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Labour Day 2017

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What does Labour Day mean to you?

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Labour Day was first declared a national holiday in Canada in 1894, by Prime Minister John Thompson. The day recognizes the historic efforts of labour movements to secure rights and benefits for all workers.

We asked several of Saskatchewan’s union leaders to reflect on the meaning of Labour Day.

B o B By M o e n

President of the Saskatchewan Government and General Employees Union (SGEU) Each Labour Day, we celebrate and pay tribute to working people. Many enjoy this early September holiday, but only some know the important history behind it. In 1872, workers in Toronto initiated a “nine-hour movement” pushing for shorter work days. Though they were initially unsuccessful, their conviction laid

K e l ly Harrington

President, Saskatoon & District Labour Council When I think back to my childhood,

the groundwork for achieving the current eight-hour work day in Canada.

For us at SGEU, Labour Day is a time to recognize the vital contributions that working people make to our province and country. It’s because of these contributions that we live in one of the best places on earth, and for that, we owe Saskatchewan working people our gratitude and respect.

Every day, our members are hard at work keeping Saskatchewan people safe and healthy. Whether they work in corrections, health care, social services, on Saskatchewan highways, at communitybased organizations, or for our Crown corporations, our members deliver highquality, reliable, and important public services. From fighting wildfires in the far north to caring for cancer patients in Regina, they look after our province and its people.

Public services, and the working people who deliver them, help make this province a great place to live and keep Saskatchewan strong. For this reason, I’m proud to represent SGEU’s 20,000 members, and to lead an organization that has helped workers negotiate health benefits, fair wages, safe working conditions, decent pensions, and parental leave. These are just a few of the gains that have helped make working people’s lives better.

On behalf of SGEU, I wish you all a happy Labour Day! - Bob Bymoen, SGEU I remember going into the Labour Day weekend with mixed emotions.

Summer vacation, with its endless play time, late nights and lazy mornings, was drawing to a close. The school year, with the excitement of reuniting with classmates and making new friends, was fast approaching and my birthday falling on September 1 all contributed to the excitement and regret I felt going into this weekend.

But I don’t recall understanding the true meaning of Labour Day in the same way that I understood Canada Day or Remembrance Day. There are still those who don’t think about the relevance of this day.

For many, Labour Day symbolizes the last long weekend of summer to enjoy the outdoors before fall, but it’s also a day set aside to reflect on the contributions the labour movement has made, and continues to make, to build stronger, healthier and more equal communities across Canada.

Often the word “union” brings to mind the traditional concepts of collective bargaining, minimum wage, sick and parental leave, and yes, even strikes. This however, only scratches

the surface of all the work unions do.

In health care, nursing unions are leading advocates for safe staffing.

This benefits their members, the entire health care team, and most importantly, patients. With enough frontline staff of all designations working on a unit, patient outcomes improve. When the whole team has enough time to dedicate to their patients, everyone feels supported. Team morale goes up and stress levels, burnout and staff turnover go down. This promotes improved performance, fewer mistakes and better, safer patient care.

Nursing unions also give their members a voice so they feel supported when advocating for patients.

The Saskatchewan Union of Nurses (SUN) works closely with employers to establish critical feedback channels to improve patient care. Open communication is a crucial part of health transformation and SUN is a respected stakeholder government regularly turns to for solutions.

A major strength of nursing unions is their in-depth understanding of health by virtue of their membership’s knowledge. As the largest group of direct care providers, registered nurses have always acted as agents for change.

Today, their system-wide, frontline perspective, and clinical expertise continues to drive quality, model of care and policy improvements, while

advancing innovation that’s changing the face of health care. Registered nurses always look at a problem from a patient perspective, but it’s their union’s support that empowers them to turn ideas into action.

Nursing unions make a difference beyond provincial health systems.

Whether united across the country advocating for a national pharmacare plan that will ensure better access to affordable prescription drugs for all, or working to protect Canada’s public health system, nursing unions are committed to everyone’s health and wellbeing.

In Saskatchewan, SUN actively addresses community health holistically; an approach at the core of nursing practice. Annually, SUN supports community organizations tackling the social determinants of health. By addressing food and housing insecurity, or unemployment, education and mental health challenges on the frontend, SUN is helping people stay healthier and out of the system longer.

Labour Day is so much more than celebrating worker’s rights, and union achievements, it’s about recognizing that by working together we can raise each other up, and do so much good in this world. This is more than a trade union philosophy, it’s a Canadian value we all hold dear.

- Tracy Zambory, SUN

It is not that the Labour Day weekend is ever forgotten; for many it is still a great weekend to celebrate. However, it’s not necessarily a time where many people reflect on the significance of this day.

How did we stop acknowledging the historical significance of the day and forget about our working class heroes who fought (often with their lives) for workplace benefits we enjoy today?

Gains such as paid vacation, a 40-hour work week and an eight-hour work day, not to mention unemployment insurance, Occupational Health and Safety laws, Canada Pension Plan or paid maternity leave. Over

the course of time we have somehow moved away from celebrating our common heritage and hard fought gains.

At what point did it become just a long weekend to close up the cabin, throw a family BBQ or backyard party to end a great summer? Have we already gained everything we need as workers?

Have we accepted that the middle class is shrinking and the working class is struggling to make ends meet? Have we accepted that the next generation may never be able to afford a house while paying off their student debt or put their kids in organized sports and take a vacation once in a while? Have we given up on the notion

that we deserve pensions that allow us to retire with dignity after a lifetime of work? Not the people I know.

Let’s reconnect with Labour Day this year. Let’s never stop fighting for better protection in the workplace, a national pharma-care plan, better pensions and the end of precarious and contract work. Let’s remember our roots and the bravery of those who walked before us. Perhaps, more importantly, let’s strengthen our resolve to ‘even the playing field’. Together we can achieve a better society and community.

t r a c y Z a M B o ry, rn

President, Saskatchewan Union of Nurses (SUN)

- Kelly Harrington, Saskatoon & District Labour Council

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Labour Day 2017 Young workers under fire

Union leaders promote the benefits of membership

by Carol T odd

Faced with everything from what’s being called precarious work to the expectations of the older generation, union leaders say young workers are facing a lot of stress. “People say young workers are our future and all that – but there’s a lot of pressure on young workers,” says Barbara Cape, president of Service Employees International Union (SEIU) West.

According to the Canadian Labour Congress, there were 14,800 union members between 15 and 24 years old working in Saskatchewan in 2013 – about 18 per cent of the province’s workforce in that age group. They earned, on average, $3.53/hour more than non-union workers in the same age group. That’s $2 million more in wages, every week. Yet, for many young workers, union involvement isn’t on their radar. And, encouraging that involvement is a challenge unions are stepping up to face says Cape.

“Unions need to be flexible and adapt to an emerging workforce, whether it is the working from home sector or the tech sector or the parttime job sector that a lot of young workers work in. You have to be able to adapt to what their needs are, what their work hours are,” she says.

Kent Peterson is the young worker representative with the Canadian Union of Public Employees (CUPE) Saskatchewan Provincial Executive Board, as well as co-chair of CUPE’s National Young Workers’ Committee. He believes that many young workers

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do recognize the advantage of belonging to a union. “We know that the single best thing that they can do is form or join a union,” he says. But, in today’s economic environment, that may not always be possible, with many young workers employed in precarious work – jobs that are generally poorly paid and without any benefits or security.

And, usually, no union representation.

Peterson says that many young people decide to pursue their education instead of entering the workforce. But, that, too, has its perils. “Tuition fees are higher than ever and graduates come out the other end carrying thousands of dollars in debt,” he says.

Trying to pay off that debt in the current employment environment adds even more pressure.

Marianne Hladun, the prairies’ regional executive vice-president for the Public Service Alliance of Canada (PSAC), also has the young workers portfolio for the union. “I’ve talked to young workers who say that one of their biggest fears is getting pregnant. That they worry if they can afford to pay for child care, if they’ll be able to afford rent; if they’ll be forced to work multiple jobs.”

Hladun says young workers shouldn’t have to deal with that kind of stress.

“That shouldn’t be the case. It should be that if you work 40 hours a work, you should not only be able to have a life that meets your needs, but have a little bit left over for your wants.”

While unions, and young people themselves, continue

Members of the SEIU-West Young Workers Committee (YWC) and Students Mobilizing Against Cuts (SMAC) organized the Rally to Repeal the Budget outside the government’s Saskatoon Cabinet Office on Tues. Aug. 15. The organizing groups, which were joined by members of the public as well as NDP MLAs Ryan Meili and David Forbes, said they’re concerned by the cuts to provincial services, especially those impacting younger residents in Saskatchewan. SeiU-WeS t

to push for improved labour laws and better working conditions, Cape says it’s important for unions to reach out to young people. The first step, she says, is to ask them.

“Instead of struggling with that question in a vacuum, we went to the source,” she says, adding that it takes a lot of work and dedication.

A trip down memory lane is sometimes needed, she says.

“Sometimes we don’t recognize that not everybody knows our history. I think explaining our history and making it relevant to today; showing that there are heroes

and that there are wins and that these are from people that are their exact same age.

I think we need to do more,” she says.

Cape believes that while social media, the go-to information source for many of the so-called “millennials” is useful, nothing beats the personal approach. “I don’t think you can solely rely on social media to have the conversation. Because if you do, you

lose that special face-to-face connection that deepens that relationship. So, I think social media is a valuable tool, but I also think that we still need to expand that human connection as well,” she says.

Peterson agrees, noting that “when it comes to encouraging involvement, faceto-face is always best.” He suggests that having union reps at youth-oriented events like music festivals will “re-

ally get them talking.”

With the power of social media, the background of union history, and unions’ increasing efforts to reach out – combined with young people’s own drive and determination – the future workplace may well be better for everyone. “I have no doubt there is hope for the future, not only for young workers, but for the labour movement itself,” says Cape.

Trouble at work?

Join our Union and Unite for a Better Life! www.ufcw248p.ca 306-382-4922

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We want a bright and secure future

all our kids

for

It’s what we work for every day. And it’s built on strong public services that are affordable, fair and the best they can be.

That’s why SGEU members are dedicated to strengthening the public services we all rely on — today and in the years to come.

Happy Labour Day, Saskatchewan!

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Labour Day 2017

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CLIMATE CHANGE

Provincial government’s austerity budget hurts everyone: SFL president

by Carol T odd

The Saskatchewan economic climate has brought dark clouds over all the province’s workers, according to the head of the Saskatchewan Federation of Labour (SFL).

Larry Hubich is president of the SFL, the umbrella organization that represents more than 100,000 Saskatchewan workers who are members of 37 national and international unions. He says that the current bargaining climate harkens back to the days of Grant Devine. “It’s a difficult bargaining environment given that the government brought in a budget which was the most draconian budget we have seen in many, many years, going back to the days of Grant Devine when he nearly bankrupted the province,” Hubich says.

The $18 billion-plus budget brought down this spring included a projected deficit of $685 million, as well as an increase in the provincial sales tax (PST), cuts to a number of programs and services, and a call to save $250 million by reducing public service wages by 3.5 per cent.

That hurts everyone, says Hubich, not just union members. “That’s the backdrop against which workers are negotiating in the public sector and that spills over into the private sector,” he says.

“When the private sector sees the government going to the bargaining table and extracting concessions and wage roll backs, it makes them less inclined to negotiate a fair collective agreement. They figure they can get away with doing the same thing, so that creates real significant challenges at the bargaining table.”

According to the Statistics Canada Labour Force Survey for the week of July 9 to 14, there were 574,400 people working in the province, a decrease of 5,400 from June and 1,700 fewer than in July 2016. Statistics Canada reported that almost 29 per cent of Canadian workers belonged to a union in 2014, the most recent year for which that statistic is available.

The Saskatchewan government has called for a 3.5 per cent reduction in wages for Members of the Legislative Assembly (MLAs) and for all public sector employees, as well as a call for some employees to take days off without pay, the so-called “Wally days.” Hubich says that’s unacceptable. “Government can bargain hard at the bargaining table, but they can’t

unilaterally open a collective agreement and claw back wages that have already been negotiated in good faith,” he says.

In fact, the main union representing government workers, the Saskatchewan Government and General Employees’ Union (SGEU) has filed an unfair labour practice suit against the government with the Labour Relations Board, stating the government is bargaining in bad faith by imposing the 3.5 per cent cut. It’s a “sad commentary” on the state of the province when unions have to resort to legal action to protect their rights, says Hubich. Back in 2015, in a legal decision spurred by the SFL, the Supreme Court of Canada struck down as unconstitutional a Saskatchewan law that aimed to prevent public sector employees from striking.

While a number of contracts, such as SGEU, the Service Employees International Union (SEIU) and the Canadian Union of Public Employees (CUPE) as well as the province’s thousands of teachers, are currently in negotiation, or about to be, Hubich says many other unions’ contracts are in effect until 2018. “The government can’t unilaterally and arbitrarily declare that workers’ pay rate is going to reduce by 3.5 per cent,” Hubich says.

Hubich says that responding to an economic downturn by instituting what he terms the austerity campaign by the current government has been shown to be ineffective. Following the recent meeting of Canada’s premiers at the July 17-19 Coun-

cil of the Federation, labour leaders issued a joint statement saying that improved labour laws are good for the economy. “The government needs to come to the conclusion that workers and their unions aren’t part of the problem, they are part of the solution and the best way to move Saskatchewan forward and for us to be prosperous is to have everybody at the table, with an equal voice and equal input,” Hubich says. He adds that labour leaders have been hosting a joint labour/ premiers’ meeting as part of the premiers’ meetings for 10 years and, while other premiers have attended, Saskatchewan’s Brad Wall never has.

Hubich points to Alberta as an example of how to address an economic downturn. “It’s projected now, after a couple of years of decline, just like Saskatchewan, Alberta is going to lead the nation in terms of economic growth and economic activity. The current (Alberta) government did not go down that austerity road. They invested in people, they invested in infrastructure; they didn’t cut and slash like this government,” Hubich says.

While the province’s living skies may be clouding up, Hubich says its unions will continue to “take the high road” and continue to hope for blue skies ahead. “There’s always hope, because Saskatchewan men and women have persevered through difficult times in the past and they will persevere through these difficult times and make things right when they are given the opportunity to do that,” he says.

Saskatchewan Federation of Labour president Larry Hubich addresses members attending the annual SFL convention. P oSt Media file P Hot o

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Labour Day 2017

Retirement security is a concern for workers of every generation

by Carol T odd

The Public Service Alliance of Canada (PSAC) believes that workers old or young, and even those already retired, should be concerned about the federal government’s plan to change the law regarding federally-regulated retirement plans.

The federal government recently introduced Bill C-27, an Act to amend The Benefits Standards Act, which will apply to all federally regulated pension plans. PSAC, which represents more than 180,000 workers employed by federal government departments and agencies, Crown Corporations and a number of other organiza-

tions, says the bill will allow employers to change their pension plans from defined benefit into target benefits plans.

With defined benefit pensions, an employee can expect a specified pension amount, which is usually based on their wages and years of service, along with other factors, when they retire. Target benefit plans set a target for the final pension amount, but that amount can change.

Marianne Hladun, the prairies regional executive vice-president for PSAC, says the union has been concerned about Bill C-27 since the former Conservative government originally proposed

the concept. “The really concerning thing about this is it puts all the liability on the workers. And right now, in the defined benefit plan, there’s protection for workers. They know what they’re going to get; they know what they’re entitled to, and it’s not subject to the market,” she says.

Hladun, who also has the young worker portfolio for her union, says the change would be especially hard for those just breaking into the job market. “The government introduces legislation that basically says: ‘Plan for your own retirement, but earmark it as who knows what’s going to happen today or tomorrow.’ I can’t imag-

ine trying to break into the market with all of these pressures,” she says.

And, it’s not just new workers or even those already employed that Hladun says will be affected. “When you introduce legislation that affects the bottom line for retirement and that also impacts people that are already retired, I just don’t understand how a government can contemplate that,” she says.

While last year’s changes to the Canada Pension Plan (CPP), including an increase in the payments, was generally welcomed by labour leaders, Hladun says it didn’t go far enough. “We need a reality check,” she says. “Living on CPP and [Old Age Security] after working 50 years, you should not have to have not enough to meet your needs. People have a right to retire in dignity – to not live in poverty,” she says.

PSAC would like to see CPP benefits doubled, a move Hladun says would be of overall financial benefit, as

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Mariann Hladun, PSAC Executive Vice-President, Prairies Region. Sup p lied p hot o

it would eliminate the need for other government supports.

PSAC is asking its members and the public to write the federal finance minister and their Member of Parliament (MP) to withdraw the

legislation. “People matter over politics. They need to be accountable,” Hladun says. “We have to have hope because without it nothing will change. When all sectors push, it it’s hard for government to ignore,” she says.

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Labour Day 2017

The importance of inclusive workplaces

by JonaThan hamelin

Every year, organizations and government agencies across Canada ask David Fischl to give talks on integrating Aboriginal people and persons with disabilities into unionized workplaces.

According to Fischl, this mirrors how he was introduced to the issue in the first place.

“I didn’t pursue it; it pursued me,” Fischl said.

In 1996, Fischl was working for the Ministry of Highways and Infrastructure (MHI) in Saskatchewan. He had just been promoted to fleet manager and was responsible for looking after half the province’s fleet. With only around $175 million allocated in the budget for roadway maintenance that year, Fischl led a major restructuring project and visited a variety of shops in northern Saskatchewan.

During a visit to one of the shops, Fischl was presented with a unique idea for the time.

“They were wondering if they could hire someone with a cognitive or intellectual disability to take on some of the extra responsibilities their mechanics had to look after, like washing equipment, sweeping the floors and getting their own parts,” Fischl said.

Fischl and his bosses thought it was an idea worth trying. While such a hire would have been uncommon in a union setting, like hiring an out-ofscope worker, the staff’s desire to try it led to the move happening. Fischl said the move worked wonderfully and soon the other shops also began hiring employees with disabilities.

“There were some that questioned the decision, but it worked well and we weren’t getting any grievances,” Fischl said. “If anything, we found that workplace morale seemed to be going up at those locations because they were learning to understand people different than them and they were feeling a greater sense of community.”

Based on this early success, Fischl

For over 20 years, David Fischl has brought diversity and inclusion into unionized workplaces. S U PPli e d P H ot o

was asked by the deputy minister in 2001 to become the diversity coordinator for the MHI and increase the numbers of Aboriginal people and persons with disabilities in unionized workplaces. Fischl initially turned down the proposition because he didn’t want to take on a position that would focus more on numbers than helping workplaces to embrace diversity. Furthermore, there was pushback from unions who felt that designating positions would prevent people who didn’t meet those criteria from finding work.

Fischl eventually accepted the position, but only after receiving the assurance that he could work at changing the culture instead of focusing on the hard numbers.

“Our strategy as a diversity committee was to inform our employees about the importance of diversity by highlighting the success stories within our organization,” he said. “We put together a presentation that would go out to all the shops around the province, showcasing the positive things that happened to shops when they embraced diversity.”

For the most part, this message was well-received. For Fischl, one story that stands out is when another shop in the province hired a blind mechanic.

“When I was approached with the idea, I said I was open to anything as the diversity coordinator, but I ques-

tioned what this worker could do,” Fischl said. “Then all of a sudden it hit me: I was making a decision about whether or not he could do the job based on what I thought a blind person could do.”

The shop signed the employee to a two-week practicum as part of his preemployment program. The first task the shop gave the employee was fixing one of the truck belts, a difficult task for any mechanic.

“He ended up completing the task as fast as any of their mechanics who could see could do it,” Fischl said. “It shocked the staff. At the time, the staff were an older group of mechanics who were counting the days to retirement.

Morale was low. They appreciated having the opportunity to mentor this employee. He ended up working there permanently and in 2011 received his Red Seal ticket as a heavy duty mechanic.”

When Fischl retired that same year after over three decades with the MHI, he was encouraged by people across the country to continue speaking about the work he did. He got involved with the Canadian Association of Professional Speakers and has been a regular speaker ever since.

“My main message is that an inclusive workplace environment, if done properly, produces high morale and engaged employees,” Fischl said.

“Don’t be afraid about talking to managers. Don’t be afraid of unions, because the unions are the people that work for you. If they understand the importance of inclusion and celebrating differences, then you’ll have no trouble.

“People are scared to hire people that are different from themselves.

What I tell people is that so often we look at someone who’s Aboriginal or has a disability and we label them. We decide what they can or can’t do. Until you actually understand people that are different than you, you’ll never have an inclusive workplace.”

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l a B o U r d ay M e S S a g e froM MiniSter d o n M o rg a n, Q.c.

This weekend marks the 70th Labour Day celebration in this province’s history. Across Saskatchewan, it is an opportunity to celebrate the last days of summer together with our families at our provincial parks, in our backyards around a bonfire, or watching the Riders beat the Blue Bombers. This year’s festivities are unique because of Canada’s 150th anniversary celebrations. From coast to coast, now is the time to reflect on 150 years of hard work by generations of Canadians to build a nation of peace, order, and good government. And as we enjoy the weekend, we will be reminded of the message of dedication and care for our work and our workers that is the legacy of Labour Day. Over a century ago, at our province’s inception, Saskatchewan workers faced hardships on a daily basis that would be unimaginable today.

Yet, through their perseverance and courage, they were able to secure the rights and dignities all workers are owed. They deserve credit today for constantly striving for safety in the workplace, so all workers could return home each night to their loved ones.

Our government has made steady progress and is continuing to strive for Mission Zero: Zero Injuries. Zero Fatalities. Zero Suffering. Last year, Saskatchewan posted a 64-year low time-loss injury rate of 1.86 per cent, which comes after nine years of consecutive decreases in the injury rate since 2007. This is significant progress, but is still unacceptable.

Zero is the only acceptable number of workplace injuries.

We are also constantly working with the Worker’s Compensation Board to improve services for injured workers. Two years ago, we updated the WCB legislation to add a rebuttable presumption for psychological injuries, a measure which will help

those workers suffering from PTSD and other psychological injuries have better access to services. This has resulted in a significantly higher rate of approvals for psychological injury cases since the legislation was implemented. Already this year we are seeing a 15 per cent improvement over last year’s numbers.

We are also constantly working to maintain equitable standards across the province. Our young worker readiness program, a mandatory program to prepare school-aged children for the workforce, has been a success since its inception. We have certified more than 120,000 youth workers who now fully understand their rights and can now confidently enter the workplace. Additional enhancements were made in 2015 to further help young people succeed in the workplace.

On behalf of the government of Saskatchewan, it is my pleasure to wish you well this Labour Day weekend. And please remember, the safety and health of our workers leads to a strong Saskatchewan and a better place to live for everyone.

Have a safe and happy Labour Day, and go Riders!

Don Morgan, Q.C. Minister of Labour Relations and Workplace Safety

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Labour Day 2017

CODC builds industry through co-operation

by PaT rediger

As anyone in the construction industry will tell you, in order to complete a successful building project you need to work together effectively as a team and provide support for each other. It’s this mantra that led to the formation of the Construction Opportunities Development Council Inc. (CODC) in 1994.

The registered not-forprofit corporation is a partnership between the Construction Labour Relations Association of Saskatchewan Inc. (CLR) and the Saskatchewan Provincial Building and Construction Trades Council (Saskatche wan Building and Trades). All of the Saskatchewan building trades unions and the corresponding employer trade divisions are members of the CODC. “The CODC was formed during the 1990s between the construction contractors in Saskatchewan and their union partners,” said Warren Douglas, CLR executive director. “We wanted to adopt a new way of doing things and took a more positive, progressive approach to working together.”

The CODC board of directors is made up of four representatives of the CLR and four representatives from Saskatchewan Building and Trades. There is one co-chair from each group. Douglas represents the CLR while Dion Malakoff, executive director of Saskatchewan Building and Trades, is the other co-chair. Together, the board has helped guide the CODC toward its mandate of creating a stronger industry that

The Construction Opportunities Development Council (CODC) offers initiatives that support and benefit employees and employers in Saskatchewan’s construction industry. get t y iMage S

other issues,” Malakoff said.

“Thanks to programs like these, the issue is now very openly discussed. If an employee notices that a fellow employee is having an issue, they can refer that person to these programs.”

Along with focusing on current tradespeople and the issues facing them, the CODC also looks to develop the next generation of workers. The organization actively promotes trades by providing general learning materials and apprenticeship information, and by posting contact information on their website for those interested in

Workers building a trench in Prince Albert.

Photographer: W.J. James; Provincial Archives of Saskatchewan, R-A1721-2

chatting with a professional tradesperson.

The CODC proudly supports a variety of construction industry and apprenticeship related initiatives. In the past year, the CODC has supported Saskatchewan Construction Week, Saskatchewan Apprenticeship Awards, the Saskatchewan Polytechnic Business and Industry Dinners. The CODC also sponsors the Saskatchewan chapter of Build Together, a program which promotes the skilled trades for underrepresented populations within our industry: women, Indigenous Peoples, New Canadi-

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ans and the next generation.

There are different aspects for engaging these workforce members and Build Together strategies have been tailored to connect with these groups.

“When it comes to engaging youth, it can sometimes be an uphill battle when you’re trying to convince individual high school students, and even more importantly their parents and teachers, that becoming involved in the skilled trades leads to a great career path and livelihood,” Douglas said.

“There’s a lot of leg work involved and we do a variety things to try and build that

awareness.”

With construction being a market-led industry, Douglas noted that the future direction of the CODC will largely be determined by the direction the market is heading.

“It’s also about being adaptive,” he said. “The industry changes, our clients change and the work world changes.

We have to address these issues collaboratively to move the interests of our industry forward.”

More information about the CODC and its initiatives are available online at www. codc.ca and www.buildtogether.ca.

Two Connectors working on a point at the new Mosaic Stadium.

Photo courtesy of Iron Workers Local 771

Working for zero Thank you, Saskatchewan, for working safer every day. In 2016, 88% of workplaces had ZERO injuries. We also had our lowest time loss injury rate in 64 years.

Together we will achieve Mission: Zero. Zero injuries, zero fatalities, zero suffering.

www.wcbsask.com www.worksafesask.ca

2016 Time Loss Injury Rate: 1.86 %

2002 Time Loss Injury Rate: 4.95%

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benefits everyone.

To get a pulse of the industry, the CODC hosts labour/ management conferences designed to identify issues in the single and multi-trade, multi-employer environment. If there are issues of industry-wide importance that need to be resolved, the CODC underwrites the direct expenses of facilitating the resolution. It also underwrites the expenses incurred through industry-wide collective bargaining.

The CODC further focuses on building a safer and more skilled workforce through courses that supplement the apprenticeship training system in Saskatchewan. Some of these courses include Better SuperVision, Safety Construction Orientation Training, and Rights and Responsibilities.

There are other, more unique offerings which tackle some of the problems a worker may face off the job site.

The CODC Alcohol and Drug Policy and Procedures targets employees who are having problems with alcohol or other substances that can hinder the work performance. Another offering is the PRO Care Employee and Family Assistance Plan, which provides outside professional support for employees and their families for difficult situations, such as: divorce, family counselling, financial/legal problems, bereavement, substance abuse and anger management.

“I’ve been in the trades for 20 years, and around that time many workers didn’t feel comfortable talking about marital problems or

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