Letters of Expectation – Prince George
We claim that the employer acted in an unfair and arbitrary manner by giving letters of expectation to individuals without being able to provide examples of the behaviours they were accused of.
We request that the Employer rescind the letters of expectation.
Status: This grievance was heard at step 2 and elevated to step 3.
Policy Grievance – Dress Code (Kelowna)
We claim the employer has violated the Collective Agreement by allowing some offices to institute a ban on wearing blue jeans at work.
We request the managers of worksites which have a no blue jeans policy publicly rescind it and conform to the corporate Workplace Attire policy.
Status: This grievance was denied at step 3 and has been elevated to arbitration.
Policy Grievance - Temporary Part Time
We claim the employer has violated the Collective Agreement by hiring or having hired an employee working less than full-time hours when the Collective Agreement only allows less than full-time hours for permanent employees.
We request that the Employer cease and desist from employing temporary employees on a less than full-time basis, and that the Employer make all employees who have not been provided with regular full-time hours whole.
Status: This grievance was denied at step 3 and has been elevated to arbitration.
Hours of work – Kelowna
We claim the employer has violated the Collective Agreement by denying the grievor’s request to work normal hours as defined in article 18.01.
We request that the employer allow the grievor’s request to work normal hours. In addition we ask that the grievor be compensated for overtime hours worked as a result of this denial.
Status: This grievance was denied at step 3 and has been elevated to arbitration.
Policy Grievance – Acting Period Capital
We claim they have violated the Collective Agreement and past practice by attempting to institute a new policy to avoid the requirement for Union agreement for acting positions greater than three months in duration.
We request that the employer rescind this new policy and follow the existing language of the Collective Agreement.
Status: Held in abeyance pending further joint discussion.
Policy Grievance – Acting Period Prince George
We claim they have violated the Collective Agreement and past practice by attempting to institute a new policy to avoid the requirement for Union agreement for acting positions greater than three months in duration.
We request that the employer rescind this new policy and follow the existing language of the Collective Agreement.
Status: Held in abeyance pending further joint discussion.
Policy Grievance – Acting Period Nanaimo
We claim they have violated the Collective Agreement and past practice by attempting to institute a new policy to avoid the requirement for Union agreement for acting positions greater than three months in duration.
We request that the employer rescind this new policy and follow the existing language of the Collective Agreement.
Status: Held in abeyance pending further joint discussion.
Failure to Post Director Positions (Head Office)
We claim the Employer has violated the Collective Agreement by failing to post two excluded positions (Director Legal Services and Director Communications and Government Relations) and awarding them to two excluded employees. Two excluded positions were eliminated and two new positions were created. Specifically section 16.02 states: “In addition, job vacancies occurring outside the bargaining unit shall be posted prior to filling to enable interested bargaining unit employees to apply.” By failing to post members were denied an opportunity at a senior excluded position.
The employer countered saying that in fact these positions are not new but actually the result of two excluded members having their job description added to, in effect a reclassification. Therefore there were no vacancies to post as well it was unlikely that any BU staff would have been qualified for either position… Furthermore, the job description hasn’t yet been created or is still being created.
Status: This grievance was elevated to arbitration. Chris Sullivan selected as the arbitrator Dec 11, 2012. There is currently no date set for Arbitration.
Medical Accommodation (Kelowna)
We claim the Employer has violated the Collective Agreement by excessively scrutinizing the work of a member, requesting them accept pay below their current salary and not accommodating them in the workplace.
We request a medical accommodation from the employer in the workplace with no loss of pay or benefits.
Status: The grievance been elevated to arbitration and an arbitrator has been proposed.