Report of the Fourth National Vice-President
National Board of Directors Meeting
April 2011

Wow, what a busy reporting period. In the time since we last met I feel like I’ve barely had a chance to breathe with so many important issues popping up. Here we are at our final National Board of Directors meeting prior to our triennial convention, when last convention seems like yesterday and a lifetime ago at the same time. The following report will touch on the many issues that have crossed my desk since we last met.

Health and Safety

This portfolio takes up much of my time. Between local and regional OSH issues and the Policy Safety and Health committee, not a day goes by without some relevant OSH issue popping up.
At the forefront of late has been the hot button topic of name tags. At a winter strategic review / change agenda briefing (note briefing...not consultation), the employer dropped this little bomb on us. They stated that effective early spring, our members would be asked to wear name tags while performing any duties in which they dealt with the public. To clear up the misconceptions which have been communicated by the employer representatives on a couple occasions, I would like to assure everyone that notice was given immediately that the employer could expect significant resistance to this initiative. Both, Brother Fortin and myself, immediately responded and Brother Moran certainly agreed with us. After Brother Moran exchanged correspondence with the employer, it was agreed that this topic should be handled by myself given the obvious health and safety implications. To this end, it was immediately placed on the Policy Safety and Health committee as a standing agenda item. It was discussed during Policy committee and I offered various arguments against the program, and it was ultimately decided that the magnitude of the issue was such that it could quickly take over the whole meeting. Given this, the employer agreed to meet separately just on this issue.

In preparation for this meeting, I reviewed the various issues and concerns brought up in the 211 emails that I received from the field. I also went to Toronto, where I met with Brother Mike McCormick (President of the Toronto Police Association) who briefed me on the many ins and outs of their recent decision on the wearing of name tags. They had recently lost this adjudication and Brother McCormick was very helpful in providing information to use in our own fight. Much of that which was used to ultimately decide against the TPA doesn’t apply to our members.

I did follow up with the meeting on March 3, when I met with Patty Bordeleau (Director General of Labour relations) and Martin Bolduc (Assoc. VP of Operations). I again provided various arguments and asked that while these arguments were considered, the employer agree to suspend the program. Martin did agree that he would hold off on the RFP until we had met again. I expect this meeting to have taken place by the time we meet and I hope to have good news to report verbally at NBOD.

Martin-Ivie VS Treasury Board

This case was heard over the course of 3 weeks in late fall. The basis of this case was a work refusal that was initiated by Sister Martin-Ivie on November 10, 2005. Sister Martin-Ivie had asked for various remedies during this work refusal, many of which are already in place. One which is not, is an overhaul of the CBSA lookout system, mainly focusing on criteria for Armed and Dangerous lookouts and how they are communicated. This was a gruelling appeal in which multiple witnesses and experts were called by both the union and the employer. Both myself and Sister Martin-Ivie testified for the union.

Special thanks to Mary Mackinnon who represented Sister Martin-Ivie and Scott Newark who gave up much of his valuable time and was an invaluable resource to our team. The tribunal committed to a full review of the evidence before rendering a decision in the spring. Again I hope to have a positive result to report by the time we meet.

Use of cell phones in Customs controlled areas

This issue was referred to me by the PIA OSH committee. It was raised when the employer chose to remove the signs which prohibited the use of cell phones in primary, secondary etc. Among various and obvious concerns raised by the brothers and sisters at PIA, was the example of a sister working the Immigration and Refugee Protection Act counter who refused entry to a performing artist who was attempting to come in for a show. The artist took a picture of the member with his cell phone and immediately posted to his blog with the heading “this is the bi***h that cancelled our show.”

This picture was subsequently posted on various websites of fans and sympathizers with the artist. Even if this is the only issue (which it was only one of many) this should be enough to halt this dangerous initiative. More to come on this issue when the employer follows up.

Various OSH related issues

This reporting period saw a number of work refusals, including one from the trainers at the Atlantic Police Academy concerning air quality and other issues at that range. Despite an ultimate ruling of no danger, this refusal did nonetheless bring these issues to the attention of those that matter and hopefully we won’t have to deal with them in the future.

We are now receiving OSH minutes from most local OSH committee for review and to ensure things are being referred appropriately. For those that are doing this...a big thank you, for those that aren’t…please accept this as a reminder to do so.

I have been working on the implementation of an employee wellness program to be jointly launched with the employer. Stay tuned for details of this exciting initiative for our members.

Uniform and Equipment working group

I was invited to be the lone CIU representative on this important group. A number of issues were brought up and I found it particularly promising that most of the issues were unanimously agreed by all group members, despite the extremely high percentage of management represented. Not the least of which was the importance of a more universally acceptable identifier for our non uniform enforcement staff (i.e.: CUSTOMS or IMMIGRATION, instead of CBSA).

A copy of the initial report is attached for ease of reference (Appendix A).

E-Comm

As previously reported the employer has finally agreed to extend this important program till at least the end of 2012 with an eye for indefinite inclusion in it. As well they will be doing a risk analysis study for all non uniform enforcement staff and their various communication strategy. I was able to visit GTEC regarding this, and to provide them with a copy of “the case for E-Comm”. Special thanks to Sister Neumann for putting me in touch with Brother Adams Parsons who created this document which will ultimately be shared with all non uniform enforcement staff. Also, thanks to Sister Lebon who invited me to the GTEC OSH committee and subsequently took me on a tour of GTEC. I will stay on top of this and report regularly as it rolls out. A copy of “The case for E-Comm” is attached for your reference (Appendix B).

Youth Portfolio

The youth portfolio continues to grow. The facebook group has a growing membership and we have linked to it from the National union website. I recently sent this message to group members –

Attention Youth Activists

As we enter this important round of bargaining it's more important than ever that we send a message of solidarity to the employer. Stay tuned for messages that will help tell the employer that the future of activism is just as strong as the past.

In Solidarity,
Jason McMichael

Furthermore, I had hoped to introduce a motion that would help ensure adequate representation at convention by the future of our union. Due to financial limitations this motion will have to hit the floor during convention. Despite this, I would ask that all branches give special consideration to including youth members in their delegate elections for the Triennial convention.

Technological Change

This portfolio has seen limited movement, but a few things are of note.

I did have an opportunity to visit and view Accipiter radar technologies in the Niagara region. The technology possessed by this home grown company is indeed remarkable. I have referred them to the employer in hopes that we can expand our relationship with them.

I continue to work with Brother Scott Newark on lobbying the employer on a more useful lookout system. Scott has been an invaluable resource and I would like to thank him for his continued support. Hopefully, the Martin-Ivie tribunal will help remedy this long overdue safety concern.

Labour Management

I do have significant progress to report in this area.  As many of you know we have not had National Terms of reference signed for NLMCC since at least 1999.  During the last Board I attempted to explain to the members the importance of this, especially in being able to enforce meaningful consultation on important issues like strategic review.  You’ll recall the final stumbling block we were faced with was the financial hurdles involved in meeting with the employer on local and regional levels.  I’m quite proud to announce that after seemingly endless lobbying, VP Camille Therriault-Power has agreed to indefinitely provide CIU with an annual allowance of ten thousand dollars to offset these travel costs.  While I realize this will not cover all U/M related travel, it certainly provides the cost sharing which we have been requesting.  I expect the U/M board committee to have a motion in this regard.

Regional Issues

This quarter has seen one of the final steps of strategic review finally implemented. By the time we meet, the Amalgamation of the new Southern Ontario region will have been implemented.
The fallout of this is huge, and includes:

A new regional headquarters temporarily located in Fort Erie (to be moved to Niagara Falls in 2 years);
A new Regional Director General – Rick Comerford (former RDG of GTA);
At least 10 members receiving work force adjustment letters;
An apparent cost savings of 1.5 million dollars;
Hamilton will now report to GTA.

I recently toured Windsor and Sarnia with Camille Therriault-Power and Rick Comerford while they answered questions regarding this and other topics. They did commit to the fact that the anticipated cost savings has been realized (1.5 million dollars) and no further affected jobs were anticipated.

Windsor also saw the retirement of RDG Pete Diponio during this reporting period.

Niagara Region director of human resources Al Campbell has accepted an assignment in Ottawa.

Both of these management changes may have an effect on U/M relations and consultations. Time will tell whether they will be positive or negative.

Finally, while this report would have to be much longer to fully cover all of the issues we face, it does reflect a solid sampling of some of the most important ones. I look forward to responding to any question on these or other topics with which I am involved.

Respectfully submitted

 

Jason McMichael