plant chairperson report - unifor local 2169 -...

VOLUME 3 ISSUE 1

SEPTEMBER 2015

Bargaining Unit employees, the last group leaving this month (Sept). This has given employees an opportunity to retire earlier and because of this result no junior employees will be laid off

After discussions with the company they have agreed to provide our Union with an office at Redwood so our members have privacy and confidentiality when discussing issues with their union Rep.

As summer comes to an end it gives me time to reflect and I cannot believe how fast the summer went and what a great summer it has been. My wish for you and your family is health and happiness.

By Russ Harrison

I t has been a year with many changes for me and for our own Union.

For those who do not know me, I was recently elected as Plant Chairperson of our local in June 2015. I have been employed by Boeing for 27 years, mostly as a plastic tech. I have been deeply involved in our Union and was first elected as Shop Committee Rep back in 1994. Since then I have been a Shop Steward on 4 different committees for a total of 13 years as well As 4 rounds of Collective Bargaining and many other numerous committees.

The Union elections were held June 2015 and I would like to thank everyone who encouraged and supported me to run and helped me win this election. There are new faces in the our local leadership along with some old ones and I would like to congratulate everyone who won their positions and believe we have a good mix and look forward to the challenges of working with everyone to make our Union and Boeing a better place to work and retire from.

The first few months in office have been very hectic and interesting. It has been a challenge trying to get up to speed on all the outstanding issues and grievances. The first weeks in office found me at the lawyer’s office and working on Arbitration for a worker wrongfully terminated. We have another arbitration scheduled for November and a grievance meeting set with the company in October to try to resolve some of the approx 70 outstanding grievances.

It is really nice to see that Boeing offered Voluntary Layoffs this summer to the

UNIFOR Member and Family Assistance Program

(Referral Service) A Union Assistance, Labour Oriented program for confidential referrals for Alcoholism, Chemical Dependency,

Financial, Mediation, Stress, Retirement, Legal, Health (Mental and

Emotional) and Divorce – Family Breakdown.

Confidentiality is Strictly Maintained

For assistance contact:

Carmen LeDarney : 223-3404 Rowena Deluz : 955-0513 Chris Santos : 291-0585

Women’s Advocate

VACANT

Plant Chairperson Report

Inside this issue:

President’s Report 2

3

Shop Committee Reports 5

Committee Reports 8

@Unifor2169

UniforTwoonesixnine

[email protected] www.unifor2169.ca

Union Meetings

Meetings are held on the third Wednesday of each month at:

Assiniboine Gordon Inn On The Park 1975 Portage Ave.

4:00 p.m.

Page 3 NO LOOKING BACK

By Harold Normand Hello Brothers and Sisters

H oly cow there has been a number of changes since the last newsletter. I will start with the introduction of the new Health and Safety Committee and they are; Chester Lagman from Redwood, and Anthony Cuenca, Rowena Deluz, David Winnicky , John Kowal from Murray Park. Our new alternates are Dennis Meredith fomr Redwood and from Murray Park, the alternates are Mark David, Chris Ogloza , Paul Ozero, Stan Letwyn, For those who do not know the new committee members or how to contact them, you can take a look on the health and safety communication board. They are located in Redwood by the first aid room and at Murray Park the board is located by the cafeteria and one at the east entrance near the autoclaves. There will be another new board being place at the west entrance in the near future. With the new committee, we have met with the company for our July meeting. The new committee did very well representing our local, by bringing up concerns and not allowing the company to fast track any of the concerns, excellent job. I feel with this committee that we will keep the company on its toes. There have been some misunderstanding on the right to refuse dangerous work, here is a BULLETIN from Safe Work Manitoba to help you better understand the procedure, on the right to refuse dangerous work. If you need more information go to: www.safemanitoba.com and yes you have access to this website on the company computer and if you don’t have access report it to your manager to have it fixed, This is your right to have access to this webpage. You’re right to refuse dangerous work Workplace safety and health is everyone’s concern and everyone’s right Hazards in the workplace Have you ever come across work

Health and Safety Committee Report

involving safety and health hazards that were not normal for the job? You must immediately report hazards and dangerous conditions to your supervisor in order to prevent workers from becoming injured or ill. In most cases, the situation is solved by removing the hazard. If the situation is not corrected, you can exercise your right to refuse work. What is the right to refuse? Under the law, (The Workplace Safety and Health Act), you have the right to refuse work for anything that you reasonably believe is a danger to your safety and health or the safety and health of others. This could be something you believe will cause immediate and serious, or long term effects on your safety and health or the safety and health of others. Remember… you cannot be disciplined for exercising your right to refuse in good faith and you are entitled to the same wages and benefits that you would have received had the refusal not taken place. Your employer may re-assign you temporarily to alternate work while the situation is being remedied. Stay at your workplace for your normal working hours unless your employer gives you permission to leave. What is dangerous work? “Dangerous” work generally means: work involving safety and health risks that are not normal for the job. What are the steps involved? Step 1 – Report the dangerous condition Report immediately to your employer, supervisor, or to any other person in charge at the workplace, giving your reasons for refusing to work. If the matter is solved to your satisfaction, go back to work. If the employer does not correct the dangerous condition, go to

POLICY SATEMENT

NO LOOKING BACK is a publication of UNIFOR Local 2169 and is intended to educate and inform the members. The views expressed are those of the writer and not necessarily of the UNIFOR or Local 2169, The newsletter committee reserves the right to edit for clarity or fact. Material of sexist, racist or defamatory nature will not be printed.

NO LOOKING BACK

By Tim Cathro Hello Brothers and Sisters

I would first like to start off with a thank you, to all of you that supported me for President for another term. I am both humbled and proud to lead this local. I recently attended aerospace council which is my favourite. We sit among 60 to 70 of our peers from IMP in Gander Newfoundland to Viking Air on Vancouver Island (coast to coast). At this council we discuss such things as grievances, layoffs and collective bargaining agreements. We also have lawyers and key note speakers talk on such topics as pensions and attendance management programs (AMP). We sit as a leader in this council as a vast majority of other aerospace companies are much smaller and rely on unstable military contracts. Therefore they try to make their gains by comparing to our collective bargaining agreement’s, benefits and general wage increase. In today’s economy that is a great feat. Aerospace is slowly growing in Canada as we see our council growing from year to year. The recent general election has filled almost all of the standing committees. Some have had their first meeting and chosen their chairperson and have come up with some cool ideas. Some committees have yet to meet. Please contact me if your committee hasn’t met yet and I can help setup a time for your committee meeting. I look forward to working with these committees. Let’s keep this local active. In closing I would like to congratulate and say good bye to some of our brothers, sisters, friends and parents who have recently took the optional termination of their employment. Retirement life seems to be better than ok. Every time I run into someone that had just retired or has been gone for a while, they look healthy, vibrant and have a great tan. I contribute that to no specific routine and the ability to sleep in.

NO LOOKING BACK CAW LOCAL 2169

NEWSLETTER COMMITTEE

GORD LOEWEN

MEL ENERO JOHN KOWAL

President’s Report Dear Fellow Brothers and Sisters,

M y name is Chris Ogloza and I have

been nominated to be the chair of the Unifor Environmental Committee for Local 2169. Some of you may not know me, as I have spent the majority of my 18 years here at Boeing as an assembly technician either at the Saskatchewan plant or the Redwood plant. I have in my earlier years, been on the evening and midnight shifts while at Murray Park. I plan to guide this committee, with my education and experience in environmental chemistry, to the best of my abilities.

We all know about some of the hazardous materials that we work with here at Boeing. And we all have heard that we need to make sure that the hazardous waste, that is a byproduct of the work that we do here, gets dealt with in a proper manner. Even our food waste, with the newer receptacles that the company has provided, can be separated into compostable and recycled materials now. If we can practice these steps, not only at our workplace, but also while we are away from our workplace, then we all may be able to keep our communities healthy for many years to come.

The goal of this committee is to hopefully bring more exposure for Unifor in the community with environmentally engaging initiatives, that can be beneficial for us, the community, the company, and most importantly, our next generation.

In Solidarity,

Chris Ogloza

Environmental Committee

Union Meetings

Meetings are held on the third Wednesday of each month at:

Assiniboine Gordon Inn On The Park 1975 Portage Ave.

4:00 p.m.

NO LOOKING BACK

By Harold Normand Hello Brothers and Sisters

H oly cow there has been a number of changes since the last newsletter. I will start with the introduction of the new Health and Safety Committee and they are; Chester Lagman from Redwood, and Anthony Cuenca, Rowena Deluz, David Winnicky , John Kowal from Murray Park. Our new alternates are Dennis Meredith fomr Redwood and from Murray Park, the alternates are Mark David, Chris Ogloza , Paul Ozero, Stan Letwyn, For those who do not know the new committee members or how to contact them, you can take a look on the health and safety communication board. They are located in Redwood by the first aid room and at Murray Park the board is located by the cafeteria and one at the east entrance near the autoclaves. There will be another new board being place at the west entrance in the near future. With the new committee, we have met with the company for our July meeting. The new committee did very well representing our local, by bringing up concerns and not allowing the company to fast track any of the concerns, excellent job. I feel with this committee that we will keep the company on its toes. There have been some misunderstanding on the right to refuse dangerous work, here is a BULLETIN from Safe Work Manitoba to help you better understand the procedure, on the right to refuse dangerous work. If you need more information go to: www.safemanitoba.com and yes you have access to this website on the company computer and if you don’t have access report it to your manager to have it fixed, This is your right to have access to this webpage. You’re right to refuse dangerous work Workplace safety and health is everyone’s concern and everyone’s right Hazards in the workplace Have you ever come across work

Health and Safety Committee Report

involving safety and health hazards that were not normal for the job? You must immediately report hazards and dangerous conditions to your supervisor in order to prevent workers from becoming injured or ill. In most cases, the situation is solved by removing the hazard. If the situation is not corrected, you can exercise your right to refuse work. What is the right to refuse? Under the law, (The Workplace Safety and Health Act), you have the right to refuse work for anything that you reasonably believe is a danger to your safety and health or the safety and health of others. This could be something you believe will cause immediate and serious, or long term effects on your safety and health or the safety and health of others. Remember… you cannot be disciplined for exercising your right to refuse in good faith and you are entitled to the same wages and benefits that you would have received had the refusal not taken place. Your employer may re-assign you temporarily to alternate work while the situation is being remedied. Stay at your workplace for your normal working hours unless your employer gives you permission to leave. What is dangerous work? “Dangerous” work generally means: work involving safety and health risks that are not normal for the job. What are the steps involved? Step 1 – Report the dangerous condition Report immediately to your employer, supervisor, or to any other person in charge at the workplace, giving your reasons for refusing to work. If the matter is solved to your satisfaction, go back to work. If the employer does not correct the dangerous condition, go to

POLICY SATEMENT

NO LOOKING BACK is a publication of UNIFOR Local 2169 and is intended to educate and inform the members. The views expressed are those of the writer and not necessarily of the UNIFOR or Local 2169, The newsletter committee reserves the right to edit for clarity or fact. Material of sexist, racist or defamatory nature will not be printed.


By Tim Cathro Hello Brothers and Sisters

I would first like to start off with a thank you, to all of you that supported me for President for another term. I am both humbled and proud to lead this local. I recently attended aerospace council which is my favourite. We sit among 60 to 70 of our peers from IMP in Gander Newfoundland to Viking Air on Vancouver Island (coast to coast). At this council we discuss such things as grievances, layoffs and collective bargaining agreements. We also have lawyers and key note speakers talk on such topics as pensions and attendance management programs (AMP). We sit as a leader in this council as a vast majority of other aerospace companies are much smaller and rely on unstable military contracts. Therefore they try to make their gains by comparing to our collective bargaining agreement’s, benefits and general wage increase. In today’s economy that is a great feat. Aerospace is slowly growing in Canada as we see our council growing from year to year. The recent general election has filled almost all of the standing committees. Some have had their first meeting and chosen their chairperson and have come up with some cool ideas. Some committees have yet to meet. Please contact me if your committee hasn’t met yet and I can help setup a time for your committee meeting. I look forward to working with these committees. Let’s keep this local active. In closing I would like to congratulate and say good bye to some of our brothers, sisters, friends and parents who have recently took the optional termination of their employment. Retirement life seems to be better than ok. Every time I run into someone that had just retired or has been gone for a while, they look healthy, vibrant and have a great tan. I contribute that to no specific routine and the ability to sleep in.

NO LOOKING BACK CAW LOCAL 2169

NEWSLETTER COMMITTEE

GORD LOEWEN

MEL ENERO JOHN KOWAL

President’s Report Dear Fellow Brothers and Sisters,

M y name is Chris Ogloza and I have

been nominated to be the chair of the Unifor Environmental Committee for Local 2169. Some of you may not know me, as I have spent the majority of my 18 years here at Boeing as an assembly technician either at the Saskatchewan plant or the Redwood plant. I have in my earlier years, been on the evening and midnight shifts while at Murray Park. I plan to guide this committee, with my education and experience in environmental chemistry, to the best of my abilities.

We all know about some of the hazardous materials that we work with here at Boeing. And we all have heard that we need to make sure that the hazardous waste, that is a byproduct of the work that we do here, gets dealt with in a proper manner. Even our food waste, with the newer receptacles that the company has provided, can be separated into compostable and recycled materials now. If we can practice these steps, not only at our workplace, but also while we are away from our workplace, then we all may be able to keep our communities healthy for many years to come.

The goal of this committee is to hopefully bring more exposure for Unifor in the community with environmentally engaging initiatives, that can be beneficial for us, the community, the company, and most importantly, our next generation.

In Solidarity,

Chris Ogloza

Environmental Committee

ZONE 1 BOBBY SCOWEN

ZONE 2

CARMEN LEDARNEY

ZONE 3 CHRIS COCHICO

ZONE 4

NICK HANSON

ZONE 5 STEVE MCKEIGAN

ZONE 6

JEFF PAPOFF


Shop Committee Reports

Zone 1 Bob Scowen

S isters and Brothers,

I would like to thank you for all your support and electing me as shop rep for another term. Your support means a lot to me and also lets me know that you still believe I’m the right person for the job. I will not let you down or change the way I represent you. I would also like to thank the outgoing Union reps, officials, and committee members for all the hard work and sacrifices they have made in order to strengthen this local. And by passing on their wisdom to others, insures that this local will remain united and strong for years to come. I would also like to welcome all the newly elected and returning Union reps, officials, and committee members and hope that they provide strong leadership and work together to get this local all the gains and honest representation that the members of local 2169 deserve. I will do my best to pass on as much as I have learned doing this job to them as was passed on to me from my peers. Lastly, I would like to thank all the retiree’s for all their hard work and sacrifices that they had to endure (1996 strike, long layoffs, etc.) their experience will be missed and they definitely reinforce why seniority should be rewarded and not discarded in the work place. I wish them all the best in their lives after Boeing and hope they have many years to enjoy life with their families as they have deserved every bit of it.

Overtime issues are still arising in many different areas in both plants (Redwood and Murray Park). It’s up to you to know the rules on all overtime issues so that it can be distributed equally and fair to everyone. Overtime language can be found in 3 different sections in the Collective Bargaining Agreement. The first section is located on page 23 which addresses the general rules of Overtime. The second section is on page 137 which addresses the changes to the overtime canvassing procedure. The

third section is on page 140 which you would find most of the rules for offering overtime (Company responsibilities, employee responsibilities, work groups, moving into a new overtime group, administrating of lists, weekday lists, weekend lists, down time provisions, and overtime assistance). This section is the most referenced section for overtime in the C.B.A. Please read these sections of the C.B.A and learn them because it’s your right to bring an overtime discrepancy to your Manager or Union rep. If you know the rules it would be easier for you to identify these discrepancies and to bring them forward with confidence.

Work safe at work and at home. Spend time with your families and as always respect each other as we are all in this together and together is the only way we will be strong.

By Nick Hanson Zone 4

G reetings Sisters and Brothers,

As a newly elected Shop Steward, I would like to thank everyone for the support I received. I would like to also thank the outgoing Shop Reps for the work they did while in office.

For the next 3 years I’m looking forward to taking on the role of Zone 4 Rep and to bargaining the new contract in 2018.

I have been trying to get access to an office at Redwood so that the people there can have a place to discuss their issues in private and have been told that The Union will be provided with a key to an office there to use.

Being new to this position, I will have more information to share as my term continues for the next 3 years.

I will continue to put my best foot forward on any concerns or issues you might have with the company.

My phone number is 204-228-5956

NO LOOKING BACK

Step 2 – Involve the safety and health committee, representative or another worker If the employer does not correct the dangerous condition immediately, the person who received the report of refusal to work (or a person designated by them) must inspect the dangerous condition in the presence of the refusing worker and one of the following persons: * If there is a safety and health committee in the workplace, the worker co-chair, or if they are unavailable, a committee member who represents workers; * The workplace safety and health representative; or * If there is no safety and health committee member or representative available, another worker selected by the worker who is refusing to work. If this inspection results in the matter being solved to your satisfaction, go back to work. If the dangerous condition is still not remedied, go to Step 3 – Contact the Workplace Safety and Health Branch If, after the inspection in Step 2, the dangerous condition has not been removed, any of the persons present during the inspection may notify the Workplace Safety and Health Branch by calling 204-957-SAFE (7233) in Winnipeg or 1-855-957-SAFE (7233) outside of Winnipeg. The notification of the right to refuse is given high priority within the branch to resolve (a safety and health officer is available 24 hours a day, 7 days a week to respond to emergencies). A safety and health officer will investigate the matter promptly and decide whether the job situation or task the worker has refused is dangerous to the safety or health of the worker or any other worker or person at the workplace. If the officer decides that the job situation or task the worker has refused is dangerous to the safety or health of the worker or any other worker or person at the workplace, they will provide the refusing worker, each committee co-chairperson, or the representative, and the employer

with a written report stating their findings. They will also issue improvement orders or stop work orders to the employer as necessary to correct the dangerous condition. If the officer decides that the work being refused is not dangerous, they will inform the employer and the refusing worker of that decision in writing, and inform the worker that he or she is no longer entitled to refuse the work. Appealing an officer’s decision Anyone directly affected by an officer’s decision may appeal it to the Director of Workplace Safety and Health. A notice of appeal must list any persons interested in the appeal, and the Director must give those listed in the appeal the opportunity to provide information on the appeal. The Director will then make a decision about the appeal, and provide written reasons for the decision to those affected. The decision of the Director may be appealed to the Manitoba Labor Board. Re-assigning refused work Employers must ensure the following have taken place before assigning work that has been refused for safety and health reasons to an alternate worker: * The employer has provided the alternate worker with a written copy of the reasons for the first worker’s refusal, information on the worker’s right to refuse dangerous work and the reason why the task does not present a danger to the safety and health of the alternate worker, another worker or any person. * In addition, where practicable, the worker who has refused work has advised the alternate worker of the work refusal and the reasons for it. * An inspection of the dangerous condition has occurred and remedial action has been taken to correct the condition. Reference to legal requirements under workplace safety and health legislation: * Workers’ Rights: Workplace Safety and Health Act W210 – Section 2

* Appeals: Workplace Safety and Health Act W210 – Section 37 * Right to Refuse Dangerous Work: Workplace Safety and Health Act W210 - Section 43 Additional workplace safety and health information available at: www.safemanitoba.com * Bulletin 231: Worker rights and responsibilities * Right to refuse template for employer * FAQ: What work can I refuse? * General responsibilities fact sheet Additional workplace safety and health information available at: www.safemanitoba.com * Bulletin 231: Worker rights and responsibilities * Right to refuse template for employer * FAQ: What work can I refuse? * General responsibilities fact sheet Additional workplace safety and health information available at: safemanitoba.com Revised: December 2014

Health and Safety Committee Report continued

ZONE 1 BOBBY SCOWEN

ZONE 2

CARMEN LEDARNEY

ZONE 3 CHRIS COCHICO

ZONE 4

NICK HANSON

ZONE 5 STEVE MCKEIGAN

ZONE 6

JEFF PAPOFF

NO LOOKING BACK


Zone 1 Bob Scowen

S isters and Brothers,

I would like to thank you for all your support and electing me as shop rep for another term. Your support means a lot to me and also lets me know that you still believe I’m the right person for the job. I will not let you down or change the way I represent you. I would also like to thank the outgoing Union reps, officials, and committee members for all the hard work and sacrifices they have made in order to strengthen this local. And by passing on their wisdom to others, insures that this local will remain united and strong for years to come. I would also like to welcome all the newly elected and returning Union reps, officials, and committee members and hope that they provide strong leadership and work together to get this local all the gains and honest representation that the members of local 2169 deserve. I will do my best to pass on as much as I have learned doing this job to them as was passed on to me from my peers. Lastly, I would like to thank all the retiree’s for all their hard work and sacrifices that they had to endure (1996 strike, long layoffs, etc.) their experience will be missed and they definitely reinforce why seniority should be rewarded and not discarded in the work place. I wish them all the best in their lives after Boeing and hope they have many years to enjoy life with their families as they have deserved every bit of it.

Overtime issues are still arising in many different areas in both plants (Redwood and Murray Park). It’s up to you to know the rules on all overtime issues so that it can be distributed equally and fair to everyone. Overtime language can be found in 3 different sections in the Collective Bargaining Agreement. The first section is located on page 23 which addresses the general rules of Overtime. The second section is on page 137 which addresses the changes to the overtime canvassing procedure. The

third section is on page 140 which you would find most of the rules for offering overtime (Company responsibilities, employee responsibilities, work groups, moving into a new overtime group, administrating of lists, weekday lists, weekend lists, down time provisions, and overtime assistance). This section is the most referenced section for overtime in the C.B.A. Please read these sections of the C.B.A and learn them because it’s your right to bring an overtime discrepancy to your Manager or Union rep. If you know the rules it would be easier for you to identify these discrepancies and to bring them forward with confidence.

Work safe at work and at home. Spend time with your families and as always respect each other as we are all in this together and together is the only way we will be strong.

By Nick Hanson Zone 4

G reetings Sisters and Brothers,

As a newly elected Shop Steward, I would like to thank everyone for the support I received. I would like to also thank the outgoing Shop Reps for the work they did while in office.

For the next 3 years I’m looking forward to taking on the role of Zone 4 Rep and to bargaining the new contract in 2018.

I have been trying to get access to an office at Redwood so that the people there can have a place to discuss their issues in private and have been told that The Union will be provided with a key to an office there to use.

Being new to this position, I will have more information to share as my term continues for the next 3 years.

I will continue to put my best foot forward on any concerns or issues you might have with the company.

My phone number is 204-228-5956


Step 2 – Involve the safety and health committee, representative or another worker If the employer does not correct the dangerous condition immediately, the person who received the report of refusal to work (or a person designated by them) must inspect the dangerous condition in the presence of the refusing worker and one of the following persons: * If there is a safety and health committee in the workplace, the worker co-chair, or if they are unavailable, a committee member who represents workers; * The workplace safety and health representative; or * If there is no safety and health committee member or representative available, another worker selected by the worker who is refusing to work. If this inspection results in the matter being solved to your satisfaction, go back to work. If the dangerous condition is still not remedied, go to Step 3 – Contact the Workplace Safety and Health Branch If, after the inspection in Step 2, the dangerous condition has not been removed, any of the persons present during the inspection may notify the Workplace Safety and Health Branch by calling 204-957-SAFE (7233) in Winnipeg or 1-855-957-SAFE (7233) outside of Winnipeg. The notification of the right to refuse is given high priority within the branch to resolve (a safety and health officer is available 24 hours a day, 7 days a week to respond to emergencies). A safety and health officer will investigate the matter promptly and decide whether the job situation or task the worker has refused is dangerous to the safety or health of the worker or any other worker or person at the workplace. If the officer decides that the job situation or task the worker has refused is dangerous to the safety or health of the worker or any other worker or person at the workplace, they will provide the refusing worker, each committee co-chairperson, or the representative, and the employer

with a written report stating their findings. They will also issue improvement orders or stop work orders to the employer as necessary to correct the dangerous condition. If the officer decides that the work being refused is not dangerous, they will inform the employer and the refusing worker of that decision in writing, and inform the worker that he or she is no longer entitled to refuse the work. Appealing an officer’s decision Anyone directly affected by an officer’s decision may appeal it to the Director of Workplace Safety and Health. A notice of appeal must list any persons interested in the appeal, and the Director must give those listed in the appeal the opportunity to provide information on the appeal. The Director will then make a decision about the appeal, and provide written reasons for the decision to those affected. The decision of the Director may be appealed to the Manitoba Labor Board. Re-assigning refused work Employers must ensure the following have taken place before assigning work that has been refused for safety and health reasons to an alternate worker: * The employer has provided the alternate worker with a written copy of the reasons for the first worker’s refusal, information on the worker’s right to refuse dangerous work and the reason why the task does not present a danger to the safety and health of the alternate worker, another worker or any person. * In addition, where practicable, the worker who has refused work has advised the alternate worker of the work refusal and the reasons for it. * An inspection of the dangerous condition has occurred and remedial action has been taken to correct the condition. Reference to legal requirements under workplace safety and health legislation: * Workers’ Rights: Workplace Safety and Health Act W210 – Section 2

* Appeals: Workplace Safety and Health Act W210 – Section 37 * Right to Refuse Dangerous Work: Workplace Safety and Health Act W210 - Section 43 Additional workplace safety and health information available at: www.safemanitoba.com * Bulletin 231: Worker rights and responsibilities * Right to refuse template for employer * FAQ: What work can I refuse? * General responsibilities fact sheet Additional workplace safety and health information available at: www.safemanitoba.com * Bulletin 231: Worker rights and responsibilities * Right to refuse template for employer * FAQ: What work can I refuse? * General responsibilities fact sheet Additional workplace safety and health information available at: safemanitoba.com Revised: December 2014

Health and Safety Committee Report continued

NO LOOKING BACK

EXECUTIVE COMMITTEE

PRESIDENT TIM CATHRO

VICE-PRESIDENT MELANIO ENERO

FINANCIAL SECRETARY

CHESTER LAGMAN

RECORDING SECRETARY CARMEN LEDARNEY

TRUSTEE

ALLEN PAUL DELACRUZ

TRUSTEE SAYID ALLI

TRUSTEE

STEVE MCKEIGAN

GUIDE BILL BIEUZ

SARGENT AT ARMS

JOHN HAARSTAD

By Steve McKiegan Zone 5

S isters and Brothers, With the union elections

now over it is time to focus on the next 3 years. Collective bargaining in 2018 will be very important for the future of our membership and we need to be prepared. I am honored to be able to serve the membership for another term and would like to thank everyone for their support. Labour Law is always evolving and thanks to the Union’s dedication to training our team, we are always well prepared to deal with the Company. I would like to thank the outgoing members of the Shop Committee and Executive for their hard work representing the membership. It is a hard job. Please thank them if you have the chance as their dedication and commitment is admirable. I learned a lot from their leadership. Welcome to the new members of the Committee and Executive, some are new and some are very experienced. We are only a few months into this term and this team looks rock solid. In 2015 we are seeing quite a few retirements, so let’s thank them for everything they have done to make us what we are today and the best in their much deserved retirement.

Aboriginal and Workers of Colour Committee Hello Brothers and Sisters.

S ome of you may or may not know me. My name is Derek Spence, your

current Aboriginal and Workers of Color Committee Chairperson. I am of Aboriginal Descent, From Pimichikimak Cree Nation (Cross Lake) Manitoba. I was born and raised in the City of Winnipeg. I have been with Boeing since February 2007, and currently work in 777 layup at Murray Park. Courses I have been on for our Local 2169 include; Human Rights and Aboriginal and Workers of Color. Courses which I believe taught me some previous history that was not aware of in our labour struggles for equality and social justice. Being involved in the Union has given me some interesting experiences and given me some guidance. Guidance towards helping and bettering our Union Solidarity thru the work of my committee. In Solidarity, You’re Brother Derek Spence Aboriginal and Workers of Colour Committee Chair


Plane pull for United Way September 18, 2015

NO LOOKING BACK

By Chris Cochico Zone 3 Hello Brothers and Sisters,

A s a new member of the Shop Committee, I want to thank the

membership for voting for me to represent them. I would like to introduce myself, you can call me Chris or “Chico”, and I’m the Zone 3 representative. I’m passionate about strengthening our union and I’m always willing to fight for gains for the membership. I’m also willing to learn to better represent the membership. Feel free to approach me with any issues, or just to chat at any time. I want to take the time to thank the outgoing reps and committees for their tireless efforts, and welcome the new committee and shop reps. Let’s wish our retirees an enjoyable retirement. Let’s also thank them for their contributions and sacrifices for this membership over the years. With younger members coming into the membership, I encourage our senior members to help educate them on the Union and what solidarity can accomplish. Knowledge is power, and a combination of Solidarity and Knowledge, we as a Union can accomplish great things. Also, let’s help our cause by avoiding member to member conflicts. This destroys what Unions are all about. Our members have fought for what we have today, let’s not let that go to waste. I ask all of you, let the Union resolve member to member conflicts before going to HR. Let’s not fight with one another. At the end of the day, we need to put our differences aside for the better of our Union and all our futures as a membership. Lastly, we’re going to have an uphill battle with the new policies and rules the company will be enforcing. Let’s stand behind one another and give each other support. Solidarity will be the key to longevity for the Union and our jobs.

Shop Committee Reports (continued)

By Carmen Ledarney Zone 2

B rothers and Sisters, First off, I would like to take this

opportunity to congratulate all the newly elected members into their roles. I would like to wish them all luck for the coming term. I would also like to thank all the exiting committee members for their hard work in the last term. Considering we are still getting our feet wet, there isn’t much to discuss in my article as of yet. I do want to touch on one issue that has been coming up and that is vacation requests. There have been some vacation requests from our members that are not being answered in a timely manner by their managers. Although we do not have definitive language the expectation and the intent is that the managers will respond in a “timely manner”. We understand this can be open to interpretation, however, I think most of us can agree that a week would not be considered “timely”. The union would argue that anything over two days is not timely. All I can say to you sisters and brothers is to please approach your representative if you feel that your requests are not being addressed in a “timely manner”. On a personal note, I want to thank each and every one of you for the support and understanding in this very difficult time for me. It has been difficult, to say the least, but having all of you reaching out has meant the world to me. I know that Alex is looking down on all of us and smiling and thanking all of you as well for taking very good care of me. Thank you all from my heart.

NO LOOKING BACK

EXECUTIVE COMMITTEE

PRESIDENT TIM CATHRO

VICE-PRESIDENT MELANIO ENERO

FINANCIAL SECRETARY

CHESTER LAGMAN

RECORDING SECRETARY CARMEN LEDARNEY

TRUSTEE

ALLEN PAUL DELACRUZ

TRUSTEE SAYID ALLI

TRUSTEE

STEVE MCKEIGAN

GUIDE BILL BIEUZ

SARGENT AT ARMS

JOHN HAARSTAD

By Steve McKiegan Zone 5

S isters and Brothers, With the union elections

now over it is time to focus on the next 3 years. Collective bargaining in 2018 will be very important for the future of our membership and we need to be prepared. I am honored to be able to serve the membership for another term and would like to thank everyone for their support. Labour Law is always evolving and thanks to the Union’s dedication to training our team, we are always well prepared to deal with the Company. I would like to thank the outgoing members of the Shop Committee and Executive for their hard work representing the membership. It is a hard job. Please thank them if you have the chance as their dedication and commitment is admirable. I learned a lot from their leadership. Welcome to the new members of the Committee and Executive, some are new and some are very experienced. We are only a few months into this term and this team looks rock solid. In 2015 we are seeing quite a few retirements, so let’s thank them for everything they have done to make us what we are today and the best in their much deserved retirement.

Aboriginal and Workers of Colour Committee Hello Brothers and Sisters.

S ome of you may or may not know me. My name is Derek Spence, your

current Aboriginal and Workers of Color Committee Chairperson. I am of Aboriginal Descent, From Pimichikimak Cree Nation (Cross Lake) Manitoba. I was born and raised in the City of Winnipeg. I have been with Boeing since February 2007, and currently work in 777 layup at Murray Park. Courses I have been on for our Local 2169 include; Human Rights and Aboriginal and Workers of Color. Courses which I believe taught me some previous history that was not aware of in our labour struggles for equality and social justice. Being involved in the Union has given me some interesting experiences and given me some guidance. Guidance towards helping and bettering our Union Solidarity thru the work of my committee. In Solidarity, You’re Brother Derek Spence Aboriginal and Workers of Colour Committee Chair


Plane pull for United Way September 18, 2015


By Chris Cochico Zone 3 Hello Brothers and Sisters,

A s a new member of the Shop Committee, I want to thank the

membership for voting for me to represent them. I would like to introduce myself, you can call me Chris or “Chico”, and I’m the Zone 3 representative. I’m passionate about strengthening our union and I’m always willing to fight for gains for the membership. I’m also willing to learn to better represent the membership. Feel free to approach me with any issues, or just to chat at any time. I want to take the time to thank the outgoing reps and committees for their tireless efforts, and welcome the new committee and shop reps. Let’s wish our retirees an enjoyable retirement. Let’s also thank them for their contributions and sacrifices for this membership over the years. With younger members coming into the membership, I encourage our senior members to help educate them on the Union and what solidarity can accomplish. Knowledge is power, and a combination of Solidarity and Knowledge, we as a Union can accomplish great things. Also, let’s help our cause by avoiding member to member conflicts. This destroys what Unions are all about. Our members have fought for what we have today, let’s not let that go to waste. I ask all of you, let the Union resolve member to member conflicts before going to HR. Let’s not fight with one another. At the end of the day, we need to put our differences aside for the better of our Union and all our futures as a membership. Lastly, we’re going to have an uphill battle with the new policies and rules the company will be enforcing. Let’s stand behind one another and give each other support. Solidarity will be the key to longevity for the Union and our jobs.

Shop Committee Reports (continued)

By Carmen Ledarney Zone 2

B rothers and Sisters, First off, I would like to take this

opportunity to congratulate all the newly elected members into their roles. I would like to wish them all luck for the coming term. I would also like to thank all the exiting committee members for their hard work in the last term. Considering we are still getting our feet wet, there isn’t much to discuss in my article as of yet. I do want to touch on one issue that has been coming up and that is vacation requests. There have been some vacation requests from our members that are not being answered in a timely manner by their managers. Although we do not have definitive language the expectation and the intent is that the managers will respond in a “timely manner”. We understand this can be open to interpretation, however, I think most of us can agree that a week would not be considered “timely”. The union would argue that anything over two days is not timely. All I can say to you sisters and brothers is to please approach your representative if you feel that your requests are not being addressed in a “timely manner”. On a personal note, I want to thank each and every one of you for the support and understanding in this very difficult time for me. It has been difficult, to say the least, but having all of you reaching out has meant the world to me. I know that Alex is looking down on all of us and smiling and thanking all of you as well for taking very good care of me. Thank you all from my heart.

STANDING COMMITTEES

HEALTH AND SAFETY COMMITTEE

HAROLD NORMAND

HUMAN RIGHTS COMMITTEE MELANIO ENERO

WOMENS COMMITTEE

KENDAL HAYWARD

ENVIRONMENT COMMITTEE CHRIS AOGLOZA

EDUCATION COMMITTEE

CHRIS SANTOS

ABORIGINAL & WORKERS OF COLOUR

DEREK SPENCE

BY-LAWS AND CONSTITUTION COMMITTEE

JACK FETTERMAN

COMMUNITY RELATIONS COMMITTEE

VACANT

RECREATION COMMITTEE GLENN AMPOSTA

YOUNG WORKERS

COMMITTEE MARK DAVID

LGBTQ COMMITTEE

JOHN KOWAL


Committee Reports

Canadian Council Aug 21-23, 2015 Montreal Quebec

Delegate Report: By Melanio Enero Vice President, Human Rights committee chair

A pproximately 1200 delegates along with 200 observers, Staff Reps and Media were in attendance. The 1st day‘s key speaker was Romeo Dallaire, a retired UN general noted for his work in Rwanda. He talked about geo-political issues surrounding those nations around the horn of Africa and what organizations like Unifor can do to help. Other key speakers were a couple of Federal MP’s who discussed the need for more women in Politics. MP’s such as Megan Leslie, from Halifax and Ruth Ellen Brosseau from Quebec. On the 2nd day, Peter Kennedy explained the National Union’s Annual Financial report. Noted in the report is a deficit in the General Fund, however there were surpluses in all other expense funds to make up the shortfall. The Regional Directors gave their reports regarding their respective regions. Political Action committee emphasize the need to rally all members and engage them politically. And the importance of electing the government that has working people’s interest in mind. “I Will Vote Campaign”. A number of Key Executive recommendations were discussed. The recommendations by the Truth and Reconciliation Commission and the other on Global Action on Climate Change. Both were unanimously voted on as key initiatives for the Union in coming campaigns. On Saturday, another recommendation put forward was to raise the minimum for low wage workers, which was voted on unanimously. The union believes that raising the wage standards for low wage workers can only benefit Canadian Communities more so, putting additional income in the pockets of the people who need it the most. There was a rally

against Garda where hundreds of Unifor members picketed the head offices in support of the workers who have been working without a contract early this year. Sunday had two prominent young speakers; Bilan Arte a Winnipegger and currently head of the Canadian Students Federation and Brigette Depape from the Council of Canadians addressing the crowd on the importance of engaging our youth in this country. For leaders in the union to encourage the young and demonstrate to them, the importance of having a voice. There was a special guest from China, the president of one of China’s largest Unions with roughly 20 million members. He address the delegates stating that both Canadian workers and Chinese workers have common struggles in equity, equality and basic human rights in the work place. And that he hopes to work collaboratively with Unifor on common issues. Unifor’s own Chief Economist Jim Stanford addressed the delegates in his usual comedic self with emphasis on the current government’s dismal economic record with fancy charts and data. Along with fellow Delegates, sisters Carmen Ledarney, Rowena Deluz and Brother Steve McKeigan as well as Plant Chair Russ Harrison and President Tim Cathro, we would like to emphasize the need to vote in this coming election. In Closing: As with most Canadian Council’s they are long, but the idea is that it is a place where rank and file members can address the National Union with issues affecting them directly; allows discussion on the direction the Union is to take on issues and what more democratic way to tell our leaders what needs to be done. And most importantly, thank you to our members for making this happen.

NO LOOKING BACK


does not make anyone more deserving of support than someone else. Unfortunately, many of our members also share this “off-shift” mentality. That needs to change. As I’m sure some of my fellow Committee members will also be saying, a huge obstacle we collectively need to overcome is member vs. member conflict. We are a Union, and as such need to stand together. We all have our differences, but that is not a flaw. Diversity is part of what makes us strong. Understanding that we’re not all the same is very important. Just because your co-worker may not look the same, talk the same, or share the same values or beliefs as you do, does not make him or her any less worthy of respect or fair treatment. If there are issues that arise that can’t be dealt with one-on-one, please get your Union involved. Don’t be so quick to “take them to H.R.”, as is commonly heard. Doing so weakens our Union, and once the Company gets involved, discipline becomes a distinct possibility. People make mistakes and misunderstandings do happen, so think before you act and contact your Rep first. You never know, the next time it might be you who makes a mistake or is misunderstood. Would you want to be disciplined for a situation that could have been resolved in a different way? That being said, let’s all work together. Have patience, show restraint and offer assistance to your fellow Brothers and Sisters whenever possible. Respect each other and forgive mistakes. We spend more than a third of our time here each day, so let’s not waste those hours finding faults in each other. My final rant: Come to monthly Membership meetings, read your Collective Bargaining Agreement, and apply for Paid Education Leave. Always be willing to become better educated and share your experiences with your Brothers and Sisters. Don’t be afraid to ask questions. Through education, we gain strength.

By Jeff Papoff Zone 6

H ello to my Brothers and Sisters, It’s been a busy couple of months since assuming my new role as Zone 6 Shop Steward. There really is rarely a dull moment around our workplace. I want to thank everyone who voted for me and for all the support that I have been shown in taking on this position. It is my goal to return that support to each and every member. No matter how large or small the issue, each of our members’ concerns are as important as the next. Every day brings a new challenge, concern or opportunity. One of the biggest challenges as Zone 6 Rep is providing coverage. By definition, the zone includes both the Murray Park and Redwood facilities, and both the evening and midnight shifts. Two locations and 16 hours is a lot of ground to cover, but for the most part things have worked out OK so far. I want to thank you all for your understanding and for realizing that I cannot be in two places at once and as much as I love this place, 16 hour shifts are just not possible either. I will continue to do the best I can under the circumstances. I also want to thank my fellow Shop Committee members who have filled in during those times when I could not be present. Another part of the challenge stems from the fact that the Company continues to view evening and midnight shifts as somehow “less important” than day shift. One term that I continue to hear when referring to these hours is “off-shift”. That term really grates on my nerves. For the members on 2nd or 3rd shift, those hours are not “off-shift”. That IS their shift. Whether they are working those hours by choice or not, those members are no less important than anyone else. Seniority might get you a day shift if you so desire one, but being on that shift

STANDING COMMITTEES

HEALTH AND SAFETY COMMITTEE

HAROLD NORMAND

HUMAN RIGHTS COMMITTEE MELANIO ENERO

WOMENS COMMITTEE

KENDAL HAYWARD

ENVIRONMENT COMMITTEE CHRIS AOGLOZA

EDUCATION COMMITTEE

CHRIS SANTOS

ABORIGINAL & WORKERS OF COLOUR

DEREK SPENCE

BY-LAWS AND CONSTITUTION COMMITTEE

JACK FETTERMAN

COMMUNITY RELATIONS COMMITTEE

VACANT

RECREATION COMMITTEE GLENN AMPOSTA

YOUNG WORKERS

COMMITTEE MARK DAVID

LGBTQ COMMITTEE

JOHN KOWAL

NO LOOKING BACK

Committee Reports

Canadian Council Aug 21-23, 2015 Montreal Quebec

Delegate Report: By Melanio Enero Vice President, Human Rights committee chair

A pproximately 1200 delegates along with 200 observers, Staff Reps and Media were in attendance. The 1st day‘s key speaker was Romeo Dallaire, a retired UN general noted for his work in Rwanda. He talked about geo-political issues surrounding those nations around the horn of Africa and what organizations like Unifor can do to help. Other key speakers were a couple of Federal MP’s who discussed the need for more women in Politics. MP’s such as Megan Leslie, from Halifax and Ruth Ellen Brosseau from Quebec. On the 2nd day, Peter Kennedy explained the National Union’s Annual Financial report. Noted in the report is a deficit in the General Fund, however there were surpluses in all other expense funds to make up the shortfall. The Regional Directors gave their reports regarding their respective regions. Political Action committee emphasize the need to rally all members and engage them politically. And the importance of electing the government that has working people’s interest in mind. “I Will Vote Campaign”. A number of Key Executive recommendations were discussed. The recommendations by the Truth and Reconciliation Commission and the other on Global Action on Climate Change. Both were unanimously voted on as key initiatives for the Union in coming campaigns. On Saturday, another recommendation put forward was to raise the minimum for low wage workers, which was voted on unanimously. The union believes that raising the wage standards for low wage workers can only benefit Canadian Communities more so, putting additional income in the pockets of the people who need it the most. There was a rally

against Garda where hundreds of Unifor members picketed the head offices in support of the workers who have been working without a contract early this year. Sunday had two prominent young speakers; Bilan Arte a Winnipegger and currently head of the Canadian Students Federation and Brigette Depape from the Council of Canadians addressing the crowd on the importance of engaging our youth in this country. For leaders in the union to encourage the young and demonstrate to them, the importance of having a voice. There was a special guest from China, the president of one of China’s largest Unions with roughly 20 million members. He address the delegates stating that both Canadian workers and Chinese workers have common struggles in equity, equality and basic human rights in the work place. And that he hopes to work collaboratively with Unifor on common issues. Unifor’s own Chief Economist Jim Stanford addressed the delegates in his usual comedic self with emphasis on the current government’s dismal economic record with fancy charts and data. Along with fellow Delegates, sisters Carmen Ledarney, Rowena Deluz and Brother Steve McKeigan as well as Plant Chair Russ Harrison and President Tim Cathro, we would like to emphasize the need to vote in this coming election. In Closing: As with most Canadian Council’s they are long, but the idea is that it is a place where rank and file members can address the National Union with issues affecting them directly; allows discussion on the direction the Union is to take on issues and what more democratic way to tell our leaders what needs to be done. And most importantly, thank you to our members for making this happen.



does not make anyone more deserving of support than someone else. Unfortunately, many of our members also share this “off-shift” mentality. That needs to change. As I’m sure some of my fellow Committee members will also be saying, a huge obstacle we collectively need to overcome is member vs. member conflict. We are a Union, and as such need to stand together. We all have our differences, but that is not a flaw. Diversity is part of what makes us strong. Understanding that we’re not all the same is very important. Just because your co-worker may not look the same, talk the same, or share the same values or beliefs as you do, does not make him or her any less worthy of respect or fair treatment. If there are issues that arise that can’t be dealt with one-on-one, please get your Union involved. Don’t be so quick to “take them to H.R.”, as is commonly heard. Doing so weakens our Union, and once the Company gets involved, discipline becomes a distinct possibility. People make mistakes and misunderstandings do happen, so think before you act and contact your Rep first. You never know, the next time it might be you who makes a mistake or is misunderstood. Would you want to be disciplined for a situation that could have been resolved in a different way? That being said, let’s all work together. Have patience, show restraint and offer assistance to your fellow Brothers and Sisters whenever possible. Respect each other and forgive mistakes. We spend more than a third of our time here each day, so let’s not waste those hours finding faults in each other. My final rant: Come to monthly Membership meetings, read your Collective Bargaining Agreement, and apply for Paid Education Leave. Always be willing to become better educated and share your experiences with your Brothers and Sisters. Don’t be afraid to ask questions. Through education, we gain strength.

By Jeff Papoff Zone 6

H ello to my Brothers and Sisters, It’s been a busy couple of months since assuming my new role as Zone 6 Shop Steward. There really is rarely a dull moment around our workplace. I want to thank everyone who voted for me and for all the support that I have been shown in taking on this position. It is my goal to return that support to each and every member. No matter how large or small the issue, each of our members’ concerns are as important as the next. Every day brings a new challenge, concern or opportunity. One of the biggest challenges as Zone 6 Rep is providing coverage. By definition, the zone includes both the Murray Park and Redwood facilities, and both the evening and midnight shifts. Two locations and 16 hours is a lot of ground to cover, but for the most part things have worked out OK so far. I want to thank you all for your understanding and for realizing that I cannot be in two places at once and as much as I love this place, 16 hour shifts are just not possible either. I will continue to do the best I can under the circumstances. I also want to thank my fellow Shop Committee members who have filled in during those times when I could not be present. Another part of the challenge stems from the fact that the Company continues to view evening and midnight shifts as somehow “less important” than day shift. One term that I continue to hear when referring to these hours is “off-shift”. That term really grates on my nerves. For the members on 2nd or 3rd shift, those hours are not “off-shift”. That IS their shift. Whether they are working those hours by choice or not, those members are no less important than anyone else. Seniority might get you a day shift if you so desire one, but being on that shift

Page NO LOOKING BACK

Committee Reports

Trade Unionist’s We have a positive effect on every Canadian’s life for where we dare to bargain just wages, safe work places and fair benefits; those same questions are raised throughout Canadian Society. Our efforts for our Union Members raise all Canadians up. We can take PRIDE that Women are largely treated equally in our Country and that Racism is not tolerated. We can take PRIDE that LBGTQ Rights have evolved in Canada and Manitoba with Same Sex Marriage Laws coming into effect some 10 years ago and adoption rights being granted in this Province. But there is a segment of the LBGTQ Community, that being the Transgendered Community that still live with inadequate medical access and support, and no legal protection against discrimination. A Transgendered Man or Women can be fired and denied the right to work in Canada and the Harper Conservatives have killed Bill C-279 many times over the past 10 years.

As the saying goes, A Harm to one is a Harm to All and The Harper Conservatives have shown that they will not support the transgendered. We need to show support and fight for Equal Rights for All Canadians. How might one take part in this struggle? It is as simple as walking out the door and perhaps going down to City Hall during the many PRIDE Celebrations across the Country and watching the PRIDE Flag being raised at a City Hall. Or join Your LGBTQ Committee at a PRIDE Rally or cheer them on at a PRIDE Parade. Or more importantly this coming Federal General Election get out and support a Progressive candidate in Your Riding or any other Riding with You volunteering in their campaign. These celebrations and actions together are how we remind each other of our cherished Freedoms, they are precious and they need attention and care to continue and to help them grow. Take a stand this Federal Election and VOTE FOR CHANGE and help those Transgendered Canadians get the same rights and prerogatives other Canadians enjoy.

By

John Kowal

Union in Politics Chair,

O n behalf of UNIFOR Local 2169’s Union in Politics Members (Frank

Czaika, Mike Kelly, Derek Spence and Rodante Marrcelino) and myself The time for CHANGE IS NOW! Our Local has just gone through a General Election and there was an expression for the need for some change. The Canadian Labour Congress had a similar desire for change and UNIFOR was a part of that CHANGE. Now in the upcoming Federal Election we as Trade Unionists will have the opportunity to express our will and intent with the rest of Canada on who and what will compromise our Federal Government over the next 4 years. Get involved in making a choice for Progressive Policies as those expressed by the Broadbent Institute or the Canadian Centre for Policy Alternatives or go with the same harper Government policies that that have weakened our environmental protections, our scientific community, our rights as trade unionists, our economy and jobs, not to mention our international status as a Nation. How can you get involved? First become aware of the changes that have taken place and check on your status as a voter. Go to http://www.elections.ca/home.aspx and see if you are registered to vote. Then help others ask your work mates and family. Do they know where the polling station is? When do they plan to vote? How do they plan to get there? By simple conversations we bring to the forefront in their minds the prerogative and responsibility that each citizen has to cast a vote. If you want to do more go down to the local office of your candidate and ask to volunteer either time or financial assistance or both. By being involved WW WILL MAKE A CHANGE in 2015. See You at the Polls October 19th, 2015.


Committee Reports

From

John Kowal

LBGTQ Chair,

Greetings My Fellow Trade Unionists

T o date in 2015 Our LBGTQ Committee Members and Allies

have taken part in the first UNIFOR PRIDE Conference, connected with Manitoba Federation of Labour where we joined the MFL PRIDE Caucus, joined the UNIFOR Manitoba Human Rights/AWOC/LBGTQ Caucus, worked with the Winnipeg Labour Council Equality and Justice Council, taken part in Brandon and Winnipeg PRIDE celebrations and Rallies. There is much that we can take PRIDE in. There is PRIDE in that we are Canadians and we generally enjoy a level of affluence and economic stability, we have a national healthcare plan that while imperfect is the envy of many. We live in a Western Democracy with a Charter of Rights and Freedoms that strikes a delicate balance between individual rights and societal obligations. We can take PRIDE that as

Human Rights Report By Melanio Enero Vice President, Human Rights committee chair

Defining what Harassment is: Harassment is any behavior that degrades, demeans, humiliates or embarrasses a person, and that a reasonable person should have known would be unwelcomed. It includes actions, comments, or displays. Harassment can also take place electronically. Harassment could be…

Verbal behavior Gestures and non-verbal behavior

Visual forms Physical

Psychological Electronic

You have the right to live and work without being harassed, and if you are being harassed you can do something about it. Harassment can take place at work or outside the workplace. Harassment will not be tolerated in any work related activity in any place or event. What isn’t harassment? Consensual banter where the people involved, consent to what is happening, such as appropriate performance reviews, counselling, or discipline by a supervisor or manager are not harassment. The code refers to harassment as a course of abusive and unwelcomed conduct or comments on the basis of any of the protected characteristics listed below: 13 Protected characteristics grounds under the Code include:

· Ancestry (including colour or perceived race)

· Nationality

· Religion or creed

· Ethnic background or origin

· Age

· Sex (including gender determination characteristics such as pregnancy)

· Gender identity

· sexual orientation

· marital or family status

· Source of income

· Political belief

· Physical or mental disability

· And social disadvantage

Transcribed from the Manitoba Human Rights Commission Website http://manitobahumanrights.ca/harrasment.html

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