Policy on Union-Management Relations: Consultation
Preamble
The Institute believes that, with rare exceptions, all issues that have an effect on the terms and conditions of employment of its members are properly a matter for union-management consultation.
The Institute recognizes that effective union-management relations are a cornerstone of good human resources management practices and that collaborative efforts between the parties, through regular communication and sustained dialogue, play a pivotal role in improving the working conditions of Institute members.
Policy on Consultation
Effective Date: 5 November 2024
(Original submitted in English)
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The purpose of this policy is to provide a framework for consultation and co-development activities between the Institute and the employer. Union-management consultation is a forum to raise issues, share information, advice and concerns about programs, policies and procedures, with a view to resolving problems and concerns. Co-development is a union-management relations process, based on voluntary participation, designed to allow the equal participation of the parties to produce a desired product. |
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Generally speaking, any issue of general (not personal) interest can be discussed. Consultation on issues such as Classification, reorganization, collective agreement interpretation and Workforce Adjustment should not be conducted without the advice and guidance of an Institute Staff Representative. Commitments or agreements on these issues cannot be made without the consent of the Institute. Consultation cannot be used to modify the terms of a collective agreement, engage in collective bargaining, or to discuss ongoing grievances or personal issues. Grievance cases may be discussed in a generic way if such discussions provide a means to identify trends or underlying causes that would help in resolving the problem. Co-development should not be undertaken without consultation with and approval by the Institute. |
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Terms of Reference between the Organization (Department, Agency or Employer) and PIPSC must be developed so as to provide a framework for the consultation meetings at various levels. Topics to be included in the terms of reference include, but are not limited to:
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For each Organization, levels of consultation will be defined in the Consultation Terms of Reference. In order to be effective, consultation must be targeted to resolve issues at the lowest level possible. Only those issues unresolved at lower levels or not appropriate at lower levels should be dealt with at higher levels. |
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The Institute conducts consultation through Consultation Teams consisting of Institute stewards assisted and advised by Institute staff. A Consultation Team is specific to an Organization. Where a Consultation Team does not exist, PIPSC will endeavour to form a consultation team. Consultation Team Membership The Consultation Team in each Organization is led by a President appointed by the Institute. The Institute will consider recommendations by the Team made in accordance with the Team's internal terms of reference in making that appointment. These appointments will be reviewed every two years. The Consultation Team consists of all Stewards conducting consultation within an Organization, as approved by the Team President, in accordance with the Team's terms of reference. The members of the Consultation Team will develop a consultation model and internal terms of reference appropriate to their organization. That model and terms of reference is to be approved by the Institute before implementation. Internal Terms of Reference Each team is to have internal terms of reference. The Internal Terms of Reference must include, but is not limited to the following items:
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The following process will be conducted by an Institute staff member:
All Stewards get to express their preference on the selection and that these votes be tabulated and provided to the Executive Committee as part of the appointment process. Where other employers have different structures for appointment of Presidents, these structures will be maintained as approved by the Institute. |
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In times when we have no National Consultation Team President due to a sudden departure or no applicants to the previous appointment process, the Institute may use the Expedited Appointment process. The appointment shall be for 1 year and cannot last for more than 18 months and the reappointment shall be during the normal appointment process closest to the 1-year period. The following process will be conducted by an Institute staff member:
(BOD Nov 2024) |
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The Consultation Team President, in addition to their responsibilities as a consultation team member:
(BOD Nov 2023)
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Consultation Team members have the following roles and responsibilities:
Within an Organization, all members share responsibility for contributing to the effectiveness of consultation by informing stewards of issues within their workplace. Stewards not involved in consultation should submit to the consultation team those issues which can be discussed and resolved in consultation. |
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Communication among Consultation Team members is necessary for the purposes of preparation for consultation, post-consultation debriefing, dissemination of information, and other team business as outlined in their approved consultation model. Communication with the Staff Representative is to take place on a regular basis. The Consultation Team will communicate to Organization members on consultation activities at least quarterly. This is normally done electronically. |
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Every year, the Consultation Team will prepare a budget at the time specified by the Institute, using the templates provided. (See Appendix B) The budget will include all anticipated costs, and will be prepared using the following assumptions:
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(BOD – 14Dec2022) |
The acceptable use of funds relates to expenses directly related to the business of the Institute, incurred in accordance with this policy, and included in the approved budget of the Consultation Team. The Board or the AGM of the Institute sets limits on the acceptable use of Institute funds, and further guidance is provided in the Treasurer Handbook. Should there be concerns as to what is an acceptable use of funds, Consultation Team Presidents are to refer back to “Fiduciary Duty” above and, as necessary, seek clarification through the PIPSC Executive Committee. In the course of conducting their business, Consultation Teams may not incur expenses related but not limited to:
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(BOD – 14Dec2022) |
The Institute may maintain a partnership with a national supplier that will provide quality promotional items, in a timely manner at a competitive price point for all Consultation Teams based on the list of eligible promotional items. The Consultation Team may purchase promotional material from providers of their choice. Promotional items are permitted provided each piece exhibits a PIPSC logo and/or the PIPSC website URL – www.pipsc.ca. Preference must be given to promotional items that will remain visible in the workplace post the original distribution event. PIPSC and its Consultation Team shall expend reasonable efforts and resources to ensure that said items are, in order of importance: • union made in Canada • made in Canada • union made • certified fair trade products |
(BOD – 14Dec2022) |
All purchases and disposal of assets greater than $200 (Income Tax Act requirement) require an approved motion of the Consultation Team. Assets that are in the possession of any executive member of the Consultation Team shall be returned to the Consultation Team at the end of their term or upon resignation. The Consultation Team President must notify the Institute of any purchase, movement, or disposal of assets. |
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Sample Consultation structures Large departments |