1. Labour Relations Issues: The CHRSC(A) Perspective
UNDE Newfoundland/Labrador/
New Brunswick
Regional Conference
10 July 2009

2. Outline HR Officer Role in Labour-Management Consultation Committees
HR Officer Role in the Grievance Process
Use of Employer Premises/Union Meetings

3. What is this…?
Signifies that in LR, there is a little bit of “black and white” (ie. specific parameters such as grievance timelines, delegation of authorities, etc etc) but most of labour relations deals with the “gray”. “IT DEPENDS”

4. HRO Role at LMCC – The Policy
DAOD Civilian Labour-Management Consultation
Purpose of LMCCs is for management and union to discuss matters of mutual interest
Committee participation exclusive to committee members
Resource persons – usually includes HRO
Management representatives (CF, excluded, unrepresented)
Terms of Reference
Review these points of the DAOD

5. HRO Role at LMCC – The Practice
Is HR a resource or committee member?
Decision-makers
Terms of Reference
Agenda items
Observers and invitees
Use examples from NUMCC, HR Sub-Committee, and MLMRC to illustrate

6. HRO Role in Grievances – The Policy
DAOD , Civilian Grievances
Provides authority to establish a departmental grievance procedure and guidelines
DGLRC Guidelines for Civilian Grievances
Purpose is to outline departmental procedure
Includes mandatory offer of ADR
Describes process for individual, group and policy grievances
Defines roles and responsibilities for
Grievance officers
HROs (see DGLRC Guidelines for details)
Review these points of the DAOD and Guidelines (refer to Responsibilities in Guidelines)

7. HRO Role Grievances – The practice
Level of involvement depends on the manager
HRO may communicate on behalf of officer
Scheduling meetings/hearings
Sending out ADR offer
Inform union of management consent/no consent to waive level
Authority rests with management
Same roles whether individual, group or policy
Use examples to illustrate
experience at CBSA with 3rd level RDG
DND 3rd level
DND 1st and 2nd
Adjudication

8. Use of Employer Premises/Union Meetings – The Policy
Treasury Board Guidelines for Use of Employer Facilities
DAOD , Use of Departmental Premises and Equipment, and Electronic Networks, for Bargaining Agent or Union Business
Use of employer premises must be requested in writing
Outlines conditions for approving requests (Level 3)
Meetings outside or during working hours
Identifies roles and responsibilities for HROs, delegated managers and employees
The Fryer Report: What is it? It is a report (2nd of two) that identifies 33 recommendations put forward to the Committee on L-M Relations in the Federal Public Service. What is it not? It is not policy, however it did form the basis for what eventually became the PSLRA and the modernization of human resources in the Federal Public Service.
TB Guidelines provide some direction for departments with respect to use of employer premises. However, does not provide specific direction (this is not a policy, it is a guideline)
DAOD is the departmental “policy” that addresses the use of departmental premises, equipment and networks.

9. Use of Employer Premises/Union Meetings – The Practise
Management discretion for use of employer premises
Approval is case-by-case basis (“it depends”)
Usually not a carte-blanche
Operational requirements may also dictate facility availability
Meetings during working hours
Normally during non-working hours
Exceptional circumstances (eg. firefighters, shift work)
It is up to the delegated manager whether or not a given request will be approved and this manager may use his/her discretion based on the conditions set out in the DAOD. Use examples to illustrate: union rep wants to use departmental to communicate with member on a grievance (acceptable and generally implied approval) versus: union rep wants to use to send out strike rally info (unacceptable).
Operational requirements – add examples regarding time off / use of employer facilities

10. Thank you