The employer is morally, socially and legally responsible for ensuring a respectful work environment free of harassment. This responsibility flows from the Saskatchewan Occupational Health & Safety Act (or its successor, the Saskatchewan Employment Act). Therefore, if the employer is legally responsible for ensuring a respectful workplace harassment complaints should first be processed through the employer's harassment policy, not through the grievance procedure. (A grievance can be filed later if the employer fails to handle the complaint in keeping with their policy or the law).
The following document will assist you on how the steward deals with such complaints...
The Occupational Health &Safety Act (or its successor, the Saskatchewan Employment Act) requires all employers to develop, in consultation with the occupational health committee, a written policy to prevent harassment in the workplace. Employers must implement that policy and post it in the workplace. What does your say? For additional info please read the following...
For additional information on this topic, please click on Know Your Workplace Harassment document below.
The duty to accommodate is likely the most common, and one of the most challenging, issues in the contemporary workplace. There are basic steps that the employer, the employee and the union should take when an issue of accommodation arises. What action is required and what processes should be followed? What are the key ingredients of a successful accommodation? There are basic steps involved at each stage of the process, including identifying the need for accommodation, gathering the necessary information, investigating the options, and ultimately fulfilling the duty to accommodate. If a steward is tasked with this issue please advise your rehabilitation committee, if there is one in your bargaining unit. If not, discuss the issue with your Labour Relations Officer. The discussion will include:
As well as, bona fide occupational requirements (BFORs) and undue hardship: What is a "bona fide occupational requirement" (BFOR) and how can workplace parties determine what elements of a job are bona fide occupational requirements?
For additional information on this topic, please click on The Saskatchewan Human Rights Commission document below.
For an explanation of each of these reasons, please click below.
How do we deal with and education some of our members who are less than perfect people? What are our legal or moral obligations? Our union foundation is that we are unity of all workers.
For additional info on this topic, please click Member-To-Member Harassment: What To Do document below.
We all make mistakes. We're human. Shop stewards even make mistakes. Some of these mistakes are particularly serious. Here is a list of 20 mistakes that shop stewards may make. Read them over. Nod your heads. Try not to make them!
Click below for a list of 20 mistakes that a shop steward may make:
All members have the legal right to fair treatment from the union and its representatives.
Duty of fair representation does not mean that unions have to take every grievance through to arbitration. It means we must judge a grievance on its merits, not on our opinion of the grievor.
For additional information on this topic, please click on Duty of Fair Representation document below.
The steward is probably the most recognizable and one of the most important positions within the labour movement. You are the first person that members in your assigned area contact for information about the workplace, SGEU, collective bargaining agreement (CBA) and for help resolving workplace issues. Therefore, the steward is a vital link between the members, your local, SGEU and management.
To many members, the steward is "the Union" and their relationship with the steward will have significant influence on their view of SGEU. Through their actions, attitude and approach the steward will be the SGEU that our members remember. Therefore, it is critical that the image and reputation put forward by the steward is one worthy of their trust, confidence and respect.
Under the guidance of your chief steward, you will work collectively with other stewards, elected leaders, SGEU Labour Relations Officers, bargaining unit and sector officials. Our members will most often turn to you, the steward, when seeking advice. In order for their opinions to be valued, the Steward must be familiar with several documents including: the SGEU Constitution, local bylaws, their collective bargaining agreement, workplace policies and practices and any relevant legislation. Above all, the Steward must be a fair and objective advocate for all members in their workplace.
QUALITIES OF AN EFFECTIVE STEWARD:
KEY RESPONSIBILITIES AND WORKPLACE EXPECTATIONS:
As an SGEU steward, your key responsibilities include:
Your fellow members expect stewards to:
Standing in solidarity with SGEU, you will help us succeed in our efforts to enrich the lives of the working men and women. The back bone of the labour movement and the spearhead of every battle is the Steward.
Click here for the pdf version
You are a workplace leader representing SGEU, coordinating stewards, and enforcing the collective bargaining agreement. You work collectively with stewards, elected leaders, and SGEU staff in your workplace, bargaining unit, sector and management. As chief steward, you fulfill the duties of a steward, but also work with other stewards in your zone to do the following:
Mentoring & Training
Provide or arrange mentoring for new stewards
Click here for the PDF version
Click here for the pdf version of the SGEU Anti-Harassment Policy
Click here for the pdf version of SGEU's Equality Statement
Click here for a link to the Saskatchewan Human Rights Commission
Click here for the Speaking Notes for New Members
Click here for the Steward Registration form
Click here for Working Well: Employers' Guide To Preventing and Stopping Harassment in the Saskatchewan Workplaces