What is the Union School?

Union Education at its best! The Union School is open to all members and brings you the most cutting edge analysis in the region regarding current trends and issues facing our members and workers in general while providing you with on the ground, comprehensive education on issues like Health and Safety, Becoming a Steward and much much more.

It’s a unique and incredible opportunity for you to gain more specialized knowledge and skills while networking with other members from across the BC Region so that you can return to your workplaces and locals energized and ready to empower other members!

The school is one of our most popular events, with limited seating. Seats fill up very fast so be sure to register right away!

How to apply

Apply on-line here or download an application form (pdf) and mail or fax it back to the Vancouver RO. Apply early as seats fill up fast! The application deadline is October 4th, 2010.

The theme of this year’s union school is “Building a People’s Economy – Creating Alternatives for Economic and Environmental Change!” Our goal is to address the many issues facing our members and other workers in Canada and around the world in the regards to the current state of the economy – job cutbacks, pension reductions, funding cuts to public and social services etc. – and look at viable alternatives that address the environment and promote sustainability and equality for all.

This theme underscores how critical it is for our survival and growth as trade unionists to identify new strategies for resistance that are rooted in making the connections between our rights in the workplace and the larger economic and environmental context in which we function.

art by Rini Templeton

“Building a People’s Economy – Creating Alternatives for Economic and Environmental Change!”

The current state of the economy and the economic crisis has raised many questions for PSAC members and other workers in Canada and around the world. Unemployment is rising, public service pensions are on the chopping block and the new federal budget is resulting in critical changes and cutbacks in our members’ jobs and the gutting of much needed public and social services. This is all taking place at a time when our environment is at risk and Canada’s lack of action in addressing climate change at Copenhagen and in the global arena in general is coming under question.

While this is a challenging time for all of us, it is also a unique opportunity to build new alternatives and ask some key questions.

Imagine a world where we all have access to good jobs, where a fair living wage is available to all workers, where our jobs and our society are built on principles of environmental sustainability, where all workers have the right to raise their collective voices through unionization, where union rights and all workers rights are protected, where workplace health and safety is a priority, where collective bargaining can take place in an arena of respect and fairness, where everyone can retire with dignity and good pensions and where equity and social justice are principles that we all celebrated.

What would the economy be like if it was not built on the accumulation of wealth in the hands of a few people? What would our society look like if it was grounded in an ethical and moral framework that put people before profits and ensured equality for everyone? What would be the state of our environment if there were good, green jobs for all? How would this benefit our own workplaces, our union, and our communities?

We know that other ways are possible and at this year’s school, we will draw on our own experiences and those of others to build economic alternatives that put people before profits and protect the rights of all workers.

Plenary sessions and guest speakers will focus on this theme throughout the school.

Join us and help build a People’s Economy and create alternatives for economic and environmental change!

What training is being offered?

Click to jump to course descriptions.

• The New Steward! A Young Worker Focus (This course is open to all PSAC members under the age of 30)
• If People Counted! Economics through a Union Lens
• Creating Workplace Change Through Employment Equity
• Health and Safety Level I

School schedule

The school takes place from Friday, November 5th – Sunday, November 7th at the Hilton Hotel Metrotown, 6083 McKay Ave, Burnaby. A detailed agenda with start times will be sent to all participants who are accepted.

Costs and expenses

There is no cost to PSAC members. Participants residing 60 km outside the school location will be in authorized travel status – transportation, accommodation, meals and incidentals will be paid in accordance with PSAC policy. To improve access to training for members with family care responsibilities, the PSAC has a family care allowance policy. Contact the Regional Office for more information.

Course Descriptions

The New Steward! A Young Worker Focus
(This course is open to all PSAC members under the age of 30)

“Youth’s voices and opinions are vital to shaping the future of Canada and the future of the labour movement.”

Are you a young worker? Ever wondered what we mean when we say “I’m Union!”?
Want to find out more about what it means to be a Union member of the PSAC? Want to meet other young members?

Then look no further! This is the course for you.

Participants will get to talk about their rights as workers, find out what it is like to work in a unionized environment, and what it means to be a Union member of the PSAC. They will also become familiar with different roles in the Union, specifically the role of the Steward and how Stewards are fundamental in building the union at the base. There will also be some opportunity to share and learn about the role of young workers in the broader movement for social justice.

Health and Safety Level I

“1/3 of our lives are spent at work. 1/3 of Canadian workers suffer health problems from workplace hazards.”

This Occupational Health & Safety Course is aimed at preparing workers in federally regulated worksites to play an active and confident role on their Joint Workplace Health and Safety Committees. Participants will discuss and develop strategies to improve working conditions through the joint committee structure and examine the general legislation relevant to the safety field.

A review of the Canada Labour Code Part II will set the tone for introducing the concepts of workers’ compensation, ergonomics, workplace violence, hazard prevention and workplace inspections and investigations. Participants will be introduced to the union’s role in developing a good Health and Safety program and how to use the law to protect us in the workplace.

If People Counted! Economics Through a Union Lens

“Power goes to two poles – to those who’ve got the money and those who’ve got the people.”

Imagine that you live in an economy that works for everyone, where jobs are enjoyable, prices of basic needs are affordable and the minimum wage brings an annual income above the poverty line.

What would the economy be like if it was not built on the accumulation of wealth in the hands of a few people? Would the current federal budget be constructed the way it currently is? Would pension plans be on the chopping block?

Who said learning about economics can’t be fun! Join us for this interactive course where we will put the “popular” back in “economics” and debunk the myth that only economists and politicians can understand and make decisions about our economic lives!

Using popular education techniques and drawing from our collective knowledge, we will learn the basics of economics and the impact of the economy on our union, our workplaces and our communities.

Creating Workplace Change Through Employment Equity

“PSAC believes that Employment Equity legislation must be maintained and strengthened to ensure it achieves its purpose: equality in employment.”

All workers should be recognized for their skills and abilities. However, barriers and biases – intentional or not – are very much a factor when it comes to hiring and promotion in many workplaces.

How do we address these biases and barriers and create equitable systems within our workplace? By working together to create and strengthen workplace Employment Equity initiatives. Employment Equity focuses on changing workplace culture and hiring practices so that individuals from historically disadvantaged groups get jobs they are qualified to do and can fully contribute to the workplace.

This course will provide participants with an overview of Employment Equity, what it is, its purpose, the legislation involved and the roles and responsibilities of all parties in the workplace.

Together we will look at why we need Employment Equity and its benefits, examine some of the myths surrounding this issue and look at the process for consultation and collaboration between the union and the employer. We will gain new skills and tools for promoting and coordinating Employment Equity/Human Rights issues within our union, our workplaces and the larger labour movement.

Application Deadline: June 30th, 2009 (late applications will not be accepted).

Please note: The LOAT is open to Stewards and Local Officers.

Prerequisites: Talking Union Basics (TUB) or equivalent

“Strong and effective Locals are the building blocks of our Union. They are essential to having a mobilized membership. Education is critical to the development of strong and effective Locals.”�� National Board of Directors (NBoD)

Are you a Local Officer and/or Steward? Are you interested in finding new ways to make your local executive function more efficiently? Do you want to gain tools and knowledge that will help you develop leadership, problem-solving and mobilization skills? Do you want to meet and network with other members from across the region and share skills and experiences?

Then the Local Officers Advanced Training (LOAT) is the course for you! The LOAT is an Advanced, In-Residence course that is geared specifically towards Local Officers and Stewards. The LOAT will provide you with an in-depth understanding of the tools necessary to run effective locals and provide you with the skills needed to be a successful union activist.

Course content includes the role of the local executive, strategic planning, local activities, local committees and terms of reference, communicating and recruiting, building an inclusive union, representation issues, local meetings, improving the rights and protections of union representatives and many other topics. Participants will also learn about social activism and how to involve members in the broader labour movement!

Expenses:

Loss of Salary – Participants scheduled to work during the course will be reimbursed loss of salary.

In-Residence Courses – The LOAT is an Advanced, In-Residence Course and all participants for this course will be provided accommodation and considered in travel status.

Family Care – The PSAC covers family care expenses for PSAC courses, union schools and other education events.

For further details regarding expense entitlements, please click here.

Apply now.

• Download the Representation Conference survey here (pdf)

The Representation Section has been evaluating the current backlog of grievances waiting to be heard at adjudication or arbitration. Looking at the recurring and often complex grievance issues the Section sees, it is clear to us that many of those involved in the handling of grievances want an opportunity to share experiences and enhance skills around the representation work that we are all doing for the benefit of our membership. For this reason, as part of the plan to deal with the backlog that was approved by the National Board of Directors in December, a commitment was made to establish a conference/symposium that will bring union representatives and activists together to deal with some of the issues that we all face representing PSAC members.

We hope that this conference will create a forum where we can engage staff and elected officers to share information and experiences in a way that will enhance our collective capacity to meet the challenges that face us. In so doing, we increase the effectiveness of our communication and information sharing on representation issues in a way that helps to build our union. By providing useful tools to support stewards and activists in the workplace and that enhance their ability to resolve disputes and develop arguments to protect our collective agreements, we can continue to push back employers determined to undermine and violate the rights and benefits we have all worked hard to put in place. It is also our hope that this conference will assist the Representation Section in better understanding the challenges that other staff and activists face so that we can build that knowledge into the advocacy work this Union does at the arbitration and labour board levels.

Attendance at the conference will be cost-shared � with the PSAC bearing all the costs of development and delivery of the conference, and attendees paying the costs of attendance. We hope to have seats available using the same pro-rata formula used for Conferences such as the Health and Safety Conference.

In terms of content, the conference will have three main components � training to assist in dealing with substantive issues (such as duty to accommodate and return-to-work situations, job content and classification, collective agreement interpretation); skills building based on best practices that build effective representation skills; and finally, open discussions on how the representation of members through the grievance process can and should engage members in the work of the union.

To help us gain a better sense of the challenges and priorities that exist in the various parts of the union, we are attaching a survey that we ask that you distribute as widely as possible within your staff and steward networks and regardless of whether they may participate in the conference itself. If you have any questions, please contact Jacquie de Aguayo, Coordinator, Representation Section at deaguaj@psac.com

We recognize that we are a diverse union but our goals are the same: to provide the best representation for our members and to ensure that the union is strong. Whether you are here in Ottawa, in a Component, a Regional Office or a Directly Chartered Local, we need to hear from you in order to make the conference a meaningful experience.

In solidarity,

John Gordon, National President

Unfair labour practices interfere with workers’ rights to join and participate in the union, or in the union’s right to represent its members. Unfair labour practices target union representatives or union members for discriminatory treatment because they exercise their union rights. Federal, provincial and territorial labour laws describe unfair labour practices as prohibited conduct, and provide a complaint mechanism to have the matter reviewed. If the labour board agrees that the conduct has violated the law, it can intervene and order that the practice stop.

Before the first labour laws were enacted in Canada, workers had exercised their rights to strike, form unions and bargain collectively before it became ‘legal’ to do so. When these fundamental rights found their place in the early labour laws, they came with protections. Legislators early on decided that legislative provisions were needed to prohibit an employer from abusing its power to circumvent or undermine these rights. Without the protections, it was thought that employers could basically buy the type of union or union representative that served their needs, or use coercion and intimidation to prevent workers from joining or participating in the union or otherwise exercising their rights. These first ‘unfair labour practice’ provisions were the precursors of our modern versions. Today, in every jurisdiction, each labour code outlines in detail those ‘unfair labour practices’ prohibited under the statute.

The law provides a framework to protect union representatives and the members they represent from these illegal practices. Over time, there have been many labour board decisions that have sent a strong message to employers that these rights must be observed and taken seriously. By the same token, an equally strong message has been conveyed to unions that only serious allegations should be brought as unfair labour practice complaints. Therefore, to protect and promote the effectiveness of the union at the workplace, we need to consider the unfair labour practice complaint as but one option among a variety of tools and strategies.

Read more, including some tips for union representatives, in the ‘unfair labour practices’ handout (pdf), prepared by the PSAC Education Section. Visit the Steward’s Network pages at the Regional Website.

For many members, the Steward is the face of the union. The Steward is the visible presence of the union in the workplace as the union officer who works with and interacts with the members at the workplace and represents them in a specific work area. The Steward enforces the collective agreement and protects the rights members have acquired through negotiations and other union actions. Stewards are elected or appointed within the Local.The Steward is not alone in the Local. Along with other Stewards, they form the “Stewards’ Network”. The “Stewards’ Network” gives the union its strength and puts the union on an equal level with management.

As a Steward, you are the officer who acts as the liaison between the Local Executive and the membership. It is your job to make sure the members you represent at the worksite know what the union and the Local are doing and it is also your job to make sure the union and the Local know how the members you represent feel on any subject.

The Steward is a key person in the union and it is within your power to ensure your Local is strong, representative and successful in protecting membership rights.

• The Steward’s Job
• What You Need To Do
• What You Need To Know
• What You Need To Have

The Steward’s Job

The Steward’s most important job is to solve problems which arise at the worksite. But a union is more than “grievances and complaints’ and the Steward must be more than a “grievance and complaints” processor.

In carrying out your duties as a Steward you come in contact with people….workers/members, supervisors and management. In the Local, you will work with other Stewards, the Chief Steward and the Local Executive. If you are involved in PSAC committees and courses, you will be in contact with other PSAC activists.

Here are some suggestions which will help you as a person and as a Steward in all your daily contacts with people:

• Be Fair: listening to all points of view carefully;
• Be Friendly: prepared to listen to the members’ complaints, problems and successes;
• Be involved: work with people on their problems;
• Be Enthusiastic: able to involve people in the union because of your own involvement;
• Be Courageous: knowing when to tell members they are wrong and saying so (politely); standing up to management when the union has a point to be made;
• Be Efficient and Effective: securing the facts and seeking justice in a fair manner with the least delay possible;
• Be Knowledgeable: knowing and understanding the collective agreement, the acts and regulations, the PSAC Constitution and Policies, your Component By-laws and the Local By-laws; knowing about your union, its resources and how it works: knowing and understanding the members and supervisors as individuals.

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What You Need To Do

Be an Organizer

• Your goal should be to get every member you deal with at the worksite to be members in good standing in the union by having them sign their membership card.
• When a new worker starts, introduce yourself and the union on the first day. Explain what the union is and how it operates. Introduce them to other members of the union. Have the new worker sign their membership card on the first day on the job.
• Develop membership participation in their union by encouraging attendance at Local meetings and by encouraging the members you represent at the worksite to volunteer to sit on Local Committees. Help to establish a committee on an issue of interest and importance to some of the members.
• Know who’s who at the worksite, their membership standing, their interests and their objections to the union, if any.
• Remember, being friendly makes friends.

Be an Educator

• Talk about what your Local is doing and explain why they are doing it. Discuss union issues with the members.
• Provide the members at the worksite with union publications, such as the Union Update, Collective Bargaining Updates, Pay Equity Bulletins, Regional Women’s Committee and Equity Newsletters, Health and Safety Newsletters, Component and Local publications.
• Inform members about upcoming seminars and union activities.
• Attend union courses yourself and share the knowledge with the members.
• Know how government policies and legislation affect you as a citizen, a taxpayer, a worker, and as a union member. Share this information with your members.

Encourage participation in regional committees and various community campaigns that affect members as unionists, workers and part of the community.

Be a Communicator

• Make sure everyone reads notices on the bulletin boards and are informed about management’s plans and decisions and their new policies.
• Refer members to the appropriate Local Committee or community social service agency. Know what services are provided and be ready to refer your members to the right person/agency.
• Listen to the problems which concern your members and be prepared to listen to personal success stories. If you are interested in the members as individuals they will be interested in you, and through you, the union.

Be a Leader

• Talk to all the members you represent, discuss issues with them, ask for their advice.
• Don’t be afraid to speak on behalf of the members in your worksite.
• Act promptly, decisively and keep your word.

Be a Problem Solver

• You are the union representative at the worksite and, therefore, you will be the person approached by the membership when they have a problem on the job.
• It is important that complaints and grievances be handled by you, the Steward, so you are aware of problems as they arise in the workplace..

As a Steward you are not expected to know all the answers immediately, but you are expected to find the answers. You learn your job through study, practice and discussion with the Chief Steward and more experienced Stewards. You learn by reading past grievances and adjudication/arbitration cases, since it is important to know not only what the contract contains, but also how it is interpreted.

When you find the answer through discussion and reading, go back to the worksite and fight the case yourself. By doing so you will gain the confidence and respect of your members and of management.

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What You Need To Know

1. The Collective Agreement: Have your own copy of your collective agreement and read it from cover to cover. Discuss the collective agreement with other Stewards and officers so you know how it is interpreted. Read over past grievances to find out how the clauses have been interpreted and what are the precedent cases.
2. Know management policies and directives. Watch bulletin boards and read all the notices. Where Treasury Board is the employer, reference Treasury Board Directives and Policies and the Personnel Management Manual (PMM). The Local may have a copy of the manual. The Regional Office will have a copy for reference purposes. Request a copy from management or, at least, access to a copy. Nowadays, updates on the PMM are only found on the Internet. It is important to have access to the Internet through the employer, the Component and PSAC Regional Offices.
3. Labour Legislation: Have a basic understanding of the labour legislation which applies to your members. Obtain your own copy of this legislation. Contact the PSAC Regional Office and/or Component Service Officers for technical advice and interpretation regarding relevant legislation.
4. Present Working Conditions: Know your work area and how things should be working. Be aware of conditions that may result in management’s violation of clauses in your collective agreement, or of safety regulations. Do something about it before an accident occurs.
5. Supervisors: Get to know your supervisors and how they manage.
6. Members: Talk to the members you represent and get to know them as individuals. Ask about their jobs and where they fit in the organizational chart.
7. Local Union Activities and By-Laws: Attend Local meetings and Stewards’ Committee meetings. Listen to what is being said. Know your Local By-laws and keep your own copy.
8. Component and PSAC Policies: Know your resource people both at the Component and PSAC level. Attend Area Council and, where possible, other Regional Committee meetings,component regional seminars, other union activities and seminars in your region. Read the minutes of the Local meetings, Component meetings and the minutes of the National Board of Directors’ meetings of the Union. Read the union literature: Alliance Update, the Alliance Magazine, Component newsletter, etc. Get a public relations kit and read it, it’s free. Attend Union week-end courses and apply for PSAC advanced courses.

Now, sit back and relax. No one expects you to learn all this information today, or even tomorrow. A basic understanding of the issues at hand and with it a growing expertise as you perform your job is what is required.

Remember: If you don’t know the answer just say so, the important part is that you find the answer through asking questions yourself and that you get back to the member in a reasonable period of time with the information.

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What You Need To Have

In order to perform your job well you will need your “tools” with you. Have a place at work where you will have ready access to:

1. Your Collective Agreement: Having a general knowledge of the contact is necessary, but when answering a question about the contract, you must look at the entire article, word-by-word, its relation to other articles in the contract and its relation to the contract as a whole. Obtain your own copy of the collective agreement.
2. Legislation: Have your own copy of the legislation under which your local is covered and learn a basic understanding of its content.
3. A list of the Members You Represent: Their home addresses and phone numbers, their occupational group, the section and division which they come under. It is useful to have an organizational chart of the sections and divisions you represent.
4. Membership Applications: As a union organizer, you will want to be prepared when new workers start to work in your area.
5. Steward Fact Sheets, Pencils and Paper: When you are approached with a request, complaint, grievance or appeal, get the information down on the Steward Fact Sheet immediately. Don’t rely on your memory or the member’s memory for details. Ensure that you have a good supply of the Steward Fact Sheets on hand.
6. Grievance Forms and Transmittal Forms: These are most often available at the Personnel Division of your employer. Time limits have a habit of running out on you before you know it. Be prepared. If a form is not in use or is not available, a letter is equally valid.
7. “Notification of Appeal” Forms:For members who fall under the Public Service Employment Act. Know the address and phone number of the resource person at the Component and/or the PSAC Regional Office which is responsible to provide your Local with union representation. Get the information down and quickly refer the member who wishes to file an appeal to the appropriate union representative. Time limits run out on you very quickly.
8. A List of Your Local Executive: With their addresses and phone numbers at home and at work.
9. A List of Stewards in Your Local: With their addresses and phone numbers at home and at work.
10. A List of Resource People: At the Component and at the PSAC levels and in your community, with addresses and phone numbers, as well as a brief description of the services they provide.
11. The Public Service Alliance Constitution, Your Component By-Laws and the Local By-Laws;A question about union policies and procedures can best be answered with the facts in front of you.
12. PSAC Policies: A policy is a statement which outlines a definite course of action selected to guide and determine present and future decisions on major areas of concern. Over the years, the Alliance has established a number of policy statements which deal with topics such as safety and health, personal/sexual harassment, human rights, pay and employment equity, technological change, telework, Women and the Alliance and many more. For more information, reference the published document “Policy Papers and Resolutions of Record”.
13. Last, but not least…. The Steward’s Handbook.

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The courses are designed to equip individuals with the knowledge and skills to handle the many roles in the union. See below for the registration form, course description, and delegate information.

If you have any questions, please contact the NWDLC at 604-524-9311. We encourage your participation at the April seminar and urge you to share the course information with members in your workplace and union.

• New Westminster & District Labour Council (CLC) Weekend Seminar
• Location: Justice Institute of BC, 715 McBride Blvd, New Westminster, BC
• April 8th & 9th, 2006

Download the NWDLC Spring Weekend Seminar registration form .

Course Descriptions

Facing Management: This course develops a better understanding of how managers think and why they do what they do. This course covers traditional and newer management styles and programs, political and economic power, with the aim of developing effective trade union responses and strategies. This course stresses developing union leadership skills, problem solving, building the union and keeping the membership involved.

Financial Planning “Common Cents”: It makes sense to learn how to manage, invest and plan your financial future. Regardless of your age or income level, this course will help you understand ways to manage your money including budgeting tips and tools, debt management and setting f inancial goals. Other topics will include ‘knowing before you invest’ presented by the BC Securities Commission and information on pre-retirement and retirement planning. ***Participants will require: Pencil, basic function calculator and notebook. This course is coordinated by Community Savings Credit Union.

Labour History 101: This course will examine the basic themes and important events in Canadian labour history from the fur trade to the present, with emphasis on British Columbia. We will discuss how understanding our history can help us meet the challenges of the present. The course will cover themes such as the formation of labour unions; struggles for union recognition and shorter hours; key strikes; craft and industrial unionism; racism and sexism within and outside the labour movement; labour legislation and its impact on labour; political action and informal protest and organizing in industrial, public and clerical sectors.

Parliamentary Procedure: This course deals with the rules and procedures governing the preparation and conduct of local union meetings. You will discuss the rules of order, how to make a motion, the duties and responsibilities of the chairperson, and practice your skills by writing motions and participating in a mock meeting. This is an excellent course for new activists who want to learn basic parliamentary procedure and begin to practice their speaking skills on motions.

Steward Training I (Basic): This is an introductory course dealing with the day-to-day responsibilities of a steward as an organizer, educator, leader and communicator, as well as the basic preparation and handling of a grievance.

Steward Training II (Grievance Handling): This course is designed for stewards with limited experience, or for those wishing to upgrade their skills at processing grievances. Course content deals with identifying, investigating and processing grievances, up to but not including the arbitration stage.***Pre-requisite Steward Training I (Basic)***

Steward Training III (Steward as Leader): This course explores the role of the steward or similar union official and the increasing responsibilities that this role entails in the face of changing union and growing legislative responsibilities. The course focuses on the human rights issues, legislation, and other legal obligations (duty of fair representation), and implications for the role of steward in the workplace and how stewards can help to build their local unions. Participants should already be well grounded in basic stewards training.

Participant Information

Location: The New Westminster & District Labour Council (CLC) Weekend Seminar will be held at the JUSTICE INSTITUTE of BC located at 715 McBride Boulevard, New Westminster.

Registration: Deadline for registration is Friday, March 31st, 2006. Register early to obtain your first choice course as registration will be accepted on a first come, first serve basis. Each course is 1 2 days of instruction.

Payment: The course fee is $55.00 per delegate and must be received with the registration form. A cheque payable to the New Westminster & District Labour Council and registration form may be mailed or delivered to the Labour Council office at #203A – 800 McBride Blvd, New Westminster, BC V3L 2B8 before February 28, 2006. Effective March 1st, 2006, please mail or deliver to #105 – 3920 Norland Avenue, Burnaby, BC V5G 4K7 and our new phone number is 604-291-9306 and new fax number is 604-291-0996.

Course Changes: Delegates must notify the NW&DLC if they wish to change courses. In the event a course is cancelled by the NW&DLC due to low registration, delegates will be registered in their 2nd choice course. If there is no accommodation in either your 1st or 2nd choice course, you will be notified of the cancellation. If we do not have a telephone number to contact you in the event of a cancellation, your Local Union will be notified.

Course Cancellations: Registration fee(s) will not be refunded unless cancellation notification is received no later than 12 noon Friday, March 31st, 2006.

Meals and Coffee: Coffee and tea will be available during registration period and classroom breaks on Saturday and Sunday. Lunch is provided on Saturday only.

Student Conduct: The New Westminster & District Labour Council and the administration of the Justice Institute of BC endeavors to provide a supportive working and learning environment that provides an equal opportunity to all students. Such an atmosphere is based on the principle that union members are equal and deserve mutual respect. Behavior that undermines the dignity or self-esteem of any individual, or that creates an intimidating, hostile, or offensive environment whether it is sexual, racial or other forms of personal harassment, will not be tolerated or condoned.

Agenda

Saturday

• 8:30 – 9:00 Registration
• 9:00 – 9:30 Plenary Session – Cafeteria
• 9:30 -12:00 Individual Classes
• 12:00 -1:00 Lunch (provided)
• 1:00 – 4:30 Individual Classes

Sunday

• 9:00 – 12:00 Individual Classes

* Please be on time – classes will be held from 9:30 am. to 4:30 pm. on Saturday and from 9:00 am. to 12:00 pm. on Sunday.

The Local By‑laws enshrine the power and authority of the Local. These must not conflict with the By‑laws of the Component andlor the PSAC Constitution. Local By‑laws constitute, in fact, the democratic framework within which the Local operates. It needs to be flexible enough so the Local can operate in crisis situations (i.e. strikes), as well as provide guidelines for the protection of the democratic rights of the membership.

Locals generally are able to:

• Set their own dues rate and establish financial administration procedures;
• Elect officers to established positions within the Local;
• Conduct their own meetings on a regular and annual basis;
• Protect the rights and advance the interests of ,Local members at the workplace.

The By‑laws outline the structure required for the Local to operate. Usually the number of officers is determined by the number of members in the Local and the geographical breakdown. Alliance members are found in a wide range of occupational settings and work locations and while every Local organization will be similar in structure, they will vary in size and composition.

Normally the Executive consists of a President, a Vice‑President, a Secretary and a Treasurer. The Chief Steward is usually a member of the Local Executive and chairs the Stewards’ Committee.

The President

• Is the Chief Executive Officer and coordinates the administration of Local affairs through the other officers and Local Committees;
• Presides at all membership meetings and executive meetings of the Local and is an ex‑efficio member of all committees of the Local;
• Decides, by application of the Rules of Order, all questions of law and order as chairperson;
• Is the chief spokesperson of the Local in its dealings with management within the Union.

The Vice‑President

• Performs the duties of the President in case of the absence or resignation of that officer;
• Conducts meetings on behalf of the President or assumes the chair when the President vacates it for any reason during a meeting.
• Is responsible for specific portfolios as assigned by the Local;
• Assists chairpersons of committees as required.

The Secretary

Is responsible for the secretarial duties of the Local which include:

• Recording the minutes of all membership and executive meetings;
• Communications emanating from or received by the Local;
• Reports of committees;
• Close liaison with the President on all Local matters;
• Maintenance of a filing system.

The Treasurer

• Is accountable to the Local Executive for all finances receivable and payable;
• Prepares and submits financial reports to each executive or general meeting;
• Collects and deposits Local funds;
• Carries out other duties as delegated by the Local Executive.

The Chief Steward

• Recruits Stewards, organizes and coordinates the stewards’ network;
• Sets up and maintains a communication system amongst the Stewards and chairs the Stewards’ Committee;
• Advises Stewards and provides guidance and support in specific technical areas;
• Ensures the proper application by management and members of existing collective agreements, arbitral awards, acts and regulations;
• Solves problems related to the organization maintenance and efficiency of the stewards’ network;
• Works in dose liaison with all Stewards, Executive Officers, Committees and Component staff.

Stewards’ Network

The Steward is not alone in the Local. Along with other Stewards, they form the “Stewards’ Network”. It is the “Stewards’ Network” that gives the union its strength and puts the union on an equal level with management.

The Stewards’ Network is a powerful organizational tool. To the local member, the Steward is the Union. The Steward is the union officer who sees the members and who works with them at the worksite.

As a Local Officer, you will be working closely with the Stewards and it is within your reach to ensure that the Local Stewards are trained, representative of the membership, motivated and successful in protecting the memberships’ rights.

Click for more information and tools for stewards.

Committees

The foundation of any organized group is committee work. The most energetic and successful organizations are those with committees that remain active on a continuing basis and work toward concrete objectives. Locals are not different in this respect. It is through the delegation of responsibility to committees that the Local Executive can undertake a well-rounded program and provide successful representation.

Setting up committees to undertake specific activities ensures that opportunities are available for the membership to become engaged in their union to the extent that they can, lessens the burden by sharing the workload, and achieves the most successful results. More importantly, active participation by the members means that they take ownership of their union and union issues. When workers participate as active members, a strong and effective union presence is created and maintained in the workplace.

Some committees are Standing Committees such as the Stewards’ Committee, Collective Bargaining Committee, Labour Management Consultation Committee, Health and Safety Committee, Education Committee. Other committees have become important as issues emerge that are important to the membership such as Local Women’s Committees, Equity Committees dealing, with issues of equality and equity related to racism, disability, sexual orientation and harassment. Over recent years, Political Action Committees have become very important as union members experience the harmful impact of government *policies which have rolled back negotiated pay settlements; caused major job loss and undermined job security through downsizing, contracting out and privatization; and eroded the social programs which benefit all Canadian citizens.

This training will be of interest to members who have taken the TUB and/or Grievance Handling and who have some experience representing members on workplace problems. The focus of this course will be on the attitudes, knowledge, and skills required by the effective Union Representative. Topics will include the Duty of Fair Representation; building a case file; communicating with complainants and grievors; case analysis and preparation; and making effective presentations to management.

Area Council Training

The goal of this training is to facilitate the active formation and effective organization of Area Councils throughout B.C. Area Councils provide a formal structure by which locals of Components in defined geographic areas can work together to profile the union in the community and advance the interests of Alliance members. Area Councils can name delegates to the B.C. Regional Convention, as well as the PSAC Triennial Convention, and therefore are a significant means by which members can have political “voice” in the affairs of their union. Participants for the Area Council Training will be identified by the District Coordinators on the B.C. Regional Council. If you would like to be active in creating a new Area Council or strengthening an existing Area Council, please be sure to indicate your interest to your Regional Council District Coordinator.

Anti Harassment Training

This course will be useful to members who have had some harassment awareness training and who have responsibility in the local to advise and/or represent members on harassment complaints. It will also be of interest to local executive officers and stewards who have responsibility to ensure PSAC Policy 23 (Workplace Harassment) is properly implemented.

The training will include respectful workplace behaviour and interaction; a thorough review of the union’s policy on workplace harassment (Policy 23A) ; and principles drawn from case law. We will work with actual cases to hone our case analysis and presentation skills. We will also examine the features of an acceptable investigation and the various roles during an employer investigation.

Health and Safety Activism

A safe and healthy workplace is a basic union worker right. This course will re-empower members to ensure we have secure workplaces. Participants will start with their own knowledge of their work, and workplaces, and will critically examine the risks and responsibilities of workers and employers, including the notion of “worker carelessness”. Participants will develop action plans to mobilize members and to ensure the employer provides the necessary tools, training and funding to support a healthy and safe workplace.

Human Rights Training

This 3-day course explores human rights issues, analyzes discrimination in its various forms and leads to strategies to address unequal treatment at the workplace, in the union, and in society at large. The course will be of interest to those members who wish to join a network of human rights activists in the PSAC who are working together to promote equality, eliminate discrimination, and encourage participation of equity-seeking groups in their union.

Members who apply for this course must be supportive of all PSAC policy statements on human rights and related issues. This program is not for members who have had limited exposure to human rights issues and see this course as an opportunity to become sensitized. Priority for seat selection will be given to those members who belong to the equity-seeking groups defined in PSAC policy – i.e., racially visible members; aboriginal members; members with disabilities; lesbian, gay, bisexual and transgender members; and women.

Political Action Training Program

Our rights as workers and as concerned citizens fighting for social change are in danger of disappearing completely from the political agenda. The federal election looms around the corner and the political landscape is set to shift more drastically then ever before, both federally and provincially. Whether the direct impact is on your job or on the community you live in, the time for action is now.

Join other PSAC members in BC and take a leadership role in ensuring that the rights of our members are a critical priority in the upcoming months. At stake is the future of the public service and civil society at large.

This 5 day advanced course will provide you with the tools necessary for playing a key role in the upcoming election and other political action campaigns. Participants will create an action plan and will be expected to actively apply their knowledge in the upcoming months. The course will focus on the “hot” issues of the day, how they will affect our members and the skills needed to take the union’s message to the membership and the electorate at large. Topics include: direct action, media and communications planning, coalition building, defending public services, lobbying, campaigning, globalization and using the internet for political action.

UDP (Union Development Program)

UDP is the PSAC’s leadership development course. It trains activists to move into leadership positions as elected officers and staff. Equally important, it trains people to exercise leadership at the level at which they currently function. The role of UDP is to expand as well as regenerate the leadership base. The Union Development Program consists of 3 levels of 5-6 days each. Participants must complete all three levels.

Areas of study for the UDP include: Union Principles, the Organizing Model, Speaking to the Issues, Recruiting Activists, Local Development, Decision-Making in the Alliance, International Solidarity, developing and promoting an Inclusive Union, Charting the Future of the PSAC.

By the end of the UDP participants will be able to:

describe their collective vision of social justice and the role of unions in achieving that vision;

define the philosophy, structures and political dynamics of the Alliance and of the broader union movement;

analyze some of the issues of current significance to Canadian working people and their unions;

demonstrate leadership in pursuit of their vision;

Commit to working through the union for positive social change that effectively addresses the needs of working people.

Each UDP will have a maximum of 20 participants.

The potential UDP candidate is a member who:

has demonstrated a solid commitment to the union’s cause and to the underlying principles of collective action and social justice;

has a well-developed understanding of the basics essential to union activism, including union principles and practices;

has demonstrated initiative in furthering her or his own union development through active experience and participating in courses or conferences;

has demonstrated a willingness to assume leadership responsibilities within the union;

will commit to fulfilling all of the obligations of UDP, including participation on three separate 5 – 6 day sessions;

learning events and specific work assignments in between the learning events (3 to 6 months in total)

has the will, ability and commitment to use her or his UDP experience to assume a leadership role in the union.

Women At Work

60% of PSAC members are women and the numbers of women in leadership positions are increasing every year. This course will help participants continue the momentum of building real equality in our Union and in our communities. Participants will explore our herstory and understand the importance of a feminist analysis in ensuring our collective agreements, our union structures and our communities reflect our principles and our goals. We will also develop strategies to advance women’s issues, both locally and globally.

This course is open to PSAC members who are women.