Group 1 Privatization
Report by Sister Jocelyne Ménard

Group 2 Building on rock: Local Development and the future of the PSAC
Report by Brother Lorne Brady

Group 3 Human Rights and Services
Report by Sister Barb Stewart

Group 4 Privatization
Report by Sister Grace Grimes

Group 1 Privatization
Report by Sister Jocelyne Ménard

Sister Ménard reported on the discussion held within their group. They discussed democracy, how to reach the citizens and give them back their freedom of speech. The average citizen is given a tremendous amount of information and there are not very many forums where they can express their own views. Most citizens feel powerless, isolated and remain silent.

The PSAC needs to work on reaching the citizens. Greenpeace methods could be used to get media attention: a "Globalization Greenpeace". The PSAC must develop research mechanisms on globalization and privatization, and analyze research reports that have been done by other unions and organizations to see how their work can help the PSAC, how links can be created and how we can work together. Information should be shared with other organizations in order to develop the work tools needed to deal with globalization and privatization issues.

The group also noted that the PSAC is working with the Employer to some extent. The discussion paper on Privatization states that in the past, the PSAC has often had no choice but to be reactive in order to save jobs and maintain working conditions. The PSAC should work strategically with the employer: receive their information but, simultaneously, organize meetings with the citizens to gather their information, their input and their concerns, amalgamate everything and develop action plans or services that will help to be in line with what is currently going on in our society and in the world.

Information sessions broadcast on Community Television were also brought up by this group. The PSAC would be able to reach their members as well as the people in the community. It would allow the PSAC to convey a different image, that our union work is not strictly limited to working on maintaining or improving working conditions. It is important to let people know that the union's mandate has changed over the past years, that the union is concerned with the effect certain decisions will have on the worker, but also how these decisions will affect the community.

A newsletter or bulletin should be produced, with clear and simple information on the position of various political parties, as well as information of PSAC's position on that same issue.

Also discussed was that the PSAC establish a Member Recognition Day and, in order to change the unions' image, increase PSAC's outreach in community events that are not necessarily linked to union activities.

Group 2 Building on rock: Local Development and the future of the PSAC
Report by Brother Lorne Brady

How do we integrate members into their Local and how do we integrate the Local into the larger Union/labour movement, ensuring that the members, not only Local officials, are so integrated?

• Improve communications with the membership.

• Educate on labour history. A sense of history is essential to progress and build on something. As more and more new people coming into the Public Service there is a lack in our formal education of trade unionism and the union movement.

• Get involved with Career Days in high schools, colleges and universities as they will be the members of tomorrow. Present the history of trade unionism.

• Sign up new staff to a BUS course as they are signed up as members.

• Outreach to old and new membership. Have Locals issue a newsletter with essential information (list Local Executive Members, the Component and who to contact there, their region).

• Publish minutes of all meetings to inform of the issues discussed.

To "build on rock," what resources are needed by the Locals?

• Paid union time, other than from the PSAC and the Component. Keep pushing to management that it is to their advantage.

• A mentoring program to share best practices. Locals can learn from other Locals.

• Training on one specific subject during lunch hour or after work. Find out which topics interest the members.

How do we gear our education program to Local development? How do we ensure the effective deployment of union training, education and information within a Local?

• Survey the membership, find out what they want to get them involved.

• Present the outcome of NCR Council meetings, get the information back out. The NCRC is not a secret group. Use videos, interactive cd's, or teleconferencing for those who cannot attend.

How does the current PSAC structure encourage/discourage effective Local development? What changes, if any, are necessary?

• Blend Locals that are at the same workplace but are from different Components. Reduce the isolation and get them involved in common issues.

• Members are intimidated by the union structure. Educate to increase the knowledge and provoke involvement. Use a variety of experts

What role should Components/Regional Council and other Regional bodies/Locals/the Alliance Centre/REVPs/Regional Offices play in on-going Local development? How can they work together as a team?

• Important to have the Regional Office, the NCR Council and the Components involved with the information to be sent out to membership.

• Members need to be trained and able to apply their knowledge immediately.

• Provide information kits, post information on website with links to other information that is already out there.

Group 3 Human Rights and Services
Report by Sister Barb Stewart

What aspects concern you the most about human rights and services?

• PSAC's human rights services are excellent, but getting to the national level can be difficult.

• Restriction in language of TB collective agreement for filing grievances. Are told to go to other venues.

• Lack of recourse in CCRA staffing regime; lack of availability to representation at all levels.

• Lack of commitment from employer on implementing, promoting and ensuring that Employment Equity Act is applied.

• Parliament Hill employees are fighting a battle to be covered by Human Rights and other legislation.

• Hate crimes and hate messages on rise in workplace and the community.

• Increase of part-time employment: lack of security.

• Attempts during negotiations to claw back current benefits.

• Employees with disabilities dead-ended.

• Reduction of investigators of human rights investigations.

• Lack of knowledge and understanding of human rights legislation by employees, management and general public.

What aspects concern you the most as a provider of these services?

• Reduction of numbers of human rights investigators.

• Lack of funding.

• Lack of political will from government departments/agencies

• Concerns about collective agreement language.

• Members refusal to take action in many cases (ensure members feel safe in approaching union reps for help).

• Education of union reps in human rights issues to ensure services are provided to the members.

• The definition of consultation and collaboration not understood by employer.

What aspects concern you the most as a benefactor of these services?

• The same concerns as noted in the previous two questions.

Are there additional rights and services we should be seeking?

• Rights within CCRA to have union representation at all staffing levels.

• Work on strengthening Harassment Policy.

• Media help to promote human rights in Canada (making public aware of injustices)

• Policy 23A Harassment Policy:

• Currently members are bystanders during investigation by employer

• Union is supposed to do their own investigation (often difficult for small locals, don't understand implications)

• Training for all union reps to ensure adequate representation of members.

What actions can we take, individually and collectively, at the local, regional, national and international level to protect and promote fundamental human rights?

• Insist on union presence at meetings of workplace committees.

• Encourage members to exercise their rights.

• Make management accountable re: consultation (complaint can be made to EE Auditor).

• Training on Policy 23A for union reps.

• Insist that politicians support and understand their responsibilities on human rights.

• Coalition building with other allies to send stronger message.

• Modify Policy 23A to ensure that we offer protection for our members.

• Use media to spread concerns and increase awareness

• Take every opportunity to educate management on harassment.

• Build coalitions with other union within the workplace to jointly fight management rather than working against each other.

What aspects of rights promotion and protection should form part of the PSAC's agenda and be addressed by delegates to the 2003 Triennial Convention?

• Many people do not feel concerned about the human rights of others.

• Budget to action plan on political action.

• NCRC should send resolutions of our concerns to PSAC Convention.

• Human Rights Forum a formal part of the PSAC Convention agenda.

What specific actions or strategies should be incorporated in a PSAC Human Rights Action Plan, over and above the actions or strategies found in current PSAC human rights related policy papers?

• Lobby for strengthening Employment Equity Act

• Demand compliance with the legislation.

• More support to members in long battle.

• Lobby to decrease time length to resolve a complaint.

• Lobby for hiring of more investigators.

• Use expertise of committees for representation and assistance across Component lines.

• Change Policy 23A: representation i s right.

• Educate members.

Group 4 Privatization
Report by Sister Grace Grimes

Sister Grimes reported that a good number of the workshop participants were with UNDE and are currently fighting the Supply Chain Project. This group discussed the effects of privatization and how to fight it.

The effects of privatization

• Increase costs since profits are built in

• Drop in morale

• Reduces quality of service

• Staff cuts, salary cuts

• Part time employees do not get many benefits

• Cost of unused office space passed on to taxpayers

• Relocation of employees costs former city in taxes, support of business

• Concerns on confidentiality of information in files, especially when it is contracted out, with contractors changing periodically; info can be passed on to certain businesses so that they can access a target market

• Driven by globalization and deregulation

• Contractors can sub-contract at less than minimum wage

• Advancement denied if spouse cannot relocate or services not available in new location

• Job security hits the local economy since there are no large ticket item purchases

• No long term employment of individuals since it is cheaper to get services as needed

How to fight privatization

• Make sure who is affected, create network of allies (ex. Car manufacturers)

• Lobbying

• Letters to the editor

• Ads in magazines

• BBQs to bring people out to raise the issue

• Access info from UNDE website

• Speakers to employees (ex. Peter Cormier from UNDE)

• Approach talk shows; expose weaknesses in contracting out situations

• Point fingers, name names to lay blame

• If you don't succeed, negotiate fair wages in first contract