8 Wing CFB Trenton PO Box 1000 Stn Forces Astra ON KOK 3WO

8 Wing
CFB Trenton
PO Box 1000 Stn Forces
Astra ON KOK 3WO
1151-1 (WComd)
0(0 May 10
MINUTES OF THE 8 WG/CFB TRENTON LABOUR MANAGEMENT RELATIONS COMMITTEE
MTG HELD IN THE WHQ CONFERENCE ROOM AT 1300 HRS 11 DEC 09
Chairperson : Col R. Williams, WComd
Mr. B. Turner , UNDE President
Co-Chairperson :
In Attendance:
LCol S. Lewis, WLEO
LCol R. Fetterly, WAdminO
LCol D. Alexander, COS
Maj G. McEachern, WCompt
Maj K. McDonald, DRC
Capt J. Schuell, WOps/AdminO
CWO K. West, WCWO
Mrs. D. Markman, CHRO
Mrs. M. Bailey, CHRO
Mrs. A. Pennington, CFAWC
Ms. K. Johnson. CHRO
Mr. G. Maxwell, President CS Quinte Sub Group
Mr. G. Gabovic, UNDE 1St VP
Mrs. A. Neville, D/WGSO
Mrs. B. Stephenson, Steward, PIPSC
Mr. R. Ayres, UNDE 2°d Vp
Ms. J. MacEwen, Secretary
Absent:
Mrs. C. Rochon, CHRO
Ms. K. Brake, EAP Rep
Mr. F. Balsdon , Chief Stewart UNDE 637
Mr. M. Bowry, ATESS
WO J. Holley, CFLAWC Rep
INTRODUCTION
1. Co-Chairperson, Mr. B. Turner called the meeting to order at 1309 hrs.
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STATUS/OPI
DISCUSSION
2. Review of Minutes - 03 Jun 09 - Minutes were passed, but with exceptions. Accepted by Mr.
Gabovic and seconded by Mr. Ayres.
a. Para 4 b - Grant Gabovic is with UNDE, not PIPSC;
b. C. Alexiuk is being replaced and will be removed from attendee list; and
c. Para 5 a - CS-01 pool not completed yet so numbers not yet available as it was run by
Treasury Board (TB)/Organization Readiness Office (ORO).
4. STANDING BUSINESS:
a. Human Resources - (HR Plan ) - Ms Johnson reports that working group has HRO
not been established to date however ; Debora Markman has been working closely
with Maj Cyr to coordinate backfill issue.
b. Employment Equity - Nothing specific on Employment Equity HRO
c. SWE -We have received funding of $19.3 million and we will be able to WCOMPT
live within that envelope.
d. IMST - Website is up and running through Air Force. PIPSC is looking for local PIPSC
content regarding consultation. In Phase 1, would like opportunity of elected members
to meet and consult plans and input across the Air Force, not just on the Wing.
More information can be found at www.img.forces.gc.ca. LCol Lewis added that
management is tracking the IM Transformation initiative and that this will be handled
openly and transparently. Phase I is basically data collecting but this needs to be done
together.
e. Collective Staffing - External process - there seems to be a general consensus HRO
from management with partnering pools from other regions. Advertised process is finite
and has to be set up as inventory. `Collective staffing' will now be named National Area
of Selection.
LMRC Training - Not certain call letter was sent out but next training is Jan 10. HRO
Mr. Turner added that call letters should be done up to capitalize on this opportunity.
Arlene Preston will run the training.
f. MSS Backfill - Draft backfill strategy was tested against 6 week exercise. It was then
tweaked to make sure all right position identified and re-briefed to the WComd. It is
ready to be released. Fifty positions are being backfilled; which represents 64% of those
going out the door. Forty of those positions are SWE solutions, 8 reserve solutions and 2
O & M solutions. We are advocating to Air Div that 6 month deployments have time
before as well as after. Air Force is headed towards fiscally challenging times so MSS
backfill strategy will get challenged by position. Justification will have to be provided by
all support units. Negotiations with Air Div are ongoing, but we are certain that this will
be resolved. Mr. Turner asked when we would know if funding is available for these 40
positions and what if we do not get the money? WCompt advised that the Wing has
already started discussions and negotiations with 1 CAD and CAS. The door is open and
high level discussions are underway. WLEO added that this is not a fiscal question, but
an operational question and our ability to support operations worldwide. Mr Maxwell
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would like coordination with the IMST and MSS. WLEO responded by saying that IMST
is very slow and data needs to be analyzed. Analysis is being closely held. IM efforts will
impact WLE Branch externally in a huge way and there is not enough situational
awareness as of yet. Maj McDonald added that last time MSS was deployed, a lot of
effort was put into pairing those people left behind and they later realized once they were
gone was that those left behind did not have proper training. Currently 25% of MSS
trained in ADR and they are willing to put on more courses as required. WLEO stated
that the intent is to have 100% of MSS ADR trained as this is one of the best tools especially under such extremely difficult conditions overseas. Where we are now with
MSS Force Generation cycle is that collective training is complete we now need to do
town halls with families along with gap training and provide them with skill sets in order
to build up an ability to deal with potentially conflicting issues in theatre. A Captain and
an MWO who are experienced in many deployments will be hired to look after families
as well as being points of contact. There will be lots of activity in January such as town
halls, ADR training, assist programs etc.
5. NEW BUSINESS
a. Government of Ontario Bill to amend the Ontario Employment Standards Act UNDE President
The Ontario government passed legislation on May 4, 2009 to better protect "elect
to work"-or temporary-employees under the Employment Standards Act,
2000. The bill came into effect six months after the date it was passed. It sets out
obligations and prohibitions relating to temporary help agencies and ensures
temporary employees are treated fairly and have better opportunities to move to
sustainable employment. Bill 139 can be accessed at the following link:
http://www.ontla.on.ca/web/bills/bills detail. do?locale=en&Intranet=&Bi11ID=21
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The new legislation addresses the following:
• Establishes that temporary employees are covered by the Employment
Standards Act
• When a temporary employee is assigned work by the temporary help
agency, that agency is the persons employer and this person is an
employee of that agency
• Ensures temporary workers are aware of their rights under the
Employment Standards Act
• Stops temporary help agencies from charging workers for resume writing
and interview preparation
• Ensures temporary workers have all the information they need about their
assignments, especially pay schedules and job descriptions
• Enables the government to enact future regulations so temporary
employees have notice to termination and severance pay rights that align
with the rights of permanent employees
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b. Joint Learning Program (JLP Training) UNDE President
PSAC and Treasury Board has a new joint initiative for training that is of no cost to the
Wing and includes a labour instructor and a management instructor. Local PSAC has
three new collective agreements and this course on interpreting them is beneficial to
members and management. Courses to be offered at 8 Wing and Arlene Preston will
instruct and a management rep joining her. Examples include anti-harassment and
employment equity. More information on JLP can be found at www. ilp-pam.ca
c. Scents In the Workplace UNDE President
This seems to be a problem across the department and other workplaces. Is there a policy
from above that we can incorporate here at 8 Wing? There are two individuals on the
same floor in one building that are allergic to scents and excessive perfumes and this is a
serious concern for them. Ms Neville states that the National Health and Safety Policy in
Ottawa did put out an advisory on environmental sensitivity that we can post on all safety
boards. Basically, it isn't really a policy. There is a policy that was put out by the
management of the one building and floor he is referring to and that is the only direction
that they can go in. Management can put out this policy as this is their work area. Policy
provides a bit of direction but it is not a policy per se as the committee in Ottawa was not
able to make a global policy. Education is the key. Attached is an advisory from the
Departmental Health & Safety Policy Committee.
7. OPEN DISCUSSION: ROUNDTABLE DISCUSSION
a. Mr. Turner: 2009 will be the last year benefits will be done in hardcopy and it will be
electronic from now on.
b. Mr. Gabovic - nothing
c. Mrs. Brake:
(3) one suicide intervention.
d. Mr Maxwell - nothing
e. Mrs. Neville - nothing
f. Mrs. MacEwen - nothing
g. Mrs. Stephenson - nothing
h. LCol Fetterly - nothing
i. Maj McEachern- nothing
j. Maj McDonald - nothing
k. LCol Lewis - nothing
1. LCoI Alexander - nothing
m. Capt Schuell - nothing
n. CWO West - nothing
o. Mrs Pennington - nothing
p. Mr. Ayres:
(1) remarks that there are a limited amount of email accounts regarding benefits and
accessibility of online benefits to all employees
q. Mrs. Bailey - nothing
r. Mrs. Markman:
s. Ms. Johnson
t. Col Williams:
(1) The MSS backfill is under negotiation with the Div HQ. 8 Wg has asked for more
than Greenwood.
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8. NEXT MEETING/ADJOURNMENT. The Chairperson advised that the next meeting date
TBD. The meeting was adjourned at 1359 hrs.
ga'a
&ZL,
Col D Cochrane B.J. Turner
WComd President
Co-Chairperson UNDE 637
Dist List
Action
All Members
CFLAWC Trenton/Admin 0 Trg Coy
WCE/Paint Shop/Mr. P. Hansen
Information
External
Ms. Eveline Gaudreau
Al CHRM
1 Canadian Air Division Headquarters
PO Box 17000 Stn Forces
Winnipeg MB R3J 3Y5
Ms. Debra Nadeau
Vice-President (Ontario)
PO Box 26
New Lowell ON LOM 1NO
Ms. Lucette Charron
Union of National Defence Employees
Suite 700
116 Albert St
Ottawa ON K 1 P 5 G3
I.B.E.W. Local 2228
1091 Wellington St
Ottawa ON K I Y 2Y4
Information
Internal
WComd
NPF HR Mgr
Pres UNDE 683/Ms. Shirley Martin
8Wing/DL 3 Units employing civilian pers
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ADVISORY - ENVIRONMENTAL SENSITIVITIES
A message from the Departmental Health and Safety Policy Committee
Did you know that many scented products we use every day can seriously affect our
co-workers, especially those who suffer from environmental sensitivities, allergies or
asthma?
More and more people report having adverse reactions to common substances in their
daily environment. Products such as office cleaning solutions, perfumes, air fresheners,
hairsprays or aftershave lotions can trigger a reaction ranging from mild to serious in
some people. Avoidance of triggers is extremely difficult because of the widespread use
of fragranced products. This can make it difficult for individuals with sensitivities to
function in the workplace and other public environments.
Often, environmentally sensitive people are reluctant to speak up on their own behalf, as
they do not wish to inconvenience anyone, so they suffer in silence. Some may not even
realize that the products or combination of products used around them are causing their
symptoms. The number of people affected by environmental sensitivities continues to
grow. Possible causes for individuals developing a sensitivity to chemical vapours may
be the continuous exposure to an over-abundance of these vapours. Therefore, it makes
sense for all of us to limit or eliminate our exposure to the substances that can trigger a
negative reaction.
Reported common reactions include: headaches, sore throat, eye irritation, nausea,
shortness of breath, wheezing, sinus pain, dizziness, fatigue, poor concentration, anxiety,
sweating, joint aches, and skin irritation.
Since we all share the air, we need to use common sense and exercise courtesy. The
following tips can be used to help address environmental sensitivities in the workplace.
Avoid using scented products, such as perfumes, aftershave lotions, and
hairsprays.
Use odourless products to clean and freshen your office area. Replace strongly
scented cleaning solutions with unscented, environment-friendly products. Read
product labels and be informed. Further information regarding a particular
product should be directed to the manufacturer of the product.
If the cleaning solutions, washroom air fresheners and other products used by
your building maintenance workers affect you, report it to your Workplace Health
and Safety Committee representative;
Replace regular permanent pen markers with an odourless type. Vapours from
marker pens or cleaning products can cause headaches and nausea, especially in
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an enclosed area such as a boardroom;
Ensure all office products which have odours, i.e., photocopier cartridges, are
tightly sealed and properly stored;
Ensure that printer filters are replaced when suggested by the manufacturer;
Eliminate sources of dampness, such as overwatered plants, humidifiers, or coffee
spills. Dampness encourages the growth of mold which can cause unpleasant
odours and trigger allergic reactions in some people;
Take care of your plants, and don't treat them with chemicals in the work
environment. Flowering plants in the workplace are not advisable because some
employees may be allergic to them.
Do not block the air vents in window bays with books, files or plants. Inadequate
ventilation and air exchange can also contribute to increased exposure to vapours
and odours and decrease indoor air quality;
Employees experiencing symptoms of environmental sensitivities should report to their
immediate supervisor, the areas or situations that appear to trigger an adverse reaction.
Depending on the apparent cause, the problem may be resolved at this level, or, if
necessary, passed on to the Workplace Health and Safety Committee for resolution.
Manager's have a key role to help protect environmentally sensitive employees in the
workplace:
If the employee's sensitivity is limited to scents from perfumes, hairspray, or
aftershave lotions, etc., the manager/supervisor may be able to quickly resolve the
issue by requesting the cooperation of colleagues in restricting the use of these
products. Employees should be reminded to show consideration for their
colleagues by replacing their use of scented products with unscented ones and/or
avoiding wearing perfume altogether in the workplace. Should this not be
achieved, then the affected employee and the person wearing the perfume or
scented product may need to be accommodated appropriately.
Managers may wish to post signs on their floor to raise awareness of
environmental sensitivities.
When calling a meeting, aim for a scent-free environment by asking participants
to refrain from wearing scented products.
Before renovation or construction work begins on a floor, the manager should
inform employees about the type of work taking place, and if necessary make
arrangements to have environmentally sensitive employees temporarily relocated.
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If you have allergies or sensitivities, let others around you know of your health concerns.
If you are aware of someone who is sensitive, be considerate and avoid using the
substances that might trigger a negative reaction.
Taking care of our work environment is a team effort. By applying these common-sense
principles we can do our part in improving the air quality in our workplace. Together we
can make a difference.
Q&As
My colleague uses products that are causing me to experience headaches, nausea
and poor concentration , what should I do?
Employees experiencing symptoms of environmental sensitivities should report the areas
or situations that appear to trigger an adverse reaction to their manager. Depending on
the apparent cause, the problem may be resolved at this level. Your manager will work
with you to identify the irritants and to try to minimize or eliminate their use within the
workplace.
If your sensitivity is limited to scents such as perfumes, hairspray, or aftershave lotions,
your manager may be able to quickly resolve the issue by requesting the cooperation of
colleagues in restricting the use of these products. Employees should be reminded to
show consideration for their colleagues by replacing their use of scented products with
unscented ones and avoiding wearing perfume altogether in the workplace. If the
problem persists, managers can direct employees not to wear perfume or other scented
products in order to accommodate the needs of others. Failure to follow this direction
can lead to administrative, including disciplinary, action. However, efforts to encourage
voluntary compliance are preferred.
What are some examples of accommodation for employees with environmental
sensitivities?
Determining the appropriate accommodation for an employee who has environmental
sensitivities will depend on a variety of factors including the employee's medical
requirements, the nature of job duties and the workplace. Examples of accommodation
options include:
• Directing employees to refrain from wearing scented products;
• Flexible work options, including telework;
• Transferring the employee to an work environment that is free of irritants;
• Informing employees of planned cleaning, renovations or furniture purchases;
• Installing air filters; and
• Eliminating or reducing the use of toxic chemicals in the workplace.
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AVIS - SENSIBILITE A DES FACTEURS ENVIRONNEMENTAUX
Un message du Comite d'orientation ministeriel en matiere de sante et de securite
Saviez-vous que bon nombre des produits parfumes que nous utilisons tons les jours
peuvent nuire gravement a nos collegues ? Plus particulierement a ceux et celles qui
souffrent d'une sensibilite aux facteurs environnementaux , d'allergies ou d'asthme.
De plus en plus de personnes rapportent qu'elles ont une reaction indesirable aux
substances communes presentes dans leur environnement quotidien. Les produits comme
les nettoyants, les parfums, les desodorisants, les fixatifs ou les lotions apres rasage
peuvent provoquer des effets benins ou graves chez certaines personnes. Il est
extremement difficile d'eviter les declencheurs en raison de l'usage generalise de
produits parfumes. Ceci peut rendre difficile le fonctionnement des personnes ayant une
sensibilite a des facteurs environnementaux, autant en milieu de travail que daps les lieux
publics.
Les personnes ayant une sensibilite a des facteurs environnementaux hesitent souvent de
se faire entendre car ils ne veulent incommoder personne; ils preferent donc souffrir en
silence. Certaines d'entre elles pourraient meme ne pas se rendre compte que des produits
ou une combinaison de produits utilises dans leur environnement sont la cause de leurs
symptomes. Le nombre de personnes ayant une sensibilite a des facteurs
environnementaux ne cesse d'augmenter. L'exposition constante a une surabondance
d'emanations chimiques pourrait etre une des causes du developpement de 1'intolerance
chez les personnes atteintes. Il est donc logique que nous limitions ou eliminions notre
exposition aux substances qui pourraient declencher une reaction negative.
Parmi les reactions communes declarees figurent les maux de tete et de gorge, l'irritation
des yeux, la nausee, l'essoufflement, la respiration sifflante, la sinusite,l'etourdissement,
la fatigue, le manque de concentration, l' anxiete, la transpiration, la douleur aux
articulations et l'irritation cutanee.
Puisque nous partageons fair, nous devons faire preuve de jugement et de courtoisie.
Appliquez les conseils suivants afin de tenir compte de la sensibilite aux facteurs
environnementaux en milieu de travail.
Evitez l'usage de produits parfumes tels que les parfums, les lotions apres rasage
et les fixatifs.
Utilisez des produits non parfumes pour nettoyer et assainir votre bureau.
Remplacez les nettoyants a forte odeur par des produits ecologiques inodores.
Lisez les etiquettes; adressez-vous au fabricant d'un produit particulier pour
obtenir de plus amples informations a son sujet.
Avisez le representant du Comite de sante et de securite au travail si vous
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reagissez aux produits nettoyants, aux desodorisants ou a d'autres produits
qu'utilise 1'equipe de proposes a 1'entretien de votre immeuble.
Remplacez les marqueurs permanents reguliers par des marqueurs inodores. Les
emanations des marqueurs et des nettoyants peuvent causer des maux de tote et
des nausees, notamment dans un endroit ferme comme une salle de reunion.
Assurez-vous que tous les produits de bureau ayant une odour, p. ex. cartouches
pour photocopieur, sont fermes hermetiquement et entreposes correctement.
Assurez-vous de remplacer les filtres pour imprimante conformement aux
indications du fabricant.
Eliminez les sources d'humidite, teller que les plantes surarrosees, les
humidificateurs ou le renversement de cafe. L'humidite engendre la moisissure,
laquelle pourrait causer de mauvaises odeurs et declencher une reaction allergique
chez certaines personnes.
Prenez soin de vos planter et n'utilisez pas de produits chimiques en milieu de
travail. Les plantes a fruit sont a proscrire puisque certains employes pourraient y
etre allergiques.
Ne bloquez pas les events avec des livres, des dossiers ni des plantes. La
ventilation inadequate et le renouvellement d'air peuvent eux aussi contribuer a
une exposition accrue aux emanations, aux odeurs et a la reduction de la qualite
de Fair int6rieur.
Les employes qui presentent des symptomes de sensibilite aux facteurs
environnementaux devraient aviser leur superviseur immediat des endroits ou des
situations qui semblent declencher une reaction negative. Le superviseur pourra regler le
probleme, le cas echeant, ou s'adresser au Comite de sante et de securite au travail au
besoin.
Les gestionnaires ont un role cle pour ce qui est d' aider a proteger les personnes ayant
une sensibilite a des facteurs environnementaux en milieu de travail :
Le gestionnaire ou le superviseur peut resoudre le probleme rapidement en
demandant aux autres employes de limiter 1'utilisation de parfum, de fixatif, de
lotion apres rasage, etc. dans les cas ou l'intolerance de 1'employe se limite a
l'odeur de ces produits. Le gestionnaire devrait rappeler aux employes d'etre
prevenants envers leurs collegues en remplarant leurs produits parfumes par des
produits inodores et/ou en evitant de porter du parfum en milieu de travail. Si le
probleme persiste, on pourrait alors devoir accommoder 1'employe souffrant de
l'intolerance et 1'employe qui pone le produit parfume.
Les gestionnaires peuvent afficher des avis sur leur etage pour conscientiser les
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employes aux sensibilites aux facteurs environnementaux.
On peut demander aux participants a une reunion de ne pas porter de produits
parfumes.
Avant que ne commencent des travaux de renovation ou de construction, le
gestionnaire devrait informer les employes de la nature des travaux prevus et, au
besoin, prendre des arrangements pour deplacer temporairement les employes
ayant une sensibilite aux facteurs environnementaux.
Si vous souffrez d'allergies ou d'une sensibilite aux facteurs environnementaux,
informez-en vos collegues. Si vous savez qu'un collegue est sensible aux facteurs
environnementaux, soyez prevenant et n'utilisez pas de substances qui pourraient
declencher une reaction negative.
Prendre soin de notre milieu de travail, c'est un travail d'equipe. Suivons ces conseils
judicieux et faisons notre part pour ameliorer la qualite de fair dans notre milieu de
travail. Ensemble, nous ferons la difference.
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Compensation Web Applications (CWA)
The Public Works and Government Services Canada (PWGSC ) Compensation Web Applications (CWA)
is a suite of secure on-line self - serve applications designed to put your personal Pay and Pension
information at your fingertips.
The CWA is now available to you.
Once you have registered for CWA services, you will be able to:
• View your Statement of Earnings and your Employee Pension and Benefits Statement.
• Do pension estimate calculations based on 'what-if' scenarios and estimate of your gross to net
pension amount.
• View and print your pay stubs and tax slips (T4).
Manage some of your voluntary deductions, such as Alterna (formerly Civil Service Co-op)
deductions.
• Estimate your regular net pay based on various career options including job sharing, leave with
income averaging, leave without pay, and pre-retirement leave.
• Contribute to the greening of the environment . With CWA you have the option to stop or
reactivate the printing of your pay stub and / or your annual Pension & Benefits Statement.
We encourage you to take the time now to register for the CWA and explore the various tools available to
you.
Information required for registration
To complete the CWA registration process, you will need:
• your date of birth
• a Government of Canada e-mail address
• your personal record identifier (PRI)
• the total deductions from your last regular pay stub
• your superannuation number (located on your annual Pension and Benefits statement)
This information is required to verify your identity based on information in the PWGSC pay system.
iAccess
In order to access PWGSC's CWA Applications from the Defence Wide Area Network (DWAN), you must
first have the iAccess Malicious Code Prevention system installed on your workstation.
The iAccess system allows greater Internet access than is currently permitted from the Defence Wide
Area Network (DWAN). The iAccess system consists of security software that is installed on your
workstation and several layers of Firewalls and Internet content scanning devices. With the exception of
prohibited sites, all HTTPS Web sites are accessible from DWAN workstations equipped with iAccess.
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One of the iAccess components that reside on the workstation is the Cisco Security Agent. The red flag
icon indicates that iAccess (Cisco Security Agent) has been installed on the workstation.
When a user hovers his cursor over the red flag icon, the name "Cisco Security Agent" will be displayed.
If you can see the red flag in the right corner of the screen beside the desktop clock you have iAccess
and can proceed with CWA registration. If you do no see the red flag you do not have iAccess.
If you do not have iAccess on your computer or if you are encountering problems with your iAccess
software, please contact your local IM /IT Service Desk.
CWA Online Profile Registration and Enrolment
Registration and enrolment is a one-time process that takes a few minutes to complete.
It is important to follow all the steps. This will ensure that authentication is complete and that your
personal information is protected and secure. When you subsequently log in using your password, you
will be identified immediately and granted access to the applications. Please follow the steps in the CWA
enrolment instructions available at: htt ://www.t s c w sc. c.cal ension! df/inscr tn-enrlnint-en df
To register, visit htt :/1www.t s c w sc. c.calremuneration com ensation/ and select your language,
click on new user and follow the enrolment steps.
Important
Be sure to follow the steps for Online Profile Registration and Enrolment.
ID-based Certificate Registration and Enrolment option is NOT available to DND employees at this time.
Getting help
If you do not know your superannuation number or require information contained in your most
recent pay stub (ie: total deductions), please contact the Compensation Service section of your regional
Civilian Human Resource Services Center.
If you cannot get to the CWA Online Registration page , please contact your local IM /IT Customer
Service Desk.
If you can get to the Online Registration page but are experiencing problems accessing the CWA,
please contact the PWGSC CWA help desk at 1-866-467-0337. Please note that they are unable to
provide you with your personal information that is required to enrol in the applications.
If you encounter problems maintaining connectivity with CWA , it is most likely an iAccess firewall
issue, and not related to CWA. Please try re-launching your Internet Explorer.
The PWGSC CWA help desk cannot be of assistance where the problem is iAccess related. If the
problems persist contact your local IM /IT Customer Service Desk.
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