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Labour Relations Issues: The CHRSC(A) Perspective

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Presentation on theme: "Labour Relations Issues: The CHRSC(A) Perspective"— Presentation transcript:

1 Labour Relations Issues: The CHRSC(A) Perspective
UNDE Newfoundland/Labrador/ New Brunswick Regional Conference 10 July 2009

2 Outline HR Officer Role in Labour-Management Consultation Committees
HR Officer Role in the Grievance Process Use of Employer Premises/Union Meetings

3 What is this…? Signifies that in LR, there is a little bit of “black and white” (ie. specific parameters such as grievance timelines, delegation of authorities, etc etc) but most of labour relations deals with the “gray”. “IT DEPENDS”

4 HRO Role at LMCC – The Policy
DAOD Civilian Labour-Management Consultation Purpose of LMCCs is for management and union to discuss matters of mutual interest Committee participation exclusive to committee members Resource persons – usually includes HRO Management representatives (CF, excluded, unrepresented) Terms of Reference Review these points of the DAOD

5 HRO Role at LMCC – The Practice
Is HR a resource or committee member? Decision-makers Terms of Reference Agenda items Observers and invitees Use examples from NUMCC, HR Sub-Committee, and MLMRC to illustrate

6 HRO Role in Grievances – The Policy
DAOD , Civilian Grievances Provides authority to establish a departmental grievance procedure and guidelines DGLRC Guidelines for Civilian Grievances Purpose is to outline departmental procedure Includes mandatory offer of ADR Describes process for individual, group and policy grievances Defines roles and responsibilities for Grievance officers HROs (see DGLRC Guidelines for details) Review these points of the DAOD and Guidelines (refer to Responsibilities in Guidelines)

7 HRO Role Grievances – The practice
Level of involvement depends on the manager HRO may communicate on behalf of officer Scheduling meetings/hearings Sending out ADR offer Inform union of management consent/no consent to waive level Authority rests with management Same roles whether individual, group or policy Use examples to illustrate experience at CBSA with 3rd level RDG DND 3rd level DND 1st and 2nd Adjudication

8 Use of Employer Premises/Union Meetings – The Policy
Treasury Board Guidelines for Use of Employer Facilities DAOD , Use of Departmental Premises and Equipment, and Electronic Networks, for Bargaining Agent or Union Business Use of employer premises must be requested in writing Outlines conditions for approving requests (Level 3) Meetings outside or during working hours Identifies roles and responsibilities for HROs, delegated managers and employees The Fryer Report: What is it? It is a report (2nd of two) that identifies 33 recommendations put forward to the Committee on L-M Relations in the Federal Public Service. What is it not? It is not policy, however it did form the basis for what eventually became the PSLRA and the modernization of human resources in the Federal Public Service. TB Guidelines provide some direction for departments with respect to use of employer premises. However, does not provide specific direction (this is not a policy, it is a guideline) DAOD is the departmental “policy” that addresses the use of departmental premises, equipment and networks.

9 Use of Employer Premises/Union Meetings – The Practise
Management discretion for use of employer premises Approval is case-by-case basis (“it depends”) Usually not a carte-blanche Operational requirements may also dictate facility availability Meetings during working hours Normally during non-working hours Exceptional circumstances (eg. firefighters, shift work) It is up to the delegated manager whether or not a given request will be approved and this manager may use his/her discretion based on the conditions set out in the DAOD. Use examples to illustrate: union rep wants to use departmental to communicate with member on a grievance (acceptable and generally implied approval) versus: union rep wants to use to send out strike rally info (unacceptable). Operational requirements – add examples regarding time off / use of employer facilities

10 Thank you

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