Canadian Forces Health Services
OPI - Mary Chamberlain
REPORT OF CFHS UMCC – 15 June 2009
http://www.forces.gc.ca/health-sante/default-eng.asp
The PIPSC representative, Leanne Coleman-Kamphuis, opened the June 15, 2009 meeting. Glen Maxwell, another PIPSC Steward, introduced himself.
Agenda. (attached) Amended by UNDE to add National Terms of Reference.
Approval of Minutes (March 13, 2009 attached). All committee members agreed with the minutes as previously distributed by email.
Old Business
LMCC Set Up at Bases – This issue was discussed again and it was confirmed that clinics are continuing to establish committees. PIPSC identified that some committees are not functioning. A list of clinics and established committees was distibuted. UNDE EVP stated that the minutes and committee Terms of Reference [when received] are reviewed for consistency and feedback is provided to the UNDE committee representatives. Various concerns were raised by PIPSC and UNDE from the minutes received from Local Committees. The COS confirmed that the email direction that committee had been sent out, UNDE had been provided with a copy, but that he would follow up and again and would address the concerns raised.
Move to Montfort – UNDE EVP requested an update. The COS stated that the move of the clinics (direct patient care establishments) to Montfort Hospital has been completed. In response to PIPSC, he confirmed that only the CFHS Headquarters would remain at NDMC and that UMCCs would continue to be held at NDMC. Official opening of the new site is June 16, 2009, with the ribbon cutting on June 18.
Work Force Adjustment – UNDE EVP asked for a status report on previously discussed WFA situations. The COS stated that management is doing its best to ensure that all affected employees receive alternate employment before being declared surplus. He stated that 1 x AS 2 and the 1 x WP 5 have been deployed. The following remain outstanding:
Closure of the Mental Health Clinic:
2 x AS 6 – still seeking alternate employment opportunities, have not been declared surplus as yet
1 x Nurse – has not been declared surplus as yet
Move to Montfort:
1 x EG 4 – has not been declared surplus as yet
1 x Nurse – has not been declared surplus as yet
UMCC Training – PIPSC requested an update on the scheduling of the corporate UMCC training. The Human Resources representative identified that the corporate UMCC has missed the three sets of dates previously identified. PIPSC asked why and requested that HR follow up with DGLPD to confirm why it is so difficult to have the training scheduled. Discussion ensued. UNDE EVP identifed the issues the committee is facing: that there is only one Management Facilitator available, hired on a casual basis on a contract that ends at the end of 2009; UNDE encourages all Local committees, not just CFHS committees, to take the training so there is a huge demand; and the coordination of the committee members’ calendars. UNDE EVP went on to say that the discussion at the previous UMCC was that UMCC committee members would take the training when it is available locally. UNDE EVP stated that it was unfortunate that the PIPSC representative had not been available when the training was recently conducted in Halifax, feedback received from the UNDE representatives was that the training was very good.
It was agreed that the next set of dates available would be locked in and all committee members would endeavour to be available.
Use of Temporary Agency Employees. UNDE EVP stated that this was an agenda previously submitted by UNDE and that having received received Management’s commitment to public service staffing as first choice, considered the matter closed for now. PIPSC went on to talk about the IT rationalization and the backfilling of military positions with contract workers, stating that they did not know the impact on CFHS.
New Business
Database on PIPSC SH Members at Bases. PIPSC stated that they have complied a list of the 380 PIPSC members employed by CFHS in the various clinics across the country.
Harassment and Bullying. PIPSC identified that there are currently 18 harassment complaints/ grievances being represented by PIPSC from within CFHS, manager/member, member/manager, member/member, and identified two sites of particular concern. Some of the people who have filed these complaints have faced retaliation in the workplace, two to the point that they were fired. PIPSC also stated that the public service survey identified problems in CFHS and suggested that a survey specific for CFHS employees might be helpful in identifying concerns. PIPSC also asked what training has been provided and where.
In response the COS stated his surprise to the situations raised by PIPSC. He also eluded that people’s perceptions may not necessarily be the reality [not verbatim]. The COS identified that the Commander CFHS supports the DND position of zero tolerance and that harassment training and refreshers are offered on an annnual basis to the clinic managers.
PIPSC questioned what training is available to the civilian population? Human Resources identified that training is available at the Local level through various resources. UNDE EVP stated that the training was previously delivered department wide. Everyone, military and civilian, were required to attend. As a result, in some areas of the country, the number of complaints actually increased with employee awareness.
PIPSC asked that an adhoc committee of the UMCC be established to discuss the issue more openly, consider the various options that may be available to educate people and resolving the issue, and bring recommendations back to the UMCC.
UNDE EVP asked an adhoc committee of who considering the UMCC technically consists of three members. UNDE EVP also stated that bullying is now covered in the Canada Labour Code and that D Safe G and the National Policy Committee have been mandated to develop a policy on dealing with bullying in the workplace. UNDE EVP stated that UNDE is not prepared to work on something in isolation of National Policy Committee’s mandate. Further, UNDE EVP stated that it is difficult to address concerns that one may not be aware of. If employees/members are not willing to file a grievance, or even voice their concerns, then it becomes a situation where the union is speaking in generalities.
The COS committed to raising the concerns to the Commander and the Executive Committee. The COS also committed to reinforcing the zero tolerance and encouraging training.
It was agreed that committee members would follow up with their respective constituencies to see if there is a requirement for an adhoc committee. Further discussion on this issue is scheduled for the fall UMCC.
Secretarial note: If UNDE Vice Presidents are aware of situations of harassment and bullying within their respective regions, it would be appreciated that this information be shared. Not specifics, just confirmation that the PIPSC’s concerns may be valid.
National Terms of Reference. UNDE EVP stated that a review of the TORs is in order with the change of committee members.
Update on PIPSC Hiring. PIPSC raised this issue again stating that there are still a lot of Calian employees in the workplaces. The COS responded again that CFHS supports public service staffing wherever possible, however, salaries are not encouraging people to apply for the positions. He identified that previously employed Calian workers, who were rolled over as public service, were dissatistified with the salary they received (upon receipt of their first pay cheque) as public service workers and were disappointed that they no longer worked for Calian dispite the additional benefits they received as public service workers.
Round Table
UNDE UNDE EVP thanked the COS again for his address to the UNDE National Executive this past month in Vancouver. His comments were well received.
PIPSC PIPSC stated that they would like to have the same consideration given to UNDE in regards to the sharing of information .
Next Meeting. September 14, 2009, COS to chair.
In solidarity,
M.L. Chamberlain
Executive Vice President