Active members

September 18, 2013
Employers have a duty to be proactive in designing workplace policies and standards in a way that does not discriminate in the first place. But when a situation arises where a worker needs accommodation in order to perform his/her duties or participate fully in the workplace, Workers have an obligation to advise the employer of the accommodations they may require.
September 18, 2013
The human rights legislation that applies to your workplace The right to reasonable accommodation stems from the various pieces of legislation that apply to the workplace in question.
September 16, 2013
Our online program offers union training at your own pace and time. These introductory courses provide a solid overview on a range of topics. Explore the union’s basic roles and responsibilities including the services it provides all members. There are courses to explain PSAC’s structure and how to get involved. There are courses about the history of the union movement to provide background and context for our ongoing struggles. We hope they inspire and motivate you to engage with your union.
September 16, 2013
  In a work force adjustment situation, it’s important to be proactive and investigate other potential employment opportunities within the Agency.
September 16, 2013
Article 1.1.3 of the WFAA states that, “The Agency shall establish work force adjustment committees, where appropriate, to manage work force adjustment situations within the Agency.” Work Force Adjustment Committees are critical mechanisms that help us ensure that the employer is proactively meeting its obligations to workers who may be or will be work force adjusted.
September 16, 2013
  The Work Force Adjustment Appendix is organized around key decision points. Some parts may apply to your work force adjustment situation. Other parts might not. The following approach elaborates key considerations. There are many other rights spelled out in the WFAA so it’s important to read it carefully.  Once the employer decides that a person or a group of people will be work force adjusted the three most important overall questions that have to be asked are:
September 16, 2013
The provisions of Part VII of the WFAA are specific to Alternative Delivery Initiatives and are an exception to Parts I to VI of the WFAA unless otherwise specified. (This means that many of the obligations in the rest of the WFAA don’t apply depending on the kind of WFA being contemplated.) An Alternative Delivery Initiative (ADI),
September 16, 2013
  The concept of merit has changed since that Public Service Modernization Act came into effect in 2003. “Relative merit” no longer exists. This means that the Reverse Order of Merit (the process that was used during the downsizing exercises that occurred in the 1990s) isn’t a mandatory process any longer. Management now has broad discretion with respect to merit criteria. At its discretion it can place greater emphasis on certain merit criteria than others to achieve a “right fit” decision.
September 16, 2013
  Under what circumstances do Parts I to VI of the WFAA apply and what happens in these circumstances? Parts I to VI of the WFAA apply when there is: A lack of work The discontinuance of a function The relocation of a work unit The closure of an office or work location(s) Parts I to VI can apply to individuals or to a whole group or work unit.
September 16, 2013
  In a work force adjustment situation, it’s important to be proactive and investigate other potential employment opportunities within the federal public service. Once it’s clear that a work force adjustment is inevitable, employees are obliged to:

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