Yukon Employees' Union February 2016 Newsletter

RETURN UNDELIVERABLE CANADIAN ADDRESSES TO:

Yukon Employees’ Union 2285-2nd Ave. Whitehorse, Yukon Y1A 1C9

NEWS

Breaking new trail for workers' rights & social justice.

Feb 2016

Yukon Employees’ Union

International Women’s Day, March 8 International Women's Day celebrates the social, economic, cultural, and political achievements of women. The day observed globally, also marks a call to action for accelerating gender parity.

every dollar a man earns doing work of the same value. For women of colour, the wage gap is even greater. The World Economic Forum estimates that it will take until 2133 for the world to entirely closes the economic gender gap.

In 2016, the value of women's work cannot be denied or debated and the issues of gender parity, equal access and pay equity cannot be ignored. Even today, depending on where they live, *Canadian women earn between 74¢ and 82¢ for

Everyone - men and women - can pledge to take a concrete step to help achieve gender parity more quickly - whether to help women and girls achieve their ambitions, call for gender-balanced leadership, respect and value difference, develop more inclusive and flexible cultures or root out workplace bias. Each of us can be a leader within our own spheres of influence and commit to take pragmatic action to accelerate gender parity.

IWD has been observed since the early 1900's - a time of great expansion and turbulence in the industrialized world that saw booming population growth and the rise of radical changes... like women in the work force! Women worked outside the home in factories, on farms, in offices, as teachers and much more. Of course they earned far less than men, no matter that their work was often exactly the same. and their work was precarious and often dangerous.

"The story of women's struggle for equality belongs to no single feminist nor to any one organization but to the collective efforts of all who care about human rights" Gloria Steinem

International Women's Day is about celebration, reflection, advocacy, and action - whatever that looks like globally and at the local level.

Until there is true equality for women in all areas of our lives, there will be more work to do.

Any serious shift towards more sustainable societies has to include gender equality. Helen Clark

Shop Stewards NEEDED! YEU needs Shop Stewards…workers like you who are willing to take some training and assist colleagues who need help finding a solution to a problem at work.

Who can be a Steward? Any member in good standing of Yukon Employees’ Union can be a Shop Steward in their Local.

What about training? YEU has created a new staff position dedicated to strengthening our Shop Steward team. New training initiatives will be announced over the next year; it’s a very good time to step forward as a Steward!

YEU currently offers monthly Shop Steward Round Table sessions held the 3rd Wednesday morning of each month. These informal presentations offer opportunities to ask questions and learn from others. The PSAC office in Whitehorse also offers regular training on things like union structure, roles, Local Officers training and more. There is lots of online training available through PSAC’s Education program too, and workshops offered by affiliate organizations throughout the year.

Yukon Government has an employer/union co-facilitated course on the Grievance Process - required training for all YG Stewards which can be accessed by all YG members through the Quarterly. No union leave is required for this training. For other training approved during your regular work hours, YEU reimburses your employer for your time; you will not lose pay to attend.

What will I be expected to do? Your co-workers will likely ask you questions about the contract, the union or their own work situations. Stewards are called by our Intake Officer at YEU to accompany members to fact finding meetings with their manager or supervisor. Your role at these meetings is usually as an observer, note taker and provider of moral support. In some cases and with appropriate training, you may be asked to participate more fully in discussions at meetings, but not until you have received coaching and feel prepared to do so.

basis and is not compensated.

Is it all volunteer work?

Most contracts have a clause that permits Shop Stewards to do union work while on the job. You submit a leave form citing the appropriate article from your collective agreement for the time you spend researching or representing a member. Your pay will not be disrupted.

Representation work done outside your normal work hours is done on a voluntary

My workplace already has a Steward. Stewards represent workers from their entire Local, not just from their specific workplace so don’t let that stop you. The more well-trained Stewards we have the better.

If I make a mistake, will someone lose their job? No. You will have a network of support including our well trained & experienced Union Advisors. As a Shop Steward you will have regular conversations with our staff in order to ensure everyone is working in unison for members.

How do I become a Shop Steward? Each Local’s bylaws are worded differently. Some dictate that Stewards are elected at the Local’s AGM, others allow for nominations and elections at any time.

Your Chief Shop Steward or your Local President will guide you through the process. Once we’re advised by your Local that you’re a Shop Steward, you’ll be invited to our office to be sworn in by our President or Vice-President. You’ll get an orientation to our office, staff and procedures and receive your New Steward’s package. Once you’ve met everyone, you’ll be registered for upcoming training.

Will becoming a Steward make me a target for my employer? Shop Stewards who are well trained and level-headed help create workplaces that function smoothly. Employers recognize the benefit of a union liaison in the workplace and are usually very happy to work with them. It’s in everyone’s best interest to solve problems quickly and cleanly. It is very rare that our Stewards find themselves in conflict with their employer simply by virtue of stepping forward as a representative.

Will co-workers expect me to be an instant expert on our contract, labour law and all things union?

Your role is to ensure members have fair representation and that all pertinent information is recorded, provided to the Union Advisor and kept confidential. You’ll need to get to know your contract but we do not expect you to interpret the agreement or be up to date on all labour issues. A Steward needs to be compassionate and organized. The Steward’s role is one of problem solver and witness.

At some point in their careers about 50% of workers call their union. It might be a simple question about vacation leave, a scheduling issue or ongoing and persistent harassment from a co-worker or supervisor. To meet our members’ needs when they need support we need your help.

Please call your Chief Shop Steward, Local President or the YEU Office today. Visit yeu.ca for contact info.

Join us February 17th, 9-noon for a Shop Steward Information Session at YEU. Phone 667-2331.

Nobody “gives” you power. You just take it. Roseanne Barr

YEU NEWS February 2016

Parlez-vous français?

There are three options for ensuring bilingual positions are staffed with employees who are able to provide the required French language services; 1 Fill vacant positions with qualified candidates using the staffing process;

2 Transfer a non-bilingual employee, with his/her consent, (or on a voluntary basis) to create a vacancy which would be filled either through recruitment or transfer of an existing bilingual employee;

For several years, Yukon Employees’ Union, Yukon Government and other stakeholders have worked to develop new Bilingual Staffing Guidelines. It has taken time to craft policy which enables access to French language services for Yukoners as required by the Language Act and the French Language Policy, while assuring jobs are protected.

YG states they are “committed to ensuring the public can receive government services in English or in French from head or central offices, and from those offices for which there is significant demand for French communication and services, or for which it is reasonable that communications with and services from that office be in both English and French owing to the nature of the office.”

Through consultation with departments and the Union, guidelines have been developed outlining requirements to identify positions where French language service is needed and establish recruitment, selection, and appointment processes related to imperative and non-imperative designated bilingual positions.

3 Provide opportunities to upgrade the French language skills of the non-bilingual employee in a bilingual position.

Competitions will identify positions as Preference Competitions (open to bilingual or non-bilingual applicants) or Restricted Competitions (open only to certified bilingual applicants). More information will be made available explaining this process in the weeks to come, but here’s important information for you.

If your position has been deemed an Imperative designated bilingual position and you are NOT bilingual, your job is safe. YG states “Existing employees’ rights and/or job security will not be compromised” If you’re concerned or wish clarification, contact your HR Department.

Have you received a letter from the Canada Revenue Agency announcing an audit of your union dues?

Don’t panic.

Union dues are tax deductible but CRA does occasionally follow up looking for more information or proof of the deduction`s validity.

If you receive such a letter, contact us at the YEU Office (667-2331). We’ll put you in touch with PSAC staff who will ensure you have everything you need for CRA.

“The question isn’t who’s going to let me; it’s who is going to stop me.” Ayn Rand

YEU NEWS Feb 16 2016

Victoria Faulkner Women’s Centre Celebrates!

For Victoria Faulkner Women's Centre, the year 2016 marks 40 years of support, community, advocacy, feminism, struggles, and celebrations.

We come from humble beginnings. In 1974, the Yukon Status of Women Council first saw the need for a women-only space and in 1976 we became registered as a non-profit organization. In the 40 years since then, we have evolved and grown to become an established and vital part of our community.

Among the many programs currently offered through VFWC are the daily drop-in, Community Kitchen, Girls and Trans Club, Mom and Kids Summer Recreation Program, A Safe Place, Rural Pregnant Mom's Suite, as well as a variety of ongoing programs that fluctuate to meet women’s needs. Our work is always grounded in a participant-centred focus, recognizing the strength and resilience of all women.

As a hub for all women, VFWC will continue to provide the consistent and vital services that have become an integral part of northern life.

Please join us in celebrating our 40th anniversary on International Women’s Day, March 8 2016 by dropping by our open house at 503 Hanson St. We are planning a celebration to honour the past four decades and look forward to the next four. Stay tuned for more details!

Of course, the Centre could not have survived 40 years without the hard work and unwavering commitment of generations of Yukon women on the front line and the grassroots movement supporting them. Heartfelt thanks must also be given to all of our contributors, volunteers, supporters, Collective members, and staff for their ongoing generosity and passion.

2016 is the 100th anniversary of the first win for some women in the right to vote.

This achievement was first won in Manitoba, with Saskatchewan and Alberta following the same year.

The Whitehorse RWC is celebrating this important achievement with a prize give away.

Take a few moments, answer the questions and enter your name for a draw for A Woman’s Place is in her Union denim tote bag.

Send your responses to fayantb@psac.com by March 7th.

1)

2) 3) 4) 5)

Who were the “Famous Five”?

Who was the first woman to be elected in territorial elections?

Which First Nations woman was the first to be elected to the Yukon Legislative Assembly and what year?

In what year did Audrey McLaughlin become the federal leader of which federal party?

Who was the first female president of the Public Service Alliance of Canada PSAC?

Let’s start a movement of men who aren’t afraid to stop violence against women. C. A. Gomez

YEU NEWS Feb ‘16

People always ask kids “What do you want to be when you grow up?” In the beginning their answers are similar: astronaut, doctor, ballerina, firefighter! As they get older the answers begin to vary, but not as much as they could.

Often it’s not ‘til well after high school that these ‘kids’ find out about the many work sectors and all the tickets, degrees, diplomas, and career paths available to them.

In school the only careers we know about are those we see first-hand: the careers of our teachers, parents, and of characters in books and on TV. But only a handful of careers get screen time - often very stereotypical gendered roles.

As YWITT executive director, Brenda Barnes puts it “You can’t be what you can’t see.” This is why it is so important that we show our youth, especially our girls, more career options - especially those available right here in the Yukon.

In an effort to show participants more of the Trades and Technology careers available in the Yukon, YWITT changed the format of the 2015 conference from their traditional one day event at the Yukon College. Instead, YWITT partnered with 14 local businesses and organizations who delivered hands-on workshops in their shops, labs, and worksites.

Carmacks grade 9 student Kallista Roberts was one of 102 girls who attended the YWET conference this past October.

It was her second year at YWET, but she said this conference was a totally different experience for her.

YEU Vice President Sue Christianson with draw prize winner at 2015 YWET Conference

She attended workshops at Fireweed RV, Total North Communications and Raven Recycling. A highlight for her was the computer hardware workshop put on by Computers for Schools at Raven Recycling. Roberts says it was really exciting and interesting to take apart computers and learn about all the different the parts and how they fit together.

She says she is now considering becoming a computer technician when she’s older.

Like Kallista, many of the girls who attended YWET in October discovered careers they are now considering as options for their futures. Many said they’ve discovered careers they didn’t know existed.

As YWITT looks ahead to our 2016 Young Women Exploring Trades conference we’re excited that many businesses who participated in 2015 would like to come on board again. Like us, these business owners and trades and technology professionals really see the benefit of inviting young girls in - to help them discover who and what they might become - and maybe even where they might work.

To hear from other YWET 2015 participants check out this video on our youtube page: http://bit.ly/YWET2015

by Heidi Loos, Yukon Women in Trades & Technology

Follow Yukon Women in Trades & Technology on Facebook or visit their website at www.yukonwitt.org *Student photos courtesy of Heather Jones Photography

There is no tool for development more effective than the empowerment of women. Kofi Annan

YEU NEWS Feb ‘16

Concerned a colleague is in an abusive relationship?

Here are some warning signs to look for: • Obvious injuries such as bruises, black eyes, broken bones, hearing loss — these are often •

attributed to “falls,” “being clumsy,” or “accidents.”

Clothing that is inappropriate for the season, such as long sleeves and turtlenecks — wearing sunglasses indoors or unusually heavy makeup.

•

Receives an unusual number of phone calls, has a strong reactions to those calls, is reluc-

•

Sensitivity about home life or hints of trouble at home — comments may include references to bad moods, anger, temper, and alcohol or drug abuse.

tant to converse or respond to phone messages. Others in the workplace may take insensitive or insulting messages intended for the colleague experiencing abuse.

• Disruptive personal visits

to workplace by current or former partner or spouse.

•

Gifts and flowers after a dispute between the couple which may include physical violence.

•

Change in job performance: poor concentration and errors, slowness, inconsistent work quality.

• Uncharacteristic absenteeism

• •

•

Asks for special accommodations or requests to

leave early.

Isolation; unusually quiet, keeps away from others.

Emotional distress or flatness, tearfulness, depression, and suicidal thoughts.

•

Minimization - denies harassment, downplays injuries.

•

Uncharacteristic signs of

• Fear

of job loss.

anxiety and fear.

BELIEVE there’s a problem?

NOT sure what to do?

Work with an abuser?

Below are some visible warning signs that MAY indicate an abusive temperament: •

May bully others at work.

•

Denies problems.

•

•

•

•

Blames others for problems, especially his/her partner.

Shows “defensive injuries” (such as scratch marks).

Is knowledgeable about the legal and social service systems and use it to his/her advantage so it appears that he/she is the victim.

Is absent or late related to his/her actions toward the victim or for court or jail time.

If you feel like it’s none of your business, consider that an abusive relationship often worsens over time.

•

If you’re worried you’ll only make things worse, remember that doing nothing puts everyone at much higher risk of danger.

Remember; these signs do NOT necessarily mean someone IS an abuser; use good judgement & compassion & and never accuse.

If you don’t know what to say, start by expressing concern and care from the heart and focus on being a good listener.

But remember: don’t jump to conclusions, don’t accuse & don’t increase the isolation through gossip with others in your workplace.

Calls his/her partner repeatedly during work.

Visit http://canadianlabour.ca/what-to-do

domestic

VIOLENCE

and the

WORKPLACE

How does domestic violence impact people at work?

One in three workers have experienced domestic violence, and for many the violence follows them to work.

Abusers will often try and prevent victims from getting to work, causing them to be late or to have to miss work.

Abusers also may excessively call, email, or text victims while they’re at work. They may come into the workplace or stalk the victim.

Why is domestic violence a union issue?

Unions must ensure that work is safe for everyone. Unions protect the rights of all workers, and if one worker is vulnerable, all workers are affected.

The CLC’s National Survey on Domestic Violence at Work showed that significant numbers of union members experience domestic violence, and that violence at home can put all workers at risk.

“[The abuser] would phone my workplace to see What are unions doing about domestic violence?

Unions build awareness about domestic violence and its what time I had left, and phoned when I arrived to impacts at work, and they work to support members and ensure employers live up to their obligations. make sure I was actually going to work.”

Over 80 percent of domestic violence victims report that their work performance was negatively affected.

Absenteeism and poor work performance can leave victims vulnerable to discipline, and some even lose their jobs.

“Dealing with my ex-husband left me feeling anxious, tired due to lack of sleep. It affected the pleasure my work usually gives me.”

Work can be a safe haven for someone who is experiencing violence at home. The financial security of a job and some time away from their abuser can help a person experiencing violence seek support or make a plan to leave the relationship. However the workplace can also be a dangerous place for victims as abusers know just where to find them.

Abusers also feel the impacts of their behaviour at the workplace. They may use work time or equipment to send abusive messages or otherwise plan and carry out violent acts. They may be preoccupied or distracted, affecting their work performance and leaving them vulnerable to discipline or job loss – which then puts their victim at greater risk as unemployment is a risk factor for increased violence leading to serious injury or death.

Unions can build connection and a sense of belonging among their membership. This means unions play an important role in breaking down barriers of silence and isolation that often accompany domestic violence. This helps put an end to the idea that domestic violence is strictly a private matter, and helps increase workplace safety for everyone.

“[I] lied about injury and absence due to fear and not able to admit to abuse at that time.”

Unions can also act as a bridge for domestic violence victims for reaching support. They also make sure that employers follow violence legislation, support victims in making a safety plan and help victims approach management with specific workplace accommodations such as time off, phone call screening or other security enhancing arrangements.

Many collective agreements contain clear language about workplace violence. Unions today are working to add new language addressing domestic violence as a workplace issue.

We’ll keep working toward including such language in our Yukon collective agreements but until that happens, awareness and action are key.

Co-workers and others in the workplace can also experience the negative effects of DV through increased workloads, stress, calls or visits from their co-worker’s abuser, and other potential safety risks.

“My coworkers were worried and disturbed by the physical and emotional evidence of the abuse.”

The abuse of women and girls is the most pervasive human rights violation on earth. Jimmy Carter

YEU NEWS Feb ‘16

Spring 2016 Training Dates F February ebruary 20-21: Respectful Workplaces- Whitehorse

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Violence in the Workplace, Canada Labour Code - Whitehorse

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Meetings & Events

Y010 Monthly Meeting: 2nd Tues., 5:30-7:30 p.m., YEU Hall

Y017 Monthly Meeting: 4th Wed., 7:30 p.m., YEU Hall

Staff

Shop Steward Round Table: February 17, 9am - noon, YEU

YEU Monthly Exec Meeting: 2nd Thurs., 6:30-9:00 pm, YEU Hall

Christie Harper, Union Advisor; charper@yeu.ca

David Anderson, Shop Steward Coordinator; danderson@yeu.ca

Sharleen Patterson, Union Advisor; spatterson@yeu.ca

Deborah Turner-Davis, Communications: dturner-davis@yeu.ca

Susan Koser, Union Advisor; skoser@yeu.ca

Beckie Huston, Intake Advisor; bhuston@yeu.ca Tammy Olsen, Financial Officer; tolsen@yeu.ca

Roseanne Elias, Receptionist; reception@yeu.ca

Josh Cuppage, Executive Assistant; contact@yeu.ca Laura Hureau, Executive Director; lhureau@yeu.ca

Yukon Employees’ Union Office, 2285 2nd Avenue Whitehorse YT Y1A 1C9 PH: 867-667-2331 FX: 867-667-6521 Toll Free: 1-888-YEU-2331 Email us at contact@yeu.ca Visit www.yeu.ca, follow us on Facebook & Twitter or visit our blog; www.theunionbillboard.com Office Hours: Monday through Friday, 8:30 am - 5:00 pm.

YEU NEWS February 2016