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The City has been made aware that CUPE 882 has decided to halt the ratification vote and destroy the ballots that were cast today following a tentative agreement that was reached. In their explanation to the employer they made the claim that the City was making “a number of technological, structural, and organizational changes” immediately upon a return to work.
The single proposed change shared with them today, and that was shared previously, is the creation of a call centre. This model was used during the strike to answer phones and it was found it to be very effective at improving customer service to residents.
“We heard positive feedback from the public and administration about the efficiencies of addressing calls this way. The change includes relocating four clerk steno positions in City Hall to a central location within City Hall to continue to answer calls using a system that has been used by the City for two years,” said Kiley Bear, Director of Corporate Services for the City.
“The proposed change has no impact on salaries, hours of work and no employment will be lost as a result of the change. It is simply moving four individuals to new desks at City Hall.”
The change does not meet the definition contained in the Saskatchewan Employment Act, nor does it constitute organizational change as defined in the legislation. Further, it does not violate the City’s collective agreement.
The Employment Act definitions:
Organizational change means the removal or relocation outside of the bargaining unit, by an employer, of all or any part of the employer's work, undertaking or business.
Technological change means the introduction by an employer into the employer's work, undertaking or business of equipment or material of a different nature or kind than previously utilized by the employer in the operation of the work, undertaking; or business; or a change in the manner in which the employer carries on the work, undertaking or business related to the introduction of the equipment or material.
Further, the legislation states that this only applies when it impacts a significant number of employees.
Even if it was defined as either one of these changes, which it clearly is not, it does not impact a significant number of employees. There are 4 employees of 218 which is 1.8%, nothing near what would be considered significant.
“They are once again demanding that the employer return to the bargaining table,” said Kevin Yates, HR Manager for the City of Prince Albert. “Their option, if they objected, would be to file at the Labour Board.”
“We are dismayed by the decision of the Union Executive,” added Bear. “Unfortunately, our employees are unable to return to work and are left to grapple with the last minute decision to destroy their ballots.”
For media inquires, please contact:
Kiley Bear
Director of Corporate Services
(306) 953-4367
Kevin Yates
HR Manager
(306) 953-4314
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