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.
Click here for more information on Duty to Accommodate
For additional information on this topic, please click on The Saskatchewan Human Rights Commission document below.
Click here for the pdf version of the SGEU Anti-Harassment Policy
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.
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.
For an explanation of each of these reasons, please click 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 one of the most important positions within the labour movement, and probably the most recognizable. You are the first person that members in your assigned area contact for information about their workplace, union, Collective Bargaining Agreement (CBA), and for help resolving workplace issues. As a Steward, you are a vital link between the members, your local (or bargaining unit), SGEU, and management.
You are a workplace leader who represents SGEU, coordinates Stewards, and enforces the Collective Bargaining Agreement (CBA). You work collectively with stewards, elected leaders, and SGEU staff in your workplace, bargaining unit, and sector. You also deal with management on behalf of the union. As Chief Steward, you fulfill the duties of a Steward, but also work with other Stewards in your zone to do the following:
Click here for a link to the Saskatchewan Human Rights Commission
Click here for Working Well: Employers' Guide To Preventing and Stopping Harassment in the Saskatchewan Workplaces