แอด ไลน์ รับ เครดิต ฟรี _คาสิโนออนไลน์สล็อตในไทย_คาสิโน มือถือ https://www.google.com//352/topics/grievance-arbitration en Grace ¨¤ l¡¯AFPC, les victimes d¡¯agression sexuelle au travail seront indemnis¨¦es https://www.google.com//352/node/7146 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>La semaine derni¨¨re, l¡¯Alliance de la Fonction publique du Canada (AFPC) a remport¨¦ une importante victoire. En effet, la Cour d¡¯appel f¨¦d¨¦rale a jug¨¦ qu¡¯une de ses membres doit ¨ºtre indemnis¨¦e pour agression et harc¨¨lement sexuels dans son lieu de travail.</p> <p>Dans cette affaire, une agente des services frontaliers faisait l¡¯objet de harc¨¨lement sexuel constant de la part d¡¯un coll¨¨gue depuis mai 2008, jusqu¡¯¨¤ ce que ce dernier l¡¯agresse en ao?t 2009. Bien que l¡¯employeur et la Commission des relations de travail et de l¡¯emploi dans le secteur public f¨¦d¨¦ral reconnaissaient qu¡¯il y avait eu agression et harc¨¨lement sexuels, cette derni¨¨re a tout de m¨ºme refus¨¦ d¡¯indemniser la plaignante pour sa douleur et ses souffrances, malgr¨¦ des preuves manifestes de traumatisme affectif grave.</p> <p>Dans sa d¨¦cision, la Commission a qualifi¨¦ l¡¯agression sexuelle de blague vulgaire et a jug¨¦ que l¡¯agente avait eu une r¨¦action d¨¦mesur¨¦e. Elle a aussi affirm¨¦ qu¡¯une employ¨¦e aussi s?re d¡¯elle aurait d? s¡¯y prendre autrement pour signaler le probl¨¨me et le r¨¦soudre.</p> <p>Grace au courage de la plaignante, l¡¯AFPC a triomph¨¦ ¨¤ la Cour d¡¯appel f¨¦d¨¦rale. Cette derni¨¨re confirme que l¡¯obligation d¡¯indemniser les victimes de violence et de harc¨¨lement sexuels existe bel et bien, que le traumatisme soit d? en tout ou en partie ¨¤ ces actes.</p> <p>??C¡¯est une victoire remarquable pour toutes les victimes d¡¯agression et de harc¨¨lement sexuels au travail. Le message est sans ambigu?t¨¦?: il faut prendre au s¨¦rieux les cons¨¦quences de ces actes et indemniser les victimes en cons¨¦quence??, a d¨¦clar¨¦ Chris Aylward, pr¨¦sident national de l¡¯AFPC.</p> <p>La Cour d¡¯appel a vertement critiqu¨¦ la commission d¡¯avoir rendu une d¨¦cision qui perp¨¦tue les mythes entourant le viol. Selon elle, il n¡¯y a pas de r¨¦action typique ¨¤ l¡¯agression sexuelle et la Commission ne peut pas substituer sa propre notion de la logique aux preuves de douleur et de souffrance.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/border-security">Border security</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li><li class="field-item even"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item odd"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item even"><a href="/352/victories">Victories</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section><section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/20180828_psac_-_members_shoot21881.jpg" width="2560" height="1707" alt="Canadian border crossing" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Tue, 16 Oct 2018 19:55:56 +0000 calugaj 7146 at/352 PSAC victory secures compensation for victims of workplace sexual assault https://www.google.com//352/psac-victory-secures-compensation-victims <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>PSAC secured an important victory this past week when the Federal Court of Appeal ruled that a member should be compensated for the sexual harassment and assault she experienced in her workplace.</p> <p>The case involved a border services officer who had been continually sexually harassed by a co-worker since May 2008, which culminated in a sexual assault on August 2009. While the employer and the Board did not dispute that sexual harassment and assault did occur, the Board nevertheless decided that compensation for pain and suffering was not warranted despite clear evidence of significant emotional trauma</p> <p>In its decision, the Board referred to the sexual assault as a ¡°vulgar prank¡± and considered the reaction of the target of the assault as ¡°extreme¡± and ¡°grossly exaggerated.¡± The Board further maintained that because the victim was a ¡°confident¡± employee she ought to have taken different steps in having the matter reported and resolved.</p> <p>Thanks to the courage of the member who brought this case forward, PSAC successfully appealed the Board¡¯s decision and received the positive ruling last week. The Federal Court of Appeal confirmed that there is an obligation to compensate victims of sexual harassment and violence, and further, that sexual assault survivors can be compensated for harm suffered regardless of whether the sexual assault was the sole cause of the harm.</p> <p>¡°This is such an important victory for any victims of sexual harassment and assault in the workplace. The message is clear: the impact on workers should be taken seriously, and they should be compensated for their suffering,¡± said PSAC National President Chris Aylward.</p> <p>The Court was also very critical of the Board¡¯s original decision for having perpetuated rape myths. The Court affirmed that there is no one typical response by victims to sexual assault, and further that the Board could not substitute its own concept of common sense in place of the actual evidence of pain and suffering.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/border-security">Border security</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li><li class="field-item even"><a href="/352/topics/harassment">Harassment</a></li><li class="field-item odd"><a href="/352/bullying">Workplace bullying</a></li><li class="field-item even"><a href="/352/victories">Victories</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section><section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/20180828_psac_-_members_shoot21881.jpg" width="2560" height="1707" alt="Canadian border crossing" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Tue, 16 Oct 2018 19:48:55 +0000 calugaj 7145 at/352 R¨¦forme de la classification : l¡¯AFPC d¨¦pose un grief de principe au nom du groupe PA https://www.google.com//352/node/6955 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>L¡¯Alliance de la Fonction publique du Canada (AFPC) vient de d¨¦poser un grief de principe au nom du groupe Services des programmes et de l¡¯administration (PA), puisque le Conseil du Tr¨¦sor n¡¯a pas respect¨¦ les d¨¦lais de mise en ?uvre de la r¨¦forme de classification.</p> <h3>Processus de r¨¦forme de la classification</h3> <p>Le processus li¨¦ ¨¤ la r¨¦forme de la classification a ¨¦t¨¦ extr¨ºmement lent pour la majorit¨¦ de nos unit¨¦s du Conseil du Tr¨¦sor. ¨¤ cela s¡¯ajoutent les retards engendr¨¦s par les ann¨¦es de compressions du gouvernement Harper.</p> <p>Lors de la derni¨¨re ronde, l¡¯AFPC a r¨¦ussi ¨¤ n¨¦gocier de meilleures dispositions dans la convention collective des PA concernant l¡¯examen de la structure des groupes professionnels ainsi que des ¨¦ch¨¦anciers pour la mise en ?uvre de la r¨¦forme de classification. L¡¯examen de la structure des groupes professionnels devait s¡¯achever au plus tard le 30 d¨¦cembre 2017.</p> <h3>Non-respect des ¨¦ch¨¦anciers</h3> <p>Au cours de la pr¨¦sente ronde, on s¡¯attendait ¨¤ ce que l¡¯employeur soit pr¨ºt ¨¤ n¨¦gocier en fonction de nouvelles normes de classification et descriptions de travail pour le groupe PA. Comme l¡¯employeur a manqu¨¦ ¨¤ ses obligations, nous avons d¨¦pos¨¦ un grief de principe.</p> <p>L¡¯AFPC maintient ses objectifs concernant la r¨¦forme de la classification?:</p> <ul><li>Remplacer le syst¨¨me de classification tr¨¨s d¨¦suet du Conseil du Tr¨¦sor</li> <li>¨¦laborer des normes d¡¯¨¦valuation des emplois et des descriptions de travail qui tiennent compte des r¨¦alit¨¦s et qui souscrivent aux principes de l¡¯¨¦quit¨¦ salariale.</li> </ul><p>Maintenant que les pourparlers ont repris, nous aborderons cette question ¨¤ la table de n¨¦gociation et veillerons ¨¤ faire respecter le contrat de travail actuel.</p> <p>L¡¯AFPC poursuivra son objectif de mettre en place un syst¨¨me de classification qui permettra d¡¯¨¦valuer et de r¨¦mun¨¦rer tous nos membres de mani¨¨re juste et ¨¦quitable, reconnaissant ainsi la valeur de leur travail.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bargaining">Bargaining</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Fri, 20 Jul 2018 15:58:24 +0000 calugaj 6955 at/352 Classification reform: PSAC files PA bargaining unit policy grievance https://www.google.com//352/classification-reform-psac-files-pa-bargaining <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>The Public Service Alliance of Canada (PSAC) has filed a policy grievance on behalf of the Program and Administrative Services (PA) bargaining unit in response to Treasury Board failing to meet classification reform deadlines.</p> <h3>The classification reform process</h3> <p>Classification reform across most of our Treasury Board bargaining units has been a painstakingly slow process that was further delayed throughout the years of Harper¡¯s cutbacks.</p> <p>In the last round of negotiations, PSAC¡¯s bargaining team negotiated stronger language into the PA collective agreement regarding a review of the occupational group structure, as well as general timelines for classification reform. The occupational group structure review was to be completed by December 30, 2017.</p> <h3>Failing to meet deadlines</h3> <p>During this round of bargaining, the employer was expected to come to the table ready to negotiate with new classification standards and job descriptions for the PA group. The employer has failed to meet that obligation, which has led to the filing of the policy grievance.</p> <p>PSAC¡¯s long-standing objectives on classification reform continue to be:</p> <ul><li>replacement of the current, very outdated Treasury Board classification system;</li> <li>development of job evaluation standards and job descriptions that reflect current work realities and that are pay equity compliant.</li> </ul><p>Now that collective bargaining has resumed we will be addressing this issue at the negotiation table in addition to enforcing the existing contract.</p> <p>PSAC will continue to pursue a classification system that will evaluate and compensate all of our members fairly and equitably for the important work they do.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bargaining">Bargaining</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Fri, 20 Jul 2018 15:55:37 +0000 calugaj 6954 at/352 Grief r¨¦solu : calcul de la prime de surveillance et de la prime de formation des d¨¦tenus https://www.google.com//352/node/6770 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Le 6 septembre 2013, l¡¯employeur a modifi¨¦ sa fa?on de calculer la prime de surveillance (PS) et la prime de formation des d¨¦tenus (PFD) pour les affectations int¨¦rimaires, r¨¦duisant ainsi les montants re?us par les employ¨¦s. En r¨¦ponse, l¡¯Alliance de la Fonction publique du Canada (AFPC) a d¨¦pos¨¦ un grief de principe.</p> <p>L¡¯AFPC (le syndicat) est heureuse d¡¯annoncer qu¡¯elle est parvenue ¨¤ une entente avec le Secr¨¦tariat du Conseil du Tr¨¦sor pour r¨¦gler un grief de principe en suspens, ainsi que les griefs individuels connexes, concernant le calcul de la prime de surveillance (PS) et de la prime de formation des d¨¦tenus (PFD). Le syndicat estime que cette entente pourrait toucher au moins 100 fonctionnaires qui sont couverts par la convention collective du groupe SV. Les deux primes dont il est question seront d¨¦sormais calcul¨¦es selon <a href="https://syndicatafpc.ca/sites/psac/files/attachments/pdfs/annexe_a.pdf" target="_blank"><strong>l¡¯annexe A</strong></a>.</p> <p>Les membres de l¡¯AFPC qui croient que leur PS ou leur PFD n¡¯est pas calcul¨¦e correctement selon l¡¯annexe A doivent communiquer sans tarder avec leur employeur ¨¤ <strong><a href="mailto:SITD-PSFD@tbs-sct.gc.ca">SITD-PSFD@tbs-sct.gc.ca</a></strong>. Les membres ont 120 jours ¨¤ compter de la date de parution du pr¨¦sent avis pour envoyer ¨¤ leur employeur par courriel les renseignements suivants?:</p> <ol><li>leur nom;</li> <li>le minist¨¨re pour lequel ils travaillent pr¨¦sentement;</li> <li>leur code d¡¯identification de dossier personnel (CIDP);</li> <li>chaque p¨¦riode pour laquelle ils demandent un nouveau calcul des primes et le nom du minist¨¨re qui les employait durant chaque p¨¦riode vis¨¦e.</li> </ol><p>Le Secr¨¦tariat du Conseil du Tr¨¦sor transmettra ces renseignements ¨¤ un conseiller ou une conseill¨¨re en r¨¦mun¨¦ration pour le recalcul des primes et, le cas ¨¦ch¨¦ant, pour la correction des erreurs et le versement des sommes dues. Il est entendu que les probl¨¨mes de fonctionnement du syst¨¨me de paye Ph¨¦nix peuvent retarder le traitement des demandes et le versement des sommes dues.</p> <p>Nous vous prions de mettre l¡¯AFPC en copie, ¨¤ l¡¯adresse <strong><a href="mailto:prime@afpc-psac.com" target="_blank">prime@psac-afpc.com</a></strong>, pour la correspondance initiale avec l¡¯employeur.</p> <p>Surtout, n¡¯h¨¦sitez pas ¨¤ <strong><a href="https://syndicatafpc.ca/les-elements-de-lafpc">communiquer avec votre ¨¦l¨¦ment</a></strong> si vous voulez plus d¡¯information.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bargaining">Bargaining</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/programs-section">Programs Section</a></li></ul></section><div class="field field-name-field-attachments field-type-file field-label-above view-mode-rss"> <div class="field-label">Attachments:&nbsp;</div> <div class="field-items"> <div class="field-item even"><span class="file"><img class="file-icon" alt="PDF icon" title="application/pdf" src="/modules/file/icons/application-pdf.png" /> <a href="/352/sites/psac/files/attachments/pdfs/annexe_a.pdf" type="application/pdf; length=133862">annexe_a.pdf</a></span></div> </div> </div> <section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/spreadsheet-scrape_1.jpg" width="5184" height="2712" alt="" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Thu, 10 May 2018 18:00:33 +0000 aubrym 6770 at/352 Grievance resolved: Calculation of supervisory differential and inmate training differential https://www.google.com//352/grievance-resolved-calculation-supervisory <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>On September 6, 2013 the employer revised their methods of calculating the supervisory differential (SD) and inmate training differential (ITD) earned on acting assignments, causing employees to receive less money. The Public Service Alliance of Canada (PSAC) filed a policy grievance in response.</p> <p>PSAC (the Union) is pleased to announce that it has come to an agreement with the Treasury Board Secretariat to resolve the outstanding policy grievance and related individual grievances regarding the calculation of the SD and ITD. According to the Union, this agreement could affect at least 100 people within operational services who are covered by the SV Collective Agreement. The SD and ITD will now be calculated as per <a href="/352/sites/psac/files/mos-569-02-158-appendix-a_3.pdf"><strong>Appendix A</strong>.</a></p> <p>PSAC members who believe their SD or ITD has not been calculated correctly as per Appendix A should contact their employer immediately at <a href="mailto:SITD-PSFD@tbs-sct.gc.ca"><strong>SITD-PSFD@tbs-sct.gc.ca</strong></a>. Members have 120 days from the release date of this memo to contact the employer by e-mail address and provide the following information to the Employer:</p> <ol><li>their name;</li> <li>the name of their current department;</li> <li>their PRI (Personal Record Identifier);</li> <li>each individual period for which the Employer must recalculate, including the name of previous employing departments for the specified periods.</li> </ol><p>Once this information is received by the Treasury Board Secretariat, the information will be forwarded to compensation advisors for recalculation of the amounts for the SD and ITD and the correction of any errors, including reimbursement of monies owed, If applicable. It is understood that issues related to the Phoenix pay system may delay the processing and payment of any monies owed.</p> <p>Please ensure that you copy PSAC on your initial correspondence with the employer by emailing <strong><a href="mailto:differential@psac-afpc.com">differential@psac-afpc.com</a>.</strong></p> <p>If you require any additional assistance, please don¡¯t hesitate to contact your <strong><a href="/352/components">PSAC component</a>.</strong></p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bargaining">Bargaining</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section><section class="field field-name-field-embedded-image field-type-image field-label-above view-mode-rss"><h2 class="field-label">Embedded Image:&nbsp;</h2><div class="field-items"><figure class="clearfix field-item even"><img class="image-style-none" src="/352/sites/psac/files/spreadsheet-scrape_0.jpg" width="5184" height="2712" alt="" /></figure></div></section><div class="field field-name-field-image-placement field-type-list-text field-label-above view-mode-rss"> <div class="field-label">Image Placement:&nbsp;</div> <div class="field-items"> <div class="field-item even">Top Right Half</div> </div> </div> Thu, 10 May 2018 17:50:30 +0000 aubrym 6769 at/352 Victoire d¡¯une membre de l¡¯AFPC dans une affaire de discrimination fond¨¦e sur l¡¯age https://www.google.com//352/node/6333 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>La Commission des relations de travail et de l¡¯emploi dans le secteur public f¨¦d¨¦ral (CRTESPF) <strong><a href="http://www.fpslreb-crtespf.gc.ca/decisions/fulltext/2017-f-32_f.asp">vient de donner raison</a></strong> ¨¤ Diane Legros, une membre de l¡¯AFPC qui travaillait ¨¤ l¡¯Agence des services frontaliers du Canada (ASFC), et ordonne ¨¤ son employeur de lui verser 25?000?$ pour dommages subis. Mme?Legros avait d¨¦pos¨¦ deux griefs, all¨¦guant que l¡¯ASFC avait rejet¨¦ sa demande d¡¯¨¦change de postes en se basant sur son age, ce qui constitue une forme de discrimination d¨¦lib¨¦r¨¦e et inconsid¨¦r¨¦e.</p> <p>??Quelle bonne nouvelle que l¡¯arbitre a accord¨¦ un d¨¦dommagement aussi ¨¦lev¨¦ pour une infraction ¨¤ la <em>Loi canadienne sur les droits de la personne</em>??, a d¨¦clar¨¦ Robyn Benson, pr¨¦sidente nationale de l¡¯AFPC. ??Il est tr¨¨s important, en effet, que les gestionnaires qui posent des gestes discriminatoires flagrants, comme dans le cas de Mme?Legros, sachent qu¡¯il y aura des cons¨¦quences. Esp¨¦rons que le gouvernement saura tirer les le?ons qui s¡¯imposent.??</p> <h3><strong>Demande d¡¯¨¦change de postes refus¨¦e au motif de l¡¯age</strong></h3> <p>L¡¯arbitre a jug¨¦ que l¡¯age de la fonctionnaire ¨¦tait un facteur important dans la d¨¦cision de l¡¯employeur de rejeter la demande d¡¯¨¦change de postes. Il s¡¯agit donc de discrimination. L¡¯¨¦change de postes est une des mesures pr¨¦vues dans la Directive sur le r¨¦am¨¦nagement des effectifs lorsqu¡¯il y a r¨¦duction ou r¨¦organisation au sein de la fonction publique. En voici les modalit¨¦s?: un ¨¦change a lieu lorsqu¡¯un employ¨¦ ¨¦change son poste avec un autre employ¨¦, d¨¦clar¨¦ exc¨¦dentaire, d¨¦sirant quitter le gouvernement.</p> <p>Dans le cas pr¨¦sent, Mme?Legros souhaitait offrir son poste en ¨¦change d¡¯une mesure de soutien ¨¤ la transition; ensuite, elle prendrait sa retraite. Mais sa gestionnaire a refus¨¦, invoquant son age ¨C 62?ans ¨C et le fait que son poste serait probablement ¨¦limin¨¦ aussit?t que Mme?Legros prendrait sa retraite.</p> <p>L¡¯arbitre a d¨¦clar¨¦ ??[qu¡¯]?en raison de l¡¯age de la fonctionnaire, [la gestionnaire] comptait sur la retraite de cette derni¨¨re pour atteindre les objectifs du PARD. Pour cette raison, elle lui a refus¨¦ un avantage (le d¨¦part comme employ¨¦e rempla?ante) auquel d¡¯autres pouvaient pr¨¦tendre.?? Un tel refus constitue de la discrimination fond¨¦e sur l¡¯age.</p> <h3><strong>D¨¦dommagement pour pr¨¦judice moral et discrimination</strong></h3> <p>Comme l¡¯a soulign¨¦ l¡¯arbitre, ??[la gestionnaire] a mis tous les obstacles possibles pour que cet ¨¦change ne se r¨¦alise pas??.</p> <p>La Commission avait d¨¦j¨¤ tranch¨¦ dans une autre affaire sur les ¨¦changes de postes?: l¡¯employeur ne pouvait pas refuser un ¨¦change de postes sous pr¨¦texte qu¡¯il comptait abolir le poste de l¡¯employ¨¦ rempla?ant lorsque cette personne quitterait la fonction publique. Malgr¨¦ cette d¨¦cision, la gestionnaire a continu¨¦ d¡¯opposer son refus.</p> <p>L¡¯arbitre a donc accord¨¦ ¨¤ Mme?Legros, aux termes du paragraphe?53(3) de la <em>Loi canadienne sur les droits de la personne</em> (LCDP), une indemnit¨¦ de 10?000?$ pour ??discrimination d¨¦lib¨¦r¨¦e et inconsid¨¦r¨¦e??.</p> <p>En outre, ??compte tenu du pr¨¦judice moral subi par la fonctionnaire??, l¡¯arbitre lui a accord¨¦ une indemnit¨¦ de 15?000?$ aux termes de l¡¯alin¨¦a?53(2)e) de la LCDP.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/discrimination">Discrimination</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li><li class="field-item even"><a href="/352/workforce-adjustment">Workforce adjustment</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Thu, 09 Nov 2017 17:30:44 +0000 pilona 6333 at/352 Victory! PSAC member awarded damages in age discrimination case https://www.google.com//352/victory-psac-member-awarded-damages-age <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>In a <strong><a href="http://www.fpslreb-crtespf.gc.ca/decisions/fulltext/2017-f-32_e.asp">recent adjudication decision</a></strong>, Diane Legros, a PSAC member who worked for Canada Border Services Agency, was awarded $25,000 in damages because her employer discriminated against her based on her age. The Federal Public Service Labour and Employment Relations Board (FPSLREB) decision awarded these significant damages because the employer refused to allow Legros to take advantage of a retirement incentive due to her age, and that the discrimination was ¡°willful and reckless.¡±</p> <p>¡°We are pleased to see that the adjudicator awarded significant damages for a violation of the Canadian Human Rights Act,¡± said Robyn Benson, PSAC National President. ¡°It¡¯s important that in cases like this, where managers so blatantly and recklessly discriminate against an employee, that there be a consequence for that. Hopefully, lessons will be learned from this case.¡±</p> <h3><strong>Denial of alternation based on age</strong></h3> <p>The adjudicator found that the grievor¡¯s age was a factor in the employer¡¯s decision to deny her alternation, which was discrimination. Alternation is available under the Workforce Adjustment Directive during reorganization or downsizing in the public service. It occurs when one employee switches or ¡°alternates¡± with another employee who has been declared surplus and will lose their job. The employee can alternate into the surplus job and retire with a financial payout known as the ¡°transition support measure¡±.?</p> <p>Legros wanted to alternate with a surplus employee and take the transition support measure and retire. But her manager refused to allow her to do so because of her age. She was 62 and the manager expected she would likely retire soon and her position could be eliminated at that time.</p> <p>The adjudicator said that ¡°due to the grievor¡¯s age, [the manager] was relying on the grievor retiring to meet the DRAP¡¯s objectives. For that reason, she denied her a benefit (leaving as an alternate) that others could claim.¡± This denial of the benefit was age discrimination.</p> <h3><strong>Damages for pain and suffering, ¡°willful and reckless¡± discrimination</strong></h3> <p>According to the decision, the manager ¡°did everything in her power to prevent [the alternation] from taking place.¡±</p> <p>The manager¡¯s refusal continued despite an adjudication decision in another case where the Board had ruled that alternation could not be denied based on the employer¡¯s future plan to eliminate the alternate¡¯s position once he or she retired.</p> <p>The adjudicator awarded $10,000 in damages for ¡°willful and reckless discrimination¡± under section 53(3) of the Act, because the manager continued the refusal for a long time, even after the other adjudication decision.</p> <p>Stating that Legros suffered ¡°significant pain and suffering¡±, the adjudicator also awarded $15,000 in damages under section 53(2)(e) of the <em>Canadian Human Rights Act</em>.</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/topics/discrimination">Discrimination</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li><li class="field-item even"><a href="/352/workforce-adjustment">Workforce adjustment</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Thu, 09 Nov 2017 17:26:19 +0000 pilona 6332 at/352 L¡¯AFPC conteste la d¨¦cision du Conseil du Tr¨¦sor de ne plus fournir d¡¯exemplaires des conventions collectives https://www.google.com//352/node/6239 <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Le Conseil du Tr¨¦sor nous a inform¨¦s r¨¦cemment qu¡¯il ne remettrait plus d¡¯exemplaires des conventions collectives ¨¤ nos membres de la fonction publique. L¡¯AFPC a ripost¨¦ en d¨¦posant un grief de principe.</p> <p>??Il s¡¯agit d¡¯une question importante. Chaque membre devrait recevoir un exemplaire de sa convention collective afin de conna?tre ses droits au travail??, affirme Robyn Benson, pr¨¦sidente nationale de l¡¯AFPC. ??Nous avions de bonnes raisons de n¨¦gocier ce droit et nous le d¨¦fendrons.??</p> <h3><strong>Non-respect de la convention collective</strong></h3> <p>Cette mesure contrevient aux dispositions contractuelles, qui pr¨¦cisent que l¡¯employeur doit fournir un exemplaire de la convention collective ¨¤ chaque personne salari¨¦e (p. ex., par. 10.02 de la <strong><a href="http://www.tbs-sct.gc.ca/agreements-conventions/view-visualiser-fra.aspx?id=15#toc987429876">convention collective des PA</a></strong>). L¡¯AFPC veut que la Commission des relations de travail et de l¡¯emploi dans le secteur public f¨¦d¨¦ral ordonne ¨¤ l¡¯employeur de fournir aux employ¨¦s une copie imprim¨¦e de leur convention collective.</p> <p>?</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bargaining">Bargaining</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Fri, 06 Oct 2017 15:03:43 +0000 pilona 6239 at/352 PSAC challenges Treasury Board decision to stop providing copies of collective agreements https://www.google.com//352/psac-challenges-treasury-board-decision-stop <div class="field field-name-body field-type-text-with-summary field-label-hidden view-mode-rss"> <div class="field-items"> <div class="field-item even"><p>Recently, Treasury Board informed us that they will no longer provide our members in the public service with printed copies of their collective agreements. PSAC has filed a policy grievance in response.</p> <p>¡°This issue is important. Every one of our members should have a copy of their collective agreement so they know their rights at work,¡± said Robyn Benson, PSAC National President. ¡°We negotiated this right for a very good reason and we will defend it.¡±</p> <h3><strong>Violation of collective agreement</strong></h3> <p>The employer¡¯s action is a violation of the collective agreement, which states that the employer must supply each employee with a copy of the agreement (e.g. article 10.02 of the <strong><a href="http://www.tbs-sct.gc.ca/agreements-conventions/view-visualiser-eng.aspx?id=15#toc987429876">PA agreement</a></strong>). PSAC is asking the Federal Public Service Labour Relations and Employment Board (FPSLREB) to order the employer to provide employees with a printed copy of their collective agreement.</p> <p>?</p> </div> </div> </div> <section class="field field-name-field-topics field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Topics:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/bargaining">Bargaining</a></li><li class="field-item odd"><a href="/352/topics/grievance-arbitration">Grievance arbitration</a></li></ul></section><section class="field field-name-field-publisher field-type-taxonomy-term-reference field-label-above view-mode-rss"><h2 class="field-label">Publisher:&nbsp;</h2><ul class="field-items"><li class="field-item even"><a href="/352/publisher/communications-and-political-action">Communications and Political Action</a></li></ul></section> Fri, 06 Oct 2017 15:02:25 +0000 pilona 6238 at/352