Report – UMCC – December 14, 2011
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
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| 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.
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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.
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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.
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Ongoing
COS
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| 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 A draft guidance on how to address varying work hours to meet operational requirements will be developed and shared with the unions for consultation.
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Ongoing
COS
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| 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.
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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.
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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.
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Closed |
| Health and Safety Committees. COS confirmed that the review is ongoing. COS agreed that committees must comply with the Canada Labour Code.
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Closed |
| New Business
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| 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).
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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)
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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.
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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.)
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Ongoing
COS |
| Standing Items
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| 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.
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| 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. |
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1ST LEVEL |
2ND LEVEL |
FINAL LEVEL |
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PIPSC |
UNDE |
PIPSC |
UNDE |
PIPSC |
UNDE |
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| NJC
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1 |
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| WITHDRAWN
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3 |
2 |
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| ADR MEDATION SETTLED/WITDRAWN
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1 |
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1 |
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| UPHELD
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3 |
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| PARTIALLY UPHELD
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1 |
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| ABEYANCE
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1 |
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| PENDING
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5 |
15 |
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1 |
| DENIED
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1 |
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| ADJUDICATION |
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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.
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| Employment Equity Statistics. HR explained that EE stats are only compiled once a year and the same March 2011 statistics were shared.
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| Round Table
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| 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.
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| Next meeting. March 2012 (TBC). Questions/comments welcomed.
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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