Report – UMCC – December 14, 2011

CFHS Minutes

 

CF HEALTH SERVICES UMCC

 

MEETING OF DECEMBER 14, 2011

 

UNDE EVP/OPI CFHS REPORT

 

 

http://www.forces.gc.ca/health-sante/default-eng.asp

 

http://www.forces.gc.ca/health-sante/default-fra.asp

 

Colonel Weger, COS, called the meeting to order; Sister Simone Gardezy, PIPSC representative, as co-chair. The meeting agenda was amended to add:

 

 

–        UMCC Consultation and Training                                           PIPSC/UNDE

 

The September 21, 2011 meeting minutes were accepted with minor amendments.

 

 

Old Business

 

 
Review of Excluded Positions. Ongoing.   The COS advised that the review is 80% complete. His intent is to share the list with the   unions for review and further consulation by end January rather than waiting   for the next UMCC.

 

Ongoing

COS

Delegation of Grievance   Responsibility. Ongoing, nearing completion, hinges on the   review of the excluded positions (above).   In response to PIPSC’s question, the COS advised that the CFHS SOP   3100-34 is currently under review taking into consideration the review of the   grievance delegations. In the interim,   the grievance officers remain as currently in place, 1st at the   Clinic and 2nd at Group.

 

Ongoing

COS

Professional Development. COS agreed that consistency and   transparency are needed. How? A draft proposal will be developed and   shared with the unions for consultation.

 

Ongoing

COS

 

Varying the Work Week. COS agreed that the collective agreements   allow for work hours to be altered, however, he acknowledged that this does   not cover weekends. A draft guidance   on how to address varying work hours to meet operational requirements will be   developed and shared with the unions for consultation.

 

Ongoing

COS

 

Immunization. COS advised that there is a MOU in place   with Health Canada to provide immunizations.   He also confirmed that employees are entitled to reimbursement for   immunizations needed for deployments to operational areas. He asked that specific situations be brought   to his attention. PIPSC to follow up.

 

Ongoing

PIPSC

Infection Prevention and Control   (IPAC). COS advised that a policy is being   implemented in all clinics and IPAC Coordinators are being identified. In response to UNDE EVP’s questions, he   confirmed that the policy applies to all staff including contract workers   (Calian and contract cleaners).He re-confirmed that the audit is not   a cost cutting initiative.

 

Closed
Employee Professional Review and   Personal Files. COS shared that he has been advised that   for the formal assessment process (PRR) employer representatives/supervisors   can retain documents to assists in writing the assessment. COS agreed with the unions that there   should be nothing held on an employee that the employee is not aware of or   that the employer representatives/ supervisors would not be willing to share   with the employee, NO shadow   files.   UNDE and PIPSC stated that   should an “assessment reference file” be held, it should be destroyed   following the assessment period. COS stated   that he believes the file can be kept until the manager or the employee   leaves, at which time documents should be consolidated with the formal   personal file held at the CHRO.

 

Closed
Health and Safety Committees. COS confirmed that the review is ongoing. COS agreed that committees must comply with   the Canada Labour Code.

 

Closed
New Business

 

 
Prevention of Violence in the Workplace Policy. UNDE EVP stated that while reviewing   minutes received she noted that a Clinic was developing their own Local   Policy. She further stated that she   has discouraged this practice in other locations pending the release of the   DND National Policy being developed at D Safe G. COS advised that there has been a   prevention policy in place within CFHS for the past two years. He confirmed that the CFHS Policy will be   reviewed for compliance with the DND Policy once the DND Policy has been   formally implemented.

 

(Note: CFHS Policy has been shared with the UNDE   NE and USOs).

 

Closed
Administration of Leave for Christmas   Block Leave. UNDE EVP stated that this agenda item was   submitted to reinforce that civilian employees do not have to take leave and   have the right to come to work during the block leave period. UNDE EVP stated that she was also asked if   there had to be a military supervisor on duty? She added that she is aware that employees   should not be in the workplace alone, but that forcing a supervisor, military   or civilian, to come to work does not make for good management/labour   relations. PIPSC’s position is that   there must be a supervisor on duty with delegated authority to address issues   that may arise. COS stated that   clinics are trusted to ensure appropriate staffing over the block leave   period.

(Reference   CANFORGEN 176/09 HR CIV 09/007   201450Z OCT 09)

 

Closed
Dress Code for Civilian Employees. UNDE EVP stated that she is now aware of   three locations where a dress code has been proposed, Petawawa, Gagetown and   most recently Trenton. COS stated that   he has been advised that there is NO   dress code for civilian employees unless the dress issue pertains to health   and safety or the employer provides uniforms.

 

Closed
UMCC Consultation and Training. PIPSC and UNDE jointly presented that some   locations within CFHS could benefit from the JLP UMCC training and coaching   opportunities available through DG ADR.   The COS committed to follow up.

 

(Note: The committee went in camera to discuss   specific locations.)

 

Ongoing

COS

Standing Items

 

 
Contractors in Health Services   Positions. COS advised that current statistics were   not available and would be provided secretarially in the New Year.

 

PIPSC raised a concern that the   vacated Base Addiction Counsellor (BAC) positions (currently WPs represented   by PSAC/UNDE) are not being backfilled with public service workers. PIPSC further stated that as current   employees retire the positions are being converted and that Calian workers   are being utilized to fullfill the duties until the ongoing classification   review process is completed. PIPSC’s   opinion is that mental health nurses could be deployed into the positions.

 

UNDE EVP stated that in accordance   with the PSEA a deployment can only be at the same group and level; UNDE EVP   also stated that she is aware that these are generic WDs and is disappointed   that UNDE was not made aware of the proposed changes. Also, that through the ESA process, the BAC   positions were considered essential to the operations of CFHS. UNDE EVP asked how the employer can take a   generic WD and reclassify (prospectively) to a group in an entirely different   bargaining unit.

 

The COS confirmed that, although   there has been no confirmation of the resulting classification, it is   anticipated that the BAC positions will converted   to either Social Worker (SW) or Mental Health Nurse (NU), eventually there   will be no WP classified addiction counsellors. How?   The   education requirement and scope of practice have changed.

 

COS confirmed that the   reclassification will have no impact on current employees because the new   classification will not take effect until the current incumbent retires or   permanently leaves the position for another reason; research has shown that   it will take approximately 10 years to fully implement the change in   classification.

 

The COS again committed to public   service staffing. UNDE EVP advised   that this information has been shared and that she has also shared that CFHS   is open to contract worker roll over.

 

 
Grievance Report:   Covering the period April 1, 2011 to   December 5, 2011; this report does not include the grievances filed before   April 1, 2011 although there are 40 reported pending at various levels.  

 

 

 

1ST LEVEL

2ND LEVEL

FINAL LEVEL

 

PIPSC

UNDE

PIPSC

UNDE

PIPSC

UNDE

NJC

 

1

WITHDRAWN

 

3

2

ADR   MEDATION SETTLED/WITDRAWN

 

1

1

UPHELD

 

3

PARTIALLY   UPHELD

 

1

ABEYANCE

 

1

PENDING

 

5

15

1

DENIED

 

1

ADJUDICATION

1

1

 

 

 

Common   issues: Leave and Pay (9); PRR (2);   WDs and classifications (15); Other (9).

 

Both   PIPSC and UNDE stated that it is unfortunate that the grievance stats do not   reflect the workplace environment that members report. PIPSC stated that employees are afraid to   file harassment complaints and grievances for fear of retaliation that is   ongoing in the workplace. UNDE EVP   supported this opinion citing a recent incident that she was aware of.

 

 
Employment Equity Statistics. HR explained that EE stats are only   compiled once a year and the same March 2011 statistics were shared.

 

 
Round Table

 

 
PIPSC   stated that they would like to have a conversation about the DND EAP Program   at the next CFHS UMCC.

 

The   Committee members agreed that progress has been made this year, although   slowly, to improve workplace relationships and to resolve issues. Everyone wished each other a happy holiday   season.

 

 

 
Next meeting. March 2012 (TBC). Questions/comments welcomed.

 

 

 

In solidarity,

 

Submitted Electronically

Mary Chamberlain

UNDE Executive Vice President

Questions and comments are welcomed.

In solidarity,

Sent electronically,

M.L. Chamberlain
Executive Vice President