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Labour Relations Issues: The CHRSC(A) Perspective

Labour Relations Issues: The CHRSC(A) Perspective. UNDE Newfoundland/Labrador/ New Brunswick Regional Conference 10 July 2009. Outline. HR Officer Role in Labour-Management Consultation Committees HR Officer Role in the Grievance Process Use of Employer Premises/Union Meetings.

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Labour Relations Issues: The CHRSC(A) Perspective

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  1. Labour Relations Issues:The CHRSC(A) Perspective • UNDE Newfoundland/Labrador/ • New Brunswick • Regional Conference • 10 July 2009

  2. Outline • HR Officer Role in Labour-Management Consultation Committees • HR Officer Role in the Grievance Process • Use of Employer Premises/Union Meetings

  3. HRO Role at LMCC – The Policy • DAOD 5008-2 Civilian Labour-Management Consultation • Purpose of LMCCs is for management and union to discuss matters of mutual interest • Committee participation exclusive to committee members • Resource persons – usually includes HRO • Management representatives (CF, excluded, unrepresented) • Terms of Reference

  4. HRO Role at LMCC – The Practice • Is HR a resource or committee member? • Decision-makers • Terms of Reference • Agenda items • Observers and invitees

  5. HRO Role in Grievances – The Policy • DAOD 5026-0, Civilian Grievances • Provides authority to establish a departmental grievance procedure and guidelines • DGLRC Guidelines for Civilian Grievances • Purpose is to outline departmental procedure • Includes mandatory offer of ADR • Describes process for individual, group and policy grievances • Defines roles and responsibilities for • Grievance officers • HROs (see DGLRC Guidelines for details)

  6. HRO Role Grievances – The practice • Level of involvement depends on the manager • HRO may communicate on behalf of officer • Scheduling meetings/hearings • Sending out ADR offer • Inform union of management consent/no consent to waive level • Authority rests with management • Same roles whether individual, group or policy

  7. Use of Employer Premises/Union Meetings – The Policy • Treasury Board Guidelines for Use of Employer Facilities • DAOD 5008-1, Use of Departmental Premises and Equipment, and Electronic Networks, for Bargaining Agent or Union Business • Use of employer premises must be requested in writing • Outlines conditions for approving requests (Level 3) • Meetings outside or during working hours • Identifies roles and responsibilities for HROs, delegated managers and employees

  8. Use of Employer Premises/Union Meetings – The Practise • Management discretion for use of employer premises • Approval is case-by-case basis (“it depends”) • Usually not a carte-blanche • Operational requirements may also dictate facility availability • Meetings during working hours • Normally during non-working hours • Exceptional circumstances (eg. firefighters, shift work)

  9. Thank you

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