••••••••APPENDIX L</= title>  <style>  </style>  </head> <body lang=3DEN-US style=3D'tab-interval:.5in;text-justify-trim:punctuation= '> <div class=3DSection1> ••= ;••••••APPENDIX L<o:p></o:p> <o:p>= </o:p> CEIU Orientation Committee<o:p></o:p> Meeti= ng of March 28th, 2004<o:p></o:p> <o:p>= </o:p> <![if !vml]><img width=3D624 height=3D1 src=3D"APPENDIXL_files/image001.gif= " v:shapes=3D"_x0000_s1026"><![endif]><o:p></o:p> <o:p> </o:p> Were present:<o:p>= </o:p> <o:p> </o:p> Denise Best, NVP, Newfoundland and Labrador= <o:p></o:p> Maurice Simard, NVP, Québec<o:p></o:= p> Jacques Lambert, VPN, Québec &= nbsp; &nbs= p; <o:p></o:p> <o:p> </o:p> Regrets: Susan Finn, NVP, HRRR<o:p></o:p></= span> Regrets: Janina Lebon, NVP, CIC<= span lang=3DEN-GB style=3D'font-size:14.0pt;font-family:Shruti;mso-ansi-language= :EN-GB'><o:p></o:p> <o:p> </o:p> 1 - Review of the September 2003 Orientation Commi= ttee meeting report<o:p></o:p> <o:p> </o:p> The members reviewed the previous minutes and discussed follow-up on recommendations or actions taken or pending.<o:p></o= :p> <o:p> </o:p> These are the issues:<o:p></o:p> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Urgent need to set up a national grievance tracking system in order to provide adequate and up-to-date information to the members.<o:p></o:p> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Publication of a booklet for all members on the processing of grievances in general and of those dealing specifically with classification. Costing has been requested.<o:p></o:p></s= pan> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Update of Shoptalk issue= 2 on classification grievances.<o:p></o:p> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Silent call monitoring: The Committee recovered the policy which had been discussed in Québec fo= r a few years in order to submit it, as promised, to the members of the National Executive. The document is attached. It is also relevant to consult other P= SAC Components who include members working in call centres and to obtain case law on the confidentiality of the information provided according to the spirit of the = Privacy Act.<o:p></o:p> <o:p> </o:p> </div> <div class=3DSection2> <![if !supportLists]>• = &nb= sp; <![endif]>Values and ethics: Make CEIU’s position known to the effect that we do not encourage monitori= ng of workers by other union members and find unacceptable that members blow t= he whistle on other members for behaviour such as late arrivals and productivi= ty drops. CEIU agrees with blowing the whistle on fraud and criminal acts. The Committee feels that the present climate regarding values and ethics provid= es a good opportunity for the PSAC and CEIU to issue a bulletin. A booklet on administrative enquiries must be produced and distributed to the members of= the National Executive and then posted on the CEIU website.<o:p></o:p></= p> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Interdepartmental Committee on Compensation Consultants (AS-02): A letter was sent by the President of the PSAC to Treasury Board last winter in order to request that the employer immediately stop the voting which it had unilaterally initiated to transfer compensation members from a unionized group such as AS-02 to a non-unionized group classified as PE-01. Follow-up was to be performed in order to determ= ine whether this surprising employer initiative has been suspended further to t= he intervention of sister Nycole Turmel, PSAC National President.<o:p></o:p></= span> <o:p> </o:p> In conclusion, the Committee feels that a systemat= ic follow-up should be performed on recommendations adopted by the National Executive. It is important to determine who will take charge of the follow-= up action, who will be accountable for it and within what time frame. <o:p></o:p> <o:p> </o:p> The Committee’s role is to provide union positions. The Committee feels that action must be taken at another level. = It is crucial that the results of the Committee’s work be implemented an= d that a report be provided to the Committee at each National Executive meeting</u= >, otherwise the work and credibility of the Committee will be jeopardized.<o:= p></o:p> <o:p> </o:p> 2 - Terms of reference of the Committee<o:p></o:p>= <o:p> </o:p> The Committee continued its reflection on its term= s of reference to determine whether the issues which it should deal with should = be referred to it by the National Executive or the National President or wheth= er it should forge its own agenda.<o:p></o:p> <o:p> </o:p> Having reviewed its official terms of reference, w= hich are appended, the Committee feels that they should have be formatted differently.<o:p></o:p> <o:p> </o:p> The terms of reference of the Committee should be those included in the last paragraph, which may be summed up as follows:<o:= p></o:p> <o:p> </o:p> </div> <div class=3DSection3> Review any issues referred to it by the National Executive or the National President which deal with the goals, objectives and direction of the union and submit recommendations to the National Executive on these issues.<o:p>= </o:p> <o:p> </o:p> The text should reflect that the other items are included as approaches to implement the terms of reference. <o:p></o:p></sp= an> <o:p> </o:p> 3 - CIC call centres (item 7 of the September 2003 Finance Committee report)<o:p></o:p> <o:p> </o:p> The Committee reviewed the original resolution submitted in March 2003 on the setting up of an advisory committee with national CIC call centre authorities.<o:p></o:p> <o:p> </o:p> The Finance Committee recommended that a meeting be held in Montreal with an estimated budget of $9,000.<o:p></o:p> <o:p> </o:p> Since March 2003, CIC has closed the Toronto and Vancouver call centres to concentrate its activities in Montreal. Since the problems with working conditions, implementing the collective agreement, complying with health and safety regulations and management’s silent = call monitoring practices have not changed and this affects the quality of life = at work, the Committee recommends that a first meeting be scheduled by June 30t= h, 2004. <o:p></o:p> <o:p> </o:p> 4 - Resolution D-24 (contracting out, privatizatio= n)<o:p></o:p> <o:p> </o:p> The Committee has reviewed the documentation submi= tted on contracting out, which includes a definition, avenues for action in education, training, coalition-building, media relations and protecting job= s. This document was submitted further to a recommendation adopted by the Committee in March 2003.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> The Committee believes that CEIU should start by requesting information on contracting out from the employer (CIC, CBSA, IRB, Social Development, Human Resources and Skills Development Canada, formerly HRDC). This information may deal with the funding of administrative activit= ies (enquiries by outside sources, mediators), operational activities (account collection) and bidding in general. The requests for information should cov= er the two latest years and be repeated every year thereafter. <o:p></o:p></sp= an> <o:p> </o:p> </div> <div class=3DSection4> This information gathering should enable the union= to get a better picture of the extent, the trends, the future and the methods = of contracting out of the various departments.<o:p></o:p> <o:p> </o:p> The Committee is aware that the information is abundant and often complex. Locals must be invited to provide information on the issue, to be added as a supplement to the requests made by the national union.<o:p></o:p> <o:p> </o:p> The appended document entitled Campaigning agai= nst privatization and contracting out is very interesting since it enables = us to better grasp the context in which we are involved as unionized workers. = Take the national initiative of the Government of Canada on service modernizatio= n, for instance. The document provides a definition of contracting out, places= it in its legislative context and suggests a campaign plan.<o:p></o:p><= /p> <o:p> </o:p> The Committee agrees with the suggestions made in = the document and with the action plan which it proposes. However, the Committee feels that the details of the implementation of the suggested campaign may = be worked out at another level at another time.<o:p></o:p> <o:p> </o:p> For instance, the current round of bargaining shou= ld enable us to fully identify the contract issues related to contracting out = and adjust the collective agreement in order to protect the rights and the work= ing conditions of our members. The clauses should be adjusted in accordance with new realities. For instance, service modernization will impact the delivery= of services to citizens, and unionized staff will have to fight to maintain its place under this strategic direction of the Government of Canada.<o:p></o:p= > <o:p> </o:p> Media relations are an important element to consid= er. It is essential that we identify official spokespersons and provide relevant training. Union officers, who are after all public servants, must be carefu= l of how they criticize departments and government policies. That is why a neutr= al spokesperson, i.e. the National President, National Executive Vice‑Pr= esident or a CEIU staff member is required (as per CEIU Regulation 5).<o:p></o:p></= span> <o:p> </o:p> The Committee recommends the adoption of the docum= ent entitled Campaigning again= st privatization and contracting out and its publication within the coming weeks.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> <o:p> </o:p> </div> <div class=3DSection5> 5 - Rebuilding our Locals<o:p></o:p> <o:p> </o:p> The Committee reviewed the document entitled Bu= ilding Our Locals. It was discussed with respect to the two phases suggested, = the first starting in March 2004 and ending in September 2004 and the second starting in September 2004 and ending in March 2005. A report is to be submitted to the National Executive on each of these phases. The document w= as provided further to a recommendation which the Committee adopted in March 2= 003.<o:p></o:p> <o:p> </o:p> The Committee feels that the last paragraph of this document should be its preamble rather than its conclusion.<o:p></o:p></spa= n> <o:p> </o:p> With respect to the first phase, the Committee fin= ds that an inventory of the suggested training should be carried out within CE= IU offices and the PSAC in order to avoid duplication of services. Within cert= ain regions, the training offered by the PSAC does not necessarily meet the nee= ds of Local officers and members. Experience has shown that, within these regi= ons, CEIU staff has been effective in meeting the needs expressed by the members= .<o:p></o:p> <o:p> </o:p> Should the training module development initiative = be applied to a great extent and the training be provided to the members, the Committee recommends that CEIU NVPs and staff members be consulted so that = they may ensure the provision of all the support that may be required and consolidate the implementation as planned while meeting their other obligat= ions towards the members. <o:p></o= :p> <o:p> </o:p> The proposed administrative measures will enable u= s to update all the information required on our Locals, i.e. on the legitimacy of the existing Local officers, the financial statements required, and the sig= ning up of Rand deductees. The Committee recommends that each CEIU regional unio= n office submit a report for the next National Executive meeting through the NVPs.<o= :p></o:p> <o:p> </o:p> The Committee recommends that coordination of this national project be provided by sister Meunier-McKay, National President.<o= :p></o:p> <o:p> </o:p> The Committee recommends that the project develops links with the PSAC Local development initiative suggested by the National Board of Directors.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> <o:p> </o:p> </div> <div class=3DSection6> The Committee recommends the adoption of the docum= ent entitled Building Our Loca= ls, as amended, and its publication within the coming weeks.<o:p></o:p> <o:p> </o:p> Respectfully submitted,<o:p></o:p> <o:p> </o:p> <o:p> </o:p> The members of the Orientation Committee<o:p></o:p= > </div> <div class=3DSection7> CEIU ORIENTATION COMMITTEE<o:= p></o:p> (established November 1987)<o= :p></o:p> <o:p> </o:p> <o:p> </o:p> Terms of Reference= <o:p></o:p> (amended in October 2000)<o:p= ></o:p> <o= :p> </o:p> <o= :p> </o:p> m</s= pan> To promote the development of a short and medium term strategy which is about greater membership unity and national solidarity;<o:p></o:p> <o:p> </o:p> m</s= pan> To use as a framework the orientation outlined in the document ``The Fight Continues``;<o:p></o:p> <o:p> </o:p> m</s= pan> To develop, coordinate and recommend strategies for negotiations with the employer;<o:p></o:p> <o:p> </o:p> m</s= pan> To identify national issues and recommend ways of organizing so as to approach them in a coordinated manner;<o:p></o:p> <o:p> </o:p> m</s= pan> To make recommendations on how to use the funds in the new budget established = to finance activities related to ``The Fight Continues``;<o:p></o:p></s= pan> <o:p> </o:p> m</s= pan> To look at and recommend administrative changes necessary to implement the union’s goals and objectives;<o:p></o:p> <o:p> </o:p> m</s= pan> To make recommendations to the National Executive on training, administration = and finances;<o:p></o:p> <o:p> </o:p> m</s= pan> To review all items submitted by the National Executive that deal with the union’s goals, objectives and orientation, and make recommendations to the National Executive.<o:p></o:p> </div> <div class=3DSection8> = &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; Appendix ED-1<o:p></o:p> <o:p>= </o:p> SAMPLE CONSENT FORM:<o:p></o:p> <o:p>= </o:p> CALL MONITORING FOR TRAINING PURPOSES<o:p></o:p> <o:p>= </o:p> I, the undersigned, = &nb= sp; , agree to take part in the call monitoring for training purposes program.<o:= p></o:p> <o:p>= </o:p> I understand the following:<o:p></o:p> <o:p>= </o:p> <![if !supportLists]>7.&n= bsp; = ; <![endif]>Calls are monitored for training purposes through spot-checks of which the employee must not be advised in advance. <o:p> </o:p> <![if !supportLists]>8.&n= bsp; = ; <![endif]>Call monitoring for training purposes is designed to help managers and trainers to design and build an adapted training program enabling me to obtain the skills required for my work. Information obtained through the monitoring will be used to review and improve the existing trai= ning program and to determine any new training programs that may be necessary to better serve our clientele. <o:p> </o:p> <![if !supportLists]>9.&n= bsp; = ; <![endif]>The information obtained through monitoring will no= t be used for any disciplinary purpose. <o:p> </o:p> <![if !supportLists]>10.&= nbsp; &nbs= p; <![endif]>I am perfectly free to withdraw my consent and end = my participation at any time, merely by notifying my employer in writing. Shou= ld I withdraw, this will not affect my employment or promotion opportunities as = an HRDC employee. <o:p> </o:p> <![if !supportLists]>11.&= nbsp; &nbs= p; <![endif]>If I have any questions or problems with my participation in the call monitoring for training purposes, I should contac= t my supervisor and my manager. <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Officer= ’s signature <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Manager= ’s signature <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Local representative’s signature </div> <div class=3DSection9> REFUSAL TO TAKE PART IN C= ALL MONITORING FOR TRAINING PURPOSES: <o:p> </o:p> I, the undersigned, <s= pan style=3D'mso-spacerun:yes'> = &nb= sp; , refuse to authorize anyone at HRDC to monitor the calls from clients which I answer. <o:p> </o:p><= /p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Officer= ’s signature <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Manager= ’s signature<o:p></o:p> <o:p> </o:p><= /p> <o:p> </o:p><= /p> WITHDRAWAL OF CONSENT OR PERMISSION WITH RESPECT TO THE INVOLVEMENT IN CALL MONITORING FOR TRAINING PURPOSES: <o:p> </o:p> I, the undersigned, <s= pan style=3D'mso-spacerun:yes'> = &nb= sp; , hereby withdraw my consent and permission to let anyone at HRDC monitor the calls from clients which I answer. <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Officer= ’s signature <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Manager= ’s signature<o:p></o:p> </div> <div class=3DSection10> = &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; Appendix ED-1 <o:p> </o:p> <= span style=3D'mso-tab-count:1'> &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; HANDO= UT<o:p></o:p> <o:p> </o:p> <= span style=3D'mso-tab-count:1'> &= nbsp; &nbs= p; UNION COMMITTEE ON THE RIGHTS OF MEMBERS (CSDM)<o:p></o:p> <o:p> </o:p> <= span style=3D'mso-tab-count:1'> &= nbsp; &nbs= p; SILENT CALL MONITORING, ELECTRONIC MONITORING<o:p></o:p> <= span style=3D'mso-tab-count:1'> &= nbsp; &nbs= p; &= nbsp; <u= >AND THE USE OF VIDEOCASSETTES<o:p></o:p> <o:p> </o:p> SILENT CALL MONITORING= : <o:p> </o:p> CEIU believes that there = are many other ways to check client service or to determine training needs. Although= the union cannot systematically oppose this type of check, it does not endorse = it fully either. <o:p> </o:p> The union’s positio= n is clear: the exercise must be used only for training purposes. It should absolutely never be used to “keep tabs” on an employee. <o:p> </o:p> CEIU refuses to recognize that monitoring must be perfo= rmed by peers. This is a responsibility which is incumbent upon the employer and= not upon coworkers, and the person monitored must always be notified prior to t= he monitoring session. The clients must also be notified.<o:p></o:p> <o:p> </o:p> CEIU denounces and firmly opposes stooling, and union members should not be called upon to judge the performance of their peers.<= /span> <o= :p></o:p> <o:p> </o:p> ELECTRONIC MONITORING AND THE USE OF VIDEOCASSETTES:</s= pan><o:p></o:p> <o:p> </o:p> This issue is more sensitive and also involves a legal aspect. Electronic surveillance must only be practised in extreme cases and= in accordance with the laws and regulations governing this practice.<o:p></o:p= > <o:p> </o:p> CEIU recommends that Locals c= ontact the RUO or an NVP as soon as possible when such a situation occurs.<= span style=3D'font-size:13.0pt;font-family:Shruti'><o:p></o:p> </div> <div class=3DSection11> ORIENT= ATION CTEE MEETING - # 5<o:p></o:p> MARCH = 28, 2004<o:p></o:p> <o:p> </o:p> Building our locals<o:p></o:p> <o:p> </o:p> The local is the backbone of our union. Without strong locals, our members= lack the skills they need to improve their working lives and the representation = they require to meet challenges from management. Without strong locals, CEIU is unable to play an active role within the PSAC on issues like collective bargaining, contracting-out and broader social issues. <o:p></o:p></= p> <o:p> </o:p> CEIU h= as traditionally provided extensive training for its locals on a wide range of subjects; from basic union tools to pensions to negotiating skills. In the past number of years we hav= e, unfortunately, been unable to maintain that level of training. However, wit= h increased resources, we are now in a position to move forward.<o:p></o:p> <o:p> </o:p> While CEIU remains, in my estimation, the stronges= t of all the PSAC components, we need to solidify that strength and build an even more capable organization. For these reasons, I am putting forward the following plan and suggesting that it be implemented over the next 12 to 18 months.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> Two stage process<o:p></o:p> <o:p> </o:p> Stage I: March 2004 to September 2004<o:p></= o:p> <o:p> </o:p> In this period, staff will be assigned to develop training modules in the following areas:<o:p></o:p> <o:p> </o:p> <![if !supportLists]>12. = <![endif]>Grievance handling and processin= g<o:p></o:p> <![if !supportLists]>13.&= nbsp; <![endif]>Staffing complaints<o:p></o:p> <![if !supportLists]>14.&= nbsp; <![endif]>Disability insurance and related issues<o:p></o:p> <![if !supportLists]>15.&= nbsp; <![endif]>Human rights complaints<o:p></o:p> <![if !supportLists]>16.&= nbsp; <![endif]>Local administration<o:p></o:p> <![if !supportLists]>17.&= nbsp; <![endif]>Roles and responsibilities of local officers<o:p></o:p> <![if !supportLists]>18.&= nbsp; <![endif]>CEIU/PSAC structures<o:p></o:p> <![if !supportLists]>19.&= nbsp; <![endif]>Facing management (negotiating your way to results)<o:p></o:p> <![if !supportLists]>20.&= nbsp; <![endif]>Health and safety<o:p></o:p> <o:p> </o:p> <o:p> </o:p> <o:p> </o:p> </div> <div class=3DSection12> Each module will consist of two parts: a set of training notes for use at training sessions and a resource = kit presented to participants at the end of the course. Suggestions and materia= ls from national executive members will be welcomed. They should be directed to the National Resource Officer in Ottawa.<o:p></o:p> <o:p> </o:p> Prior to the national executive meeting in September, each region will hold a weekend training seminar for = the stewards of two to three locals where these modules will be tested. We will coordinate the training so that each module is tested in at least one regio= n. The orientation committee will review the evaluations of these sessions and= the reports provided by the trainers.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> Stage II: September 2004 to March 2005<o:p></o:p><= /span> <o:p> </o:p></= p> After the national executive m= eeting in September, any necessary revisions to the modules will be made. Union offices will be responsible for conducting at least one weekend training session per year. Each local will be entitled to send one steward to the tr= aining session.<o:p></o:p> <o:p> </o:p> To ensure that proper support = is provided to those we train, each region will create a steward network. The network will link stewards through our website and will provide fresh information on leading issues.<o:p></o:p> <o:p> </o:p> By the time of our 2005 conven= tion, I believe we will have made a solid start on rebuilding the crucial base of= our union.<o:p></o:p> <o:p> </o:p> Administrative Steps<o:p></o:p= > <o:p> </o:p> <![if !supportLists]>21. = <![endif]>National Vice-Presidents with regional responsibilities will be responsible for contacting and assisting locals that are in arrears with their financial statements and will provide a progress report to the National President one month in advance of each national executive meeting. Staff will provide assistance where requested by the local.<o:p></o:p> <o:p> </o:p> <![if !supportLists]>22.&= nbsp; &nbs= p; <![endif]>Staff will gather information on the locals (member= s of the executive, terms of office, date of last general meeting). Copies of th= is information will be provided to the National President and National Vice-Presidents. <o:p> </o:p> <o:p> </o:p> <o:p> </o:p> <![if !supportLists]>23.&= nbsp; &nbs= p; <![endif]>National Vice-Presidents with regional responsibili= ties will be responsible for working with locals to reduce the number of RANDs.<= span style=3D'mso-spacerun:yes'> </div> <div class=3DSection13> <o:p> </o:p> It must be carefully noted tha= t this program to rebuild the locals will not be conducted at the expense of the training we currently offer to local leaders. Local administration, the rol= es and responsibilities of local officers and facing management training will continue to be offered by the regions. The on-site training visits of staff will continue to be available for interested locals.<o:p></o:p> <o:p> </o:p> We need to strengthen our loca= ls more than at any time in the past. The Martin government is considering contracting out and privatization and we must respond. Without strong local= s, we cannot. Sweeping changes to legislation will increase management’s power in key areas such as staffing. We must respond, but without strong locals, we cannot. We must move ahead with a solid plan and I am asking for your support in developing and implementing this blueprint.<o:p></o:p></spa= n> <o:p> </o:p> </div> </body> </html> ------=_NextPart_01C44D81.30D32380 Content-Location: file:///C:/E065E4EC/APPENDIXL_files/image001.gif Content-Transfer-Encoding: base64 Content-Type: image/gif R0lGODdhcAIBAHcAACH+GlNvZnR3YXJlOiBNaWNyb3NvZnQgT2ZmaWNlACwAAAAAcAIBAIAAAAAB AgMCF4SPqcvtD6OctNqLs968+w+G4kiWZlgAADs= ------=_NextPart_01C44D81.30D32380 Content-Location: file:///C:/E065E4EC/APPENDIXL_files/filelist.xml Content-Transfer-Encoding: quoted-printable Content-Type: text/xml; charset="utf-8" <xml xmlns:o=3D"urn:schemas-microsoft-com:office:office"> <o:MainFile HRef=3D"../APPENDIXL.htm"/> <o:File HRef=3D"image001.gif"/> <o:File HRef=3D"filelist.xml"/> </xml> ------=_NextPart

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Please download a browser that supports Web Archive, such as Microsoft Internet Explorer. ------=_NextPart_01C44D81.30D32380 Content-Location: file:///C:/E065E4EC/APPENDIXL.htm Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset="us-ascii" ••••••••APPENDIX L</= title>  <style>  </style>  </head> <body lang=3DEN-US style=3D'tab-interval:.5in;text-justify-trim:punctuation= '> <div class=3DSection1> ••= ;••••••APPENDIX L<o:p></o:p> <o:p>= </o:p> CEIU Orientation Committee<o:p></o:p> Meeti= ng of March 28th, 2004<o:p></o:p> <o:p>= </o:p> <![if !vml]><img width=3D624 height=3D1 src=3D"APPENDIXL_files/image001.gif= " v:shapes=3D"_x0000_s1026"><![endif]><o:p></o:p> <o:p> </o:p> Were present:<o:p>= </o:p> <o:p> </o:p> Denise Best, NVP, Newfoundland and Labrador= <o:p></o:p> Maurice Simard, NVP, Québec<o:p></o:= p> Jacques Lambert, VPN, Québec &= nbsp; &nbs= p; <o:p></o:p> <o:p> </o:p> Regrets: Susan Finn, NVP, HRRR<o:p></o:p></= span> Regrets: Janina Lebon, NVP, CIC<= span lang=3DEN-GB style=3D'font-size:14.0pt;font-family:Shruti;mso-ansi-language= :EN-GB'><o:p></o:p> <o:p> </o:p> 1 - Review of the September 2003 Orientation Commi= ttee meeting report<o:p></o:p> <o:p> </o:p> The members reviewed the previous minutes and discussed follow-up on recommendations or actions taken or pending.<o:p></o= :p> <o:p> </o:p> These are the issues:<o:p></o:p> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Urgent need to set up a national grievance tracking system in order to provide adequate and up-to-date information to the members.<o:p></o:p> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Publication of a booklet for all members on the processing of grievances in general and of those dealing specifically with classification. Costing has been requested.<o:p></o:p></s= pan> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Update of Shoptalk issue= 2 on classification grievances.<o:p></o:p> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Silent call monitoring: The Committee recovered the policy which had been discussed in Québec fo= r a few years in order to submit it, as promised, to the members of the National Executive. The document is attached. It is also relevant to consult other P= SAC Components who include members working in call centres and to obtain case law on the confidentiality of the information provided according to the spirit of the = Privacy Act.<o:p></o:p> <o:p> </o:p> </div> <div class=3DSection2> <![if !supportLists]>• = &nb= sp; <![endif]>Values and ethics: Make CEIU’s position known to the effect that we do not encourage monitori= ng of workers by other union members and find unacceptable that members blow t= he whistle on other members for behaviour such as late arrivals and productivi= ty drops. CEIU agrees with blowing the whistle on fraud and criminal acts. The Committee feels that the present climate regarding values and ethics provid= es a good opportunity for the PSAC and CEIU to issue a bulletin. A booklet on administrative enquiries must be produced and distributed to the members of= the National Executive and then posted on the CEIU website.<o:p></o:p></= p> <o:p> </o:p> <![if !supportLists]>• = &nb= sp; <![endif]>Interdepartmental Committee on Compensation Consultants (AS-02): A letter was sent by the President of the PSAC to Treasury Board last winter in order to request that the employer immediately stop the voting which it had unilaterally initiated to transfer compensation members from a unionized group such as AS-02 to a non-unionized group classified as PE-01. Follow-up was to be performed in order to determ= ine whether this surprising employer initiative has been suspended further to t= he intervention of sister Nycole Turmel, PSAC National President.<o:p></o:p></= span> <o:p> </o:p> In conclusion, the Committee feels that a systemat= ic follow-up should be performed on recommendations adopted by the National Executive. It is important to determine who will take charge of the follow-= up action, who will be accountable for it and within what time frame. <o:p></o:p> <o:p> </o:p> The Committee’s role is to provide union positions. The Committee feels that action must be taken at another level. = It is crucial that the results of the Committee’s work be implemented an= d that a report be provided to the Committee at each National Executive meeting</u= >, otherwise the work and credibility of the Committee will be jeopardized.<o:= p></o:p> <o:p> </o:p> 2 - Terms of reference of the Committee<o:p></o:p>= <o:p> </o:p> The Committee continued its reflection on its term= s of reference to determine whether the issues which it should deal with should = be referred to it by the National Executive or the National President or wheth= er it should forge its own agenda.<o:p></o:p> <o:p> </o:p> Having reviewed its official terms of reference, w= hich are appended, the Committee feels that they should have be formatted differently.<o:p></o:p> <o:p> </o:p> The terms of reference of the Committee should be those included in the last paragraph, which may be summed up as follows:<o:= p></o:p> <o:p> </o:p> </div> <div class=3DSection3> Review any issues referred to it by the National Executive or the National President which deal with the goals, objectives and direction of the union and submit recommendations to the National Executive on these issues.<o:p>= </o:p> <o:p> </o:p> The text should reflect that the other items are included as approaches to implement the terms of reference. <o:p></o:p></sp= an> <o:p> </o:p> 3 - CIC call centres (item 7 of the September 2003 Finance Committee report)<o:p></o:p> <o:p> </o:p> The Committee reviewed the original resolution submitted in March 2003 on the setting up of an advisory committee with national CIC call centre authorities.<o:p></o:p> <o:p> </o:p> The Finance Committee recommended that a meeting be held in Montreal with an estimated budget of $9,000.<o:p></o:p> <o:p> </o:p> Since March 2003, CIC has closed the Toronto and Vancouver call centres to concentrate its activities in Montreal. Since the problems with working conditions, implementing the collective agreement, complying with health and safety regulations and management’s silent = call monitoring practices have not changed and this affects the quality of life = at work, the Committee recommends that a first meeting be scheduled by June 30t= h, 2004. <o:p></o:p> <o:p> </o:p> 4 - Resolution D-24 (contracting out, privatizatio= n)<o:p></o:p> <o:p> </o:p> The Committee has reviewed the documentation submi= tted on contracting out, which includes a definition, avenues for action in education, training, coalition-building, media relations and protecting job= s. This document was submitted further to a recommendation adopted by the Committee in March 2003.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> The Committee believes that CEIU should start by requesting information on contracting out from the employer (CIC, CBSA, IRB, Social Development, Human Resources and Skills Development Canada, formerly HRDC). This information may deal with the funding of administrative activit= ies (enquiries by outside sources, mediators), operational activities (account collection) and bidding in general. The requests for information should cov= er the two latest years and be repeated every year thereafter. <o:p></o:p></sp= an> <o:p> </o:p> </div> <div class=3DSection4> This information gathering should enable the union= to get a better picture of the extent, the trends, the future and the methods = of contracting out of the various departments.<o:p></o:p> <o:p> </o:p> The Committee is aware that the information is abundant and often complex. Locals must be invited to provide information on the issue, to be added as a supplement to the requests made by the national union.<o:p></o:p> <o:p> </o:p> The appended document entitled Campaigning agai= nst privatization and contracting out is very interesting since it enables = us to better grasp the context in which we are involved as unionized workers. = Take the national initiative of the Government of Canada on service modernizatio= n, for instance. The document provides a definition of contracting out, places= it in its legislative context and suggests a campaign plan.<o:p></o:p><= /p> <o:p> </o:p> The Committee agrees with the suggestions made in = the document and with the action plan which it proposes. However, the Committee feels that the details of the implementation of the suggested campaign may = be worked out at another level at another time.<o:p></o:p> <o:p> </o:p> For instance, the current round of bargaining shou= ld enable us to fully identify the contract issues related to contracting out = and adjust the collective agreement in order to protect the rights and the work= ing conditions of our members. The clauses should be adjusted in accordance with new realities. For instance, service modernization will impact the delivery= of services to citizens, and unionized staff will have to fight to maintain its place under this strategic direction of the Government of Canada.<o:p></o:p= > <o:p> </o:p> Media relations are an important element to consid= er. It is essential that we identify official spokespersons and provide relevant training. Union officers, who are after all public servants, must be carefu= l of how they criticize departments and government policies. That is why a neutr= al spokesperson, i.e. the National President, National Executive Vice‑Pr= esident or a CEIU staff member is required (as per CEIU Regulation 5).<o:p></o:p></= span> <o:p> </o:p> The Committee recommends the adoption of the docum= ent entitled Campaigning again= st privatization and contracting out and its publication within the coming weeks.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> <o:p> </o:p> </div> <div class=3DSection5> 5 - Rebuilding our Locals<o:p></o:p> <o:p> </o:p> The Committee reviewed the document entitled Bu= ilding Our Locals. It was discussed with respect to the two phases suggested, = the first starting in March 2004 and ending in September 2004 and the second starting in September 2004 and ending in March 2005. A report is to be submitted to the National Executive on each of these phases. The document w= as provided further to a recommendation which the Committee adopted in March 2= 003.<o:p></o:p> <o:p> </o:p> The Committee feels that the last paragraph of this document should be its preamble rather than its conclusion.<o:p></o:p></spa= n> <o:p> </o:p> With respect to the first phase, the Committee fin= ds that an inventory of the suggested training should be carried out within CE= IU offices and the PSAC in order to avoid duplication of services. Within cert= ain regions, the training offered by the PSAC does not necessarily meet the nee= ds of Local officers and members. Experience has shown that, within these regi= ons, CEIU staff has been effective in meeting the needs expressed by the members= .<o:p></o:p> <o:p> </o:p> Should the training module development initiative = be applied to a great extent and the training be provided to the members, the Committee recommends that CEIU NVPs and staff members be consulted so that = they may ensure the provision of all the support that may be required and consolidate the implementation as planned while meeting their other obligat= ions towards the members. <o:p></o= :p> <o:p> </o:p> The proposed administrative measures will enable u= s to update all the information required on our Locals, i.e. on the legitimacy of the existing Local officers, the financial statements required, and the sig= ning up of Rand deductees. The Committee recommends that each CEIU regional unio= n office submit a report for the next National Executive meeting through the NVPs.<o= :p></o:p> <o:p> </o:p> The Committee recommends that coordination of this national project be provided by sister Meunier-McKay, National President.<o= :p></o:p> <o:p> </o:p> The Committee recommends that the project develops links with the PSAC Local development initiative suggested by the National Board of Directors.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> <o:p> </o:p> </div> <div class=3DSection6> The Committee recommends the adoption of the docum= ent entitled Building Our Loca= ls, as amended, and its publication within the coming weeks.<o:p></o:p> <o:p> </o:p> Respectfully submitted,<o:p></o:p> <o:p> </o:p> <o:p> </o:p> The members of the Orientation Committee<o:p></o:p= > </div> <div class=3DSection7> CEIU ORIENTATION COMMITTEE<o:= p></o:p> (established November 1987)<o= :p></o:p> <o:p> </o:p> <o:p> </o:p> Terms of Reference= <o:p></o:p> (amended in October 2000)<o:p= ></o:p> <o= :p> </o:p> <o= :p> </o:p> m</s= pan> To promote the development of a short and medium term strategy which is about greater membership unity and national solidarity;<o:p></o:p> <o:p> </o:p> m</s= pan> To use as a framework the orientation outlined in the document ``The Fight Continues``;<o:p></o:p> <o:p> </o:p> m</s= pan> To develop, coordinate and recommend strategies for negotiations with the employer;<o:p></o:p> <o:p> </o:p> m</s= pan> To identify national issues and recommend ways of organizing so as to approach them in a coordinated manner;<o:p></o:p> <o:p> </o:p> m</s= pan> To make recommendations on how to use the funds in the new budget established = to finance activities related to ``The Fight Continues``;<o:p></o:p></s= pan> <o:p> </o:p> m</s= pan> To look at and recommend administrative changes necessary to implement the union’s goals and objectives;<o:p></o:p> <o:p> </o:p> m</s= pan> To make recommendations to the National Executive on training, administration = and finances;<o:p></o:p> <o:p> </o:p> m</s= pan> To review all items submitted by the National Executive that deal with the union’s goals, objectives and orientation, and make recommendations to the National Executive.<o:p></o:p> </div> <div class=3DSection8> = &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; Appendix ED-1<o:p></o:p> <o:p>= </o:p> SAMPLE CONSENT FORM:<o:p></o:p> <o:p>= </o:p> CALL MONITORING FOR TRAINING PURPOSES<o:p></o:p> <o:p>= </o:p> I, the undersigned, = &nb= sp; , agree to take part in the call monitoring for training purposes program.<o:= p></o:p> <o:p>= </o:p> I understand the following:<o:p></o:p> <o:p>= </o:p> <![if !supportLists]>7.&n= bsp; = ; <![endif]>Calls are monitored for training purposes through spot-checks of which the employee must not be advised in advance. <o:p> </o:p> <![if !supportLists]>8.&n= bsp; = ; <![endif]>Call monitoring for training purposes is designed to help managers and trainers to design and build an adapted training program enabling me to obtain the skills required for my work. Information obtained through the monitoring will be used to review and improve the existing trai= ning program and to determine any new training programs that may be necessary to better serve our clientele. <o:p> </o:p> <![if !supportLists]>9.&n= bsp; = ; <![endif]>The information obtained through monitoring will no= t be used for any disciplinary purpose. <o:p> </o:p> <![if !supportLists]>10.&= nbsp; &nbs= p; <![endif]>I am perfectly free to withdraw my consent and end = my participation at any time, merely by notifying my employer in writing. Shou= ld I withdraw, this will not affect my employment or promotion opportunities as = an HRDC employee. <o:p> </o:p> <![if !supportLists]>11.&= nbsp; &nbs= p; <![endif]>If I have any questions or problems with my participation in the call monitoring for training purposes, I should contac= t my supervisor and my manager. <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Officer= ’s signature <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Manager= ’s signature <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Local representative’s signature </div> <div class=3DSection9> REFUSAL TO TAKE PART IN C= ALL MONITORING FOR TRAINING PURPOSES: <o:p> </o:p> I, the undersigned, <s= pan style=3D'mso-spacerun:yes'> = &nb= sp; , refuse to authorize anyone at HRDC to monitor the calls from clients which I answer. <o:p> </o:p><= /p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Officer= ’s signature <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Manager= ’s signature<o:p></o:p> <o:p> </o:p><= /p> <o:p> </o:p><= /p> WITHDRAWAL OF CONSENT OR PERMISSION WITH RESPECT TO THE INVOLVEMENT IN CALL MONITORING FOR TRAINING PURPOSES: <o:p> </o:p> I, the undersigned, <s= pan style=3D'mso-spacerun:yes'> = &nb= sp; , hereby withdraw my consent and permission to let anyone at HRDC monitor the calls from clients which I answer. <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Officer= ’s signature <o:p> </o:p> Date: = &nb= sp; = = &nb= sp; = &nb= sp; = Manager= ’s signature<o:p></o:p> </div> <div class=3DSection10> = &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; Appendix ED-1 <o:p> </o:p> <= span style=3D'mso-tab-count:1'> &= nbsp; &nbs= p; &= nbsp; &nbs= p; &= nbsp; HANDO= UT<o:p></o:p> <o:p> </o:p> <= span style=3D'mso-tab-count:1'> &= nbsp; &nbs= p; UNION COMMITTEE ON THE RIGHTS OF MEMBERS (CSDM)<o:p></o:p> <o:p> </o:p> <= span style=3D'mso-tab-count:1'> &= nbsp; &nbs= p; SILENT CALL MONITORING, ELECTRONIC MONITORING<o:p></o:p> <= span style=3D'mso-tab-count:1'> &= nbsp; &nbs= p; &= nbsp; <u= >AND THE USE OF VIDEOCASSETTES<o:p></o:p> <o:p> </o:p> SILENT CALL MONITORING= : <o:p> </o:p> CEIU believes that there = are many other ways to check client service or to determine training needs. Although= the union cannot systematically oppose this type of check, it does not endorse = it fully either. <o:p> </o:p> The union’s positio= n is clear: the exercise must be used only for training purposes. It should absolutely never be used to “keep tabs” on an employee. <o:p> </o:p> CEIU refuses to recognize that monitoring must be perfo= rmed by peers. This is a responsibility which is incumbent upon the employer and= not upon coworkers, and the person monitored must always be notified prior to t= he monitoring session. The clients must also be notified.<o:p></o:p> <o:p> </o:p> CEIU denounces and firmly opposes stooling, and union members should not be called upon to judge the performance of their peers.<= /span> <o= :p></o:p> <o:p> </o:p> ELECTRONIC MONITORING AND THE USE OF VIDEOCASSETTES:</s= pan><o:p></o:p> <o:p> </o:p> This issue is more sensitive and also involves a legal aspect. Electronic surveillance must only be practised in extreme cases and= in accordance with the laws and regulations governing this practice.<o:p></o:p= > <o:p> </o:p> CEIU recommends that Locals c= ontact the RUO or an NVP as soon as possible when such a situation occurs.<= span style=3D'font-size:13.0pt;font-family:Shruti'><o:p></o:p> </div> <div class=3DSection11> ORIENT= ATION CTEE MEETING - # 5<o:p></o:p> MARCH = 28, 2004<o:p></o:p> <o:p> </o:p> Building our locals<o:p></o:p> <o:p> </o:p> The local is the backbone of our union. Without strong locals, our members= lack the skills they need to improve their working lives and the representation = they require to meet challenges from management. Without strong locals, CEIU is unable to play an active role within the PSAC on issues like collective bargaining, contracting-out and broader social issues. <o:p></o:p></= p> <o:p> </o:p> CEIU h= as traditionally provided extensive training for its locals on a wide range of subjects; from basic union tools to pensions to negotiating skills. In the past number of years we hav= e, unfortunately, been unable to maintain that level of training. However, wit= h increased resources, we are now in a position to move forward.<o:p></o:p> <o:p> </o:p> While CEIU remains, in my estimation, the stronges= t of all the PSAC components, we need to solidify that strength and build an even more capable organization. For these reasons, I am putting forward the following plan and suggesting that it be implemented over the next 12 to 18 months.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> Two stage process<o:p></o:p> <o:p> </o:p> Stage I: March 2004 to September 2004<o:p></= o:p> <o:p> </o:p> In this period, staff will be assigned to develop training modules in the following areas:<o:p></o:p> <o:p> </o:p> <![if !supportLists]>12. = <![endif]>Grievance handling and processin= g<o:p></o:p> <![if !supportLists]>13.&= nbsp; <![endif]>Staffing complaints<o:p></o:p> <![if !supportLists]>14.&= nbsp; <![endif]>Disability insurance and related issues<o:p></o:p> <![if !supportLists]>15.&= nbsp; <![endif]>Human rights complaints<o:p></o:p> <![if !supportLists]>16.&= nbsp; <![endif]>Local administration<o:p></o:p> <![if !supportLists]>17.&= nbsp; <![endif]>Roles and responsibilities of local officers<o:p></o:p> <![if !supportLists]>18.&= nbsp; <![endif]>CEIU/PSAC structures<o:p></o:p> <![if !supportLists]>19.&= nbsp; <![endif]>Facing management (negotiating your way to results)<o:p></o:p> <![if !supportLists]>20.&= nbsp; <![endif]>Health and safety<o:p></o:p> <o:p> </o:p> <o:p> </o:p> <o:p> </o:p> </div> <div class=3DSection12> Each module will consist of two parts: a set of training notes for use at training sessions and a resource = kit presented to participants at the end of the course. Suggestions and materia= ls from national executive members will be welcomed. They should be directed to the National Resource Officer in Ottawa.<o:p></o:p> <o:p> </o:p> Prior to the national executive meeting in September, each region will hold a weekend training seminar for = the stewards of two to three locals where these modules will be tested. We will coordinate the training so that each module is tested in at least one regio= n. The orientation committee will review the evaluations of these sessions and= the reports provided by the trainers.<o:p></o:p> <o:p> </o:p> <o:p> </o:p> Stage II: September 2004 to March 2005<o:p></o:p><= /span> <o:p> </o:p></= p> After the national executive m= eeting in September, any necessary revisions to the modules will be made. Union offices will be responsible for conducting at least one weekend training session per year. Each local will be entitled to send one steward to the tr= aining session.<o:p></o:p> <o:p> </o:p> To ensure that proper support = is provided to those we train, each region will create a steward network. The network will link stewards through our website and will provide fresh information on leading issues.<o:p></o:p> <o:p> </o:p> By the time of our 2005 conven= tion, I believe we will have made a solid start on rebuilding the crucial base of= our union.<o:p></o:p> <o:p> </o:p> Administrative Steps<o:p></o:p= > <o:p> </o:p> <![if !supportLists]>21. = <![endif]>National Vice-Presidents with regional responsibilities will be responsible for contacting and assisting locals that are in arrears with their financial statements and will provide a progress report to the National President one month in advance of each national executive meeting. Staff will provide assistance where requested by the local.<o:p></o:p> <o:p> </o:p> <![if !supportLists]>22.&= nbsp; &nbs= p; <![endif]>Staff will gather information on the locals (member= s of the executive, terms of office, date of last general meeting). Copies of th= is information will be provided to the National President and National Vice-Presidents. <o:p> </o:p> <o:p> </o:p> <o:p> </o:p> <![if !supportLists]>23.&= nbsp; &nbs= p; <![endif]>National Vice-Presidents with regional responsibili= ties will be responsible for working with locals to reduce the number of RANDs.<= span style=3D'mso-spacerun:yes'> </div> <div class=3DSection13> <o:p> </o:p> It must be carefully noted tha= t this program to rebuild the locals will not be conducted at the expense of the training we currently offer to local leaders. Local administration, the rol= es and responsibilities of local officers and facing management training will continue to be offered by the regions. The on-site training visits of staff will continue to be available for interested locals.<o:p></o:p> <o:p> </o:p> We need to strengthen our loca= ls more than at any time in the past. The Martin government is considering contracting out and privatization and we must respond. Without strong local= s, we cannot. Sweeping changes to legislation will increase management’s power in key areas such as staffing. We must respond, but without strong locals, we cannot. We must move ahead with a solid plan and I am asking for your support in developing and implementing this blueprint.<o:p></o:p></spa= n> <o:p> </o:p> </div> </body> </html> ------=_NextPart_01C44D81.30D32380 Content-Location: file:///C:/E065E4EC/APPENDIXL_files/image001.gif Content-Transfer-Encoding: base64 Content-Type: image/gif R0lGODdhcAIBAHcAACH+GlNvZnR3YXJlOiBNaWNyb3NvZnQgT2ZmaWNlACwAAAAAcAIBAIAAAAAB AgMCF4SPqcvtD6OctNqLs968+w+G4kiWZlgAADs= ------=_NextPart_01C44D81.30D32380 Content-Location: file:///C:/E065E4EC/APPENDIXL_files/filelist.xml Content-Transfer-Encoding: quoted-printable Content-Type: text/xml; charset="utf-8" <xml xmlns:o=3D"urn:schemas-microsoft-com:office:office"> <o:MainFile HRef=3D"../APPENDIXL.htm"/> <o:File HRef=3D"image001.gif"/> <o:File HRef=3D"filelist.xml"/> </xml> ------=_NextPart_01C44D81.30D32380--