes to negotiate improvements to the Northern Bonus MOA

U14 - Unifor wishes to negotiate improvements to the Northern Allowance Chart.

U15 - Unifor wishes to remove the Sales Compensation Plan.

U16 - Unifor wishes to improve the Flexible Spending Account.

U17 - Unifor wishes to negotiate improvements to the Expressions of Interest language.

U18 - Unifor wishes to negotiate improvements to the Telework language.

U19 - Unifor wishes to update the December 19, 1996, letter of intent regarding Personnel Files.

U20 - Unifor wishes to negotiate a significant wage increase.

U21 - Unifor wishes to negotiate COLA language.

U22 - Roll IS Market Adjustment into base wage.

U23 - Unifor wishes to negotiate a higher discount for SaskTel services for active and retired employees.

U24 - Unifor wishes to negotiate language to minimize contractors.

U25 - Unifor wishes to negotiate language to eliminate current contractors who are doing work

regularly performed by the classifications set out in this agreement.

U26 - Unifor wishes to negotiate language relating to artificial intelligence.

U27 - Unifor wishes to negotiate guide/service dog language.

U28 - Unifor wishes to remove the availability language.

U29 - Unifor wishes to review the job evaluation plan.

U30 - Unifor wishes to improve hours of work language.

U31 - Unifor wishes to renew all Letters of Understanding and Memorandums of Agreement and

incorporate them into the Collective Bargaining Agreement.

U32 - Unifor wishes to negotiate Paid Education Leave (PEL)

U33 - Effective date and duration

U34 - Housekeeping

SaskTel Bargaining Proposals

C1 - The Company wishes to discuss Union leave of Absence provisions.

C2 - The Company wishes to discuss the grievance process.

C3 - The Company wishes to discuss Expenses.

C4 - The Company wishes to discuss waiting period for vacation.

C5 - The Company wishes to discuss the Craft Movement process.

C6 - The Company wishes to discuss expansion of Hours of Work.

C7 - The Company wishes to discuss Northern Placement Policy.

C8 - The Company wishes to discuss Centennial RRSP.

C9 - The Company wishes to discuss Travelling Crew.

C10 - The Company wishes to discuss incremental time reporting.

C11 - The Company wishes to discuss Housekeeping Items including miscellaneous corrections and

clarifications required within the Collective Agreement.

Local 1-S/2-S Membership

The Company has reversed their position on Pressing Emergency (PE). You can use PE to carry out

responsibilities related to the health or care of any family member. This has been updated on “The

Source” and a NetNote will be coming out tomorrow.

Please continue to support our brothers and sisters of the STF as they continue their negotiations.

In solidarity,

Your Bargaining Committee

Local 1-S/2-S Membership

Recently, the Company put out a NetNote stating Pressing Emergency (PE) cannot be used for childcare if job action is taken by teachers next week.  The Locals have informed the Company, we disagree with their interpretation of this provision from the recently negotiated Memorandum of Agreement.  We have informed the Company, we agree employees should try to make alternative arrangements for childcare, however, in the end if an employee cannot make alternate arrangements, they are eligible to take a Pressing Emergency leave or one of the other entitlements listed in the NetNote.  We are awaiting a response from the Company to our concern.

The job action next week is only a possibility and the STF has outlined their expectations to the employer of how to avoid the job action from taking place.  To keep up with events regarding potential job action please go to https://www.stf.sk.ca/.

Please contact your Union Office if you have any questions.

In Solidarity

Your Bargaining Committee

MOA on CBA, Article 24 – Sick Leave, Pressing Emergency and Bereavement Leave

Why were these changes negotiated?

• • There were recent changes to the Canada Labour Code that took effect January 1, 2023. The MOA takes effect January 1, 2024.

Why did we drop from 12 paid sick days to 10 paid sick days?

We now have 3 separate buckets of days: 

1. 10 paid Casual Sick Leave (CSL) days per year;

2. 3 paid Pressing Emergency (PE) days per year; and

3. Up to 5 paid Bereavement Leave (BL) days for deaths in your immediate family. 

Previously, we had 12 CSL days that included PE and BL days.

We also have access to some unpaid PE and BL days.

Are the BL days per year as well?

• BL days are per incident, meaning you can use multiple within the year.

What other positives are there about the new changes?

• There are more instances where you can use CSL and PE. 

• BL does not have to be consecutive with the new language. Previously, we got 5 consecutive days which could include weekends and/or holidays.

• It's worth calling this out again:  PE and BL are no longer deducted from your CSL.  So, even though we went down 2 paid CSL days a year, we have 10 paid CSL per year and 3 paid PE days per year and up to 5 paid BL days per death (not per year).

What constitutes Pressing Emergency?

• Accident or illness in employee's immediate family

• Emergency household problems

• Carrying out responsibilities related to health or care of any family member

• Carrying out responsibilities related to education of any family member under 18

• Dealing with unforeseen urgent matters concerning themselves or family members

• Attending their citizenship ceremony

• Bereavement leave as outlined in paragraphs C 4 - 9 of the MOA

Can my manager still request sick notes (medical certificates) after 1 day of CSL?

• Sick notes can only be requested after 5 consecutive days of CSL usage, except if applying for Extended Sick Leave (ESL).  Previously, the Company could request a sick note for any length of absence.

Do I still have to cover the cost of a sick note (medical certificate)?

• The Company will pay the cost (if any) of the certificate.  Previously, the Company would only pay the cost if they requested it prior to the employee using 4 consecutive CSL days.

Were there any changes to Extended Sick Leave (ESL)?

• There were no changes to ESL.

As you are probably aware our Collective Agreement with SaskTel expires March 16, 2024.

We want to thank the members who submitted proposals through the gathering process.   After proposals were received from Local 1-S and Local 2-S membership, screening caucuses were held in September by each local to review the proposals and decide which ones would go to the Provincial Screening Caucus.

The Provincial Screening Caucus was held from October 10th to 12th to review all proposals that passed through the local screening caucuses and make the final decision on the proposals that will make up our bargaining proposal package for bargaining with SaskTel.

At the provincial caucus elections were held to elect our bargaining committee.  Elected members are: 

• Jaime Sorrell

• Scott Cubbon

• Angie Fredericks

• Lyndsay Moormann

They join our National Representative, Dan Bailey, and the two Local President’s, Dave Kuntz and Mike Pilipow, who are automatically part of the committee.  Congratulations to them and thank you to all those who put their name forward for election to these positions. 

We will be contacting SaskTel in the near future to arrange bargaining dates. Stay tuned for further updates. 

Other Items of note:

Hybrid Telework

In past updates, we advised we had approached the Company regarding negotiating a hybrid version of TeleWork and provided suggested language. It has taken the Company a significant amount of time to get back to us on the issue.  The answer we have received is, at this time, the Company is not in a position to expand the telework program to include a hybrid model.  We are very disappointed in the response which I am sure our members are as well.  Hybrid Telework has been made available for management but not for in-scope employees.  Let that sink in for a bit.  We will continue to pursue Hybrid Telework because our Union believes it is good for the membership and for the Company.

Contracting Out Campaign

We will be ramping up to the public.  Contracting out and using consultants has become an epidemic at SaskTel and has led to huge reductions in our membership.  The majority of these contractors and consultants are out of province and this is where the money is going as well.

What is wrong with good paying permanent full-time jobs right here in our province?  

Full-time jobs at SaskTel help ensure we provide good quality customer service, helping to retain our customers and market share.  Additionally, full-time jobs help support our local economies in the province allowing local businesses to remain successful.  The erosion of full-time jobs with contractors, consultants, part-time jobs and temporary jobs has to stop.  The people of this province deserve better, and employees deserve better.  This will be an issue at the bargaining table.  To be successful we will need your support and help.  Please continue conversations with your co-workers, family, and friends and explain the importance of eliminating the contractors and consultants and providing more full-time jobs.

Your bargaining committee appreciates the ongoing support in the bargaining process.  We will continue to provide updates where we can.

In solidarity

Dave and Mike on behalf of your Bargaining Committee

Our contracting out campaign is continuing to raise awareness about the piecemeal privatization by Stealth of SaskTel.  The latest attention comes from a CBC article on the issue:

https://www.cbc.ca/news/canada/saskatchewan/sasktel-jobs-unifor-1.6882537

We thank all of our members for the support and help in this important campaign we have launched to draw attention to the large number of contractors at SaskTel and the attempts to Privatize by Stealth.

Please continue to talk to your friends, family, and co-workers about this important campaign.

In solidarity

Dave and Mike

Below are updates to some of the ongoing policy grievances we have against SaskTel and some information on upcoming SaskTel bargaining.

SC-2021-03 – Stat Holiday SaskTel International

• This grievance was denied at 3rd step of the grievance process, and we are moving it to arbitration which is being scheduled. 

• This grievance deals with SaskTel International inscope employees who did not receive the new holiday for Truth and Reconciliation on September 30th.

•  SaskTel did not want this grievance to be arbitrated with SC-2021-04 the other Stat Holiday grievance.  It will be dealt with separately.

SC-2021-04 – Stat Holiday Pay

• This grievance was denied at 3rd step of the grievance process, and we moved it to arbitration. 

This grievance deals with payment of wages for employees who work the new holiday for Truth and Reconciliation on September 30th.  We believe the Collective Agreement language applies and not the Canada Labour Code.

• The arbitration was held in early April, and we are waiting for the arbitrator’s decision.

SC-2020-05 – Bracketed Names

• This grievance related to the Companies long standing practice for the implementation of a Surplus declaration under Article 11 using the Classification with a bracketed name attached.

• The arbitrator agreed with our interpretation of the definition of a classification under Article 11 and dismissed the Companies long standing practice of attaching an unnegotiated bracketed name to the classification.  The use of the bracketed name circumvented seniority.  This win will allow the full negotiated rights under Article 11 to be available for employees who are involved in surplus declarations on a go forward basis.

• The win happened in June of 2022 and approximately 7 months later the Company has now filed for a judicial review of the arbitrator’s decision claiming he made errors in the decision. 

• The judicial review is scheduled in Court of King’s Bench for May 23, 2023

SC-2019-01 – EDO Grievance from 2019 Lockout

• The arbitration was heard in December of 2021 and the arbitrator ruled in favour of SaskTel.

• The Union has filed for a Judicial Review of the decision because we feel the arbitrator errored in making his decision and considering all the factors.

•  We received a partial win from the Court of King’s Bench, there are still some flaws in the ruling from our perspective. We have filed an appeal to the Saskatchewan Court of Appeal.

• On January 9th, 2023, SaskTel provided a Notice of Cross Appeal.

• The Judicial Review was heard by the Saskatchewan Court of Appeal on April 11, 2023, and we are waiting for the decision.

Telework Denial Grievances

• We have filed many grievances relating to denial of Telework. The language says that Telework cannot be unreasonably denied.

• Some of the arbitrations relating to the grievances filed in 2020 are happening throughout November 2022 on the following dates: 4, 7, 21, 22, 24.

• SaskTel did not agree to include the grievances which were filed in 2021 and 2022 with the current arbitrations. They want them done separately.

• The decision by Arbitrator Ponak was received at the end of March and we are please to see the arbitrator upheld more than half of the grievances we filed.

• To summarize the ruling, the Company should look at the individual and not the classification when making their decision, and unless you are a “unicorn” – meaning a very specialized person who is critical to the department and must be in the workplace, you should most likely be approved if you can show that your job can be successfully done via telework.

• We will be meeting to discuss the ruling with the Company and see if there are opportunities to resolve other outstanding Telework grievances based on this ruling.

Bargaining Update

• The SaskTel Collective Agreement is set to expire in March of 2024.

• The proposal gathering process will begin in late summer and proposal screening caucuses will be held in September and October to finalize the bargaining proposals we will present to the Company.

• At a recent Interim Bargaining meeting we asked SaskTel if they would be willing to start the process early in November to try and complete negotiations by the expiry date in March and they are not willing to consider this.  We are very disappointed with their position.

• Please watch for information on the bargaining process and stay involved.

As these grievances progress, we will provide updates when we can.

In solidarity

Dave and Mike

Below are some updates on some of the major policy grievances which are in progress.  Also, we have updated some of the other major issues and campaigns.  We encourage everyone to participate in your Local General meetings.  This will be a busy year and the bargaining process will begin this fall leading up to our contract expiry in March of 2024.

SC-2019-01 – EDO Grievance from 2019 Lockout

• The arbitration was heard in December of 2021 and the arbitrator ruled in favour of SaskTel.

• The Union has filed for a Judicial Review of the decision because we feel the arbitrator errored in making his decision and considering all the factors.

• The Judicial Review was heard on September 23, 2022.  

• We received a partial win from the Court of King’s Bench, there are still some flaws in the ruling from our perspective.  We have filed an appeal to the Federal Court of Appeal.

• On January 9th, 2023 SaskTel provided an Notice of Cross Appeal

• The issue as we see it is: If you worked the hours, you should get paid for the hours – we don’t work for free 

Telework Denial Grievances

• We have filed many grievances relating to denial of Telework.  The language says that Telework cannot be unreasonably denied.

• Some of the arbitrations relating to the grievances filed in 2020 are happening throughout November 2022 on the following dates:  4, 7, 21, 22, 24

• SaskTel did not agree to include the grievances which were filed in 2021 and 2022 with the current arbitrations.  They want them done separately.

• The decision by Arbitrator Ponak should be ruled soon.

• If you apply for Telework and feel you have been unreasonably denied, please contact your Union Shop Steward.

SC-2021-03 – Stat Holiday SaskTel International

• This grievance was denied at 3rd step of the grievance process, and we are moving it to arbitration which is being scheduled. 

• This grievance deals with SaskTel International inscope employees who did not receive the new holiday for Truth and Reconciliation on September 30th.

• Arbitrator Dan Shapiro will hear the grievance at the end of March

SC-2021-04 – Stat Holiday Pay

• This grievance was denied at 3rd step of the grievance process, and we are moving it to arbitration which is being scheduled. 

• This grievance deals with payment of wages for employees who work the new holiday for Truth and Reconciliation on September 30th.  We believe the Collective Agreement language applies and not the Canada Labour Code.

• Arbitrator Dan Shapiro will hear the grievance at the end of March

SC-2020-05 – Bracketed Names – (From June 6, 2022 SaskCouncil Update)

• This grievance related to the Companies long standing practice for the implementation of a Surplus declaration under Article 11 using the Classification with a bracketed name attached.

• On June  6, 2022 we announced we went to arbitration and won.

• The arbitrator agreed with our interpretation of the definition of a classification under Article 11 and dismissed the Companies long standing practice of attaching an unnegotiated bracketed name to the classification. The use of the bracketed name circumvented seniority. This win will allow the full negotiated rights under Article 11 to be available for employees who are involved in surplus declarations on a go forward basis.

NEW

• Now, many months after the decision, the Company is filing a judicial review of the arbitrator’s decision.

• We are working with our lawyers on the situation to uphold the arbitrator’s decision.

• If lost, this decision could be reversed, and we would be back to senior members being surplused before junior members.

As these grievances progress, we will provide updates when we can.

Pay Equity – Federal Legislation

• New Federal Pay Equity legislation was introduced in 2022.

• We approached SaskTel about following the Legislation as they are federally regulated.

• They did not agree so we filed an appeal to the Federal Pay Equity Commission.

• SaskTel is claiming Crown immunity.

• As we proceed through the process, we will provide more information.

Campaign – Contracting Out Campaign

• As many in 1-S territory know, our SaskTel campaign to stop Contracting Out has started. We began with 5 of our district locations: Moose Jaw, Swift Current, Yorkton, Weyburn and Estevan with 2-S locations currently being scheduled. These smaller cities have a SaskTel store that supports the smaller towns and a warehouse for the outside technicians. These are good, full-time jobs and talking to them first is a priority. We presented our campaign and discussed jobs being contracted out in various areas though out SaskTel. 

• We will continue to setup meetings in all areas of SaskTel.  It is important that you attend to get all the information about the campaign.

• We cannot stress how important it is for every member to participate in this campaign.  Please watch for more information on Contracting Out meetings and ensure you are there.

• Please like and follow the new Contracting Out Facebook page – “Stop SaskTel Privatization” and signup as a supporter on our National Webpage:  https://www.unifor.org/sasktel#sign

In solidarity

Dave and Mike

Below are updates to some of the ongoing policy grievances we have against SaskTel.  We are pleased to announce wins and settlements for SC-2021-01 and SC-2020-05.

SC-2021-02 – Vaccine Policy – Negotiated Settlement Reached

• • This grievance deals with the reasonableness of the Companies policy specifically timeframes and costs during the time it takes to be compliant if a member wishes to become fully vaccinated.

  • We are pleased to announce Unifor Locals 1-S and 2-S and SaskTel have reached an agreement for SaskTel to reimburse certain testing costs relating to employees’ compliance with SaskTel’s Covid-19 Vaccination Policy. 

  • Reimbursements will be for valid receipt(s) for an approved test from an approved testing site in compliance with the Covid-19 Vaccination Policy for testing costs from October 6, 2021 - November 17, 2021 inclusive;

  • SaskTel will inform eligible employees by sending letters to their home address advising of the process to receive reimbursement.

  • The Union will withdraw SC-2021-06 Vaccine Testing Costs which relates to language in our Collective Agreement under Article 30 which says that a medical examination is at the expense of the Company

SC-2021-03 – Stat Holiday SaskTel international

• This grievance was denied at 3rd step of the grievance process, and we are moving it to arbitration which is being scheduled. 

• This grievance deals with SaskTel International inscope employees who did not receive the new holiday for Truth and Reconciliation on September 30th.

SC-2021-04 – Stat Holiday Pay

• This grievance was denied at 3rd step of the grievance process, and we are moving it to arbitration which is being scheduled. 

• This grievance deals with payment of wages for employees who work the new holiday for Truth and Reconciliation on September 30th.  We believe the Collective Agreement language applies and not the Canada Labour Code.

SC-2020-05 – Bracketed Names

• This grievance related to the Companies long standing practice for the implementation of a Surplus declaration under Article 11 using the Classification with a bracketed name attached.

• We are pleased to announce we went to arbitration and won.

• The arbitrator agreed with our interpretation of the definition of a classification under Article 11 and dismissed the Companies long standing practice of attaching an unnegotiated bracketed name to the classification.  The use of the bracketed name circumvented seniority.  This win will allow the full negotiated rights under Article 11 to be available for employees who are involved in surplus declarations on a go forward basis.

As these grievances progress, we will provide updates when we can.

In solidarity

Dave and Mike

Hi all, 

We have continued to monitor the COVID situation and the reduced restrictions.  We still recommend taking all necessary precautions as suggested by the medical community to protect your health including wearing your mask, sanitizing and social distancing.  If you have concerns regarding workplace safety please contact your local health and safety committee. The vaccine policy grievances are continuing through the grievance process and arbitration is being scheduled.  For those who incurred testing costs please retain all receipts and keep track of the time required for testing.  We are also encouraging people to apply for Telework if you feel your job is suitable.  If your Telework application is denied, please contact your Chief Steward.  We have a number of Telework denial grievances which will be proceeding to arbitration late in the year.

There are two policy grievances relating to the new Truth and Reconciliation Stat holiday which were denied at the 3rd step of the grievance process and will continue to arbitration.  For the SaskTel International employees who did not receive the holiday, the Company is saying they are not federally certified even though we only have one certification order for SaskTel which falls under the Canada Labour Code.  Additionally, they are only paying time and a half according to the Canada Labour Code rather than paying double time for the stat holiday which forms the second grievance.

Following the 2019 labour dispute a number of policy grievances were filed after the Company arbitrarily deducted/prorated the lockout/strike timeframe from Earned Days Off (EDO), Flex Spending, and Business Sales Compensation Plan (BSCP) payouts.  In advance of the arbitration hearing, we managed to negotiate a resolve for the Flex Spending and BSCP grievances, by dropping the Flex Spending grievance in agreement for settling the BSCP grievance.  The EDO arbitration took place December 2021, and the arbitrator denied our grievance.  After review of the decision with our lawyer we believe there is legal rationale to appeal the arbitrator’s decision to the Court of Queens Bench and have started this process.  We will keep you updated as we continue to move through the process.

You may have heard about the new Federal Pay Equity legislation introduced by the Federal government.  Notice of this legislation was supposed to be posted in the workplace on November 1, 2021 and begin the process of establishing committees and a review of jobs.  SaskTel believes they do not fall under this federal legislation.  We have filed a complaint with the Pay Equity Commission regarding this issue.

The last issue is the announcement that Directwest and SecurTek will be moving back into SaskTel as departments.  Under Section 44 of the Federal Labour Code, we believe this move forms a successorship under the legislation.  Our position is that Directwest and SecurTek should fall under the SaskTel Collective Agreement and certification order because of this.   

We will keep you updated as we progress though these many issues.

 In solidarity

Dave and Mike (for Shelley)

Below are updates to some of the ongoing policy grievances we have against SaskTel:

SC-2021-01 – Vaccine Policy

• This grievance was presented at 3rd step on November 23. The response has been received from the Company, denying the grievance.  We will be proceeding to arbitration.

• This grievance deals with the reasonableness of the Companies policy specifically timeframes and costs during the time it takes to be compliant if a member wishes to become fully vaccinated.

• We are not seeking to dismiss this policy altogether.

• At this point we are advising members to retain receipts for testing costs and to track all time.  This information may come into play as the grievance progresses.

SC-2021-05 – Failure to Negotiate Hours of Work Changes

• This grievance was presented at 3rd step on November 23.  The response has been received from the Company, denying the grievance.  We will be proceeding to arbitration.

• This grievance deals with departments which are scheduling employees for 1 week at home and 1 week at the office or any other shift arrangements which have not been negotiated with the Union.

SC-2021-06 – Vaccine Testing Costs

• This grievance was presented at 3rd step on November 23.  The response has been received from the Company, denying the grievance.  We will be proceeding to arbitration.

• This grievance relates to language in our Collective Agreement under Article 30 which says that a medical examination is at the expense of the Company.

SC-2019-01 – EDO Grievance

• This grievance relates to the labour dispute in 2019 where the Company underpaid a large portion of the membership relating to October 4, 2019, and October 21, 2019 EDOs.

• The arbitration was held this week in from of Arbitrator Dan Ish.  The decision typically takes approximately 3 months to be written as there is a lot of case law and facts for the arbitrator to work through and review in making the decision.

Unifor Local 649 had similar Vaccination Policy grievances relating to the reasonableness of the Company’s vaccine policies.  They have managed to negotiate a resolution to their grievances. Unfortunately in our opinion, SaskTel has not taken a reasonable approach and we will have to continue with the arbitration.

As these grievances progress, we will provide updates when we can.

In solidarity

Dave and Shelley

The Bargaining Committee met with SaskTel on November 18th to discuss changes we had proposed for the existing Telework Language in our Collective Agreement under Appendix XXVIII.  These changes were driven by our members.  We proposed language which would allow a hybrid approach to telework, meaning a variation of days in the office and at home every week. Additionally, we proposed language to allow members to use an alternate internet service provider if SaskTel service was not available.

We are very disappointed to report that SaskTel came to the meeting with an ultimatum approach to negotiating these changes, which we declined.

At the very beginning of the meeting it was made clear by SaskTel that they were only willing to discuss our proposed changes to the existing Telework if we agreed to SaskTels separate “Permanent Work from Home” language. We told them we were not interested in this type of negotiation tactics

What does Permanent Work from Home mean?

SaskTel would post a position which would be designated as PWFH meaning there would never be a SaskTel work location or office associated to the job or employee.  The employee is permanently at home,  the only way to not be at home is to bid a job that is posted within the workplace at SaskTel. 

Why is Permanent Work from Home not a good thing for our members?

There are many problems with this type of language as the Union sees it.  If an individual’s personal situation changes; divorce, more children, children moving back home, financial hardship, or moving to a new home. There are probably more situations we haven’t contemplated yet. For example; where an employee doesn’t have the room or space for an office that meets the requirements of PWFH, the employee will most likely be in trouble.  The only way out is to bid on a job which is posted in a SaskTel work location, assuming you have the seniority and qualifications to do so.  We also foresee the “picking and choosing” of which jobs are suitable for PWFH.  PWFH would not allow people who do not have a “home office” set up to be eligible/appointed to these positions.

Compensation for employees is another factor because we know the intent is for SaskTel to save money by reducing real estate costs but none of this would be passed back to the employees.

In our opinion “Permanent work from Home” is strictly about eliminating real estate costs on the backs of our members and offers ZERO benefits to the membership. We believe that with our existing and proposed changes to our Telework language SaskTel essentially has PWFH if neither party cancels Telework using the 120-day cancellation language.  We are asking for some changes to make it better for the employees and SaskTel is saying NO. Here’s the interesting part, they are giving management the ability to work a hybrid Telework model.

For a top 100 company this is how they are treating you.

We’ll keep you updated on this topic if SaskTel changes their mind.

In solidarity,

The Bargaining Committee

We had a Labour Relations meeting scheduled for October 14th which the Company cancelled. Agenda items included discussion on Telework, Lead Generation and BSCP issues, the new Pay Equity legislation, contracting out and some other smaller issues.

We have filed a number of policy grievances as well.

SC-2021-01 – Mandatory Vaccine Policy

• This grievance was filed on October 5th and we are waiting for dates from SaskTel to present the grievance.

• This grievance deals with the reasonableness of the Companies policy specifically timeframes and costs during the time it takes to be compliant if a member wishes to become fully vaccinated.

• We are not seeking to dismiss this policy altogether.

• At this point we are advising members to retain receipts for testing costs and to track all time.  This information may come into play as the grievance progresses.

SC-2021-03 – Stat Holiday SaskTel International

• This grievance was filed on October 5th and we presented to SaskTel on October 14th and are waiting for their written response.

• This grievance deals with SaskTel International inscope employees who did not receive the new holiday for Truth and Reconciliation on September 30th.

SC-2021-04 – Stat Holiday Pay

• This grievance was filed on October 5th and we presented to SaskTel on October 14th and are waiting for their written response.

• This grievance deals with payment of wages for employees who work the new holiday for Truth and Reconciliation on September 30th.  We believe the Collective Agreement language applies and not the Canada Labour Code.

SC-2021-05 – Failure to Negotiate Hours of Work Changes

• This grievance was filed on October 5th and we are waiting for dates from SaskTel to present the grievance.

• This grievance deals with departments which are scheduling employees for 1 week at home and 1 week at the office or any other shift arrangements which have not been negotiated with the Union.

SC-2021-06 – Vaccine Testing Costs

• This grievance was filed on October 12th and we are waiting for dates from SaskTel to present the grievance.

• This grievance relates to language in our Collective Agreement under Article 30 which says that a medical examination is at the expense of the Company.

As these grievances progress, we will provide updates when we can.

In solidarity

Dave and Shelley

With the recent announcement by SaskTel of an escalated return to work plan and reduced safety protocols there have been many questions raised.  These questions include can you ask coworkers to wear masks in your cubicles, what to do for overcrowded elevators and meeting rooms, how to deal with customers who do not wear masks and a number of other safety related questions.

We had a conference call with SaskTel today to raise these concerns.  They are working on an update for the Q&A on The Source which should address some of the questions.

From the Union’s perspective the return to work and removal of safety protocols is premature, and we let the Company know our position.

Our message to you is, if you have safety concerns, raise them with your manager and OH&S committee to have them officially addressed.  If they are not dealt with escalate them with your Union rep.

We also encourage people to apply for Telework where possible.

In solidarity

Dave and Shelley

The Union is filing a policy grievance (SC-2021-01) regarding Appendix XXII in the Collective Agreement. It is our interpretation that the company is in violation of the CA by removing primeship on dedicated account base for the Service Rep (Business Sales-ISR) and moving everyone into a queue. The SaskCouncil website will be updated as the grievance moves forward. The language in the Collective Agreement states:

Employees in the classification of Account Representative, as well as Service Representatives and Sales Associates who are prime on a designated account base, hereinafter referred to as Incented Sales Representatives (ISR), within Business Sales and Solutions are eligible to participate in the BSCP. Eligible employees shall be paid a combination of base wage and incentives.

Sincerely,

Shelley & Dave

As the active COVID-19 case numbers continue to increase and strict public health orders come into effect, we, on behalf of the entire membership, want to acknowledge our front line staff in the stores, our outside craft groups, sales groups, and any other members who are part of the front lines in SaskTel who do not have an option to work from home.

There is much talk about work from home for a majority of our members, but we do realize this is not an option for all members.  If you must interact with the public please use all safety measures including masks, social distancing, hand sanitizers and any other measures which are in place to protect yourself.  The Company is responsible for your PPE.  If you are running short or you don’t have any, or if you have any concerns regarding safety measures or other issues, please raise them with your manager and Workplace Health and Safety representatives immediately.

We will continue to raise concerns and issue during our regular conference calls and meetings with SaskTel.

In solidarity

Dave and Mike

Here are some informational links that you may be interested in from our Unifor National web site:

https://www.unifor.org/en/basic-health-and-safety-during-covid-19

https://www.unifor.org/en/covid-19-mental-health-guide

and here is a link to Saskatchewan Health

https://www.saskhealthauthority.ca/

If you should have any questions or concerns, please do not hesitate in contacting your Local Union Office.

We are writing as a follow up to the recent SaskTel NetNote regarding an employee testing positive for Covid-19.

Firstly, we hope for a speedy and safe recovery of our Unifor family member from this virus and that their family remain safe and healthy.

We are meeting with the Company on a regular basis to discuss concerns around the pandemic.  We are also continually reminding the Company that they need to deal with the several hundred TeleWork applications that are sitting on Directors desks.

Please remember to stay vigilant against this virus, wear a mask, wash your hands and keep social distancing in mind.  We need to look out for each other.

If you believe that you have become infected through your workplace you should be filing a workers compensation claim.

Here are some informational links that you may be interested in from our Unifor National web site:

https://www.unifor.org/en/basic-health-and-safety-during-covid-19

https://www.unifor.org/en/covid-19-mental-health-guide

and here is a link to Saskatchewan Health

https://www.saskhealthauthority.ca/

If you should have any questions or concerns please do not hesitate in contacting your Local Union Office.

Dave and Penny

Unifor / SaskTel Telework Agreement

Unifor Local 1-S and 2-S have decided to move forward with individual grievances in regard to Telework denials.  

We are reaching out to gather more information.

If you have been denied and want to pursue a grievance, please send us your name, personal email, phone number and mailing address, along with a copy of the denial email and any other correspondence you may have had with your manager or director relating to the Telework application.

• Local 1-S – email uniforlocal1s@uniforlocal1s.ca or call 306-586-7271

• Local 2-S – email unifor2s@sasktel.net or call 306-382-7555 

In Solidarity, 

Penny and Dave

Unifor / SaskTel Telework Agreement

We have had numerous inquiries from the membership regarding the Company’s delay in approving TeleWork applications.  During these conversations we have been informed that mangers are saying the Union is holding up the approval process.  This is wrong.  Any delays are of the Company’s making since this past June when “Appendix XXVIII – TeleWork” was renegotiated.  On an almost weekly basis since June we have been telling the Company these delays are unacceptable and they should get moving and seriously consider and approve the applications received. Once the announcement was made to start returning employees to the workplace during the summer, we stepped up our pressure telling the Company needed to start handling these applications because we knew employees would be concerned for their safety and some would want to take advantage of TeleWork to alleviate this concern.  The most recent of these conversations took place this week with Industrial Relations.

Our position has not changed, if you are interested in TeleWork apply for it and if your Director denies the application please ask for denial in writing and send to your Local union office for review.

In Solidarity,

Penny and Dave

Unifor / SaskTel Telework Agreement

Telework Update - July 16, 2020

We are writing as a follow up to past communications regarding TeleWork - Appendix XXIX language that was recently updated.  We have received a number of concerns from employees that they are being told they cannot apply for TeleWork because there is no an application form available. 

When we negotiated the recent changes, the Company did not advise they were going create a form for application or that there would be delays in receiving and approving such requests as a result of this.  We have informed the Company this is not acceptable and would consider this as an unreasonable denial.  We have informed the Company that employees should be able to apply in the meantime via an e-mail to their Director for approval. 

Therefore, if you wish to apply for TeleWork review the new language to ensure that you meet the terms negotiated and e-mail your Director confirming you meet the terms of TeleWork Appendix XXIX.  If you are denied, ask for the denial reasons in writing and forward on to the appropriate Local union office for review.

In Solidarity,

Penny and Dave

Unifor / SaskTel Telework Agreement

Good Afternoon Unifor Local 1-S and 2-S members, 

We are approaching almost 1 month of the COVID-19.  This continues to be a difficult time for all.  While most of you are working from home and that brings a whole different basket of changes. We have worked with the Company to expand the Technology Loan program to include office equipment such as desks, chairs foot stools etc.  We want to ensure that for those that need a bit of comfort this is available for you.

Unifor Local 1-S and 2-S are working with the Company to get through these difficult times, our conference calls will continue with SaskTel. We are working through the CBA as well as the recommendations provided by the Saskatchewan Government and the Health Authority’s directives regarding this pandemic. As we’ve seen these past weeks, restrictions and direction are changing by the minute and we are working to keep up to date.

While we don’t always agree on everything proposed by our employer, we’re all in this together and Unifor Local 1-S and 2-S will continue to advocate for our members health and safety as this evolves and challenges arise. 

We encourage you to have a look on the SaskTel internal website for company related directives, FAQ’s or general information. 

Members, please practice physical distancing. The virus does not spread, it is people who spread the virus. Let’s all do our part in flattening the curve to ease the demand on healthcare workers. 

While most of us would be celebrating Easter with our families, in this new climate we are all celebrating differently.  On behalf of Unifor local 1-S and 2-S we wish you and your family a safe and healthy holiday.

For concerns please email your Chief Steward/Group Rep or Shop Steward.

Addresses can be found on the Local websites:

http://www.uniforlocal1s.ca/

http://www.uniforlocal2s.ca/

In Solidarity,

Penny and Dave

Good morning Unifor Local 1-S and 2-S members, 

We are in some stressful and uncertain times where the unknown and anxiety levels are likely at an all time high. We hope to be a source of support for you through this time in relation to your workplace. 

Unifor Local 1-S and 2-S are working with the Company to get through these difficult times. We are working through the CBA as well as the recommendations provided by the Saskatchewan Government and the Health Authority’s directives regarding this situation. As we saw last week, restrictions and direction are changing by the minute and we are working to keep up to date on the latest from all perspectives. 

While we don’t always agree on everything proposed by our employer, we’re all in this together and Unifor Local 1-S and 2-S will continue to advocate for our members health and safety as this evolves and challenges arise. 

We encourage you to have a look on the SaskTel internal website for company related directives, FAQ’s or general information. 

When inquiring with your manager on anything related to this situation, please do so through email. This helps us understand the situation when we escalate it with the company. 

Members, please practice physical distancing. The virus does not spread, it is people who spread the virus. Let’s all do our part in flattening the curve to ease the demand on healthcare workers. 

For concerns please email your Chief Steward or Group Rep or Shop Steward.

Addresses can be found on the Local websites:

http://www.uniforlocal1s.ca/

http://www.uniforlocal2s.ca/

In Solidarity,

Penny and Dave

Grievance Update

The grievance relating to the improper payments of wages and EDO concerns following the strike remains in place as we work through the grievance procedure.  The Union and Company are in the process of agreeing to an arbitrator to hear the grievance.

In solidarity,

Your bargaining committees