Comprehensive Binder

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Yukon Employees' Union 10th Triennial Convention October 27-29, 2023

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Convention Overview: Friday, October 27, 2023 09:00 – 12:00: TRAINING – Convention Procedures (PSAC) 12:00 – 13:30: Lunch (on your own) 13:30 – 16:30: CONVENTION PROCEEDINGS • •

Convention opening Guest Speaker (PSAC National President, Chris Aylward)

Saturday, October 28, 2023 09:00 – 12:00: CONVENTION PROCEEDINGS 12:00 – 13:30: Lunch (on your own) 13:30 – 15:30: CANDIDATES DEBATE 18:00 – 22:00 BANQUET in Multi-Purpose Room Sunday, October 29, 2023 09:00 – 9:15:

Guest Speaker PSAC REVP, Josee-Anne Spirito

09:15 – 12:00: CONVENTION PROCEEDINGS 12:00 – 13:30: Lunch (on your own) 13:30 – Close: CONVENTION PROCEEDINGS

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Convention Proceedings: 1. Convention Opening a. Welcome – First Nations Opening and Welcome b. Opening remarks – YEU President c. Solidarity Forever 2. Call to order 3. Guest Speaker (PSAC National President, Chris Aylward) 4. Introduction of YEU Executive 5. Adoption of Hours of Session 6. Adoption of Agenda 7. Adoption of Rules of Order 8. PSAC Harassment Policy & Coordinators 9. Ratification of Committees a. Credentials Committee (Tony Thomas, Chair) i. Report of committee ii. The committee will report after each recess/reconvening of Convention b. Bylaws and Resolutions Committee (Jordan Laudon, Chair) c. Finance Committee (Lisa Vollans-Leduc, Chair) d. Nominations and Elections Committee (Tony Thomas, Chair) 10. Elected Officers’ Reports a. President b. Vice President c. Vice President for Communities d. Directors 11. Budget 12. Resolutions 13. Election of Officers 14. Election of Delegates for the PSAC National Convention 15. Oath of Office for the new YEU Executive 16. Convention Close

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RULES OF ORDER 1. The President, or in the absence of the President or on the delegation of the President, a Vice-President shall take the Chair and shall preside.

2. Delegates wishing to speak shall proceed to one of the microphones provided for that purpose. When recognized by the Chairperson they shall give their name, state the purpose for which they rise, and confine remarks to the question at issue.

3. Speeches shall be limited to three (3) minutes.

4. A delegate shall not speak more than once upon a subject until all who wish to speak have had and opportunity to do so.

5. A delegate shall not interrupt another, except to rise to a point of order or question of privilege.

6. A delegate called to order shall, at the request of the Chairperson, take a seat until the question of order has been decided.

7. In the event of a tie vote on any matter other than the election of officers, the Chairperson may cast a deciding vote. The Chairperson shall not take part in a debate without leaving the Chair.

8. a) Any motion or amendment to a motion may be amended, provided the amendment is relevant to the question and does not have the effect of simply negating the question. b) Amendments are always voted on in reverse order to their introduction. That is, the second amendment must be disposed of before the amendment and the amendment must be voted on before the main motion.

9. The report of a committee, when adopted becomes the decision of the Convention that adopted it.

10. The following motions shall be in order at any time and in the order stated: (a) To adjourn (not debatable). (b) To recess (not debatable)

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(c) Question of Privilege. (d) Point of Order. (e) To Lay on the Table. (f) To Put the Previous Question. (g) To Postpone to a Future Time.

None of these motions shall be moved a second time until there has been an intermediate proceeding of the business dealt with by the Convention. a) If the results of a voice vote or a vote taken by a show of hands as announced by the Chairperson is doubted, upon request of any delegate, the Chairperson shall order a standing vote.

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b) A vote by secret ballot shall be taken only on a substantive motion at the request of one-third of the delegates present. c) Once the Chairperson has called the question, it shall not be in order to request a secret ballot. d) When a standing vote or a vote by secret ballot has been ordered, no adjournment or recess shall take place until the results have been announced.

The Chairperson shall have the number of delegates voting in the affirmative and the negative recorded.

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This rule would not be used when electronic voting devices are being used at an event.

12. When a standing vote or a vote by secret ballot has been called by the Chairperson, no one, except with the permission of the Chairperson, shall be permitted to enter or leave the floor until the results of the vote have been announced.

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This rule would not be used when electronic voting devices are being used at an event

13. One third of the delegates at the Convention may request, and have ordered, a recorded vote. Upon receiving such request, the Chairperson shall require the secretary to call the roll and record the names of those delegates voting in the affirmative and in the negative.

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14. Late proposals will, be considered only after business listed on the agenda has been dealt with.

15. All motions calling for the expenditure of money shall be placed in writing and together with all proposals and amendments referring to same, shall be referred to the appropriate committee or officer responsible for finances, for consideration before any vote is entertained thereon.

16. Election of officers shall be conducted in accordance with the provisions of Section 9 of the YEU Bylaws.

17. In calling for further nominations from the floor, the Chairperson of the Nominations Committee will declare nomination closed after calling: “Are there any further nomination?” three times, without response.

18. The chair person of the Nomination Committee will announce after each vote by ballot: (a) the name of the successful candidate; (b) the number of ballots cast; (c) the number of ballots cast for each candidate; and (d) the number of spoiled ballots, if any.

19. Bourinot’s Rules of Order shall govern in all matters not regulated by the rules set out above or as provided by the By-laws and/ or Constitution.

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TILING GUIDELINES

1.

Ensure that persons that enter are clearly displaying their delegate credentials.

2.

Authorized staff may enter any door.

3.

Upon call for secret ballot, the Chairperson should call “tile the doors”. No one is allowed in or out without permission of the Chair until results are announced. Untile doors when the Chair announces that the doors can be opened and after the results are given. If it is a tie vote, await the decision of the Chair. In all cases – wait for the announcement.

4.

Members with disabilities who attend PSAC conferences and conventions should not have their ability to vote compromised by their disability. The PSAC will strive to accommodate those members.

5.

Members with disabilities will be asked to self-identify with the conference/convention officer distributing credentials. If their disability is of a nature that precludes them from remaining in the conference/convention hall for the full time it sometimes takes to complete all of the stages of a secret voting procedure, the Credentials Committee or its representative, will accommodate their disability.

6.

The Credentials Committee or its representative will be supplied with the list of members who have self-identified as a person with a disability during registration. The Credentials Committee or its representative will confirm/identify those members whose disability prevents them from participating in a prolonged balloting process by asking the follow question: Are you a person with a disability? Is so, does your disability prevent you from remaining in the plenary during a prolonged election process or secret balloting process?

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If a delegate needs accommodation, specifically, the delegate has self-identified as a person with disability AND has stated that his/her disability prevents him/her from remaining in the plenary during a prolonged election process or secret balloting process, then mark in on the delegate list under “Voting Question”.

8.

The Credentials Committee or its representative add the member’s delegate number to a special “Accommodation List”.

9.

If during an election process involving a secret balloting procedure, a person with a disability whose delegate number has been placed on the accommodation list, has to leave the floor, he/she may do so with the implied consent of the Chair.

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TILING GUIDELINES

10.

The convention/conference will make every possible effort to ensure that persons with disabilities have an opportunity to vote first if they need to do so.

11.

Persons with disabilities who have to leave the convention/conference hall before the culmination of a complete voting process will exit via designated exits.

12.

The officer tiling the door at the designated exit will maintain the “Accommodation List” prepared by the Credentials Committee. When leaving or entering the hall, the officer will record the exit and entry by the delegate number of the accommodated member.

13.

Persons with a disability whose delegate number appears on the Accommodation List, may exercise this option during a prolonged election process or secret balloting process after he/she has voted.

14.

A person with a disability may re-enter the room before the vote is decided but only after all of the other delegates have finished voting.

15.

During secret balloting, if a delegate other than those whose delegate numbers appear on the “Accommodation List”, leaves the convention/conference floor for any other reasons, and is granted permission by the Chair to do so, in accordance with accepted practice, he/she will not be allowed to re-enter the hall until final balloting results have been announced.

16.

Convention/Conference doors should never be left unattended. If problems are encountered, get a relief tiler to staff door or to contact the Floor Coordinator to resolve problem.

17.

Doors are to be staffed thirty (30) minutes prior to every sitting until end of sitting.

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PSAC STATEMENT ON HARASSMENT Our union is made strong by members working together to improve our working lives and to preserve the rights that we have struggled to achieve. Mutual respect is the cornerstone of this cooperation. The PSAC Constitution confirms that every member, staff person and non-staff support people (e.g. technicians, interpreters, etc.) are entitled to be free from discrimination and harassment, both in the union and at the workplace, on the basis of age, sex, colour, national or ethnic origin, race, religion, marital status, family status, criminal record, disability, sexual orientation, gender identity or expression, language, social and economic class or political belief. Members, staff, and non-staff support people are also entitled to be free from psychological harassment.

Should you experience harassment at this event, contact the identified Anti-Harassment Resource Person to discuss the situation. Early and informal resolution processes are strongly encouraged.

Whenever possible, members are expected to engage in a respectful dialogue to resolve the matter.

The Anti-Harassment Resource Person is available to facilitate this discussion. If this conversation is neither successful nor possible, the appropriate process as outlined in harassment policies, guidelines, collective agreements, the Constitution and/or regulations will be fully and quickly engaged.

Harassment in all its forms, detracts from our common purpose and weakens our union. May each one of us treat each other with kindness, compassion, dignity, and respect.

A phone number for your use regarding harassment will be announced at the beginning of Convention and posted in the hall.

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PSAC STATEMENT ON SCENT-FREE ENVIRONMENTS (Excerpt from the Policy adopted by NBoD January 2006)

The Public Service Alliance of Canada is committed to ensuring that all members with disabilities are able to effectively participate in order to contribute to the organization’s mandate.

In this regard, the PSAC recognizes that accessibility is an essential requirement for the participation of members with environmental disabilities.

In consideration for the health of our Sisters and Brothers who may suffer from environmental disabilities, and with the goal of eliminating a contaminant from the air, the PSAC requests that all participants attending any union function refrain from using scented products. These include scented perfumes, colognes, lotions, hairsprays, deodorants and other products promoted by the fragrance industry.

A participant who notices a problem is required to address the person in a cordial and respectful manner. Any unresolved issues would then be brought to the attention of the organizers who will investigate and attempt to find suitable accommodation up to the point of undue hardship.

By working together we can create healthier environments for ALL, and accommodate the needs of persons who have environmental disabilities.

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SOLIDARITY FOREVER When the Union’s inspiration through the workers’ blood shall run, There can be no power greater anywhere beneath the sun, Yet what force on earth is weaker than the feeble strength of one, But the Union makes us strong.

Chorus: Solidarity forever, Solidarity forever, Solidarity forever, For the Union makes us strong!

They have taken untold millions that they never toiled to earn, But without our brain and muscle, not a single wheel could turn, We can break their haughty power, gain our freedom when we learn, That the Union makes us strong.

Chorus In our hands is placed a power greater than their hoarded gold, Greater than the might of armies magnified a thousand-fold, We can bring to birth a new world from the ashes of the old, For the Union makes us strong.

Chorus We’re the women of the union and we’ve just begun to fight, We fight for women’s issues, we fight for women’s rights, We’re prepared to fight for freedom, we’re prepared to stand our ground Women make the Union strong.

Chorus Through our sisters and our brothers, we can make our Union strong, For respect and equal value, we have done without too long, We no longer have to tolerate injustices and wrongs, For the Union makes us strong.

Chorus

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YEU 10th TRIENNIAL CONVENTION 2023 YEU President Report Steve Geick Chair Administra�on and Personnel Commitee Chair Building Commitee

In my tenure here at YEU things have always been challenging, frustra�ng and a few other explicit’ s that I won’t subject you to, and I have enjoyed and cherished every second of it. Due to the upheaval caused by the COVID pandemic we have just completed a 2year cycle to reach this point. It has been a struggle to complete the work that would normally have been done in 3 years during this cycle. Have we managed to pull it off? I believe that despite all the challenges that have presented themselves we have.

Has it been perfect, it hasn’t. What I can say is that every member of this organiza�on has given 110%.

Without the dedica�on of the YEU staff and the small number of involved members that we represent we would never have accomplished this.

A�er the 2021 conven�on we did as we always have done, we held a virtual strategic planning session.

This was the first of its kind, but necessary due to COVID. This was the first �me that the session was open to all members. In the past this exercise has been restricted to the YEU Execu�ve, YEU staff and representa�ves from each local. We had hoped that by expanding on the numbers we would have a beter idea of what direc�on the membership would like to see go in the last two years. I have to say that I was very disappointed with the turnout. Twenty-three people atended. Out of the 23 only 1 person was a member at large and one was a re�red member. The other twenty-one were either elected officials, staff, or guests. This is your Union, there are 6000 of you!

“I know it's important to do more than just complain when there's something you don't like. You need to try to do something about it, or you're nothing but a whiner.” ― Jean Ferris, Twice Upon a Marigold

Administra�on & Personnel Report

I would like to start off by thanking the following people that have sat on the Commitee over the past 2 years. Derek Yap, former member Teresa Acheson, Lisa Vollans Leduc, and Julie Abel.

The commitee has been extremely busy over the last 2 years. For various reasons we saw the highest staff turnover in the history of YEU, which brought with it some extreme challenges to the organiza�on. Despite the challenges We pushed ahead with our goals and while not accomplishing them all the way we would have liked to; we have improved the organiza�on.

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Building Commitee Report The last two years have been an exci�ng �me for the building commitee.

For years now we have been adding offices in every available space in the present building. This has had some detrimental effects. It has decreased the availability for mee�ngs and required the addi�on of a second HVAC unit to maintain op�mal air quality and hea�ng and cooling func�ons.

At the 2021 conven�on a resolu�on was adopted to explore op�ons for a new YEU building. A second resolu�on was adopted at a Special Conven�on called with the members who atended the 2021 conven�on to purchase land. At the �me this was writen, we were in the final process of purchasing 3.5 acres of land at the top of Robert service way.

Building design is in its infancy and once the sale of the land is finalized, we will be proceeding with approval to build.

An appraisal of the present building was done and a resale value of 3.5 million was the result.

The Na�onal Front As a member of the Na�onal Board of Directors over the past two years I have been a member of the Na�onal Educa�on commitee, Collec�ve bargaining, and Representa�on commitee’s I chose these commitee’s because once again I feel that PSAC Na�onally are failing our members in the Yukon and across the North in these area’s. While PSAC is providing the services I and the other Northern Component Presidents are in lockstep in con�nuing the fight for equality for all members of the North Region.

We re a small number out of the total PSAC membership, but our members deserve the services that their dues pay for. It is impera�ve that the new YEU execu�ve con�nues to ensure that the North is not the forgoten 3rd cousin le� out in the cold.

Bargaining While bargaining is one of the things I love to be involved with, this has been the most frustra�ng �me, while being in the best posi�on to hold employers accountable, that I have ever witnessed. A�er the fall out from COVID most employers were le� understaffed and scrambling to hire people in a �me when there are so many op�ons available. Unionized workers had choices they have never had before. Private companies were snatching up people and offering substan�ally superior wages, companies were opening telework in a way that has never been done before, and people were leaving the North in droves. One must only look at the crisis in health care to understand the impact. Employers con�nued to offer subpar wages at a �me when infla�on was steadily increasing.

Going to Strike votes, or actual taking units out on strike became the norm and bargaining took on a whole new look. Nothing was easy in this cycle and only with the support of the membership and their convic�on to receive fair and equitable collec�ve agreements through poten�al strike ac�ons did we achieve what we did.

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Once again, I am very pleased that we were able to organize two new locals. Join me in welcoming Y048, Connec�ve and Y019 Queer Yukon Society.

2021 Resolu�ons Summary B1: By law 8 sec�on 2. This allowed more input from PSAC Equity commitees. Carried and implemented.

B2: By law sec�on 1 sub (a). structure of YEU execu�ve. Adding a member from communi�es. Passed and implemented.

B3: Local Liaison commitee. Passed and implemented.

G2: Paid local president posi�ons. Non-Concurrence.

G:3 Abolish strip searches in Youth Deten�on Facili�es. Defeated. Adopted at PSAC Na�onal Conven�on.

Work is in progress.

G:4 Explore op�ons for a new YEU building. Adopted. Work in progress.

G:5 Yukon Community Women’s shelters. Adopted. YG lobbying and suppor�ng Connec�ve in efforts to expand services and increase funding with the goal of combining all NGO’s in a united bargaining approach.

G:6 Text to 911. Adopted. Adopted at PSAC Na�onal conven�on. Work is in progress.

G:7 Vic�m Services Funding. Adopted. Adopted at PSAC Na�onal conven�on where it was subsequently tabled by the Na�onal Board of Directors.

G:8 End human trafficking. Adopted. Subsequently ruled non-concurrence by the PSAC General Resolu�ons commitee.

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Grievance Summary Report 2021-2023 Categories of Cases 2021 Other Staffing 130

Discipline

Employment

295

122

199

2021 CATEGORIES OF CASES Employment, 199

Other, 130

Discipline, 122

Staffing, 295

2022 Other

Staffing 97

Discipline

Employment

227

152

200

2022 CATEGORIES OF CASES Other, 97

Employment, 200

Staffing, 227

Discipline, 152

2023 Other

Staffing 38

Discipline

Employment

143

82

2023 CATEGORIES OF CASES Employment, 125

Other, 38

Staffing, 143 Discipline, 82

125

2022 Other Staffing Discipline Employment 97 227 # ##

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YEAR

TOTAL

2021-2023 Total Case Count (All Locals) INDIVIDUAL CASES GROUPPOLICY CASESCASES 2021 710 8 2022 636 8 2023 369 6 1715 22

2021 Categories of Cases Other Working Conditions Union Rights Other Health & Safety Total

44 3 66 17 130

Staffing Staffing – i.e. posting & Duty to Accommodate Employment Status Employment Security Employee Rights Classification & JDs Total

TOTAL 28 746 32 676 13 388 73 ###

2022 Categories of Cases Other Working Conditions Union Rights Other Health & Safety Total

43 1 32 21 97

96 123 26 11 21 18 295

Staffing Staffing – i.e. posting & process Duty to Accommodate Employment Status Employment Security Employee Rights Classification & JDs Total

75 104 16 3 9 20 227

Discipline Termination Discipline & Related Totals

7 115 122

Discipline Termination Discipline & Related Totals

13 139 152

Employment Pension & Benefits Pay, Allowances & Leave Hours of Work Totals

13 52 96 38 199

Employment Pension & Benefits Pay, Allowances & Premiums Leave Hours of Work Education & Related Totals

6 72 70 50 2 200

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2023 Categories of Cases Other Working Conditions Union Rights Other Health & Safety Total

23 3 5 7 38

Staffing Staffing – i.e. posting & Duty to Accommodate Employment Status Employment Security Employee Rights Classification & JDs Total

58 60 12 1 1 11 143

Discipline Termination Discipline & Related Totals

7 75 82

Employment Pension & Benefits Pay, Allowances & Leave Hours of Work Education & Related Totals

3 69 34 19 125

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Union Educa�on- Report to Conven�on

“Educa�on is the most powerful weapon which you can use to change the world.”

When Nelson Mandela said his famous quote, he was not referring to formal educa�on; rather this was a call for all of us to be knowledgeable about how the world works. At its best, union educa�on creates a space where members share their experiences as workers and learn from each other about building power in the workplace and in society.

The YEU union educa�on program expanded during this past mandate to include courses aimed at engaging the broader membership. The popular Know Your Pension for YG members generated a series called Know Your Rights offered over Zoom. Over 750 par�cipants joined the Member Educa�on courses during the past 2 years. This is a considerable reach into our 5,300-member strong Component.

In addi�on, we ini�ated the Local Organizer project which trained and supported Local Organizers to connect with their members around issues that are important to them.

We also piloted a new course for Member Facilitators. Par�cipants learned to facilitate local educa�onal events such as Welcome to Our Local and Top 10 Things to Know about Our Contract. These short informa�on sessions were specifically designed to engage members. Member Facilitators are now equipped to lead the contractual union orienta�on sessions for new employees in the workplace.

Working together with their local execu�ves, Local Organizers and Member Facilitators can accomplish a lot: get members to feel more posi�ve about and connected to their union; recruit members for shop steward, health and safety representa�ves and site contact roles; help to mobilize members around bargaining and workplace ac�ons.

With the high turnover in staffing in the Yukon, the need for union educa�on is high and constant. Over the past 2 years, we held 51 educa�onal events with a total of 918 union members par�cipa�ng. And we can do much more as workplaces issues such as crisis understaffing, bullying and mismanagement are worsening, and many workplaces do not have stewards and members are exhausted and disempowered.

On a posi�ve note, interest in unionism among young people especially and support for unions among the public hasn’t been this high in 50 years. By leveraging union educa�on and adop�ng an organizing approach to our work, we have the opportunity to convert this interest into ac�vism and strengthen grassroots solidarity.

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Education Event

Unionized Supervisors in the Workplace Welcome to Your Union Dealing with High Conflict Behaviours...

Should I Complain?

Local Organizer Should I Complain?

Virtual Shop Steward Round TableOperational Requirements Shop Steward Orientation (SSO) Welcome to Your Union Virtual Shop Steward Round Table-JLM New Local Orientation-y010 Know Your Pension- in person Know Your Pension YG New Executive Orientation-y045 Shop Steward Orientation New Local Orientation-y017 Welcome to Your Union Know Your Pension- YG Shop Steward Orientation Know Your Pension-Y025 Virtual Shop Steward Round Table- Bullying Local Organizing Welcome to Your Union Unionized Supervisors in the Workplace Making a Health and Safety Complaint Mentoring Shop Stewards Vicarious Trauma Understanding the Collective Agreement UCA Know Your Severance Welcome to Your Union Understanding the Collective Agreement UCA Virtual Shop Steward Round Table- Talking Union at Work Know Your Rights -YG Leaves Local Organizer Organizing for Power Organizing for Power Organizing for Power

Type of Event

Date

Attendance

Member Education Member Education HS Education Member Education Local Organizing Member Education

2021-10-15 2021-11-02 2021-11-17 2021-12-01 2022-01-25 2022-02-08

6 4 16 4 8 7

SS Education SS Education Member Education SS Education Local Development Member Education Member Education Local Development SS Education Local Development Member Education Member Education SS Education Member Education SS Education Local Organizing Member Education Member Education Member Education SS Education SS Education

2022-02-16 2021-06-09 2022-03-29 2022-05-18 2022-05-19 2022-05-25 2022-04-25 2022-05-31 2022-06-01 2022-06-17 2022-06-14 2022-08-31 2022-09-14 2022-09-26 2022-09-21 2022-09-07 2022-09-20 2022-09-28 2022-11-16 2022-10-05 2022-10-18

9 4 15 4 4 5 16 4 3 7 5 213 6 30 14 7 5 6 5 5 13

Member Education Member Education Member Education

2022-10-27 2022-11-02 2023-01-10

7 81 6

Member Education

2023-01-25

7

SS Education Member Education Local Organizing Local Organizing Local Organizing Local Organizing

2023-02-15 2023-02-01 2023-01-31 2023-02-15 2023-02-22 2023-03-01

8 25 5 4 4 4

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Organizing for Power Organizing for Power Organizing for Power New Local Executive Orientation Y046 Shop Steward Orientation Know Your Pension-YG Know Your Rights-YG Breaks, OT Member Facilitator Training Know Your Rights -YG Rest periods, Meal breaks and OT Know Your Severance-YG Know Your Rights- Acting Pay, Reclassification and JD Welcome to Your Union Union Education Day in Dawson Shop Steward Orientation

Local Organizing Local Organizing Local Organizing Local Development SS Education Member Education Member Education Member Facilitator

2023-03-08 2023-03-15 2023-03-22 2023-04-04 2023-03-01 2023-02-27 2023-03-29 2023-03-23-24

4 4 4 6 6 66 30 4

Member Education Member Education

2023-03-29 2023-04-13

33 100

Member Education Member Education Member Education SS Education

2023-04-24 2023-05-02 2023-05-17 2023-06-07

64 3 8 10 918

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YEU Executive Meetings Attendance Report November 2021 - September 2023

2021 Meeting (November and December) Steve Geick 2/2 Tony Thomas 2/2 Justin Lemphers 2/2 Michelle Parsons 2/2 Roberta Wurtak 2/2 Derek Yap 0/2 Teresa Acheson 1/2 Lisa Vollans Leduc 2/2 Jordan Laudon 2/2 Charlene Smith 2/2 Sherry Masters 2/2 Derrick Andersen 2/2 Leslie James 2/2 Julie Abel 0/2 Shawnna Boone 1/2

2023 Meetings (to September 2023) Steve Geick 9/9 Tony Thomas 9/9 Justin Lemphers 9/9 Derek Yap 6/9 Teresa Acheson 0/9 (YFL Elected) Lisa Vollans Leduc 9/9 Jordan Laudon 9/9 Sherry Masters 9/9 Julie Abel 7/9

2022 Meetings (June and August Postponed) Steve Geick 10/10 Thony Thomas 10/10 Justin Lemphers 10/10 Michelle Parsons 5/10 Roberta Wurtak 3/10 Derek Yap 9/10 Teresa Acheson 5/10 Derek Andersen 6/10 Leslie James 6/10 Julie Abel 7/10 Sherry Masters 10/10 Shawnna Boone 0/10 Lisa Vollans Leduc 8/10 Jordan Laudon 7/10

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YEU 10th TRIENNIAL CONVENTION 2023 Vice President Report Justin Lemphers

I’m writing this report on July 30, 2023. I won’t read it until the end of October. Turns out, I have a few things to talk about from the past year and a half.

I’ll start with bargaining. A big shout out to all Locals and members who completed bargaining! To those who are now in the process or about to get started – may the process be as smooth as possible. We heard from members that bargaining talks were the most challenging and uncivil in memory. Employers by and large were much more difficult than they had been in the past. Every bargaining improvement under these conditions is all the sweeter for the adversity brought by the employer. To everyone who had any involvement – be it on a bargaining team, on a picket line, sharing information with fellow members, doing desk drops – THANK YOU! All those efforts pay off and build solidarity.

Member services and the diversity of membership is the next thing I’ll address. We had a lot to learn from the still on-going pandemic about how we support our members. My prediction for October, when this is tabled, is that Covid is still present and likely beginning to surge again in the Yukon. How I’d love to be wrong!

The pandemic was an eye-opener in terms of just how diverse our membership is. By that I don’t mean different employers, I’m referring to differences in belief. This diversity was best represented in our membership newsletter, with *most* of the YEU Executive coming out in opposition to convoy occupations across Canada.

Most, but not all. Even on our Executive, there was a diversity of opinion, comfort and belief.

YEU staff as the frontline received both support and criticism for our stance on the pandemic. They were often at the receiving end of many political issues related to the pandemic. Members used whatever means of contact they could to praise or criticize YEU. This meant staff were often on the receiving end of communications that were harassing, bullying, and in some cases, hurtful and hateful.

It is with gratitude and respect that I acknowledge all the challenges faced by the staff at YEU. The last few years have been rough. Thank you for your work, professionalism, and dedication. Pandemic aside, my thanks to the staff for pulling together this convention. Without you, our work supporting the membership would be damn near impossible.

The YEU Executive, similar to YEU staff, had changes throughout the term. To those who stepped away, thank you for all you did. To those who are here with us at the conclusion, it’s been my pleasure to work with you. To those who will be standing for the next term, I have some advice. The best path to walk keeps people and what they need at the core of every decision.

Employer relationships, both administrative and political, will hopefully have the new Executive working with employers to walk a people-centric path. Too often, I hear from employers “our system isn’t designed that way”.

I’ll admit, it’s a trigger for me. Employers forget that they built systems to be accountable to people. A payroll system is to ensure people get paid appropriately. A health and safety system is to keep workers safe. Systems are a product of people and designed to serve their needs. Far too often, employers cede control to systems and give them more preference, resources, and support than individuals.

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Workers’ Safety and Compensation Board provides an example of how systems are sometimes prioritized over people. Throughout the last two years, I’ve worked with WSCB to improve the systems people rely on for health and safety. Part of this meant challenging WSCB on their understanding of the role YEU plays in workplace health and safety. We know from workers that there is a fear of reporting health and safety concerns. WSCB has also acknowledged the fear and agreed that many members won’t file incident reports or contact a safety representative. Those workers often come to us with their concerns and a request for anonymity. The challenge we faced from WSCB was their refusal to accept our concerns on behalf of workers, because their system wasn’t built that way.

As I write this, we have just met with WSCB and discussed how we can work together to support reporting by YEU on behalf of vulnerable workers. By the time we get to the Convention, I’m hoping this issue has been resolved. While this relationship continues to be challenging, it’s not without change and the possibility of making things better for people.

Yukon Human Rights Commission is another place we’ve been working on building relationships. Grievances are very complex issues and the potential intersections between YEU and YHRC are being recognized and established more frequently. A denial of leave may not, on the surface, appear to be a human rights issue. More and more frequently we’re finding that the reasons behind ‘straight-forward grievances’ are anything but.

Someone could be denied leave for a religious holiday, to celebrate a life event with their partner, or because their employer doesn’t think they possess enough English to communicate with clients. Unfortunately, these examples aren’t just theoretical.

During the last two years we have had several meetings with staff from Yukon Human Rights Commission. We continue to develop this relationship and look forward to expanding the training and education we provide to all members on the intersection between human rights and workplace rights.

The office for Yukon’s Ombud, Privacy and Health Commissioner and Public Interest Disclosure Commissioner is another place we have been busy building relationships with. Yes, that’s actually four offices under one roof.

Similar to YHRC, we’ve had staff from the Ombud’s office come and explain their functions and processes. It has been helpful for YEU staff to make these connections and learn how an issue might not merit a grievance but can be referred to the Ombud’s Office. Or, in some cases, a YEU grievance or complaint is pursued in step with the YHRC and the Ombud’s Office.

The end goal in these collaborative cases is always ‘how best can we help the person’. It is so refreshing and invigorating when we can collaborate on people-centric problem solving instead of fighting about which system is to be used! While we’re making improvements in these areas, we would be able to do so much more with legislative reform.

Reforming key Acts and Regulations is something I hope occupies a significant part of YEU’s political agenda in the lead up to the next territorial election. The Public Service Act trespasses on protected grounds in the Yukon Human Rights Act by explicitly excluding casual workers from unionizing. Casual employees are the most precarious workers in Yukon government’s workforce, and they carry a significant balance of the work of government. These workers deserves equal rights and protections to all other public service employees.

The Workers’ Safety and Compensation Act was recently amalgamated and yet there are still significant challenges within the legislation. This year happens to be the year of fire and flame for Canada and much of the

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world. There’s a growing body of evidence which shows just how dangerous wildland fires are, yet the workers who face the fires are not included in the list of professions for presumptive cancer risk.

The Ombuds Act, Access to Information and Protection of Privacy Act, Health Information and Privacy Management Act, and the Public Interest Disclosure of Wrongdoing Act all need more teeth. These bodies under the legislation can only make recommendations, they have no powers for compliance or correction, like orders or fines. This is a significant issue that has come to light because of conversations with the offices and troublesome ATIPP results.

A recent example of this is an ATIPP which revealed direction from the Yukon Public Service Commissioner to senior administrative YG staff to destroy records.

The Employment Standards Act also needs to be beefed up. The Employment Standards Board has a very narrow scope and currently only works for people in pursuit of pay disputes. Wrongful dismissal is not part of their mandate to hear under the legislation, which means that workers without the protection of a collective agreement have little support or protection.

These are just a sampling of both the pieces of legislation and the issues with them that I hope YEU carries forward into the next mandate.

In closing, my thanks go to everyone who is taking the time to read this. You, and every other member who can’t be at the convention, have my gratitude and respect. We may not agree on every issue, and we may have different beliefs and values. Our differences make us stronger as a collective and we, the union, are better for it.

Thank you for all that you do.

With respect, Justin �

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YEU 10TH TRIENNIAL CONVENTION 2023 Vice President of Communities Tony Thomas I respectfully present my report for the past two- year mandate as YEU Vice President of Communities.

Greetings to all the delegates attending the 2023 Yukon Employees Union Triennial Convention, I hope you enjoy your convention these next few days.

As with life, as you get older time seems to go by quickly and this cycle seemed to have whizzed right by only having a 2-year mandate we had to prioritize what the executive team thought was achievable during this term. Of course, there was the post covid apocalypse that we all came through but also all the myriad of issues that was happening with workers that still had to be settled and resolved. There was a lot of abuse by the employer either through not being compensated for work not paying workers acting pay for doing TA (temporary assignment) positions, unsafe work conditions and burn out were amongst the issues we were finding out 1-2 years later. So even though the covid shutdown had passed YEU is still dealing with the ramifications of the past.

The next all-encompassing issue was negotiating a new collective agreement with the Yukon Government. It was an exercise of endurance. I have sat on bargaining teams before this role.

I have to say the Yukon government were like soulless vampires sucking out the life of our members after our members went through 2 years of covid. It took a near strike for YG to be serious with their wage offer. In YG’s offer, not one of their 3-year offers even reached 2% a year. Can you believe that in today’s economy and rising inflation? Looking around the country this wasn’t uncommon, municipal, provincial/territorial and the federal government were also playing the same game walking to the edge of the cliff before they all came to a 11:59pm agreement to avoid a strike. In the meantime, after workers worked through the pandemic putting their health at risk along with their loved ones, the employer gave us all the middle finger saying, “Fuck you thanks” and offering its workers an extremely insulting offer of 1.8% in year 1 and the subsequent 2 years didn’t even come to 4% in total for the duration of the contract. The next move was to throw a bunch of money at the nurses but not acknowledging other departments that also worked through the pandemic and had to work in nursing stations and go into hospitals.

I was extremely pissed off when Steve, Justin, and our negotiator Erna Post and I did a bargaining tour around the territory and 2 separate zoom meetings to hear nurses say that they “don’t care about the electricians, truck drivers or property management workers”. I mean who plows the runway for a medivac, if you have heating issues, electrical issues, you’re calling property management to fix your building or Highways and Public works to keep our roads safe, to say these people don’t matter because they don’t hold a degree left me cold. In the end, we’re all one union and no one member is more or less important than anyone else. Solidarity isn’t just a word, it’s an equalizer.

And what did the nurses get in the end? Because they insisted on negotiating outside the bargaining table, they got bonuses, and they are fully taxed and it’s non-pensionable. Did the money solve the crisis like Minister McPhee said it would? Nope! Just look at all the health center closures throughout the Yukon. Next time, work with us to not only get the money, but to also get respect, safe working conditions, an end to working alone and everything else that we can bring to the table when we work together.

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When I spoke with members after the ratification, members told me that they were prepared to go on strike for better wages and I think the employer knew this and that’s why I think they reached out at the last minute came and back with something that we could take to our members.

So, thank you members for your extreme patience, we sincerely appreciate you and can’t thank you enough for standing by your bargaining team through an extremely acrimonious contract negotiation.

The irony is that Erna Post and I in the middle of YG bargaining were doing Watson Lake negotiations and, in a week, both sides walked away from the table with a deal that they were happy with and were able to take back to their respective sides for approval. It was a civil way to bargain. So, thank you Town of Watson Lake Mayor, council, and CAO Cam Lockwood.

Committees Education Committee, By-Laws and Resolution Committee Sat on a National Investigation Committee 2022 I have always felt just because you are elected it’s not one’s inherent right to hold on to a political seat forever. It hasn’t been a secret that I will not be seeking another term as Vice President of Communities.

I think its time for someone else to represent the communities and I’m excited to see the new vision and passion that the new Vice-President will bring to the position. I’m proud of the fact that during my last term we had 4 members from the communities sitting on our YEU executive for a total of 5 myself included. That’s pretty good I have to say. These 4 members were not window dressing at the table.

They brought ideas, passion, commitment, selflessness, and dedication to the members they represented, and I am very proud of them and wish them good luck in the future.

I wanted to say a sincere thank you to PSAC and YEU staff. A huge thank you for almost 20 years of your help and guidance through the years I cannot thank you enough for your help and friendship and patience lol. I without question will miss these people.

Steve and Justin, it was an absolute blast working with you and wishing you both good luck in your future endeavors. Justin, thank you for having the courage and tenacity to realize that the communities needed a voice and for that we the people in the communities are forever in your debt we thank you.

Forever in solidarity Vice-President of Communities Tony Thomas

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YEU 10th TRIENNIAL CONVENTION 2023 Director Report Sherry Masters I had a short speech when I was voted in for this term as Director. I said I would be there I will be present. I have been. From YEU executive meetings to conventions, conferences, councils, committees, strike perpetration, to walking the picket line in solidarity. I let the KVA know I and our members were not going to take any concessions. As a member of the bargaining team, we ushered in the best deal in over 20 years! I was at the YEU executive meetings for strike preparation. I went to a meeting in Dawson and was ready to help any way I could like I did for PSAC. I helped hand out strike supportive swag. I walked a picket line in NU, I rose my voice at the treasury board in Ottawa.

It was a very busy 2 years at YEU. More staff was hired in the office with YEU membership growing. I have enjoyed getting to know the staff in the office and their roles more in depth. More support for Shop Stewards was needed and YEU created a new position Shop Steward Advisor. As a member of the Education Committee, we have seen changes to Education as the membership has asked for. Short Zoom courses have been very popular, and more were developed and ran. Education went to Dawson for Education Day. We are getting a new building as we have outgrown our current building. I have to say watching YEU hold the government’s feet to the fire is the most exiting part of being on the executive.

I have been very involved in the Union not only being on the YEU Executive. Here is a list of what I have been up to.

YEU Executive, YEU Education Committee Local Y018 President Chair PSAC Yukon Access Committee, Member of PSAC North Council, PSAC North Education Committee, Treasurer of Regional Women’s Committee and representative sitting on the Yukon Women’s Coalition, VP now Acting Chair Yukon Area Counsel, Member of Yukon Health and Safety Committee, PSAC National Human Rights Committee representing the North for ‘Access for people with disabilities.

Treasurer Yukon Federation for labor, was Trustee.

2021 YEU Convention, Yukon Federation of Labour Convention, PSAC National Convention, National Health and Safety Conference, National Women’s Conference, PSAC North Convention Elected to the Resolutions Committee for the National Equity Conference As Chair of Yukon Access Committee submitted 5 Resolutions to PSAC North Convention 4 passing and 1 passed unanimously. Also submitted 5 to National Equity Conference. And 4 to YEU Convention.

Thank you for the honour of being a YEU Director, Sherry Masters

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YEU 10TH TRIENNIAL CONVENTION 2023 Directors Report Julie Abel

YEU Execu�ve Report for the term of Execu�ve Director for Julie Abel-Manager/Territorial Agent Mayo Liquor Store The past few years have been very difficult for everyone due to COVID, skyrocke�ng gas, food and home prices, lack of housing, flooding, fires, uncertainty of strikes and the government pu�ng in mandatory COVID legisla�on. These things have majorly affected the union in posi�ve and nega�ve ways as they did our lives. On a posi�ve note, people are becoming more informed and voicing their opinions and concerns, which has helped the Execu�ve, Union Employees and Leadership learn a lot about our members and the direc�on they want their union to go. It has also created involvement with people who may not have necessarily been involved before COVID. I started as Sec-Treasurer in 2017 for my Local (Y034). I wanted to get involved and that posi�on is hard to fill for Locals, so I volunteered. I also became Shop Steward. I con�nued in that role un�l our president re�red in 2021. I then became local president. I ran for VP of communi�es in 2021. Instead, I was elected as a Director on the YEU Exec. I have atended two PSAC North Triennial Conven�ons, one CLC conven�on, two YEU conven�ons, one bargaining conven�on and the Pan-North Shop Steward School. I have taken union leadership courses through McMaster University on my own �me and plan to get a cer�ficate in labor studies through McMaster University. This is an amazing course where union members from across the country get together and discuss and learn about labour issues and solu�ons. I recommend anyone check it out.

I got involved in the union because I am an ac�vist at heart, and I also wanted to be informed on and have a say on where our union dues went. Part of my curiosity was the use of YEU paid employees their roles, and if these jobs were relevant and needed to run a successful union. When I got involved in the execu�ve. I quickly realized the paid posi�ons we have, LRA, admin, membership, and educa�on are all extremely important for us to be an effec�ve union. I joined the personnel commitee a couple years ago. For the 2023 conven�on we have put in resolu�ons to change some of the bylaws pertaining to the personnel commitee. Clarifying the roles and scope of the personnel commitee, leadership, and the Execu�ve Director in our hiring and opera�ons prac�ces, pertaining to personnel.

We added a new posi�on voted in last conven�on. Shop steward coordinator also a Senior LRA posi�on, the Shop Steward coordinator posi�on is an important role as support and reten�on for shop stewards.

As a shop steward there were �mes that I felt there could be more support from the YEU. I did have a great mentor Richard Wagner, a long �me YEU ac�vist, shop steward and government worker. I’m happy to say he is now an LRA. I feel we have a great team of LRA’s that all have different strengths that complement each other. While on the commitee we hired a couple of amazing LRA’s, one being a Labor Rela�ons lawyer. With COVID people started working from home and unfortunately the RCMP poached two of our LRA's including our young female lawyer. As her family was in B.C and they offered her a job she couldn't refuse working from home in BC. We have since replaced these LRA's. Two of our LRA's are on temporary assignment that came from in-house. One being our intake officer Becky Houston, and our

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new Shop Steward Coordinator John Deline. Ac�ng in John Deline’s posi�on Leslie James. A long-�me shop Steward has been hired on a term posi�on to fill in. YEU has had difficul�es finding an effec�ve, long-term Execu�ve Director. To mi�gate this and find a long-term professional Execu�ve Director we have changed the structure of the office a litle, to take some stress and work from the Execu�ve Director so they can focus on our vision. The structure change is YEU employees now have three mentors/supervisors from the different departments in YEU for support in day-to-day opera�ons who report to the execu�ve director. We hired an execu�ve director in December who decided a�er a couple months YEU employees union Execu�ve Director posi�on was not for him. He was there for short �me and therefore he did not receive severance. Currently we have Paty Ducharme a long �me PSAC union ac�vist who did terms as VP of PSAC. We are very grateful for her experience and �me as she was semire�red. This is temporary and we are currently working to replace her as she will re�re in October.

Being from Mayo as a Director on the Execu�ve I really try to advocate for the communi�es. I have joined a pilot project Lynn Pajot our educa�on officer has created, to have some YEU members become local organizers, to work on barriers and strategies to improve on reten�on of union ac�vist, shop steward and local execu�ves. I was designated the local organizer for communi�es.

The mandatory vaccine legisla�on for government workers put a real strain on our LRA's and union. As we couldn't grieve this, being legisla�on. We were the only province or territory to legislate it as mandatory. Part of what we did is try to work closely with individuals who had reasons medical, or religious opt out of the vaccine. This, as we all know, is a very controversial issue for the Union and all Yukoners. No mater your opinion on vaccines, nobody likes to have their health decisions made for them by the government.

One good thing that came out of COVID was the number of types of communica�ons and educa�on that can be done online. Zoom was a game changer, as much as I'm sure everyone is sick of it. I spoke to Ranj Pillaj and Kate White when they came to Mayo, about jobs that can be done from home should be decentralized from Whitehorse and offered in the communi�es also. He agreed wholly but I have not seen any changes yet. Kate said that she has been pu�ng pressure on the government for years to do this. Now with zoom and other communica�on methods and the fact it is proven it can be done as it was through COVID. I plan to really focus on this in the future. What I have seen is our membership is growing year a�er year and with the COVID burnout and the Yukon depending very much on volunteers to run we are really struggling to keep people involved in YEU. Without our members being involved we need to spend money on paid employees to keep up with the demand and func�on. Being on the execu�ve I see our YEU employees are very busy working hard to serve us. Our members who are involved are feeling overwhelmed with the amount of work that needs to be done. It is hard to work and take on a lot of du�es for our union, people get burnt out, frustrated, etcetera. Thus, the local organizers commitee was created.

On the posi�ve side, I see at conven�ons large groups of people who collec�vely really care about our workplaces and rights as humans. They are very passionate about making change and you can see that by the large amount of strike ac�ons happening in Canada. Ge�ng beter work condi�ons, wages, health and safety, flexibility, etcetera. It is very humbling and empowering to atend a conven�on to see all the amazing people volunteering their �me for the good of all. If you would like to be empowered or have some say on what happens I strongly suggest you get involved and atend a conven�on. At the most recent PSAC north conven�on in Iqaluit, for more than half of the atendees it was their first conven�on.

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We voted on the last conven�on to look at a new building. I was a litle weary about us spending money on this. A�er spending �me in the YEU office I can say this is sorely needed and is progressing nicely.

Seeing as we all own the YEU building we have quite an asset in a prime loca�on which will help greatly in the building of the new YEU building. PSAC North will also be spli�ng the cost with us.

Coming from private industry 10 years ago, I know the union structure, all the acronyms, how to be involved, and what the union does can be quite confusing. I have learned so much which has given me a great apprecia�on for our union and unions in general. One of my biggest sugges�ons is to lobby people to join their bargaining teams, commitees or conven�ons and put in resolu�ons.

I will be running for VP of communi�es and if I win, my goals for the term will be to guide and support old and new local execu�ves and fill the vacant posi�ons. I have ideas to make it easier to func�on and update our processes as a union structure. Wich, I feel is a litle outdated and would like to move to a more modern structure with processes and remove or change unnecessary processes, bylaws etc. This is a huge project and will take many years to change up to the top of the union ladder. Although we can make changes on a local level with changes to our bylaws.

I will focus on bringing jobs from Whitehorse to the communi�es as it has been proven through COVID that we can do these jobs from home. If people need office space instead of working from home, I plan to work on seeing that the government provide these spaces in the communi�es even if they are shared spaces throughout different departments and organiza�ons. I would like to work with the locals that are not government locals and find out what their needs are as Yukon government being the largest employer and the poten�al strike, I feel the smaller locals may feel they're not ge�ng the support they need and deserve.

I would like to unionize more places in the communi�es and educate people above about what being unionized means and the benefits. I want to do an awareness campaign, speaking to people one-on-one explaining the union structure and what it can do for them, and they can do for it. As there are many new people moving to the communi�es who may have come from private industry like me or never been involved, because they were not educated in what the union is. Any non-government locals I would like to work with and advocate ge�ng a deal like what the Yukon government has just setled. As a Shop Steward and Manager, I know the struggles and complica�ons of being a supervisor to fellow union members.

I was the Assistant Manager of the Mayo liquor store for almost six years and two years ago I became the manager. The demand on my �me has become much more which has made it difficult to balance union ac�vism and my job. I feel if I am voted in, I can make serious progress for us in the communi�es involving the union instead of trying to juggle it as a side job. At the Liquor Store in Mayo, I managed to get the O.K. from the Manager of Communi�es of the Liquor Corpora�on to have naloxone and fentanyl test kits available. Since then, I've had people come to me and tell me this has saved lives and told me about specific incidents. We have given out hundreds of naloxone kits in Mayo to date. I feel probably more than one in three people in Mayo have Naloxone kits at home. Now all public buildings in Mayo carry naloxone kits and fentanyl test kits. As of July, we're now going to be carrying these kits in all Liquor Stores across the Yukon. I feel this is a big win.

The best way to help our communi�es out is to educate yourself on the issues so when you go to the polls to vote for your poli�cal representa�ves you have an idea of what their priori�es are, and you can

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speak to your fellow community members about these issues. CBC North beat has been an invaluable resource for local northern knowledge. I recommend everyone watches to be aware of what is going on in your communi�es as we all suffer from a lot of the same struggles across the North. Yukon Employee’s Union members have a huge vo�ng power as we represent a large vote por�on of our vo�ng popula�on.

Together we are strong and do have a voice!

In the closing of this report there have been struggles in our union, and it is my personality to play the devil’s advocate and ques�on our ac�ons and make sure ALL members from ALL walks of life are represented. I thrive on challenging the status quo and ques�oning problems, people and procedures knowing there is much room for improvement in our lives and in our union. And with our President and Vice President of communi�es re�ring there will be growing pains. I would also like to thank our other directors and local execs. for the hard work they have put in over the years to beter all our lives.

Julie Anne Abel Manager Mayo Liquor Store/ Territorial Agency Shop Steward President of Local Y034 Director on YEU Execu�ve

Get mad, get educated, get involved!

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Yukon Employees’ Union 2021-2023 Term Report: Lisa Vollans-Leduc Table of Contents Introduction ............................................................................................................................. 1 Director, Equity Director, and Secretary .................................................................................... 1 Political Action Committee ............................................................................................................................ 3 Administration and Personnel Committee (APC)........................................................................................... 3 Local Engagement .......................................................................................................................................... 3 National Human Rights Committee (NHRC)................................................................................................... 4

Strategic Plan ........................................................................................................................... 4 Time ........................................................................................................................................ 5 PSAC North Convention ............................................................................................................ 5 National PSAC Triennial Convention – Embrace change if it is in the wind (opening)................... 6 In the workplace and in the community .................................................................................... 7 Health and Social Services (HSS) Joint Occupational Health and Safety (OH&S) Committee ........................ 7 Marsh Lake Local Advisory Council ................................................................................................................ 7

APPENDIX – Calendar of Activities ............................................................................................ 8

Introduction I respectfully acknowledge that I live, work, and learn within the traditional territory of the people of the Tagish Kwan, Carcross/Tagish First Nation, Kwanlin Dün First Nation, and Ta’an Kwäch’än Council. The YEU represents members across the land of 14 Yukon First Nations. I commit to advocating and actioning reconciliation through union activism, employment, and in my life.

Many thanks to Steve, Justin, Tony, Derek, Julie, Sherry, and Jordan for your commitment to the Yukon Employees’ Union (YEU) and everything you bring to the table. I also want to thank Roberta, Derrick, Teresa, and Leslie – I appreciate the time you were able to share with us at the table. It was an honour to work together. We accomplished a lot in a short time. Additionally, I have so much gratitude for the work of YEU staff; you do so much, thank you.

Director, Equity Director, and Secretary I am a proud member of Local Y010 through a temporary assignment (TA) with the Department of Education as a policy analyst. Before this, I was with Yukon Government Human Services, Local Y017.

I worked in a TA as an issues management analyst with the deputy ministers’ office from April 2019 to September 2022. My substantive position is front-line Youth Service Worker at the Young Offenders’ Facility (May 2003 to April 2019).

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In October 2021, I was elected to a director position for YEU after a more than four-year hiatus.

Following a workplace injury in winter 2016-17, I resigned all union positions I held. Going through an injury on duty claim with Workers’ Compensation was an amazing learning experience. It is incredible the amount of self-advocacy that is required to get the services we are entitled to.

The time away from union volunteering allowed me to learn the language of government and gain a good understanding of the processes in place for legislative and policy changes.

Like much of the Yukon, my community experienced flooding in 2021 and 2022, and in 2023 my family had to deal with a fire close to home. My appreciation goes out to emergency services, volunteer fire crews and quick-to-respond neighbours (at 1:35 in the morning on a Wednesday).

I am an active member of the executive. Although elected to one of six director positions, I took on the role of Component Equity Director (October 2022) and Secretary (May 2023). Additionally, when an opening presented on the Administration and Personnel Committee (APC), I jumped at it. As soon as the community laundry night was slated to begin again, I was happy to be able to volunteer my time.

Please see Appendix for a calendar of activities.

YEU’s executive met regularly. We passed numerous motions like, supporting member hardship funding requests, supporting community organizations and events, dues harmonization, and more. I am so proud to have worked alongside all members of the executive. Although we didn’t always see eye-to-eye we carried on to the next meeting and held the membership at the centre of our decision-making. Everyone at that table worked hard for the membership!

Equity Director is an amazing position on our executive team, and it comes with a seat on the PSAC National Human Rights Committee (NHRC). If you can, please consider putting your name forward.

The learning is invaluable, and the networking opportunities have led to long lasting friendships.

During previous terms on the executive, I was in the same role. It truly centres the work that I do in a good way.

The role of the secretary is a big job and one that I hesitated to volunteer for because I knew it would mean added hours of volunteer time each month. When I consider the other community volunteer commitments I have (with the LAC, community laundry night, APC, Local and member outreach, family, and full-time work) these additional hours mean I must sacrifice time spent on other things.

This quote attributed to Banksy, “If you get tired, learn to rest, not to quit” resonates loudly.

Working Monday to Friday (9 to 5) as a permanent employee has allowed me to volunteer for our union and maintain a healthier work/life balance. When I was volunteering with our union until 2017, I was working in a shift pattern of four on/five off. I frequently attended meetings before and after night shifts. I would come to town on my days off to attend meetings too. It was a lot.

My stance on issues is never left to wonder. I ask questions, listen to member perspectives, and my focus remains on inclusion, membership engagement, transparency, and accountability.

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Political Action Committee When this term started, I thought chairing the new Political Action sub-Committee was where I would find my niche. Sherry, Justin and I did some good work together. We initiated and explored ideas while supporting each other to further develop actions around causes we wanted to bring into public discourse.

One action we took was writing an article to speak out against the occupation of downtown Ottawa for the YEU Newsletter. The article reviewed and supported by many members of the executive. I heard valuable feedback. People were pleased that our union expressed an opinion and took a stance. Not all members agreed and that’s great – we are not a monolith.

The time required to do the work of this committee in addition to my full-time job, LAC councillor commitment, and my family, was not something I could sustain. All work for this committee was happening on my personal time. It was also apparent to me that there were gaps in other areas of our union, and I wanted to focus my attention elsewhere and maintain a good balance in my life. I stepped down from the PAC committee and waited for another opportunity to present – enter the APC. Administration and Personnel Committee (APC) During my time on the APC, we accomplished and learned a lot together. Julie, Steve, and I met many times because we needed to get recruitment efforts underway for a few YEU staff positions.

We reviewed and edited job postings, screened resumes, and interviewed candidates. We all dedicated many hours to this endeavour.

I am confident that every bit of advice I provide to the APC is based outreach with QTBIPOC (queer, trans, Black, Indigenous, and racialized) workers and activists. I also reflect and incorporate the training provided to me by the Public Service Alliance of Canada (PSAC) and YEU over the past nearly 20 years. As well as incorporating my many years as an equity representative for the component and for 2SLGBTQIA+ (Two-Spirit, lesbian, gay, bisexual, trans, queer/questioning, intersex, asexual, plus) workers. Inclusion and access are always front of mind.

Inclusion in the workplace should be a priority for the strength of any organization. So much so, that even the Government of Yukon directs its policy teams to apply a GIDA+ (gender inclusive diversity analysis plus) lens to all policy/legislative recommendations. The PSAC has expanded on the federal government’s version of this training and offers it to its leaders. Intersectional Gender Based Analysis (IGBA) is a valuable course and if you ever get the opportunity to take it, do so and let’s talk about how we can action what we have learned.

During my time on the APC, there were a few hires (ED, SLRA, LRA). This experience stretched me in ways I was not anticipating. It’s good to stretch.

Local Engagement At the beginning of this term, I was a member of Local Y017. In September 2022, I moved over to Local Y010.

I am so happy that Y017 has a paid President! This idea has been floating around for many years.

Previous presidents of the local started the conversation to increase local dues to accommodate a

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paid position. Thank you, Darcy, and executive for continuing the conversation and making it happen!

When I moved over to Local Y010, they were discussing the potential of a paid President position and truly engaged in meaningful conversations with its membership. I offered and provided any support requested by the local. I am grateful for the opportunity to chair their successful AGM in May 2023 and to participate in their Special General Meeting this past June. I met a lot of activists and felt immediately at home with my temporary local . Thank you to the executive and members for welcoming me.

I am once again a shop steward. During employer team meetings, we have a standing ‘union update’ agenda item that I speak to. It’s also nice to be in the same building as the Lisa! Thank you and the whole executive for sharing your expertise and welcoming me. Your commitment to our union is inspiring.

I also made a point of reaching out to all other Local executive teams listed on the YEU.ca website. I spent time with a few of you (after work walks, lunch time jaunts, texting, emailing, phone calls, and iced coffee) and am better for it.

National Human Rights Committee (NHRC) In November 2022, at the NHRC meeting we received IGBA training. We also discussed progressive collective bargaining ideas, recent human rights’ legal decisions that could benefit our membership, and reproductive justice.

It was during this meeting where my passion for union activism was reignited. This venue was part of my role with YEU for many years – beginning in approximately 2006 with the then called, Equal Opportunities Committee. The education and networking opportunities are incredible. I always bring back the learning and apply it to my union work and to my workplace.

One initiative I proposed to the YEU executive following the NHRC meeting was for each of us to bring a “land acknowledgement” act of reconciliation to the table. This action is something that my employer has its policy team do for each biweekly team meeting. The NHRC meeting reinforced/reminded me that I have autonomy in what I bring to the board. With the “spirit” of activism and advocacy once again inspired, I finally felt at home.

Strategic Plan Although I was unable to participate in the strategic planning session in June 2022, I reviewed the report put together by, Strategic Moves. Reflecting on the four goals identified in the action plan: •

Relevance: Build the public profile and reputation of YEU o Many of the action items from the plan are directly related to communications.

Where I was able to, I would share YEU initiatives (i.e., community laundry night) through social media and in my workplace. I also encouraged my colleagues and other Yukon government workers to attend bargaining update meetings and vote. o Another aspect of this goal is educating the members and communicating using plain language for it is accessible for everyone. I took time to inform members of

37

•

•

•

union opportunities and to help understand processes (i.e., convention rules, resolution writing, system navigation). I learned so much.

Rights and Representation: Protect workers’ rights and effective representation. o Training and supporting shop stewards. There was a two-day YEU training scheduled, and I was able to speak to the participants about my years of experience as a steward. o Another aspect of this goal is encouraging Local member input to identify priorities for negotiations and simplifying the process for input, vetting, and reporting back.

Supporting member interest in simplifying this process could be achieved through prioritizing resolutions ruled in order that may be submitted for consideration.

Engagement: Increase member engagement by building the profile and reputation of YEU among workers it represents. o Examining how to decolonize union structures and create the space to increase Indigenous involvement in union activities. Together with the chair of the Yukon Indigenous People’s Circle, we drafted a resolution requesting for an Indigenous worker direction position be added to the YEU executive and the executive council.

Additionally, I presented a motion for the executive to commit funds for Inspire Reconciliation Potential (IRP) to provide a workshop for our union.

Capacity: Increasing strategic capacity and effectiveness. o Lobby Government of Yukon on legislative and regulatory changes and policies related to reconciliation, equity, diversity, and inclusion as well as climate policy.

Through my policy positions with Yukon government, I would make sure to include advice to officials with reconciliation, equity, diversity, and inclusion at front of mind. My role on the LAC allowed me to lobby for climate related policy changes.

Time All this work takes time. Fortunately, we can submit union leave with pay requests when scheduled union meetings occur during the workday. Covering October 2021 to July 2023, I received approximately 93 hours of pay for YEU related leave (i.e., executive and APC meetings). Additionally, I have received approximately 170 hours of union leave with pay from PSAC North and PSAC National (i.e., conventions and committee meetings). Any union work conducted outside of the regular schedule is unpaid volunteer time. This includes any correspondence through email/text/phone regardless of the time, meeting up with members, community laundry night, and additional work such as preparing meeting minutes, drafting and editing resolutions, and preparing written reports (i.e., this one you’re reading now).

PSAC North Convention Convention was held May 25-28, 2023, in Iqaluit, Nunavut. I was a member of the convention finance committee. We had to review North Region finances and present a budget to convention.

The committee met over email and virtually. During this time, a request was made to get more detailed financial reporting by both me and the committee Chair, Josee-Anne Spirito.

We received our requested information and were then able to present a more fulsome financial report to the delegation. The proposed budget passed, albeit with the criticism that there were no

38

audited financial statements. This is not the responsibility of the convention committee to ensure audited statements are completed in a timely manner prior to convention.

I spoke to general resolutions and encouraged others to engage in the process as well. The ongoing demand for gender inclusive language use in PSAC bylaws and communication was carried forward by young queer activists. This builds on action from previous PSAC North and National conventions.

During the Pride caucus (a meeting of delegates who self-identify as 2SLGBTQIA+), we explored how to address this systemic issue.

In 2021, me and numerous delegates collaborated to pen a letter to the National President and the National Executive Vice President requesting, “… that our leadership commit to gender neutral language in the spirit of solidary”. The response from PSAC National President was quoted by the young queer activist and the President reinforced the need for regions to have consistent nongendering language throughout their bylaws. This was part of a commitment made in 2018 GEN-100 resolution of record.

From the response letter, “PSAC’s leadership is committed to full inclusivity and a space free of harassment and discrimination for all members at PSAC events. PSAC must do better and, will do better.”

National PSAC Triennial Convention – Embrace change if it is in the wind (opening) Triennial was held virtually from May 24 to June 3, 2022. I had to opportunity to be a member of the General Resolutions committee. Our committee had 134 resolutions to review, debate, and prioritize. One resolution I instigated was met with concurrence by committee and with no cost associated it is now with the National Board of Directors (NBoD) and is being actioned.

GEN-26 ABOLISH STRIP SEARCHES IN YOUTH DETENTION FACILITIES BE IT RESOLVED THAT PSAC demand all territories and provinces cease the practice of strip searches in youth ‘jails’ immediately, and demand that the federal government will abolish the practice of strip searches in all facilities where youth are held by virtue of the Youth Criminal Justice Act. Although a year has since passed since the resolution was met with concurrence, I am hopeful that the NBoD will demand the federal government end this practice soon if it has not yet already done so. Many teenagers who are criminalized and placed in detention have experienced abuse at the hands of adults. This type of “security measure”, in my opinion is government sanctioned abuse – the youth and staff that are required to conduct the searches as part of their job.

YEU brought forward additional resolutions that were sent to NBoD for consideration.

• • •

GEN-44 TEXT TO 9-1-1 IMPLEMENTATION FOR NORTHERN TERRITORIES GEN-70 VICTIM SERVICES FUNDING GEN-68 END HUMAN TRAFFICKING The committee voted non-concurrence. The rationale from the committee reads, “The resolution calls for PSAC to educate employers on human trafficking and this action is outside the scope of the union.

The committee noted it is difficult to identify victims of human trafficking.”

39

In the workplace and in the community Health and Social Services (HSS) Joint Occupational Health and Safety (OH&S) Committee I was an active participant on the HSS Joint OH&S committee prior to becoming a director for YEU. I joined this committee to get back into worker advocacy on the employer’s time. I found this to be a good education in an area that was outside of my YEU/PSAC volunteer commitments previously. I missed March 2022 and April 2022 meetings because preparing for the spring sitting of the Legislative Assembly took priority for most members.

At this same time, YEU leadership were working to have an employee union representative on the committee. Seeing that I was already a member of the joint committee, I expressed my interest in taking on the role officially. I was establishing a positive working relationship with HSS and exploring how to hold the employer accountable at this table.

Marsh Lake Local Advisory Council In October 2021, my term on the Marsh Lake Local Advisory Council (LAC) began. The committee meets monthly, and I have attended nearly all meetings. This turned out to be a busy position and an amazing learning opportunity. The MLA for Southern Lakes attends nearly all meetings which means, I am communicating directly with a government minister and gaining experience working together towards community solutions.

We established a water committee to focus on flood mitigation and community engagement and consultation. The water committee is comprised of community members. This set up allowed for the LAC to stay arms’ length and allow a truly community led group to conduct their work. Part of my role was to support the Chair of the committee with information sharing, community building, and drafting letters to government officials.

Additionally, I was part of a citizens’ committee comprised of two additional ward constituents. We convened to meet with Yukon Energy Corporation leadership and members of their advisory team to advocate for our neighbourhood regarding flooding on our peninsula. We asked pointed questions and were able to successfully have our concerns addressed. With the establishment of the water committee, I was able to step away from the citizen’s committee.

40

APPENDIX – Calendar of Activities YYYY MM DD 2023 08 17

2023 08 05 2023 08 01 2023 07 30 2023 07 26 2023 07 19 2023 07 15 2023 07 14 2023 07 06

2023 06 19 2023 06 16 2023 06 15 2023 06 14 2023 06 13 2023 06 13 2023 06 13 2023 06 12 2023 06 11 2023 06 09 2023 06 07 2023 06 10 2023 06 08 2023 06 07

2023 06 06 2023 06 04 2023 06 02 2023 05 30 2023 05 25-28 2023 05 16 2023 05 16 2023 05 15

Calendar of Activities Full day executive meeting (this report is due July 30, there will be updates and additional information speak to).

Report submitted, resolutions updated/drafted, request for wellness room layout changes in the draft sketches, update YEU triennial applications (Indigenous option and update young worker to age 35), follow up on Motion for IRP presentation.

Vacation: 2023 03-11 August Pride parade and pancake picnic (sponsored by YEU) Breakfast meeting with ED and VP (on personal time) Full day dedicated to drafting this report and member communications Member outreach and resolution review Vacation: Yukon camping 2023 19-25 July Full day dedicated to resolution writing, editing, and other YEU work.

Draft minutes and review/edit resolutions Local Advisory Council (LAC) Marsh Lake – Water Committee community recommendations on Stantec report. Follow up casework draft to support the committee’s recommendation.

YEU half-day Report Submitted, resolutions updated. Motion – IRP workshop/presentation.

IRP motion passes.

Vacation: Yukon camping 2023 21 June to 03 July PSAC North Regional Hardship committee meeting Administration and Personnel Committee (APC) meeting Local outreach LAC Marsh Lake Laundry Project Local Y010 drop-in Member outreach Member outreach Email to IRP to ask about their fees and interest for a potential presentation to YEU. Motion for executive to consider and it passes.

Member outreach Member outreach YEU draft bylaw resolutions YEU secretary draft meeting minutes YEU all day executive meeting Report submitted and spoke to the NDP convention, laundry day, thanks bargaining committee, bargaining and alternates being brought in or not, and PSAC north convention. Motion – hardship funding request.

Local Y010 Special General Meeting – delegate selection Federal and Territorial NDP Convention Inspire Reconciliation Potential (IRP presentation) APC meeting Ratification meeting PSAC North 9th Triennial Convention – Iqaluit Chair Local Y010 AGM – all executive positions filled APC meeting Received the torch of minute-taking. Templates required updating.

41

2023 05 12 2023 05 10 2023 05 09 2023 05 04 2023 05 02 2023 04 28 2023 04 13 2023 04 13 2023 04 12 2023 04 12 2023 04 11 2023 04 04 2023 04 03 2023 03 29 2023 03 29 2023 03 28 2023 03 09 2023 03 08 2023 03 07 2023 02 17 2023 02 16

2023 02 08 2023 01 31 2023 01 23

2023 01 11 2022 12 15 2022 12 14 2022 12 09 2022 12 08

Finance Committee (PSAC North) LAC Laundry Project YEU Executive Meeting Volunteered to be secretary APC meeting Day of Mourning ceremony (Yukon Federation of Labour) Meeting with Yukon Energy Corporation YEU Executive Meeting Reported on laundry day, equity conference call out, personnel committee accountability, and local outreach.

Pension training LAC (plus 18 April – 01 May email and casework drafting) Laundry Project Labour Relations Advisor (LRA) interview round two LRA interview round two Water Committee Army Beach peninsula LRA interviews round one LRA interviews round one YEU executive meeting Verbal update (laundry project, noted PSAC National hiring a ‘human rights’ related position, and Medical Assistance in Dying).

LAC meeting Laundry Project APC meeting YEU executive meeting – all day Report and note that YEU hiring should be held to the same standard as we expect from employers. Laundry project update. Joined YEU convention Finance committee.

LAC Meeting Stantec report presentation Marsh Lake YEU Special Convention – re: land for new building Delegates brought up concerns re: no bus stop at the new building location and cyclist safety. Although concerns were brought forward, all delegates were in favour of the land acquisition.

LAC – rural road management focused meeting Vacation: Montreal and Windsor Dec 15-30 APC (ED) APC (ED) APC (ED) YEU executive meeting Shared memo re: NHRC and pointed notes on the Horrocks’ decision and Weilgosh v London District Catholic School Board (re: the human rights commission and tribunal AND collective agreement dealing with these disputes).

Turns out both should have concurrent jurisdiction. Also submitted a report – IGBA; the “problem woman of colour”; brought forward a request for the executive to bring a “land acknowledgement” to the table (not just the rhetoric, but an action).

42

2022 12 07 2022 12 02 2022 12 01 2022 11 29 2022 11 23 2022 11 21 2022 11 10 2022 11 8-9 2022 10 13 2022 10 12 2022 10 12 2022 09 23 2022 09 16 2022 09 14 2022 09 08

2022 08 10 2022 07 14

2022 07 13 2022 06 14-17 2022 06 13 2022 06 04 2022 05 24 to 2022 06 03 2022 05 12

2022 05 12 2022 05 05 2022 05 04 2022 04 21

Yukon Energy Corporation (YEC): Marsh Lake meeting facilitated by Inspire Reconciliation Potential (IRP) APC hiring panel ED shortlist YEC meeting Preparation for YEC and citizen’s committee meeting APC meeting Meeting with Community Services community advisor Follow up reporting to National Human Rights’ Committee YEU executive meeting Regrets – On travel status from NHRC meeting in Ottawa PSAC NHRC meetings in Ottawa YEU executive meeting and APC meeting Attended. Accepted equity director position.

LAC Marsh Lake – Minister of Community Services attends YEU bargaining update APC meeting – preparing for job postings APC meeting – preparing for job postings LAC Marsh Lake YEU executive meeting No written report. Spoke about CULE and potential strike action by PSAC regional office staff in Whitehorse.

Motion – honorarium for executive meetings on personal time.

Started a new job with the Department of Education.

LAC Marsh Lake YEU executive meeting No written report. Brief verbal update.

Motion – dues harmonization.

Motion – no to including standby and shift premium.

LAC March Lake YEU Strategic Planning (On vacation leave, reviewed summaries available online) PSAC National panel on decolonization and labour Review of PSAC National Convention PSAC National Convention – weekend off North caucus (May 25) Pride and Access caucus meetings (May 24) YEU executive meeting. I did not attend because there was a flood update meeting with Yukon Housing Corporation, Yukon Energy Corporation, and updates from Emergency Measures Organization and Highways and Public Works.

I did follow up with the call out for interest in being the employee union representative on the Joint HSS Occupations Health and Safety Committee.

Flood meeting Joint OH&S Committee - HSS LAC Marsh Lake YEU executive meeting It is possible to speak truth to power respectfully. I think it’s the responsibility of elected executive members to engage members and activists.

43

2022 04 13 2022 03 31 2022 03 23 2022 03 5-16 2022 03 10 2022 03 09 2022 02 19 2022 02 17 2022 02 14 2022 02 10 2022 02 09 2022 02 07 2022 02 03 2022 01 28-31 2022 01 13

2022 01 12 2022 01 10 2022 01 06 2021 12 05 2021 12 08 2021 12 7-8

2021 12 02 2021 11 18 2021 11 04 2021 10 27-29 2021 10 07

Preconvention PSAC National general resolutions committee, ML LAC and Public Lands’ Act discussion, case work regarding EMS and Marsh Lake (removal of medical travel for ML residents), and YEU PAC update.

LAC Marsh Lake Flood meeting Political Action Committee (PAC) meeting PSAC National pre-convention bylaws resolution committee meeting – prioritizing resolutions YEU executive meeting Russia invading Ukraine and fear of grain prices skyrocketing, newsletter article against the convoy occupation in Ottawa, and pre-convention meetings.

LAC Marsh Lake NDP Fed and Territorial AGM (vice-chair) NDP AGM preparation PAC meeting and email with executive for newsletter inclusion YEU executive meeting Snow, convoy, LAC Marsh Lake, and Joint Occupational Health & Safety committee meeting at Health and Social Services H-1 location.

LAC meeting PAC, guest Dr. Benoit Turcotte Joint OH&S Committee - HSS Flood committee meeting and community outreach: Marsh Lake YEU executive meeting Federal Agreement-in-Principle for $40 billion on compensation and long-term reform of First Nations child and family services and Jordan’s Principle, Political Action Committee report.

LAC Marsh Lake PAC Joint OH&S Committee – HSS Queer Yukon Society AGM LAC Marsh Lake YEU two-day executive meeting Polytechnique remembrance, supporting front line health care workers as they experience harassment and violence in the workplace, encouraging all who can to get a prescription for nasal naloxone.

Training: Lynne Pajot provided an orientation training on Anti-Oppression.

Joint OH&S Meeting – HSS YEU executive meeting Commitment to the executive, publicly accounting for my view on the policy grievance filed against Government of Yukon and its vaccine mandate.

Joint OH&S Committee – HSS YEU Triennial Convention – My first time back at a YEU convention after missing 2017. Nominated and elected for a director position during the first round.

Joint OH&S Committee – HSS

44

YEU 10TH TRIENNIAL CONVENTION 2023 Youth Director’s Report Jordan Laudon My name is Jordan Laudon, and I was acclaimed as the Youth Director on the Executive Board of the Yukon Employees’ Union in the fall of 2021. I joined the executive of the YEU to better understand the Yukon Employees Union, and to learn how to better represent my peers in my local chapter (Diamond Tooth Gertie’s, chapter Y018).

I was elected Chief Shop Steward of local Y018 in 2017, and Vice President in 2019. I continue to serve as Vice President in my local to this day. Our executive shepherded Diamond Tooth Gertie’s through big successful years before COVID, the hard times during the pandemic, and helped usher in a major resurgence during the last two years in Dawson City. We re-established the defunct Joint Labour Management Meetings, as well as the Health & Safety Committee. With the support of my local executive, I have taken the lead in two separate contract negotiations with our employer, the Klondike Visitor’s Association. Under the leadership of our executive, we made material changes to the wage scales, sick leave, and protected employees unable to return to Dawson during the pandemic. In my capacity as a shop steward, and as V.P., I have sat in on countless disciplinary meetings and butted heads with management on several occasions. I have personally identified several unfair labour practices in my local that have been rectified with management over the last few years.

When I was acclaimed as the YEU Youth Director, I was the only delegate in attendance who was eligible and willing to serve. The Youth Director’s position is reserved only for applicants 35 and under, traits which few convention delegates possess. The Yukon Employees Union has had difficulties engaging our younger members for years; a problem which continues to this day. I have aspired to make material changes to the union’s education, outreach, and bursary programs to encourage engagement among all membership, particularly younger Yukoners.

In my capacity as the Youth Director of the YEU, I took chairmanship of the Education Subcommittee in the spring of 2022. As part of this role, I also assumed control of the bursary program for the duration of my term on the YEU executive. Prior to these metrics, the awarding of our bursaries had appeared largely arbitrary. I believe the YEU is better served by clear and specific guidelines under which to assess our bursary program. In consultation with the other members of the education committee, we set a fair and objective grading rubric for assessing bursary applicants in 2022 and 2023.

The bursary program, which currently offers nine scholarships of $1000 per year, has not been updated in over thirty years. The priorities and financial needs of our community have developed in the interim. If we want to engage our membership and Yukoners at large, we must meet people where they are. I have proposed a substantial overhaul of our bursary program. Delegates will see in our triennial resolutions that I have proposed a vastly different vision of the bursary program for the future. The education committee is proposing a large increase in both the number of annual bursaries and the value of said bursary. As part of our proposal, we are seeking to engage with all Yukoners, particularly with members of our community who are most often marginalized. The YEU has an opportunity to engage and connect with our youngest members, and the bursary program is a golden opportunity to do so.

I benefitted greatly from several scholarships and bursaries in both my undergraduate and graduate degrees. The Yukon Grant was the difference between finishing my graduate degree and being forced to delay my education. The budget for the bursary program is miniscule in the YEU’s total budget, but it is

45

an opportunity to support our most ambitious Yukoners, and to demonstrate the collective values of the YEU. For these reasons, I am advocating for a portion of our bursaries to be tied to specific marginalized groups. I will never forget the bursaries that allowed me to navigate my education. The Yukoners who benefit from our bursary program will be left with a profound impression of the YEU, as well.

To engage our existing membership, however, continuing union education has been one of our most useful avenues. The education subcommittee has been engaging and advising the YEU staff on what type of information and education best serve the membership. Working closely with Lynne Pajot, the YEU’s education offer, we have seen substantial increases in membership engagement in Whitehorse and the communities via our zoom workshops around Yukon Government pension programs and benefits programs. We have endeavored to make these programs more frequent and advertised more frequently to serve our membership.

We have also been developing programs specific to our many smaller communities, such as Pelly Crossing, Carmack’s, Watson Lake, Beaver Creek, Destruction Bay, Dawson City, Haines Junction, Carcross, and the many work camps spread between the communities. While the distance remains a limiting factor, continued engagement with members and local executives remains paramount. Community days in Watson Lake and Dawson City have been developed and executed in the 2023 season, with varying degrees of engagement. In my two years in this position, we have learned several lessons on how to engage and educate our members, and we continuously strive to perform more effectively for our members. The development of these programs has been the current focus of my work both as the YEU Education Committee Chair, and integral to my aspirations of the continued development of the YEU at large.

It has been an honor serving this term; It is my hope that I continue to learn and grow alongside this union for many years to come.

Jordan Laudon

46

47

Passed in 2021 2023-2024 Revenue Projected Membership Dues Expenses Amoritization Bank Charges Communications Convention Donations Equipment Facility Services Insurance Supplies Campaigns x3 Registration Fees Travel-All Wages & Benefits Total

2024-2025

$

3,123,560.00 $

$ $ $ $ $ $ $ $ $ $

20,000.00 3,200.00 98,220.00 60,000.00 36,500.00 20,000.00 196,500.00 75,000.00 17,300.00 27,000.00

2025-2026

2026-2027

4,077,386.00 $

4,221,222.00 $

4,289,205.00

$ $ $

$ $ $ $ $ $ $ $ $ $ $ 3,000.00 $ 117,000.00 $ 2,449,840.00 $

20,000.00 3,500.00 156,000.00 60,000.00 62,000.00 50,000.00 197,000.00 115,000.00 23,000.00 55,000.00 30,000.00 3,000.00 117,000.00 3,185,886.00

20,000.00 3,500.00 156,000.00 60,000.00 62,000.00 30,000.00 227,000.00 115,000.00 23,000.00 55,000.00 30,000.00 3,000.00 117,000.00 3,319,722.00

$ $ $ $ $ $ $ $ $ $ $ $ $ $

20,000.00 3,500.00 156,000.00 60,000.00 62,000.00 30,000.00 182,000.00 115,000.00 23,000.00 55,000.00 30,000.00 3,000.00 117,000.00 3,432,605.00

$

3,123,560.00 $

4,077,386.00 $

4,221,222.00 $

4,289,105.00

$ $ $ $ $ $ $ $ $ $ $ $ $ $

48

YUKON EMPLOYEES UNION Whitehorse, YT

FINANCIAL STATEMENTS For the year ended March 31, 2022

Draft - April 20, 2022

49

TABLE OF CONTENTS Page

Management's Responsibility for Reporting

Independent Auditor's Report

Statement of Financial Position

1

Statement of Operations

2

Statement of Changes in Net Assets

3

Statement of Cash Flows

4

Notes to the Financial Statements

5 - 13

Schedule of Project Grant

Schedule of Government Of Canada Wage Subsidy

Draft - April 20, 2022

50

MANAGEMENT'S RESPONSIBILITY FOR REPORTING The accompanying financial statements have been prepared by management, which is responsible for the reliability, integrity and objectivity of the information provided. They have been prepared in accordance with Canadian accounting standards for not-for-profit organizations. Where necessary the statements include amounts that are based on informed judgements and estimates by management, giving appropriate consideration to reasonable limits of materiality.

In discharging its responsibility for the integrity and fairness of the financial statements and for the accounting systems from which they are derived, management maintains the necessary system of internal controls designed to provide assurance that transactions are authorized, assets are safeguarded and proper records are maintained. These controls include quality standards in hiring and training employees, written policies and procedures manuals, and accountability for performance within appropriate and well-defined areas of responsibility. The Board's management recognizes its responsibility for conducting the Board's affairs in accordance with the requirements of applicable laws and sound business principles, and for maintaining standards of conduct that are appropriate.

Avery Cooper & Co. Ltd., Chartered Professional Accountants annually provides an independent, objective audit for the purpose of expressing an opinion on the financial statements in accordance with Canadian generally accepted auditing standards.

Executive Director April 21, 2022

51

INDEPENDENT AUDITOR'S REPORT To the Members of Yukon Employees Union Opinion We have audited the financial statements of Yukon Employees Union (the "Union"), which comprise the Statement of Financial Position as at March 31, 2022, and the Statements of Operations, Changes in Net Assets, and Cash Flows for the year then ended, and notes to the financial statements, including a summary of significant accounting policies.

In our opinion, the accompanying financial statements present fairly, in all material respects, the financial position of the Union as at March 31, 2022, and the results of its operations and its cash flows for the year then ended in accordance with Canadian accounting standards for not-for-profit organizations.

Basis for Opinion We conducted our audit in accordance with Canadian generally accepted auditing standards. Our responsibilities under those standards are further described in the Auditor's Responsibilities for the Audit of the Financial Statements section of our report. We are independent of the Union in accordance with the ethical requirements that are relevant to our audit of the financial statements in Canada, and we have fulfilled our other ethical responsibilities in accordance with these requirements. We believe that the audit evidence we have obtained is sufficient and appropriate to provide a basis for our opinion.

Key Audit Matters Key audit matters are those matters that, in our professional judgment, were of most significance in our audit of the financial statements of the current period. These matters were addressed in the context of our audit of the financial statements as a whole, and in forming our opinion thereon, and we do not provide a separate opinion on these matters.

Responsibilities of Management and Those Charged with Governance for the Financial Statements Management is responsible for the preparation and fair presentation of the financial statements in accordance with Canadian accounting standards for not-for-profit organizations, and for such internal control as management determines is necessary to enable the preparation of financial statements that are free from material misstatement, whether due to fraud or error.

In preparing the financial statements, management is responsible for assessing the Union's ability to continue as a going concern, disclosing, as applicable, matters related to going concern and using the going concern basis of accounting unless management either intends to liquidate the Union or to cease operations, or has no realistic alternative but to do so.

Those charged with governance are responsible for overseeing the Union's financial reporting process.

Auditor's Responsibilities for the Audit of the Financial Statements Our objectives are to obtain reasonable assurance about whether the financial statements as a whole are free from material misstatement, whether due to fraud or error, and to issue an auditor's report that includes our opinion.

Reasonable assurance is a high level of assurance, but is not a guarantee that an audit conducted in accordance with Canadian generally accepted auditing standards will always detect a material misstatement when it exists.

Misstatements can arise from fraud or error and are considered material if, individually or in the aggregate, they could reasonably be expected to influence the economic decisions of users taken on the basis of these financial statements. As part of an audit in accordance with Canadian generally accepted auditing standards, we exercise professional judgment and maintain professional skepticism throughout the audit. We also: Draft - April 20, 2022

52

INDEPENDENT AUDITOR'S REPORT, continued

w

Identify and assess the risks of material misstatement of the financial statements, whether due to fraud or error, design and perform audit procedures responsive to those risks, and obtain audit evidence that is sufficient and appropriate to provide a basis for our opinion. The risk of not detecting a material misstatement resulting from fraud is higher than for one resulting from error, as fraud may involve collusion, forgery, intentional omissions, misrepresentations, or the override of internal control.

w

Obtain an understanding of internal control relevant to the audit in order to design audit procedures that are appropriate in the circumstances, but not for the purpose of expressing an opinion on the effectiveness of the Union's internal control.

w

Evaluate the appropriateness of accounting policies used and the reasonableness of accounting estimates and related disclosures made by management.

w

Conclude on the appropriateness of management's use of the going concern basis of accounting and, based on the audit evidence obtained, whether a material uncertainty exists related to events or conditions that may cast significant doubt on the Union's ability to continue as a going concern. If we conclude that a material uncertainty exists, we are required to draw attention in our auditor's report to the related disclosures in the financial statements or, if such disclosures are inadequate, to modify our opinion. Our conclusions are based on the audit evidence obtained up to the date of our auditor's report. However, future events or conditions may cause the Union to cease to continue as a going concern.

w

Evaluate the overall presentation, structure and content of the financial statements, including the disclosures, and whether the financial statements represent the underlying transactions and events in a manner that achieves fair presentation.

We communicate with those charged with governance regarding, among other matters, the planned scope and timing of the audit and significant audit findings, including any significant deficiencies in internal control that we identify during our audit.

Avery Cooper & Co. Ltd. Chartered Professional Accountants Yellowknife, NT April 21, 2022

Draft - April 20, 2022

53

YUKON EMPLOYEES UNION STATEMENT OF FINANCIAL POSITION March 31, 2022 ASSETS 2022

CURRENT Cash Accounts receivable (note 3) Current portion of loan receivable

$ 1,066,272 212,732 56,101

2021

$

872,856 207,861 55,961

1,335,105

1,136,678

LOAN RECEIVABLE (note 4)

1,530,110

1,586,210

INVESTMENTS (note 5)

4,578,293

4,399,521

DUE FROM RELATED PARTY (note 6)

18,408

42,408

TANGIBLE CAPITAL ASSETS (note 7)

245,462

277,913

$ 7,707,378

$ 7,442,730

$

$

LIABILITIES CURRENT Trade payables and accruals Wages and benefits payable

29,019 127,948

54,874 174,100

156,967

228,974

39,767

80,750

196,734

309,724

5,993,048

5,569,329

INVESTED IN CAPITAL ASSETS per page 3

245,465

277,916

RESTRICTED EMERGENCY FUND per page 3

1,272,131

1,285,761

7,510,644

7,133,006

$ 7,707,378

$ 7,442,730

SEVERANCE LIABILITY (note 8)

NET ASSETS UNRESTRICTED per page 3

Approved: Director

Director

Draft - April 20, 2022 See accompanying notes

1

54

YUKON EMPLOYEES UNION STATEMENT OF OPERATIONS For the year ended March 31, 2022 (note 20) 2022 Budget

REVENUES Investment income Membership dues Interest income Project grant Government of Canada wage subsidy

$

2,987,214 -

2022 Actual

$

78,569 3,170,070 4,039 -

2021 Actual

$

80,219 2,810,495 12,315 32,915 12,855

2,987,214

3,252,678

2,948,799

20,000 98,703 110,000 41,500 3,000 3,121 63,000 83,000 203,000 133,000 2,228,890

32,451 1,573 114,310 136,233 37,488 257 3,195 104,537 99,510 205,317 40,642 2,199,729

44,703 93,151 52,002 2,657 144,438 68,930 199,588 38,588 2,253,705

2,987,214

2,975,242

2,897,762

EXCESS OF REVENUES OVER EXPENSES FROM OPERATIONS

-

277,436

51,037

OTHER INCOME (EXPENSES) Gain (loss) on sale of investments Unrealized gain (loss) on investments Investment management fees

-

(191) 120,357 (19,964)

20,765 82,525 (19,356)

-

100,202

83,934

EXPENSES Amortization Bad debts Communications Conferences Donations Fees and dues Interest and bank charges Office & Administration Professional fees Rent Travel Wages and benefits

EXCESS OF REVENUES OVER EXPENSES

$

-

$

377,638

$

134,971

Draft - April 20, 2022 See accompanying notes

2

55

YUKON EMPLOYEES UNION STATEMENT OF CHANGES IN NET ASSETS For the year ended March 31, 2022 (note 20) 2022

BALANCE, opening

Unrestricted

Invested in Capital Assets

$ 5,569,329

$

277,916

Restricted Emergency Fund

Total

$ 1,285,761

$ 7,133,006

Excess of revenues over expenses

377,638

-

-

377,638

Amortization of capital assets

32,451

(32,451)

-

-

Net transfer from unrestricted fund to restricted fund

13,439

-

(13,439)

-

191

-

(191)

-

Unrestricted gain on restricted marketable securities BALANCE, closing

$ 5,993,048

$

245,465

$ 1,272,131

$ 7,510,644 2021

BALANCE, opening

Unrestricted

Invested in Capital Assets

$ 5,436,032

$

301,379

Restricted Emergency Fund

Total

$ 1,260,624

$ 6,998,035

Excess of revenues over expenses

134,971

-

-

134,971

Purchase of capital assets

(21,240)

21,240

-

-

Amortization of capital assets

44,703

(44,703)

-

-

Unrestricted gain on restricted marketable securities

(25,137)

-

25,137

-

BALANCE, closing

$ 5,569,329

$

277,916

$ 1,285,761

$ 7,133,006

Draft - April 20, 2022 See accompanying notes

3

56

YUKON EMPLOYEES UNION STATEMENT OF CASH FLOWS For the year ended March 31, 2022 2022

CASH FLOWS FROM OPERATING ACTIVITIES Cash receipts from membership dues Cash receipts from other revenue Cash paid to suppliers Cash paid for wages and benefits

2021

$ 3,178,144 $ 3,068,620 190,020 199,086 (809,903) (622,723) (2,225,050) (2,226,090) 333,211

418,893

24,000 (40,983)

24,000 -

(16,983)

24,000

55,960 (178,772)

55,821 (21,240) (172,290)

(122,812)

(137,709)

INCREASE IN CASH

193,416

305,184

CASH, opening

872,856

567,672

CASH, closing

$ 1,066,272

CASH FLOWS FROM FINANCING ACTIVITIES Repayment from related party Severance liability

CASH FLOWS FROM INVESTING ACTIVITIES Proceeds from loan receivable Purchase of tangible capital assets Increase in investments

$

872,856

Draft - April 20, 2022 See accompanying notes

4

57

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2022

1.

NATURE OF OPERATIONS The Yukon Employees Union (the "Union") (the "Union") is a trade union representing various employee groups ("Locals") in the Yukon Territory since 1966. The Union negotiates contracts, resolves employee grievances, and facilitates training to Union members. The Union is a Component of, and operates under a Charter granted by, the Public Service Alliance of Canada ("PSAC"). The Union is exempt from income taxes under paragraph 149(1)(k) of the Income Tax Act (Canada).

2.

SIGNIFICANT ACCOUNTING POLICIES These financial statements are prepared in accordance with Canadian accounting standards for notfor-profit organizations. The significant accounting policies are detailed as follows: (a) Cash equivalents The Union considers all investments with maturities of three months or less and bank loans with no fixed terms of repayment to be cash equivalents.

Cash with investment managers is considered part of the investments. (b) Financial instruments The Union initially measures its financial assets and liabilities at fair value, except for certain non-arm’s length transactions. The Union subsequently measures its financial assets and financial liabilities at amortized cost, except for securities quoted in an active market, which are subsequently measured at fair value. Unrealized gains and losses as a result of fair value adjustments at year end are included in investment income for the year. (c) Tangible capital assets Tangible capital assets are recorded at cost. The Union provides for amortization using the declining balance method at rates designed to amortize the cost of the tangible capital assets over their estimated useful lives. One half of the year's amortization is recorded in the year of acquisition. No amortization is recorded in the year of disposal. The annual amortization rates are as follows: Automotive Paving Office equipment Computer equipment

30% 5% 20% 30 - 55%

Amortization of leasehold improvements is recorded over the remaining term of the lease plus the first renewal option at an annual rate of 6%.

Draft - April 20, 2022 5

58

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2022

2.

SIGNIFICANT ACCOUNTING POLICIES, continued (d) Revenue recognition The Union recognizes revenue from dues when received or receivable when the amount to be received can be reasonably estimated and ultimate collection is reasonably assured.

Investment income and interest on loan are recognized as revenue when earned.

Rental revenue is recognized on a monthly basis as per the rental agreement. (e) Measurement uncertainty The preparation of financial statements in accordance with Canadian accounting standards for not-for-profit organizations requires management to make estimates and assumptions that affect the reported amounts of assets and liabilities at the date of the financial statements, and the reported amounts of revenues and expenses during the period. Significant areas requiring the use of estimates include: Allowance for doubtful accounts, severance liability, and the estimated useful lives of capital assets. Actual results may differ from management's best estimates as additional information becomes available in the future.

3.

ACCOUNTS RECEIVABLE 2022 Due from PSAC: - Membership dues - Cost sharing - Rent Staff - loans Other receivables Superannuation recovery

2021

$

211,955 308 469 -

$

147,313 30,237 16,397 2,919 6,479 4,516

$

212,732

$

207,861

Draft - April 20, 2022 6

59

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2022

4.

LOAN RECEIVABLE Unsecured loan receivable from Yukon Employees Union Building Association, 40 year amortization period, repayable in blended monthly installments of $5,000 including interest at 0.25%, maturing in 2049.

Loan receivable

2022

2021

$ 1,586,211

$ 1,642,171

56,101

55,961

$ 1,530,110

$ 1,586,210

Less current portion

Estimated principal receipts are as follows: 2023 2024 2025 2026 2027 Subsequent years

$

56,101 56,241 56,382 56,523 56,664 1,304,300

$ 1,586,211

Draft - April 20, 2022 7

60

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2022

5.

INVESTMENTS Investments are managed by CIBC Wood Gundy. The fair value of the Union’s investments are determined by reference to published price quotations in an active market.

The Union's investments as at March 31, 2022 are as follows: 2022 Market Unrestricted investments: Cash and cash equivalents Equities

Restricted investments: Cash and cash equivalents Fixed income

$

24,690 3,043,887

2022 Cost

$

24,690 3,299,215

2021 Market

$

43,228 2,980,527

2021 Cost

$

43,228 3,088,466

3,068,577

3,323,905

3,023,755

3,131,694

13,953 1,285,401

13,953 1,240,435

422,254 863,507

422,254 845,573

1,299,354

1,254,388

1,285,761

1,267,827

$ 4,367,931

$ 4,578,293

$ 4,309,516

$ 4,399,521

Restricted investments have been set aside to offset any costs that may arise attributable to the internally restricted Emergency Strike Fund described in Note 10.

Draft - April 20, 2022 8

61

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2022

6.

RELATED PARTY TRANSACTIONS (a) During the year, the Union entered into transactions with the Yukon Employees Union Building Association which is related by common control. (note 20) 2022 Transactions Revenue - Interest income Expenses - Rent

2021

$

4,039 $ (183,726)

4,179 (180,913)

$

(179,687) $

(176,734)

These transactions are in the normal course of operations and have been valued in these financial statements at the exchange amount which is the amount of consideration established and agreed to by the related parties.

The advances are non-interest bearing with no set terms of repayment. (b) Due from related party 2022 Yukon Employees Union Building Association

$

18,408

2021 $

42,408

The balance due from the related party is unsecured, non-interest bearing with no specific terms of repayment. Since there is no intention to request payment of this amount during the next fiscal year, this amount has been classified as a non-current liability in the financial statements.

7.

TANGIBLE CAPITAL ASSETS

Cost Automotive Paving Office equipment Leasehold improvements Computer equipment

$

Accumulated amortization

2022

2021

Net

Net

62,039 147,683 380,046 243,929 191,058

$

49,378 69,876 357,008 119,524 183,507

$

12,661 77,807 23,038 124,405 7,551

$

18,087 81,902 28,797 132,346 16,781

$ 1,024,755

$

779,293

$

245,462

$

277,913

Draft - April 20, 2022 9

62

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2022

8.

SEVERANCE LIABILITY Employees of the Union accrue severance benefits based on their current wage and period of service. The estimated liability for each employee is based on the assumption the Union will close operations and all employees laid off. Under the Collective Bargaining Agreement, if laid off for the first time, employees accrue severance at a rate of two weeks pay for the first and one week pay for each succeeding complete years of employment. If an employee resigns before retiring they accrue severance at one half of one week's salary per year of service. The rate of pay used to determine their actual severance is their current rate at the time they leave the Union.

9.

COVID-19 On March 11, 2020, there was a global outbreak of a novel coronavirus known as COVID-19, which has had a significant impact on organizations and companies through the restrictions put in place by federal, provincial, territorial and municipal governments regarding travel, business operations and isolation or quarantine orders.

While the Union is unable to quantify the overall financial effect of these events, it continues to take measures to mitigate the effects of the current crisis.

10.

RESTRICTED EMERGENCY STRIKE FUND A resolution was passed at the 2005 Convention which initiated the creation of the Emergency Strike Fund designed to address the costs incurred as a result of any future strike of the members of the Yukon Employees Union.

Restrictions on this fund have been imposed internally by the Executive of the Union.

Expenses charged to the Fund during the year is $nil (2021 - $nil).

The balance at the end of the year agrees to the market value of the investment account with CIBC Wood Gundy which was set up to support this Fund (see Note 5).

11.

MEMBERSHIP DUES 2022 Gross dues from PSAC Dues payable to Locals

2021

$ 3,176,673 $ 2,822,533 (6,603) (12,038) $ 3,170,070

Draft - April 20, 2022

$ 2,810,495

10

63

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2022

12.

RENTAL REVENUE The Union entered into a lease and cost sharing agreement with PSAC whereby it rents part of the office and meeting space from the Union at $5,846 per month. The lease expired on December 31, 2018 and was not renewed.

13.

LEASE COMMITMENTS The Union's commitment under a property lease agreement with the Yukon Employees Union Building Association, exclusive of occupancy costs, is $180,932 ($15,832 per month) for the next fiscal year. The rate will be reviewed on an annual basis and the lease is indefinite.

Additionally, the Union has a contract with Xerox Canada Ltd. for printing equipment with scanning that expires on October 31, 2022. Quarterly charges for the lease are $747. Monthly charges are based on the number of copies printed and scanned.

14.

FINANCIAL INSTRUMENTS The Union's financial instruments consist of cash, marketable securities, accounts receivable, restricted marketable securities, loan receivable, accounts payable and accrued liabilities, wages and benefits payable, and severance liability. Unless otherwise noted, it is management's opinion that the Union is not exposed to significant interest rate, currency, credit, cash flow, or liquidity risks. The fair value of these financial instruments approximate their carrying values, unless otherwise noted.

Market risk The Union is exposed to significant market risk, which is the risk that the value of marketable securities will fluctuate as a result of changes in market prices. Market values of marketable securities are determined in full by direct reference to published price quotations in an active market.

15.

COMMUNICATIONS 2022 Budget Telephone Newsletter Advertising and promotion Library and subscriptions Internet and website

2022 Actual

2021 Actual

$

38,703 25,000 20,000 14,220 780

$

53,787 24,881 16,506 16,024 3,112

$

48,666 18,750 5,260 19,950 525

$

98,703

$

114,310

$

93,151

Draft - April 20, 2022 11

64

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2022

16.

DONATIONS 2022 Budget Donations Bursary Political Action

17.

2022 Actual

2021 Actual

$

25,000 8,000 8,500 -

$

22,488 8,000 7,000 -

$

12,466 8,000 31,536 -

$

41,500

$

37,488

$

52,002

OFFICE AND ADMINISTRATION 2022 Budget Office supplies Printing

2022 Actual

2021 Actual

$

41,000 2,000

$

59,133 27,876

$

59,133 4,708

$

43,000

$

87,009

$

63,841

Total costs of $nil (2021- $21,240) in computer equipment have been treated as capital costs and added to tangible capital assets.

18.

RENT 2022 Budget Office rent Meeting room rental Insurance

2022 Actual

2021 Actual

$

190,000 3,000 -

$

183,726 1,101 20,490

$

180,913 1,376 17,300

$

193,000

$

205,317

$

199,589

Draft - April 20, 2022 12

65

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2022

19.

TRAVEL 2021 Budget Travel Accommodation Per diems

20.

2020 Actual

$

57,000 40,000 36,000

$

9,619 28,066 12,576

$

8,170 18,484 11,934

$

133,000

$

50,261

$

38,588

WAGES AND BENEFITS

Wages - Staff Wages - Members Medical and Health Insurance Superannuation Canada Pension Plan & Employment Insurance Staff Training Yukon Bonus Vehicle Allowance Workers Compensation

21.

2021 Actual

2021 Budget

2021 Actual

2020 Actual

$ 1,240,047 555,000 144,000 155,502

$ 1,217,082 556,248 148,386 150,239

$ 1,215,928 608,610 137,839 169,128

52,941 24,800 36,000 15,600 10,000

58,880 14,517 30,000 15,080 9,297

52,405 7,758 30,000 14,430 4,752

$ 2,233,890

$ 2,199,729

$ 2,240,850

BUDGET AMOUNTS The 2022 budget amounts on the Statement of Operations, are presented for information purposes only and are unaudited. The budget was approved by the members at the 2021 Convention.

Draft - April 20, 2022

13

66

YUKON EMPLOYEES UNION Whitehorse, YT

FINANCIAL STATEMENTS For the year ended March 31, 2023

67

TABLE OF CONTENTS Page

Management's Responsibility for Reporting

Independent Auditor's Report

Statement of Financial Position

Statement of Operations

Statement of Changes in Net Assets

Statement of Cash Flows

Notes to the Financial Statements

13

68

Yukon Employees’ Union 201-2285 Avenue contact @yeu.ca

eae

telaphone: 667-667-2331 facsimile: 867-867-6524 loll free: 888-687-2391

:

‘ Yukon Employees’ Union

YON

Yeu

MANAGEMENT'S RESPONSIBILITY FOR REPORTING The accompanying financial statements have been prepared by management, which is responsible for the reliability, integrity and objectivity of the information provided. They have been prepared in accordance with Canadian accounting standards for not-for-profit organizations. Where necessary the statements include amounts that are based on informed judgements and estimates by management, giving appropriate consideration to reasonable limits of materiality.

In discharging its responsibility for the integrity and fairness of the financial statements and for the accounting systems from which they are derived, management maintains the necessary system of internal controls designed to provide assurance that transactions are authorized, assets are safeguarded and proper records are maintained. These controls include quality standards in hiring and training employees, written policies and procedures manuals, and accountability for performance within appropriate and well-defined areas of responsibility. The Board's management recognizes its responsibility for conducting the Board's affairs in accordance with the requirements of applicable laws and sound business principles, and for maintaining standards of conduct that are appropriate.

Avery Cooper & Co. Ltd., Chartered Professional Accountants annually provides an independent, objective audit for the purpose of expressing an opinion on the financial statements in accordance with Canadian generally accepted auditing standards.

(TAN Executive Director

July 6, 2023

69

@ AVERY COOPER & Co. LTD. Chartered Professional Accountants

4918 50th Street, P.O. Box 1620 Yellowknife, NT X14 2P?

Www.averycooper.com

Telephone: (867) 873-3441 Facsimile: (867) 873-2353 Toll¥ree: 1-800-661-0787

To the members of Yukon Employees Union Opinion

We have audited the financial statements of Yukon Employees Union (the "Union"), which comprise the Statement of Financial Position as at March 31, 2023, and the Statements of Operations, Changes in Net Assets, and Cash Flows for the year then ended, and notes to the financial statements, including a summary of significant accounting policies.

In our opinion, the accompanying financial statements present fairly, in all material respects, the financial position of the Union as at March 31, 2023, and the results of its operations and its cash flows for the year then ended in accordance with Canadian accounting standards for not-for-profit organizations.

Basis for Opinion We conducted our audit in accordance with Canadian generally accepted auditing standards. Our responsibilities under those standards are further described in the Auditor's Responsibilities for the Audit of the Financial Statements section of our report. We are independent of the Union in accordance with the ethical requirements that are relevant to our audit of the financial statements in Canada, and we have fulfilled our other ethical responsibilities im accordance with these requirements. We believe that the audit evidence we have obtained is sufficient and appropriate to provide a basis for our opinion.

Key Audit Matters We have determined that there are no key audit matters ot communicate in our report.

Responsibilities of Management and Those Charged with Governance for the Financial Statements Management is responsible for the preparation and fair presentation of the financial statements in accordance with Canadian accounting standards for not-for-profit organizations, and for such internal control as management determines is necessary to enable the preparation of financial statements that are free from material misstatement, whether due to fraud or error.

In preparing the fimancial statements, management is responsible for assessing the Union's ability to continue as a going concern, disclosing, as applicable, matters related to going concern and using the going concern basis of accounting unless management either intends to liquidate the Union or to cease operations, or has no realistic alternative but to do so.

Those charged with governance are responsible for overseeing the Union's financial reporting process.

Auditor's Responsibilities for the Audit of the Financial Statements Our objectives are to obtain reasonable assurance about whether the financial statements as a whole are free from material misstatement, whether due to fraud or error, and to issue an auditor's report that includes our opinion.

Reasonable assurance is a high level of assurance, but is not a guarantee that an audit conducted in accordance with Canadian generally accepted auditing standards will always detect a material misstatement when it exists.

Misstatements can arise from fraud or error and are considered material if, individually or in the aggregate, they could reasonably be expected to influence the economic decisions of users taken on the basis of these financial statements. As part of an audit in accordance with Canadian generally accepted auditing standards, we exercise professional judgment and maintain professional skepticism throughout the audit. We also:

70

, continued +

Identify and assess the risks of material misstatement of the financial statements, whether due to fraud or error, design and perform audit procedures responsive to those risks, and obtain audit evidence that is sufficient and appropriate to provide a basis for our opinion. The risk of not detecting a material misstatement resulting from fraud is higher than for one resulting from error, as fraud may involve collusion, forgery, intentional omissions, misrepresentations, or the override of internal control.

¢

Obtain an understanding of internal control relevant to the audit in order to design audit procedures that are appropriate in the circumstances, but not for the purpose of expressing an opinion on the effectiveness of the Union's internal control.

«

Evaluate the appropriateness of accounting policies used and the reasonableness of accounting estimates and related disclosures made by management.

*

Conclude on the appropriateness of management's use of the gomg concern basis of accounting and, based on the audit evidence obtained, whether a material uncertainty exists related to events or conditions that may cast significant doubt on the Union's ability to continue as a going concern. If we conclude that a material uncertainty exists, we are required to draw attention in our auditor's report to the related disclosures in the fmancial statements or, if such disclosures are inadequate, to modify our opinion. Our conclusions are based on the audit evidence obtained up to the date of our auditor's report. However, future events or conditions may cause the Union to cease to continue as a going concern.

¢

Evaluate the overall presentation, structure and content of the financial statements, including the disclosures, and whether the financial statements represent the transactions and events in a manner that achieves underlying fair presentation.

We communicate with those charged with governance regarding, among other matters, the planned and timing of the audit and significant audit findings, including any significant deficiencies in internal controlscope that we during our audit.

t+ Co, Aver Cooper

Avery Cooper & Co. Ltd. Chartered Professional Accountants

Yellowknife, NT

July 6; 2023

identify

71

YUKON EMPLOYEES UNION STATEMENT OF FINANCIAL POSITION March 31, 2023

ASSETS 2022

2023

CURRENT Cash Accounts receivable (note 3) Current portion of loan receivable

$

1,445,836 370,711 70,279

$

1,066,272 212,732 56,101

1,886,826

1,335,105

LOAN RECEIVABLE (note 4)

1,474,830

1,530,110

INVESTMENTS (note 5)

4,512,905

4,578,293

DUE FROM RELATED PARTY (note 6)

104,408

18,408

TANGIBLE CAPITAL ASSETS (note 7)

232,568

245,462

$8,211,537

$7,707,378

LIABILITIES CURRENT Trade payables and accruals Wages and benefits payable Government remittances payable

$

135,867 242,135 39,456

§$

29,019 127,948

-

417,458

156,967

51,520

39,767

468,978

196,734

6,210,633

5,993,048

INVESTED IN CAPITAL ASSETS per page 3

232,572

245,465

RESTRICTED EMERGENCY FUND per page 3

1,299,354

1,272,131

7,742,559

7,510,644

$8,211,537

$7,707,378

SEVERANCE LIABILITY (note 8) NET ASSETS

UNRESTRICTED per page 3

Approved:

Director Director

See accompanying notes

72

YUKON EMPLOYEES UNION STATEMENT OF OPERATIONS For the year ended March 31, 2023 (note 19) 2023 Budget

REVENUES Investment income Membership dues Interest income Project grant

$

3,006,046 -

2023 Actual $

2022 Actual

171,362 $ 78,569 3,808,174 3,170,070 3,899 4,039 (32,915) -

3,006,046

3,950,520

3,252,678

20,000 97,220 50,000 42,470 3,000 3,200 47,000 75,000 211,800 117,000 2,378,169

27,587 135,842 2,108 39,166 3,181 3,412 93,760 223,946 208,790 75,090 2,668,974

32,451 1,573 114,310 136,233 37,488 257 3,195 104,537 99,510 205,317 40,642 2,199,729

3,044,859

3,481,856

2,975,242

(DEFICIENCY) EXCESS OF REVENUES OVER EXPENSES FROM OPERATIONS

(38,813)

468,664

277,436

OTHER INCOME (EXPENSES) Loss on sale of investments Unrealized gain (loss) on investments Investment management fees

(19,500)

(145,057) (71,769) (19,923)

(191) 120,357 (19,964)

(19,500)

(236,749)

100,202

(58,313) $

231,915

EXPENSES Amortization Bad debts Communications Conferences Donations Fees and dues Interest and bank charges Office and administration Professional fees Rent Travel Wages and benefits

(DEFICIENCY) EXCESS OF REVENUES OVER EXPENSES

See accompanying notes

$

$

377,638

2

73

YUKON EMPLOYEES UNION STATEMENT OF CHANGES IN NET ASSETS For the year ended March 31, 2023 2023

Restricted Invested in

BALANCE, opening

Unrestricted

Capital Assets

$

$

5,993,048

245,465

Emergency Fund $

1,272,131

Total $

7,510,644

Excess of revenues over expenses

231,915

-

-

231,915

Purchase of capital assets

(14,694)

14,694

-

-

Amortization of capital assets

27,587

(27,587)

-

-

Net transfer from unrestricted find to restricted fund

(27,223)

-

27,223

-

BALANCE, closing

$6,210,633

$

232,572

$.

1,299,354

$

7,742,559 2022

Unrestricted

BALANCE, opening

$

5,569,329

Restricted Emergency Fund

Invested in Capital Assets $§

277,916

$

1,285,761

Total $

7,133,006

Excess of revenues over expenses

377,638

-

-

377,638

Amortization of capital assets

32,451

(32,451)

-

-

Net transfer from unrestricted find to restricted fund

13,439

-

(13,439)

-

19]

-

(191)

-

Unrestricted gain on restricted marketable securities

BALANCE, closing

See accompanying notes

$5,993,048

$

245.465

§

1,272,131

$

7,510,644

74

YUKON EMPLOYEES UNION STATEMENT OF CASH FLOWS For the year ended March 31, 2023 2023

2022

CASH FLOWS FROM OPERATING ACTIVITIES Cash receipts from membership dues Cash receipts from other revenue Cash paid to suppliers Cash paid for wages and benefits

$

3,745,194

(655,210) (2,671,074)

3,156,578 211,586 (309,903) (2,225,050)

427,403

333,211

(36,000) 11,753

24,000 (40,983)

(74,247)

(16,983)

41,102 (14,694)

55,960 -

8.493

$§

CASH FLOWS FROM FINANCING ACTIVITIES Repayment from related party Severance liability

CASH FLOWS FROM INVESTING ACTIVITIES Repayments from related party Purchase of tangible capital assets Increase in investments

INCREASE IN CASH CASH, opening CASH, closing

See accompanying notes

$

-

(178,772)

26,408

(122,812)

379,564

193,416

1,066,272

872,856

1,445,836

$1,066,272

4

75

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2023

NATURE OF OPERATIONS The Yukon Employees Union (the "Union") (the "Union") is a trade union representing various employee groups ("Locals") in the Yukon Territory since 1966. The Union negotiates contracts, resolves employee grievances, and facilitates trainmg to Union members. The Union is a Component of, and operates under a Charter granted by, the Public Service Alliance of Canada ("PSAC"). The Union is exempt from income taxes under paragraph 149(1)(4) of the Income Tax Act (Canada).

SIGNIFICANT ACCOUNTING POLICIES These financial statements are prepared in accordance with Canadian accounting standards for notfor-profit organizations. The significant accounting policies are detailed as follows:

(a)

Cash equivalents The Union considers all investments with maturities of three months or less and bank loans with no fixed terms of repayment to be cash equivalents.

Cash with investment managers is considered part of the investments.

(b) Financial instruments The Union initially measures its financial assets and liabilities at fair value, except for certain non-arm’s length transactions. The Union subsequently measures its financial assets and financial liabilities at amortized cost, except for securities quoted in an active market, which are subsequently measured at fair value. Unrealized and losses as a result of fair value gains adjustments at year end are included in investment income for the year.

(c)

Tangible capital assets Tangible capital assets are recorded at cost. The Union provides for amortization using the declining balance method at rates designed to amortize the cost of the tangible capital assets over their estimated useful lives. One half of the year's amortization is recorded in the year of acquisition. No amortization is recorded in the year of disposal. The annual amortization rates are as follows: Automotive Paving _

Office equipment Computer equipment

30% 5% 20% 30 - 55%

Amortization of leasehold improvements is recorded over the remaining term of the lease plus the first renewal option at an annual rate of 6%.

76

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2023

SIGNIFICANT ACCOUNTING POLICIES, continued (dj)

Revenue recognition

The Union recognizes revenue from dues when received or receivable when the amount to be received can be reasonably estimated and ultimate collection is reasonably assured.

Investment income and interest on loan are recognized as revenue when earned.

Rental revenue is recognized on a monthly basis as per the rental agreement. (e)

Measurement uncertainty

The preparation of financial statements in accordance with Canadian accounting standards for not-for-profit organizations requires management to make estimates and assumptions that affect the reported amounts of assets and liabilities at the date of the fmancial statements, and the reported amounts of revenues and expenses during the period. Significant areas requiring the use of estimates include: Allowance for doubtful accounts, severance liability, and the estimated useful lives of capital assets. Actual results may differ from management's best estimates as additional information becomes available

3.

i the future.

ACCOUNTS RECEIVABLE 2022

2023

Due from PSAC:

- Membership dues

- Cost sharing Staff - loans

Other receivables

233,348 41,587 1,070 94,706

$

$370,711

$

$

211,955 308 469

212,732

77

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2023

LOAN RECEIVABLE Unsecured loan receivable from Yukon Employees Union Building Association, 40 year amortization period, repayable in blended monthly installments of $5,000 wocluding interest at 0.25%, maturing in 2049.

2023

Loan receivable

$

Less current portion

1,545,109

$

70,279

$1,474,830 Estimated principal receipts are as follows:

2024 2025 2026 2027 2028 Subsequent years

2022

3

70,279 56,382 56,523 56,664 56,806 1,248,455

$_1,545,109

1,586,211 56,101

$

1,530,110

78

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2023

INVESTMENTS Investments are managed by CIBC Wood Gundy. The fair value of the Union’s investments are determined by reference to published price quotations in an active market.

The Union's investments as at March 31, 2023 are as follows:

Unrestricted investments: Cash and cash equivalents Fixed income Equities

Restricted investments: Cash and cash equivalents

Equities

$

2023

2023

2022

Market

Cost

Market

38,647 1,000,000 2,194,695

§$

38,647 1,000,000 2,011,416

§

24,690

2022 Cost

§

-

24,690 -

3,299,215

3,043,887

3,233,342

3,050,063

3,323,905

3,068,577

35,724 1,243,839

35,724 1,288,525

13,953 1,240,435

13,953 1,285,401

1,279,563

1,324,249

1,254,388

1,299,354

$4,512,905

$

4,374,312

$

4,578,293

$

4367,931

Restricted investments have been set aside to offset any costs that may arise attributable to the internally restricted Emergency Strike Fund described in Note 10.

79

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2023

RELATED PARTY TRANSACTIONS (a)

During the year, the Union entered into transactions with the Yukon Employees Union Building Association which is related by common control.

2023

Transactions Revenue - Interest income Expenses - Rent

$

S$

2022

3,899 (184,897)

§

4,039 (183,726)

(180,998)

$

(179,687)

These transactions are in the normal course of operations and have been valued in these financial statements at the exchange amount which is the amount of consideration established and agreed to by the related parties.

The advances are non-interest bearing with no set terms of repayment. (b) Due from related party 2023

Yukon Employees Union Building Association

$

104,408

2022 §

18,408

The balance due from the related party is unsecured, non-interest bearing with no specific terms of repayment. Since there is no intention to request payment of this amount during the next fiscal year, this amount has been classified as a non-current liability in the financial statements.

TANGIBLE CAPITAL ASSETS 2023

2022

Net

Net

Accumulated

Cost Automotive Paving Office equipment Leasehold improvements

$

Computer equipment $

amortization

62,039 147,683 382,146 243,929 203,652

§

1,039,449

$

53,176 73,767 361,826 126,988 191,124 806,881

§$

8,863 73,916 20,320 116,941

§$

12,528 $

232,568

12,661

77,807 23,038 124,405 7,551 $

245,462

80

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2023

SEVERANCE LIABILITY Employees of the Union accrue severance benefits based on their current wage and period of service. The estimated lability for each employee is based on the assumption the Union will close operations and all employees laid off. Under the Collective Bargaining Agreement, if laid off for the first time, employees accrue severance at a rate of two weeks pay for the first and one week pay for each succeeding complete years of employment. If an employee resigns before retiring they accrue severance at one half of one week's salary per year of service. The rate of pay used to determine their actual severance is their current rate at the time they leave the Union.

RESTRICTED EMERGENCY STRIKE FUND A resolution was passed at the 2005 Convention which initiated the creation of the Emergency Strike Fund designed to address the costs incurred as a result of any future strike of the members

of the Yukon Employees Union.

Restrictions on this fund have been imposed internally by the Executive of the Union.

Expenses charged to the Fund during the year is $nil (2022 - $nil).

The balance at the end of the year agrees to the market value of the investment account with CIBC Wood Gundy which was set up to support this Fund (see Note 5).

10.

MEMBERSHIP DUES

2023

Gross dues from PSAC Dues payable to Locals

11.

2022

3,848,988 (40,813)

$

3,176,673 (6,603)

$3,808,175

$

3,170,070

$

LEASE COMMITMENTS The Union's commitment under a property lease agreement with the Yukon Employees Union Building Association, exclusive of occupancy costs, is $185,139 for the next fiscal year. The rate will be reviewed on an annual basis and the lease is indefinite.

Additionally, the Union has a contract with Xerox Canada Ltd. for printing equipment with scanning that expires on February 28, 2027. Quarterly charges for the lease are $739. Monthly charges are based on the number of copies printed and scanned.

10

81

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2023 12.

FINANCIAL INSTRUMENTS The Union's financial struments consist of cash, marketable securities, accounts receivable, restricted marketable securities, loan receivable, accounts payable and accrued liabilities, wages and benefits payable, and severance liability. Unless otherwise noted, it is management's opimion that the Union is not exposed to significant interest rate, currency, credit, cash flow, or liquidity tisks. The fair value of these financial instruments approximate their carrying values, unless otherwise noted.

Market risk The Union is exposed to significant market risk, which is the risk that the value of marketable securities will fluctuate as a result of changes in market prices. Market values of marketable securities are determined in full by direct reference to published price quotations in an active market.

13.

COMMUNICATIONS

Telephone Newsletter

$

Advertising and promotion Library and subscriptions Internet and website $

14.

2023

2023

2022

Budget

Actual

Actual

38,000 25,000 15,000 14,220 5,000 97,220

§$

$

16,571 20,231

53,787 24,881 16,506 16,024 3,112

135,842

$114,310

56,566 21,403 21,071

§

DONATIONS

Donations

2023

2023

2022

Budget

Actual

Actual

$

20,000 8,000 14,470

$

42,470

Bursary Political Action

§$

$

15,166 8,000 16,000

39.166

§$

$

22,488 8,000 7,000

37,488

11

82

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2023 15.

OFFICE AND ADMINISTRATION

Office supplies

2023

2023

2022

Budget

Actual

Actual

$

45,000 2,000

$

80,312 13,448

$

91,717 12,820

$

47,000

$

93,760

$

104,537

Printing

Total costs of $nil (2021- $21,240) in computer equipment have been treated as capital costs and added to tangible capital assets.

16.

RENT

Office rent Meeting room rental

$

2023

2022

Actual

Actual

188,000 1,500 17,300 5,000

$

$211,800

$

Insurance Renovations

17.

2023

Budget

184897

$

183,726

1,653

1,101

22,240

20,490

-

208,790

$

205,317

TRAVEL

Travel Accommodation Per diems

$

2023

2023

2022

Budget

Actual

Actual

57,000 40,000 20,000

$

19,467 37,570 18,053

$

9,619 18,447 12,576

$117,000

$

75,090

$

40,642

12

83

YUKON EMPLOYEES UNION NOTES TO THE FINANCIAL STATEMENTS March 31, 2023 18.

WAGES AND BENEFITS

Wages - Staff Wages - Members Medical and Health Insurance Superannuation Canada Pension Plan & Employment

Insurance

Staff Training Yukon Bonus Vehicle Allowance Workers Compensation

$

2023

2023

2022

Budget

Actual

Actual

1,354,950 550,006 156,000 169,979 52,941 27,099 36,000 15,600 15,600

$_2,378,169 19.

$

1,605,758 564,787 146,112 199,077

$

75,725 26,622 27,000 15,860 8,034 $

2,668,975

1,217,082 $56,248 148,386 150,239 58,880 14,517 30,000 15,080 9,297

$

2,199,729

BUDGET AMOUNTS The 2023 budget amounts on the Statement of Operations, are presented for information purposes only and are unaudited. The budget was approved by the members at the 2021 Convention.

84

85

YEU 10th TRIENNIAL CONVENTION 2023 Resolu�on Commitee Report

On August 22, 2023, YEU President Steve Geick of the Yukon Employees’ Union appointed the following member representa�ves to the Resolu�ons Commitee: Jordan Laudon Sherry Masters Lisa Keenan James Cleary Tamera Johnson Brent McDonald

YEU Execu�ve Youth Director – Commitee Chair YEU Execu�ve Director, YEU Local President Y018 YEU Local President Y010 YEU Member, Local Y017 YEU Member, Local Y010 YEU Member, Local Y024

In total there were 34 resolu�ons from our locals and commitees. All resolu�ons were sent to the PSAC Na�onal President for review of their cons�tu�onality prior to the Commitee mee�ng.

Of the 34 resolu�ons, 4 were ruled Out of Order in totality and appear as an appendix at the end of this report. Some por�ons of resolu�ons were also ruled out of order and will be noted by the Commitee Chair as the Commitee reports to Conven�on.

The Commitee met on September 21st, 2023. An addi�onal mee�ng took place on September 27th, 2023 virtually to discuss a resolu�on that was not in the original package of resolu�ons.

I would like to thank the Commitee members for their lively par�cipa�on and debate as this was my first �me as a Commitee Chairperson, I would like to acknowledge the assistance of Haley Philipsen, Steve Geick ad Paty Ducharme as well as the poli�cal guidance of Jus�n Lemphers.

While the Commitee accepted resolu�ons writen in either the tradi�onal format and the plain language format, there were 5 resolu�ons that were submited in a hybrid format with elements of both.

The submi�ng body was contacted to discuss these and it was agreed that the resolu�ons would be changed to conform to either the tradi�onal format or the plain language format.

From a process perspec�ve, as our bylaws can only be amended at Conven�on, the Commitee will report on all bylaw amendments first before moving onto the general resolu�ons. The Commitee will report on all resolu�ons with recommenda�ons of concurrence before repor�ng on any resolu�ons with non-concurrence recommenda�ons.

You may note that we have made some editorial changes to resolu�ons so that they are gramma�cally correct or more detailed as organiza�onally the ac�on components are the components that become part of our resolu�ons of record.

Addi�onally, for resolu�ons where similar or iden�cal resolu�ons were submited: the Commitee will make note when it has chosen one resolu�ons to cover other resolu�ons.

The following are our recommnedations.

In solidarity, On Behalf of the Committee.

Jordan Laudon

86

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-B1 TITLE: MONTHLY LOCAL DUES MINIMUM ORIGINATOR: YEU EXECUTIVE LANGUAGE OF ORIGIN: E

YEU WILL change the dollar amount in Bylaw 5.1.A.b from $50 to $200.

BECAUSE the amount currently set is only $600 per year and this does not allow Locals to do much more than the minimum for an Annual General Meeting, for example.

BECAUSE $2,400 annually will support capacity building and potential to participate in union-related activities similarly to larger Locals.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is concurrence. The Committee recognizes that for smaller locals it is very difficult to represent members when there are limited resources to do so and commends the YEU Executive for making this recommendation.

The Committee further notes that this change was written into the Convention budget.

87

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-B2 TITLE: HONORARIUM FOR EXECUTIVE MEMBER ATTENDANCE AT SCHEDULED MEETINGS ORIGINATOR: YEU EXECUTIVE LANGUAGE OF ORIGIN: E YEU WILL update its bylaws to include the following under part 6. EXECUTIVE, Sec�on 5 – Execu�ve Mee�ngs, Any member of the YEU execu�ve (excluding the president and vice presidents) who atends a scheduled mee�ng of the execu�ve at a �me not already compensated through other leave provisions will receive a $100 honorarium.

BECAUSE we value the �me, labour, and commitment of our membership.

BECAUSE we want union par�cipa�on to be as barrier-free as possible.

BECAUSE this may support reten�on of directors on the execu�ve.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee’s recommenda�on is one of concurrence and notes that the YEU Execu�ve meets monthly, and this would only apply to those who are not compensated for Union Paid Leave.

88

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-B3 TITLE: CLARIFYING OF YEU BYLAWS (2017) PART 8 4(a) ADMINISTRATION AND PERSONNEL COMMITEE ORIGINATOR: YEU Execu�ve LANGUAGE OF ORIGIN: E UPDATE Part 8. DUTIES OF OFFICERS Sec�on 4 – Standing Commitees (a) Administra�on and Personnel Commitee (APC) in the following ways: UPDATE the “Purpose” of the APC to include, “Due to the responsibilities of the APC, its members will receive related training.”

REMOVE “Review replacement plans for operational assets” from the Administrative Activities list.

BECAUSE the YEU is growing and the role of the APC is expanding, clarifying the related bylaws will more clearly support the YEU. COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee’s recommenda�on is concurrence as Execu�ve members si�ng on the Personnel Commitee have necessary training and understanding of prac�ses for the efficient opera�on of the organiza�on. The Commitee also recognized that the Commitee is not best suited to manage opera�onal assets and that this role is beter suited to managers within the organiza�on.

89

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-B4 TITLE: UPDATE YEU BYLAWS (2017) PART 8 4(a) ADMINISTRATION AND PERSONNEL COMMITTEE ORIGINATOR: YEU Execu�ve LANGUAGE OF ORIGIN: E YEU WILL update S.4 Personnel (a)(i), (iv), and (v) language under 4(a) Activities of Personnel: (i) “Provide input to recruitment, retention, and hiring strategies based on terms adopted by the committee. These terms will be reviewed following triennial convention and at the hiring of a new Executive Director.” (iv) “Members of the Personnel Committee may will be invited by the President to participate on a panel established to recruit and hire YEU employees. (v) The Personnel Committee may will, with the Chair, identify performance goals for the excluded staff of the YEU. BECAUSE clarifying the bylaws will beter support the YEU. BECAUSE we must have the ability to adopt and adapt terms related to the hiring process.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee’s recommenda�on is concurrence. YEU members have a good understanding of what they need opera�onally of their staff and the APC will be playing a larger role.

90

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-B5 - Covers B10 and B15 TITLE: INDIGENOUS WORKER YEU EXECUTIVE AND EXECUTIVE COUNCIL ORIGINATOR: YEU EXECUTIVE LANGUAGE OF ORIGIN: E YEU WILL amend its bylaws to include an addi�onal execu�ve posi�on of one (1) Indigenous Director under part 6. EXECUTIVE, Sec�on 1, Sub-Sec�on A execu�ve composi�on and Sub-Sec�on B execu�ve council composi�on.

YEU WILL under Sec�on 2, add Sub-Sec�on D to state, “The Indigenous Director shall be nominated and elected from among the delegates in atendance at the Triennial Conven�on who self-iden�fy as Indigenous (as defined to include First Na�on, Inuit, and Mé�s people).”

BECAUSE members of the Yukon Indigenous Peoples’ Commitee discussed, recognized, and are striving for inclusion at all levels including leadership roles on the YEU execu�ve.

BECAUSE the PSAC/YEU is commited to advancing reconcilia�on and has an organizing priority to hire Indigenous Employees and Yukoners.

BECAUSE our union must strive to have an execu�ve representa�ve of its membership.

BECAUSE our union must be inclusive and inten�onal to ensure Indigenous people are represented on its execu�ve, in much the same was as young workers, equity members, and Yukon communi�es can elect their own representa�ve.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee’s recommenda�on is concurrence. The Commitee recognizes that there is a need organiza�onally for YEU to be a more representa�ve organiza�on and sees this as the right thing for us to do.

91

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-B6 - Covers B7, B8, and B9 TITLE: BYLAW NO.4 MEMBERSHUP RESPONSIBILITY – ANTI-HARASSMENT TRAINING FOR YEU OFFICERS ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E The Yukon Employees’ Union (YEU) will amend its Bylaw so that officers of the YEU receive mandatory anti-harassment training upon election or appointment. The YEU Executive shall request, in writing, for the training to be provided within three (3) months of election or appointment. Refresher courses of this training must be taken every two (2) years by the officers. The training received will be evaluated by means of an examination.

BECAUSE the YEU adopts and observes the Anti-Harassment policy passed by the Public Service Alliance of Canada (PSAC).

BECAUSE trained officers are resource persons available locally within our component and regionally and nationally when our members participate as delegates at various conventions.

BECAUSE placing the harassment complaint before and external impartial review committee is reactive.

BECAUSE initial and update training is proactive.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is concurrence. Organizationally, the issue of harassment is of huge importance to our officers, our members, and our staff.

92

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-B7 - Covered by B6 TITLE: BYLAW NO.4 MEMBERSHIP RESPONSBILITIY – ANTI-HARASSMENT TRAINING FOR YEU OFFICERS ORIGINATOR: PSAC NORTH REGIONAL HEALTH & SAFETY COMMITTEE LANGUAGE OF ORIGIN: E The Yukon Employees’ Union (YEU) will amend its Bylaw so that officers of the YEU receive mandatory anti-harassment training upon election or appointment. The YEU Executive shall request, in writing, for the training to be provided within three (3) months of election or appointment. Refresher courses of this training must be taken every two (2) years by the officers. The training received will be evaluated by means of an examination.

BECAUSE the YEU adopts and observes the Anti-Harassment policy passed by the Public Service Alliance of Canada (PSAC).

BECAUSE trained officers are resource persons available locally within our component and regionally and nationally when our members participate as delegates at various conventions.

BECAUSE placing the harassment complaint before and external impartial review committee is reactive.

BECAUSE initial and update training is proactive.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is concurrence. Organizationally, the issue of harassment is of huge importance to our officers, our members, and our staff.

Note: This resolution is covered by B6

93

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-B8 - Covered by B6 TITLE: BYLAW NO.4 MEMBERSHIP RESPONSBILITY – ANTI HARASSMENT TRAINING FOR YEU OFFICIERS ORIGINATOR: PSAC NORTH REGIONAL RACIALLY VISIBILE COMMITTEE LANGUAGE OF ORIGIN: E The Yukon Employees’ Union (YEU) will amend its Bylaw so that officers of the YEU receive mandatory anti-harassment training upon election or appointment. The YEU Executive shall request, in writing, for the training to be provided within three (3) months of election or appointment. Refresher courses of this training must be taken every two (2) years by the officers. The training received will be evaluated by means of an examination.

BECAUSE the YEU adopts and observes the Anti-Harassment policy passed by the Public Service Alliance of Canada (PSAC).

BECAUSE trained officers are resource persons available locally within our component and regionally and nationally when our members participate as delegates at various conventions.

BECAUSE placing the harassment complaint before and external impartial review committee is reactive.

BECAUSE initial and update training is proactive.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is concurrence. Organizationally, the issue of harassment is of huge importance to our officers, our members, and our staff.

Note: This resolution is covered by B6

94

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-B9 Covered by B6 TITLE: BYLAW NO.4 MEMBERSHIP RESPONSIBILITY – ANTI-HARASSMENT TRAINING FOR YEU OFFICERS ORIGINATOR: PSAC NORTH REGIONAL WOMEN’S COMMITTEE LANGUAGE OF ORIGIN: E The Yukon Employees’ Union (YEU) will amend its Bylaw so that officers of the YEU receive mandatory anti-harassment training upon election or appointment. The YEU Executive shall request, in writing, for the training to be provided within three (3) months of election or appointment. Refresher courses of this training must be taken every two (2) years by the officers. The training received will be evaluated by means of an examination.

BECAUSE the YEU adopts and observes the Anti-Harassment policy passed by the Public Service Alliance of Canada (PSAC).

BECAUSE trained officers are resource persons available locally within our component and regionally and nationally when our members participate as delegates at various conventions.

BECAUSE placing the harassment complaint before and external impartial review committee is reactive.

BECAUSE initial and update training is proactive.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is concurrence. Organizationally, the issue of harassment is of huge importance to our officers, our members, and our staff.

Note: This resolution is covered by B6

95

Resolution to YEU Triennial Convention – 2023 RESOLUTION # 2023-B10 - Covered by B5 TITLE: INDIGENOUS WORKER YEU EXECUTIVE AND EXECUTIVE COUNCIL ORIGINATOR: YIPC LANGUAGE OF ORIGIN: E Under part 6. EXECUTIVE, Section 1, Sub-Section A executive composition and Sub-Section B executive council composition.

YEU WILL for this 2023 Convention only, conduct an election for the Indigenous Director not more than 60 days following convention to allow for additional eligible members who self-identify as Indigenous to have the opportunity to participate in the nomination, voting, and full election process by Indigenous people who are YEU members in good standing. Subsequent elections will follow the prescribed bylaw(s) beginning at the Triennial Convention slated for 2026.

YEU WILL under Section 2, add Sub-Section D to state, "The Indigenous Director shall be nominated and elected from among the delegates in attendance at the Triennial Convention who self-identify as Indigenous (as defined to include first Nation, Inuit, and Metis people)."

BECAUSE members of the Yukon Indigenous Peoples' Committee discussed, recognized, and are striving for inclusion at all levels including leadership roles on the YEU executive.

BECAUSE Indigenous people who are members not in attendance at this 2023 Triennial Convention may not have been formally made aware of this potential opportunity, are not participating as delegates, and are so then unable to be considered for the position nor can they participate in the election of an Indigenous Director.

BECAUSE the PSAC/YEU is committed to advancing reconciliation and has an organizing priority to hire Indigenous Employees and Yukoners.

BECAUSE our union must strive to have an executive representative of its membership.

BECAUSE our union must be inclusive and intentional to ensure Indigenous people are represented on its executive, in much the same was as young workers, equity members, and Yukon communities can elect their own representative.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale:

First "YEU will" Ruled out of order by Component National President. Contradicts Section 9 Section 1 of the YEU bylaws. “All nominees for Executive office must be voting delegates to the Triennial Convention.” Currently there is there is no reliable list of indigenous members in good standing held by either YEU or PSAC. If YEU is to remain inclusive and intentional we must ensure that all Indigenous members in good standing are notified, 60 days following Convention is not sufficient time to ensure inclusivity.

Note: This resolution is covered resolution by B5

96

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023- B11 (amended for spelling and grammar) TITLE: MEMBERS WITH DISABILITIES POSITION ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E WHEREAS members with disabilities are included in the Equity Director position on the YEU Executive and leaves them with little or no representation; WHEREAS PSAC has included members with disabilities in the Constitution and have committees for each of the Equity groups across Canada; WHEREAS members of the Yukon PSAC Disabilities committee have discussed the issues of striving for their rights in all levels of government and Yukon; BE IT RESOLVED that a director position be replaced as a Members with Disabilities Director position on the component executive to focus on members with Disabilities and support their needs.

BE IT RESOLVED this Director position shall be nominated and elected from among the delegates at the Triennial, preferably a delegate who self-identifies as a member with a disability.

BE IT FURTHER RESOLVED THAT THESE CHANGES BE REFLECTED IN YEU BYLAWS COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is one of concurrence. This bylaw change will ensure that space is made for members with disabilities Note: James Cleary recorded against the Committee recommendation of concurrence.

97

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-B12 (amended with permission of the submitting body) TITLE: RACIALLY VISABLE DIRECTOR POSITION ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E WHEREAS racially visible members are included in the Equity Director position on the YEU Executive and leaves them with little or no representation; WHEREAS PSAC has included racially visible members in the Constitution and have committees for each of the Equity groups across Canada; WHEREAS members of the Yukon PSAC Racially Visible members committee have discussed the issues of striving for inclusion at all levels including YEU; WHEREAS not all Racially Visible members are in attendance or participating at this Triennial Convention as a delegate and have little or no representation on the YEU Executive.

WHEREAS Directors in the YEU Executive should have a portfolio with a focus to follow to ensure all members are included.

WHEREAS Racially Visible members are growing within YEU and PSAC and need to have better representation to bring forward their issues.

BE IT RESOLVED that a permanent Racially Visible Director position replace one of the current Director positions on the component executive and that the definition of this "Racially Visible" Director position be reflected by the current understanding of PSAC Constitution.

BE IT RESOLVED the Racially Visible Director shall be nominated and elected from among the delegates at the Triennial who self-identify as meeting the criteria set out in the PSAC Constitution.

BE IT FURTHER RESOLVED that these changes be reflected in YEU Bylaws COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: On review of this resolution the National President made edits captured by the text with the strikethrough as this language is incorrect. With these changes the Committee’s recommendation is one of concurrence. This bylaw change will ensure that space is made for racially visible members to play a greater leadership role on the YEU Executive.

James Cleary recorded against the Committees’ recommendation of concurrence.

98

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-B13 (amended with permission of submitted body) TITLE: IMMIGRANTS, REFUGEES AND PROTECTED PEOPLE COMMITTEE/DIRECTOR ORIGINATOR: LOCAL Y046 LANGUAGE OF ORIGIN: E WHEREAS YEU/PSAC strive to uphold principles of fairness, inclusivity, and equitable treatment of all their members, WHEREAS immigrants, refugees, and protected people workers often face unique challenges and barriers in the workplace, WHEREAS IRPP workers may not find themselves within existing equity groups, WHEREAS IRPP committees and representation would help address the specific needs and concerns of these workers, BE IT RESOLVED THAT YEU bylaws add one Immigrant, Refugee and Protected Peoples Director to the YEU Executive, to be nominated and elected from among the delegates at the Triennial Convention who are legally recognized as and self-identify as IRPP, BE IT FURTHER RESOLVED THAT PSAC establish IRPP Committees to ensure the fair treatment, representation, and empowerment of these workers, BE IT FURTHER RESOLVED THAT IRPP Committees be added to PSAC Constitution under Regional Committees, and all other sections that list equity committees and be considered a Regional Human Rights and Equity Committee as referenced in the constitution.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee amended this resolution by making changes in the first be it resolved that and recommends concurrence. This bylaw change will ensure that space is made for immigrants, refugees and protected people to play a greater leadership role on the YEU Executive

99

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-B14 TITLE: PUT MEMBERS AT THE HEART OF YEU BYLAWS ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E WHEREAS there is a desire to achieve greater member engagement in our union; and WHEREAS the proper function of a union is to assist workers in improving our collective conditions; and WHEREAS to realize this, workers must know they have agency and support within their union; and WHEREAS there are clauses in YEU's bylaws that do not center the needs of its membership: BE IT RESOLVED THAT YEU adopt these bylaw amendments: 8.1. n:

Amend "provide direction to designated officers to promote Local engagement.”

By replacing with ”provide guidance and support to YEU officers to address the needs and further the aims of locals and the membership of YEU, in accordance with these bylaws."

8.2. b.ii: Amend "attending local meetings to provide information about union goals, initiatives and opportunities.”

To add in, attending Local meetings to hear from members about their issues and priorities and to provide [...]

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is one of concurrence. As a member focused organization, the Committee believes reinforcing our grass roots connections is essential organizationally.

100

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-B15 - Covered by B6 TITLE: YUKON INDIGENOUS DIRECTOR POSITION ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E WHEREAS YEU has an organizing priority to hire Indigenous Employees and Yukoners in effect; WHEREAS PSAC has an Indigenous hiring policy in effect; WHEREAS members of the Yukon indigenous peoples commitee (YIPC) discussed, recognized and are striving for inclusion at all levels including Leadership Roles in the YEU Execu�ve; BE IT RESOLVED that a permanent Yukon Indigenous Director posi�on replace one of the current Director posi�ons on the component execu�ve and that the defini�on of this "Yukon Indigenous" Director posi�on be reflected by the current understanding of PSAC which is First Na�ons, Inuit, and Me�s from the Yukon Region.

BE IT RESOLVED the Indigenous Director shall be nominated and elected from among the delegates in atendance at the Triennial Conven�on who self-iden�fied as mee�ng the criteria set out in the PSAC Cons�tu�on.

BE IT FURTHER RESOLVED THAT THESE CHANGES BE REFLECTED IN YEU BYLAWS BECAUSE Indigenous peoples who are members are not in atendance at this Triennial Conven�on and not par�cipa�ng as a delegate have litle or no representa�ve on the YEU Execu�ve. BECAUSE Directors in YEU Execu�ve should have a por�olio with a focus to follow to ensure all members are included.

COMMITTEE RECOMMENDATION:

Note: This resolu�on is covered by B5

Concurrence

Non-Concurrence

Carried:

Defeated:

101

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-G1 Title: YEU ANNUAL BURSARY PROGRAM Originator: YEU EXECUTIVE Language of Origin: E BECAUSE the YEU supports the continuing education of Yukoners; and BECAUSE the YEU advocates for equal access to opportunities for all Yukoners; BE IT RESOLVED that the annual bursary award for post-secondary education be increased from $1000 to $1500; BE IT FURTHER RESOLVED that the total number of bursaries be increased from 9 to 28; BE IT FURTHER RESOLVED that bursaries reserved for trade school applicants be increased from 2 to 4.

BE IT FURTHER RESOLVED that 16 bursaries be reserved for applicants from equity groups as defined by the PSAC Constitution COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is that of concurrence. The Committee agreed that it has been many years since the bursaries themselves have increased in value or volume.

The Committee noted that this expense has been built into the Convention budget.

102

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-G2 TITLE: AIMS AND OBJECTIVES ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E WHEREAS the component YEU was created through Local Y010 to help advise and support the Locals within Yukon.

WHEREAS the Aims and Objectives of the YEU Bylaws Section 3 says "To achieve the best possible standards of wages, salaries and other conditions of employment for all members, and to protect their interests, rights and privileges"; WHEREAS Locals do not feel supported by the component, and we have heard, members don't feel welcome in the YEU offices.

BE IT RESOLVED The new YEU Leadership review policies, procedures and bylaws and meet with their Local Executives and together, develop new strategies, policies and procedures to ensure Local memberships are included and feel their interests, rights and privileges are protected within any buildings owned or rented by our component YEU; BE IT RESOLVED that YEU ensure a welcoming presence to our Local Executives and give them access to the buildings rented or owned by our component YEU. COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is that of concurrence. The Committee’s recognizes that creating a welcoming atmosphere is essential for activists to want to come to the Union Hall.

103

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-G3 (amended with permission of submitting body) TITLE: HEALTH AUTHORITY MEMBERS COMMITTEE ORIGINATOR: LOCAL Y017 LANGUAGE OF ORIGIN: E WHEREAS Yukon Government is moving toward implementation of a Health Authority which will affect employment of numerous members as seen at this time WHEREAS The government’s approach to a Health Authority creates a new employer which creates an uncertain future for members WHEREAS There appears no concrete action plan on the transition of members to a Health Authority, members are unaware of the plan and how it will impact them BE IT RESOLVED That YEU call upon members from the affected workplaces to develop a members committee to gather information on concerns from those potentially being affected by such transition.

BE IT FURTHER RESOLVED that YEU will support this committee in requesting answers from YG to concerns being heard.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is that of concurrence. The Committee is aware that the employers often change their structure in an effort to avoid obligations under the Collective Agreement or legislation.

104

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-G4 TITLE: LOW STAFFING LEVELS WITHIN HEALTH AND SOCIAL SERVICES ORIGINATOR: LOCAL Y017 LANGUANGE OF ORIGIN: E WHEREAS Chronic understaffing is leaving gaps in the social safety net, leaving vulnerable Yukoners at risk WHEREAS The government’s agenda to HSS is focusing on health services, which is a divide and conquer tactic, that is impacting members of Y017 and other locals WHEREAS No concrete action plan on the staffing crisis has occurred, thus causing continued psychological, emotional, and physical harm on members and their families.

BE IT RESOLVED YEU call for concrete action by Yukon Government within the next 90 days.

BE IT FURTHER RESOLVED that if no concrete action occurs by The Yukon Government that YEU supports group grievances into unsafe working conditions in Health & Social Services to rectify this unending crisis.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is that of concurrence. While we recognize that chronic understaffing is a huge issue for our members in many government departments, this resolution only addresses the issue of Health and Social Services.

105

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-G7 TITLE: ACCESSIBILITY ACT FOR NON-FEDERALLY REGULATED WORKPLACES ORIGINATOR: YUKON ACCCESS COMMITTEE LANGUAGE OF ORIGIN: E WHEREAS the Federal Government has passed the Accessible Canada Act that aims to find, remove and prevent barriers facing people with disabilities; WHEREAS Yukon is lacking similar legislation to regulate non federal workplaces; WHEREAS many public and community services in Yukon are lacking in accessibility; BE IT RESOLVED THAT YEU will immediately start a campaign to ensure that YEU members with disabilities in non-federally regulated workplaces have services that are accessible; BE IT FURTHER RESOLVED that YEU demands that the Yukon Government introduce legislation similar to the Accessible Canada Act, including standards relating to 5 areas: customer service, employment, information and communications, transportation, and the built environment (buildings and outdoor spaces).

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee’s recommenda�on is that of concurrence. Accessibility is essen�al for all workers regardless of where their workplace is federally or territorially regulated

106

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-G10 TITLE: NALOXONE AVAILABILITY AT UNION EVENTS ORIGINATOR: YUKON ACCESS COMMITTEE LANGUAGE OF ORIGIN: E WHEREAS the prevalence of opioids and overdose continues to increase; WHEREAS 94% of opioid overdose deaths happen by accident; WHEREAS than have been more than 9,000 apparent opioid related deaths since 2016; WHEREAS prescription opioids contribute to the crisis and high rates of opioid prescribing mean that more people are being exposed to the risks of opioids; BE IT RESOLVED YEU/PSAC will have Naloxone available in all first aid kits at all YEU/PSAC conferences and conventions.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee’s recommends concurrence on this resolu�on.

107

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-G11 (amended for spelling and grammar) TITLE: MEMBERSHIP LIST PROCESS REVIEW ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E WHEREAS Resolution 99-22 YEU Membership Lists delegates the Component to provide, collect, maintain confidentiality, and update the membership information; WHEREAS Locals do not receive this information in a timely manner as membership lists are updated through PSAC and PSC; and WHEREAS Locals do not have the information available right away and it is often wrong; BE IT RESOLVED THE YEU new Leadership review the membership process and work with PSAC and the Locals to create a faster process with fewer errors; BE IT FURTHER RESOLVED THE YEU maintains their own membership lists and uses these lists when updating the Locals to ensure the lists are more accurate and not have the Locals wait for an average three-month period for PSAC to update.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee’s recommendation is that of concurrence on this important issue. Challenges with membership lists can have significant issues for locals and their finances. The committee further noted that the third TBIR was ruled out of order by the National President and is at the end of this report in the Appendix.

National President has ruled third BIR is out of order, as membership in good standing is not defined nor granted by YEU, but by the PSAC Constitution and PSAC National President.

BE IT FURTHER RESOLVED the YEU uses these lists (maintained by YEU) for deciding members in good standing.

108

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-G12 TITLE: CASUAL EMPLOYEE INCLUSION AND FREEDOM OF ASSOCIATION ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E YEU WILL lobby to have casuals included in the definition of employee in both the Yukon Public Service Act (YPSA) and Yukon Public Service Labour Relations Act (YPSLRA) YEU WILL support casual public servants' desires and efforts to organize in Yukon government, ensuring rights to Freedom of Association, and seek employment benefits on par with their counterparts across Yukon Government locals.

YEU WILL through a medium public campaign, highlight the apparent lack of human rights protection for casual public servants and their "Freedom of Association" as enshrined in Section 2(d) of the Canadian Charter of Rights and Freedoms.

YEU WILL fund this campaign with previous years' surplus and not dues increase.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee recommends concurrence on this issue while recognizing the challenges of accomplishing the objective. All workers working in the Territory who work for the Yukon Government should have the right to representation.

109

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-G14 (amended with permission of submiting body) TITLE: WOMEN’S HEALTH CAMPAIGN ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: YEU WILL lobby through a public campaign, to highlight the many different health issues that a female body has such as pregnancy issues, breast and ovarian cancer issues, menopause and hormone issues, childcare is also frequently a maternal duty and as such women need more support in the work force.

YEU WILL show that women need more flexible accommoda�ons, remote work, and more leave such as sick and special leave to support their needs.

YEU WILL fund this campaign with previous years’ surplus and not dues increase.

BECAUSE the Women’s SPAC Na�onal Conven�on passed a resolu�on to put women’s health issues on the forefront.

BECAUSE women are five �mes more likely in Canada to be sexually assaulted than men.

BECAUSE the Yukon has many Health Issues already related to not enough medical staff, medical equipment, or medicines, therefore women are spending more �me home with illness or sick children and are having to wait longer for appointments for things such as mammograms, x-rays, and ultrasounds.

BECAUSE Yukon Government and Yukon Employers need to understand and support the issues regarding women, their health and work towards a safer and healthier environment for women.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee recommenda�on is of concurrence. Many issues related to women’s health have not been given the requisite amount of aten�on they are due. The Commitee understands that this issue was a mater of significant discussion at the PSAC Na�onal Women’s Conference.

110

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-G9 TITLE: SAFE CONSUMPTION SITE ORIGINATOR: YUKON ACCESS COMMITTEE LANGUAGE OF ORIGIN: E WHEREAS safe consumption sites are a compassionate approach to the substance use emergency that aims to reduce the health and social harms of illicit drugs, rather than punish people who use substances that are, in many cases, incredibly addictive and toxic; WHEREAS having a physical location dedicated to harm reduction increases the capacity to respond to overdoses and medical problems related to substance use; WHEREAS over 220 unique Yukoner’s, have accessed this service, and in the first year, Yukon government reported that of the 1,124 visits to the site there were 24 on-site overdoses that were responded to; BE IT RESOLVED that YEU will lobby the Yukon Government to keep the supervised consumption site open and lobby for expansion into communities.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee recommends concurrence on this resolu�on. We believe that supervised safe consump�on sites saves lives.

111

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-G8 TITLE: HARM REDUCTION ORIGINATOR: YUKON ACCESS COMMITTEE LANGUAGE OF ORIGIN: E WHEREAS Decriminalization of personal possession of drugs has been implemented in many other jurisdictions internationally and in BC. Evidence suggests that decriminalization is an effective way to reduce the harms associated with substance use and criminalization.

WHEREAS Decriminalization is not associated with increased rates of substance use or overdoes.

WHEREAS Decriminalization is expected to provide cost savings to the criminal justice system.

WHEREAS decriminalization will help reduce the barriers and stigma that prevent people from accessing life-saving supports and services. Substance use is a public health matter, not a criminal justice issue.

WHEREAS the opioid crisis requires urgent action as 15 in Yukon have died from January to September 2022; BE IT RESOLVED that the YEU lobby the Yukon Government to follow BC and decriminalize possession of small amounts of certain illegal drugs for personal use.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee recommends concurrence. Harm reduc�on and decriminaliza�on is seemingly having an impact on the opioid crisis in other jurisdic�ons.

112

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-G6 TITLE: RECOGNITION OF FOREIGN CREDENTIALS ORIGINATOR: LOCAL Y046 LANGUAGE OF ORIGIN: E WHEREAS Canada atracts skilled immigrants with diverse educa�onal backgrounds, WHEREAS many of these immigrants hold valuable foreign creden�als that may not be readily recognized in Canada, WHEREAS the lack of recogni�on of foreign creden�als creates barriers to employment and economic integra�on for skilled immigrants, WHEREAS recognizing foreign creden�als aligns with Canada's commitment to diversity, inclusion, and tapping into global talent, WHEREAS facilita�ng the recogni�on of foreign creden�als can address skill shortages in the North, BE IT FURTHER RESOLVED THAT public awareness campaigns be launched to educate employers about the benefits of hiring skilled immigrants with recognized foreign creden�als, thereby fostering a more inclusive and diverse workforce in Canada.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee recommenda�on is one of non-concurrence. While the Commitee recognizes the value of streamlining the process to recognize foreign creden�als, that is outside of the scope of YEU. Na�onal President has ruled first BIR is out of order, as neither YEU nor PSAC can streamline and expedite the recogni�on process of foreign creden�als. Second BIR is in order, but intent is unclear as to who is undertaking this campaign. Given this lack of clarity (the BIR does not completely stand alone) the resolu�ons commitee should confer a recommenda�on of non-concurrence.

BE IT RESOLVED THAT the YEU takes proactive measures to streamline and expedite the recognition process of foreign credentials for skilled Immigrant labour in Canada, advocating at PSAC National level,

113

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-G13 TITLE: IN SOLIDARITY AGAINST HATE ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E WHEREAS anti-2SLGBTQ1A+ sentiments, protests, and mobilization are increasing across the country currently and negatively affecting YEU members and our communities; WHEREAS increased hostility against this and other already marginalized groups is negatively impacting YEU and community members; WHEREAS the use of violence and intimidation tactics for the purposes of oppression goes against the values and purposes of YEU and PSAC; BE IT RESOLVED THAT during this term YEU launch a campaign to push back against rising hate by: • Naming and condemning hate incidents, whenever they are publicly displayed or reported; • Providing educational resources and training to help Locals, Shop Stewards, and members recognize hate speech and incidents, support targets, and cope with being targeted; • Undertaking these and other elements of the campaign in consultation with the PSAC Equity Committees and member organizations representing equity-seeking groups.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: The Committee recommendation is one of non-concurrence. Before making this recommendation, the committee had a rich discussion about who gets to determine what a “hate incident” is here in Canada.

The Committee agreed that Locals and activists need to have more resources and education to better recognize hate incidents. The Committee also spoke about the important role of Political Action Committees and Area Councils in identifying political issues for members and YEU to work on.

Lisa Keenan recorded against the Committee recommendation of non-concurrence.

114

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-G5 TITLE: YEU DUES APPLICATION (amended) ORIGINATOR: LOCAL Y046 LANGUAGE OF ORIGIN: E WHEREAS the dues calculated on YEU members in the Yukon have not been consistently applied, WHEREAS PSAC and YEU have not been able to locate or provide reasonable records of authoriza�on for dues in the north, WHEREAS dues are cons�tu�onally adopted at conven�ons and should not be le� to the discre�on of the YEU Execu�ve or Board of Directors on applica�on, WHEREAS mul�ple employers have received writen instruc�ons from PSAC that dues are not to be taken off over�me, bonuses, or severance, BE IT RESOLVED THAT union dues are only taken on employee regular earnings, including regular sick leave pay, BE IT FURTHER RESOLVED THAT dues for YEU members are not taken on over�me, bonuses, severance, or retroac�ve pay, BE IT FURTHER RESOLVED THAT percentage dues for YEU members are taken on the first step of the members classifica�on and level.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee’s recommenda�on on this resolu�on is one of non-concurrence. The Commitee recognized that YEU members pay dues on the botom of their pay scale. Harmoniza�on of dues amount to approximately $500,000 per year and has been built into the Conven�on budget. To eliminate this from the budget would have a significant impact on our staff levels and an approximately 12.5 percent reduc�on in the overall budget.

Note: PSAC removed from �tle

115

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-G15 (amended for spelling and grammar) MEDIA ADVERTISING ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E

WHEREAS Locals belonging to the component of YEU want beter communica�on services; WHEREAS the members belonging to the Locals are expressing needs for beter communica�on.

WHEREAS Locals do not receive enough funds to cover the cost of radio or newspaper adver�sing WHEREAS YEU has 5 million in unrestricted net assets and is able to request more funding from PSAC. WHEREAS PSAC North had a 1 million surplus in cash assets in May of 2023 WHEREAS PSAC Na�onal has an 8 million surplus in 2022.

WHEREAS a great way to reach RANDS is through radio and newspaper and PSAC holds RAND dues.

BE IT RESOLVED that YEU will put aside extra funding to cover adver�sing on Radio and Newspapers for events that are happening within the Components’ Locals. To be worked through the current funds within YEU and not as an extra dues increase.

BE IT RESOLVED that YEU will work with the Locals to discover new ways for Locals to “get the word out” about events, training, resources, vo�ng, bargaining, etc. happening within the Yukon.

BE IT RESOLVED that YEU con�nue to fund a Local Organizer training program in all the Locals to help with Communica�on services within the Yukon.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: The Commitee notes this resolu�on was not included in the package to be reviewed by the Na�onal President. The Commitee recommenda�on on non-concurrence is con�ngent on the Na�onal President ruling the resolu�on is in order. While the Commitee supports the inten�on of increased communica�on they voted on non-concurrence because of the 1st BIR does not define the cost and the 2nd BIR is not limited to a Local, it would apply all events happening in the Yukon. The Local Organizer pilot program was funded by PSAC North, not YEU. It was a one-�me expenditure.

Lisa Keenan recorded against the commitee recommenda�on on non-concurrence.

Note: This resolu�on was edited for forma�ng with permission of the submi�ng body for clarity.

116

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023- Out of Order 1 TITLE: BARGAINING SHOULD BE COLLECTIVE ORIGINATOR: YEU EXECUTIVE LANGUAGE OF ORIGIN: E WHEREAS there is no clause in the Yukon’s Public Service Labour Relations Act that required bargaining team to sign “ground rules” at the outset of bargaining which prohibit the union from sharing details with its own members; WHEREAS members deserve to be informed and invited into collec�ve bargaining, of which the aim is to protect their dignity and the quality of life of workers, and which is meant to be collec�ve; BE IT RESOLVED THAT during this next term YEU commit to adop�ng and suppor�ng open bargaining approaches.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: Ruled out of order by PSAC Na�onal President. Save for the instance where YEU is listed as the bargaining agent in the Public Service Labour Relations Act, PSAC is the bargaining agent for our bargaining units. Nego�a�ons, including the roles and responsibili�es of bargaining team members, is defined in PSAC Regula�on 15. Regula�on 15 does provide for bargaining team members to convey informa�on to the membership; however, bargaining teams are expected to comply with the communica�ons strategy developed by PSAC, and there can be �mes when bargaining is under an embargo or media blackout.

117

Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023-Out Of Order 2 TITLE: BARGAINING SHOULD BE COLLECTIVE ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E WHEREAS there is no clause in the Yukon’s Public Service Labour Relations Act that required bargaining team to sign “ground rules” at the outset of bargaining which prohibit the union from sharing details with its own members; WHEREAS members deserve to be informed and invited into collec�ve bargaining, of which the aim is to protect their dignity and the quality of life of workers, and which is meant to be collec�ve; BE IT RESOLVED THAT during this next term YEU commit to adop�ng and suppor�ng open bargaining approaches.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: Ruled out of order by PSAC Na�onal President. Save for the instance where YEU is listed as the bargaining agent in the Public Service Labour Relations Act, PSAC is the bargaining agent for our bargaining units. Nego�a�ons, including the roles and responsibili�es of bargaining team members, is defined in PSAC Regula�on 15. Regula�on 15 does provide for bargaining team members to convey informa�on to the membership; however, bargaining teams are expected to comply with the communica�ons strategy developed by PSAC, and there can be �mes when bargaining is under an embargo or media blackout.

118

Resolution to YEU Triennial Convention – 2023

RESOLUTION # 2023-Out of Order 3 TITLE: SURPLUS OF DUES ORIGINATOR: LOCAL Y046 LANGUAGE OF ORIGIN: E WHEREAS PSAC Budget in 2022 showed a surplus of 80 million in collected dues from members, WHEREAS PSAC North in 2023 showed 1 million in cash assets not expended from previous dues collected, WHEREAS YEU was holding 5 million in unrestricted net assets in the 2021 financial report, BE IT RESOLVED THAT future additional resolutions come out of these surplus funds prior to dues increase at the 2023 – 2024 Conventions for YEU and for PSAC, BE IT FURTHER RESOLVED that PSAC will remit to each component and DCL $1 per member/month for the next 3-year cycle, in addition to the amount of dues as determined by bylaws of the Component.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Rationale: Ruled out of order by PSAC National President. Both BIR are out of order. Ongoing costs cannot be funded from the surplus, nor can a resolution direct the use of the surplus for future cycles. The action called for in the second BIR would place the union at financial risk, especially as the PSAC surplus has been significantly reduced following the 2023 national strikes of our Treasury Board and CRA members.

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Resolu�on to YEU Triennial Conven�on – 2023

RESOLUTION # 2023 Out Of Order 4 TITLE: TEMPORARY DUES REBATE DUES TO SURPLUS ORIGINATOR: LOCAL Y010 LANGUAGE OF ORIGIN: E

WHEREAS PSAC Budget in 2023 showed a surplus of 80 million in collected dues from members; WHEREAS PSAC North in 2023 showed 1 million in cash assets not expended from previous dues collected; WHEREAS YEU was holding 5 million in unrestricted net assets in the 2023 financial report; BE IT RESOLVED that dues rebate for Locals under YEU be increased to $1.00 per member per month for a one-year period star�ng November 1, 2023 to October 31, 2024 BECAUSE members are having a hard �me in the Yukon with increased housing costs, gas prices, and food prices and Locals would like to help more.

BECAUSE Locals are having to pay higher costs for supplies, food, gas, internet, phones, etc. to keep in touch with members.

BECAUSE a surplus has been increased due to many members working from home and health guidelines were in effect for years BECAUSE Locals want to connect with members and help with issues or put forth events for member connec�ons but do not have the funds to do so.

COMMITTEE RECOMMENDATION:

Concurrence

Non-Concurrence

Carried:

Defeated:

Ra�onale: Ruled out of order by YEU Component President. Ongoing costs cannot be funded from the surplus, nor can a resolu�on direct the use of the surplus for future cycles. The ac�on called for in the second BIR would place the union at financial risk, especially as the PSAC surplus has been significantly reduced following the 2023 na�onal strikes of our Treasury Board and CRA members.

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ORDER OF RESOLUTIONS BY RELEVANCE RULED CONCURRENT 2023-B1 MONTHLY LOCAL DUES MINIMUM 2023-B2 HONORARIUM FOR EXECUTIVE MEMBER ATTENDANCE AT SCHEDULED MEETINGS 2023-B3 CLARIFYING OF YEU BYLAWS (2017) PART 8 4(a) 2023-B4 YEU BYLAWS (2017) PART 8 4(a) 2023-B5 INDIGENOUS WORKER YEU EXECUTIVE AND EXECUTIVE COUNCIL 2023-B6 BYLAW NO. 4 MEMBERSHIP RESPONSBILITY, Covers B7, B8 and B9 2023-B7 BYLAW NO. 4, Covered by B6 2023-B8 BYLAW NO. 4, Covered by B6 2023-B9 BYLAW NO. 4, Covered by B6 2023-B10 INDIGENOUS WORKER YEU EXECUTIVE AND EXECUTIVE COUNCIL, Covered by B5 2023-B11 MEMBERS WITH DISABILITIES POSITION 2023-B12 RACIALLY VISABLE DIRECOR POSITION 2023-B13 IMMIGRANTS, REFUGEES AND PROTECTED PEOPLE COMMITTEE/DIRECTOR 2023-B14 PUT MEMBERS AT THE HEART OF YEU BYLAWS 2023-B15 INDIGENOUS WORKER YEU EXECUTIVE AND EXECUTIVE COUNCIL, Covered by B5 2023-G1 YEU ANNUAL BURSARY PROGRAM 2023-G2 AIMS AND OBJECTIVES 2023-G3 HEALTH AUTHORITIY MEMBERS COMMITTEE 2023-G4 LOW STAFFING LEVELS WITHIN HEALTH & SOCIAL SERVICES 2023-G7 ACCESSIBILITY ACT FOR NON-FEDERALLY REGULATED WORKPLACES 2023-G10 NALOXONE AVAILABILITY AT UNION EVENTS 2023-G11 MEMBERSHIP LIST PROCESS REVIEW 2023-G12 CASUAL EMPLOYEE INCLUSION AND FREEDOME OF ASSOCIATION 2023-G14 WOMEN’S HEALTH CAMPAIGN 2023-G9 SAFE CONSUMPTION SITE 2023-G8 HARM REDUCTION RULED NON-CONCURRENT 2023-G6 RECOGNITION OF FOREIGN CREDENTIALS 2023-G13 INSOLIDARITY AGAINST HATE 2023-G5 YEU DUES APPLICATION 2023-G15 MEDIA ADVERTISTING RESOLUTIONS RULED OUT OF ORDER BY THE PSAC NATIONAL PRESIDENT #2023-OOO1 BARGAINING SHOULD BE COLLECTIVE – (Reviewed as number 2023-G) #2023-OOO2 BARGAINING SHOULD BE COLLECTIVE (Y010) (Reviewed as 2023-G) #2023-OOO3 SURPLUS OF DUES (Reviewed as 2023-G13) #2023-OOO4 TEMPORARY DUES REBATE DUE TO SURPLUS (Reviewed as 2023-G22) #2023-G6 RECOGNITION OF FOREIGN CREDENTIALS (FIRST BE IT RESOLVED) #2023-G11 MEMBERSHIP LIST PROCESS REVIEW (THIRD BE IT FURTHER RESOLVED) RESOLUTIONS RULED OUT OF ORDER BY THE YEU PRESIDENT #2023-B10 INDIGENOUS WORKER YEU EXECUTIVE AND EXECUTIVE COUNCIL (FIRST YEU WILL)

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