Message to members on the Day of Mourning 2020
DISTRICT 140 EFAP ONLINE ZOOM WORKSHOPS
Working for the Community
Greetings,
I hope this email finds you well.
The Canadian Labour Congress is pleased to share with you that we will be launching an important new project to pay tribute to Canada’s essential workers this coming May Day. We will need your help to make it a success.
This campaign aims to spotlight workers in various sectors who are helping to keep our communities running throughout this pandemic, demonstrating what it really means to be a team player.
The project will highlight photos and stories of essential workers from across the country on the CLC’s website and on social media, acknowledging the strength these workers are showing in the face of crisis.
A selection of the photos we receive will be transformed into colouring pages that can be downloaded and displayed in home windows as a way for the public to show solidarity and appreciation.
At the end of the series, a commemorative colouring book and frameable posters will be available from the CLC to help mark this historic moment in labour history.
We invite you to reach out to workers in your networks and invite them to participate in this exciting project. They can send a photo and a brief description of their work to us through our website here. (Please copy fsaptel@iamaw.org)
Help us to ensure that these workers’ stories are remembered long after this pandemic has faded from our collective memories.
Thank you for your consideration. Be well.
In solidarity,
Hassan Yussuff
President, CLC
Bargaining Priorities-2020 – Canada
The global pandemic related to COVID-19 continues to have an enormous effect on IAM members, the U.S., Canadian and global economies, IAM employers, public policy, and the broader public health. Here are some topics that IAM representatives may want to consider in negotiations with employers over COVID-19 related issues.
Note: The provisions listed below are considerations for bargaining; they may or may not be required by Federal or Provincial law.
Employers should maintain daily (or more frequent) cleaning of the workplace. All surfaces should be sanitized frequently, especially:
Employer should pay for, and provide to employees, protective equipment and cleaning materials, such as:
Employers should allow more hand-washing breaks, where applicable, to comply with guidance from the U.S. Center for Disease Control (CDC) and the Public Health Agency of Canada, and provincial health agencies, or sector-specific agencies.
Where feasible, employers should install more “no-touch” equipment, such as automatic faucets and towel dispensers, automatic door openers, turnstiles, etc.
Employers and the union should utilize the existing, or create a new, health and safety committee to ensure commitment to and follow through on all health and safety processes and protocols.
Where feasible, the employer should implement social distancing measures such as:
For those who are sent home due to COVID-19, employer should:
Wherever feasible, the employer should change work schedules to comply with social distancing, including:
Wherever feasible, the employer should allow telework, and communicate with the union its policies on:
The employer should pay additional compensation for those employees who risk their own exposure by continuing to work (ie essential service pay, retention pay)
This can be for everyone working or based on location work, type of work involved and/or risk of exposure
Type of retention pay can include:
As recommended by the CDC, and the Canadian Federal Government the employer should provide paid leave for employees who are either:
Employers should update and expand its sick, personal, and/or other paid time off (PTO) policies to allow more employees to stay home as needed, for their own health and/or that of the workplace
Employers should not have COVID-19 related leave to count against “no fault” or point-based attendance programs
Employer should not require doctor’s notes upon return to work- I think this is waived in Canada for the time being
Employees should continue to have health care coverage while out on leave
Employees should have job protection upon return from sick leave
If COVID-19 has been found in the workplace, the employer should not push back if others who test positive file for workers’ compensation insurance
Before implementing a workplace furlough or closure due to economic conditions, the employer should consider the following (where appropriate and feasible):
Utilizing all government-supported financial relief, including:
Limiting the number of days that come in (which would both reduce total hours and also help compliance with physical distancing protocols)
Providing an early retirement buyout to reduce the size of the workforce on a voluntary basis
Converting existing manufacturing operations to produce a personal protective equipment, medical supplies, or other products that are in short supply due to COVID19
In the event that the company furloughs or lays off workers, or the workplace shutters entirely due to COVID-19:
The employer should consider providing an early retirement buyout to reduce the number of involuntary layoffs/furloughs
The employers should consider limiting the number of days that people come in, which would both reduce the total hours and also help compliance with social distancing protocols.
Non-working employees should continue to be compensated
Non-working employees should continue to have health insurance coverage throughout the closure
Those who have been furloughed should have recall rights when the workplace reopens.
The employer should eliminate all non-essential travel
The employer should comply with all government-issued travel bans
The employer should have a clear policy, communicated with the union, for employees who get quarantined while on work travel.
Employer should adopt a communication plan to keep union and employees informed of policies and changes as they develop.
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