UMC Framework
Table of Contents
Bargaining Agents in Transport Canada (TC)
Purpose
Guiding Principles
Union-Management Forums
National Union-Management Committee
TC Consultation Committee on Human Resources Management
Regional Union-Management Committee
Local Union-Management Consultation Committee
National OH&S Policy Committee - Intranet Site
Regional OH&S Committees
Workplace Committees
Amendments
Bargaining Agents in Transport Canada (TC)
There are 7 bargaining agents representing TC employees:
- Union of Canadian Transportation Employees (UCTE-PSAC)
- Canadian Federal Pilots Association (CFPA)
- The Professional Institute of the Public Service of Canada (PIPSC)
- Canadian Association of Professional Employees (CAPE)
- Association of Public Service Financial Administrators (APSFA)
- International Brotherhood of Electrical Workers, Local 2228 (IBEW)
- Canadian Air Traffic Control Association (CATCA)
Purpose
This document provides a strategic framework for union-management relations in TC.
This document proposes a framework of guiding principles and specific union-management forums aimed at fostering a productive and positive working relationship.
The framework features a participatory approach that moves beyond legal and contractual requirements towards an increased level of partnership and joint problem solving, wherever possible.
Management and bargaining agents are committed to fostering an environment where co-development, collaboration and constructive and meaningful consultations are predominant.
Ongoing dialogue at all levels between management and bargaining agents is encouraged and is not restricted by any formal forums described in this framework.
Guiding Principles
Effective union-management relations are achieved when the parties act in good faith, when they promote understanding and collaboration and when they appreciate and respect each other’s contribution.
The parties are committed to strengthening the relationship at all levels within TC by adhering to TC’s values: respect, professionalism, teamwork and open communication.
Management will involve the bargaining agents early in discussions and/or the development of new initiatives, directions, policies and strategies that affect their membership.
Bargaining Agents will advise management of emerging issues and work collaboratively with management to resolve them informally.
The intent is to have meaningful consultations and for management to give careful consideration to views and comments put forward by the bargaining agents.
Co-development opportunities are to be seriously considered when the parties have a mutual interest in joint problem solving and issue resolution. Trust, openness, respect and understanding of each other and our respective interests will translate into success. All parties need to adopt a “mutual gains approach” whereby all parties will work together to obtain the best results possible (win-win solution).
Participants are committed to creating an environment where differences in points of views can be expressed in a professional and frank manner.
Problems will be addressed at the lowest level possible, and any situation forwarded to senior levels that should have been first addressed and resolved at a lower level will be returned to the appropriate management representative for action.
Bargaining agents and management will be visibly engaged in joint problem solving and issue resolution and will demonstrate responsiveness to the concerns raised.
The parties are committed to jointly exploring new approaches to address issues of mutual interest and/or dealing effectively with challenges.
Union-Management Forums
To strengthen the union-management relationship, TC needs a union-management framework that will engage management and bargaining agents to put into action the above guiding principles in their dealings with each other.
Management and bargaining agents accept the responsibility to provide assistance and education to their representatives to ensure effective and efficient functioning of these consultation forums.
Although not limited to, the parties agree to respect consultations that are required for legal, contractual or policy reasons (i.e. grievances, workforce adjustment situations, etc.).
This framework in no way limits management’s rights to make decisions in accordance with their delegated authority.
The various consultation committees have no authority to amend the provisions of the Collective Agreements or other regulations affecting employees’ terms and conditions of employment.
The following forums are recommended to meet the above needs and to foster trust throughout the organization as well as early resolution of issues, which are deemed essential ingredients for the success of this framework. Other informal forums may also exist to complement this framework.
Terms of Reference should be developed for all formal union-management forums that exist at TC. Any proposed amendments to these Terms of Reference should be discussed and endorsed by participants of the various committees.
National Union-Management Committee
This forum should be viewed as proactive, responsive and flexible;
Focus on TC department-wide issues affecting most if not all bargaining agents;
This forum should not be used to deal with local, regional, or day to day issues if these have not, in a first instance, been addressed at these levels. This forum will address these issues only if these could not be resolved at the appropriate forum;
Meetings will occur twice a year and on an ad hoc basis, if required;
Management representatives will consist of TMX Members, DG of Human Resources, Director of HR Programs and Strategies and the Chief of Labour Relations;
Union representatives will consist of national representatives.
TC Consultation Committee on Human Resources Management
Focus on strategic and/or department-wide HR initiatives;
Meetings on a quarterly basis;
Management representatives consist of a DG or Director from the major groups at TC, the Director of HR Programs and Strategies, the Chief of Labour Relations;
Union representatives consist of national representatives of all bargaining agents at TC.
Regional Union-Management Committee
Focus on regional issues and unresolved local issues, policies and initiatives;
A minimum of two (2) meetings per year; Management representatives consist of Regional DGs and their management team, RD of Human Resources and a Regional Labour Relations Advisor;
Union representatives consist of regional bargaining agent representatives.
Local Union-Management Consultation Committee
A union-management consultative committee may be deemed appropriate below the regional or national levels to deal with emerging issues;
Focus on group-specific or local issues, practices and initiatives;
A committee at this level is not mandatory but the decision to have one or not should be made jointly by management and the union representative;
Where a committee exists, the committee will determine the frequency of meetings; Management representatives consists of the ADM and/or DG and/or RD and their respective management team and a Labour Relations Advisor;
Union representatives consist of members of the local executive.
National OH&S Policy Committee - Intranet Site
Obligation to have this committee arises from the Canada Labour Code, Part II;
Focus on the development, establishment and monitoring of national policy, prevention and education programs relating to occupational health and safety;
Will look into issues addressed but unresolved at regional/workplace committees;
Meeting four times per year;
Committee to be co-chaired by union and management representative;
Management representatives consist of senior representatives at the ADM, DG or RD levels from different regions and different modes. The National OH&S Advisor is present on the committee as an Ex-officio member;
Union representatives consist of members of the executive or a local senior union representative from different bargaining agents across Canada representing employees at TC;
The Quorum: at least half are employee representatives.
Regional OH&S Committees
Not recognized by the Canada Labour Code Part II;
Focus on the resolution of regional occupational safety and health issues and issues not resolved at the workplace committee;
A committee at this level is not mandatory but the decision to have one or not should be made jointly by management and regional union representatives;
The number of meetings per year is to be determined by the committee;
Management representatives consist of RDG and his/her management team and a Regional Labour Relations and/or Health and Safety Advisor;
Union representatives consist of regional union representative.
Workplace Committees
Obligation to have this committee arises from the Canada Labour Code, Part II;
Focus on the development, establishment and monitoring of local guidelines, prevention and education programs, handling of local complaints or investigations relating to occupational health and safety;
Meeting nine (9) times per year as prescribed by CLC;
Management representatives consist of local representatives from different Directorates. The local OH&S Advisor is present on the committee as an Ex-officio member;
Union representatives consist of members of local unions representing employees at TC;
The Quorum: at least half are employee representatives.
Amendments
Changes to this framework must be proposed at the NUMCC and endorsed by this committee.
1 of 6