1. TEAM-IFPTE Local 161 2018 General Meetings
October 30 – Winnipeg (Corydon/Osborne)
October 31 – Winnipeg (Downtown)
November 7 – Brandon

2. Agenda TEAM 2018 General Meeting
Welcome
President’s Report
Financial Report
Member Advocacy
Negotiations
Q&A 2

3. President’s Report The TEAM-IFPTE Local 161 team
Experienced staff*
Bob, Erin, Alma, and Kelly
Dedicated Board; volunteers from the membership*
Misty, Mike, Tobi, Steven, Nicki, Charlie, Bryan, Veena, and Jason
Politically engaged local IFPTE Representative*
Dave
Exceptional legal counsel – Cochrane Saxberg LLP*
Kris, Shawn, and their team
*See slide notes for their full names.
TEAM Staff:
Bob Linsdell, Executive Director
Erin Spencer, Labour Relations Officer
Alma Cruz Bell, Administrative Assistant
Kelly Pokorny, Administrative Assistant (Term)
TEAM Board:
Mike Taylor, VP
Tobi Theobald, Treasurer
Steve Holt, Secretary
Nicki Hughes
Charlie Hendren
Bryan Parker
Veena Snowdon
Jason Whenham
IFPTE Representative:
Dave Sauer
Cochrane Saxberg:
Kris Saxberg, Partner
Shawn Scarcello, Partner 3

4. President’s Report 2018 Recap
Four members attended the Mel Myers Labour Law Conference in Winnipeg.
TEAM Take-a-Break hotdog days and United Way fundraisers in Winnipeg and Brandon.
The IFPTE hit their 100th year of representing professionals.
Two members attended the IFPTE Convention. 4

5. President’s Report 2018 Recap
For the third year in a row a child of a TEAM member has won the IFPTE Dominick D. Critelli Jr. Scholarship ($2,500 US).
Four members and four members’ children received TEAM scholarship awards.
Three voluntary departure programs aimed at TEAM positions, driving up the stress levels and workloads for many of us. 5

6. Financial Report
2017
Income was down 7% from the previous year.
Expenses reduced by 13%.
Closing balance up by $167,000 over 2016.
We expect to end this year on budget, leaving us in good financial shape for 2019 and as we enter into contract negotiations with Bell.
TEAM‘s dues rate is the lowest amongst the unions in Bell MTS. 6 6

7. ONBusiness Chartered Professional Accountants Inc.
Financial Report
TEAM’s financial procedures and books are reviewed annually by independent auditors:
ONBusiness Chartered Professional Accountants Inc.
The 2017 Audited Financial Statement is available to members. 7

8. Member Advocacy Main Issues for Members: Job Stress and Role Overload
Job Classifications & Work Assignments
Health Care Matters
Downsizing of TEAM Workforce

9. Member Advocacy Member issues since our previous AGM, October 2017:
31 new complaints; 17 resolved
5 new grievances; 2 resolved
10 grievances at arbitration stage
Policy Grievances:
Ongoing - NCS Dates
Ongoing - Contractors
New - Posting of Newly Created Jobs
New - Changes to Sick Leave Process

10. Member Advocacy Current Round of Downsizing:
Up to 27 positions were targeted
More non-targeted members applied, so potential for redeployments
Summary of 2018 Job Reductions:
TEAM positions targeted in three VRTIP’s
Approximately 56 VRTIP departures in total
One member has received a layoff notice

11. Negotiations A brief overview
Our current CA expires February 19, 2019.
TEAM has established a Negotiating Committee.*
Negotiations are about to commence; the parties will exchange high-level proposals on November 16th.
The CA remains in force during negotiations, unless terminated after a breakdown of the negotiations.
Members have the final say on the changes via a secret ballot.
*See slide notes for Committee member names.
TEAM’s Negotiating Committee:
Misty Hughes-Newman, TEAM President (Network Core Infrastructure)
Shawn Scarcello, Lead Negotiator (Cochrane Saxberg LLP)
Bryan Parker (Marketing)*
Veena Snowdon (Marketing) Tobias Theobald  (IT Network) Dave Sauer (IFPTE)
*Bryan replaced Charlie Hendren as the Company was unable to release Charlie due to business requirements.
Main support for the committee:
Bob Linsdell (TEAM Executive Director)
Erin Spencer (TEAM Labour Relations Officer)

12. Negotiations Survey A good response with 400 members participating
Over 1,200 comments
Statistically significant results
Confidence interval or margin of error of 3.3% with a 95% confidence level
Provides a real sense of how members are feeling and what is important
Will be referenced throughout negotiations

13. Negotiations Survey Current workload levels

14. Negotiations Survey Change in workload levels over last two years

15. Negotiations Survey Biggest workplace stressor/challenge
Over 300 responses to the question:
Workload plus expanding roles and unrealistic timelines
Understaffed and lack of knowledgeable people
Diminished job security
Lack of professional development
Inter-organizational communication and collaboration
Role confusion and out of date job descriptions

16. Negotiations Survey Importance of safeguarding benefits

17. Negotiations Survey Importance of safeguarding pensions

18. Negotiations Survey Importance of Sick Leave CA provisions

19. Negotiations Survey Importance of Hours of Work CA provisions

20. Negotiations Survey Importance of Overtime CA provisions

21. Negotiations Survey Importance of Vacation CA provisions

22. Negotiations Survey Importance of PLD CA provisions

23. Negotiations Survey Importance of Vacation Banking CA provisions

24. Negotiations Survey Importance of VRTIP CA provisions

25. Negotiations Survey Offered by other companies
Over 170 responses:
Better health benefits, including
lower premiums, increased coverage, more options
Increased flexibility in hours of work and ability for working remotely
Opportunities for career advancement, including
Training, development plans, educational leave
Social events and team building functions, e.g.
Christmas party and celebrate success events

26. Negotiations Survey Items and areas of preferred focus
Almost 300 responses:
A fair wage increase
Job security
Protection and/or improvement of existing CA provisions, e.g. vacation, PLDs, VRTIP, and severance
Protection and/or improvement of benefit structure and pension plans
Job clarity
Job opportunities in Bell

27. Negotiations General objectives
Protect TEAM Jobs
Define TEAM’s scope; allow greater movement within Bell without losing protections
Discuss contractors doing work that TEAM members could do
Redeploy employees where able prior to moving to a layoff
Assign employees selected for layoff or on recall to vacant positions for which they are qualified

28. Negotiations General objectives
Maintain Competitive Compensation
General wage increases
More equitable performance bonus (AIP)
Address pressures to work additional hours without compensation
Eight hours pay for eight hours work for managers of Craft employees
Transparency in job evaluation/re-evaluation process
Increase voluntary and involuntary departure payouts

29. Negotiations General objectives
Protect Members’ Health and Wellbeing
Discuss workload levels and impact on employee health
Paid leave to address family matters:
Family Leave Days
Top-up for biological fathers
Leave for victims of domestic violence
Introduce a work from home program
Commitment to have current and accurate job descriptions

30. Negotiations General objectives
Protect Members’ Benefits
Commitment on TEAM’s continued representation of members’ participation in the benefit plans
Preserve TEAM’s right to participate on the DB and DC pension plan committees
Discuss Bell contribution to the Health and Dental plans

31. Negotiations General objectives
More Opportunities for TEAM Members
Increase Bell Canada jobs in Manitoba for TEAM members, and
not have to leave the DB pension plan
not have to resign from Bell MTS
not have to relocate out of province
Eliminate barriers to advancement
Provide training and skills development opportunities
Raise confidence in the job interview process

32. Negotiations General objectives
More Opportunities for TEAM Members
Ensure fair competition for Acting Appointments
Priority for TEAM members in short-term Acting Appointments
Preference for TEAM members for Acting Appointments that are not posted

33. Negotiations General objectives
Other Topics
Introduce a compressed work week (again!)
Five PLDs for all employees in TEAM’s jurisdiction
Clarify the meaning of “Duty Manager”
Recognition of all time worked for Bell MTS
Discuss a longer term contract

34. Q&A
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