Local 00014 members,
Our comrades in Quebec have been collaborating across locals to understand all recourse available to us as members of UTE with respect to the new Work Arrangement Agreements members have (or will be) asked to complete related to the 3-days/week requirement that is rolling out next month. We received a copy of Quebec region’s communication to their members today, and want to share it with you.
Direct action and solidarity are critical to creating change. We hope that you will join UTE members across the country in making your work arrangement preferences known.
In solidarity,
UTE Local 00014 executive
Brothers, sisters and friends
The presidents of the locals in the province of Quebec recently met to agree on a regional strategy concerning work arrangement agreements (WAA).
As you probably already know, you will be required to complete a new WAA, if you haven’t already. We see this as an opportunity to take a stance and send a clear message to the employer. We hope that many of you will participate.
Recall the letter of understanding between the Canada Revenue Agency (CRA) and the Public Service Alliance of Canada – Union of Tax Employees (PSAC-UTE) regarding the Virtual Work Arrangements Directive. It mentions, among other things, that:
- Virtual work arrangements can be initiated by the employee, are voluntary, and require mutual agreement between the employee and the CRA Commissioner or the person holding delegated authority in accordance with the Delegation of Human Resources (HR) Authority.
- Requests for virtual work arrangements initiated by an employee will be assessed on a case-by-case basis, considering operational requirements and other relevant factors. If a request is denied, the employee will receive written reasons for the denial.
By asking you to complete a new WAA, the employer wants to know your preferences for the agreement. We see this as an opportunity for you to specify what you truly want:
- Number of days in the office
- Which office
- Days of presence
- Full-time teleworking
- Etc.
Once your WAA is received, the employer is obligated to review it on an individual basis, make a decision, and communicate it to you. In the event of a refusal, it must be done in writing and include the reasons for the decision. After receiving the refusal , you have 25 working days to file a grievance regarding this decision.
This message is to inform you of your right to request what you consider to be the best solution based on your individual circumstances and to file a grievance if you are not satisfied with the decision. You must follow the employer’s directives while awaiting a decision on your grievance. However, this is the official way to ensure your case is heard and reviewed on its own merits.
If attempts are made to alter your agreement before the official written decision, request that this be done in writing and contact your local. We will be available to support you.
We cannot guarantee the success of your grievance, but it is the appropriate action if you believe your rights are being violated. We believe that if as many people as possible follow this approach, the message will be better received than through a petition, for example. We acknowledged your dissatisfaction, and we are now giving you the opportunity to make your voice heard through official channels. The success of this strategy directly depends on the level of participation. Many have asked for concrete actions, and here is your opportunity.
Please feel free to contact your local representatives if you have any questions or need clarification.
In solidarity,
Your locals
Montreal Region
Quebec Region
English