1.

Colonel  Patenaude, COS, called the meeting to order at 1:00 PM with a round of introductions.  PIPSC representative, Sister Coleman-Kamphuis, attended from Halifax by phone.

2.

The agenda was amended to include centralization of Human Resources (COS) and Scent Policy (UNDE) under round table.

3.

The minutes of the June 19, 2008 had been agreed to secretarially.

4.

Old Business:

Clinic Managers’ Symposium.   UNDE and PIPSC were advised that the Clinic Managers appreciated the unions’ participation and presentations at the symposium.

Review of Clinic LMRC Minutes.  No issues were raised from the various minutes that were received since the last UMCC.  UNDE EVP stated that the question reference the LMRC training from conducted in Kingston has been outstanding for three meetings.  But that follow up had been done by UNDE in regards to the training identified in the Trenton minutes.  It was discovered that it was a JLP UMCC Course that had been conducted in Trenton and that not all clinic committee members participated which is contrary to the usual recommended practice.  UNDE raised concerns that the minutes from the Trenton clinic meetings indicate that the manager has chaired all the LMRC meetings that have taken place and has also released the minutes.  UNDE EVP stated that she continues to promote the UNDE/DND LMRC Enhancement Training and would appreciate management’s continued support for same.  COS committed to following up on the issues raised.

LMRC/LMCC.  The PIPSC representative advised that she has compiled a list of committees across the country and requested that the list be updated and maintained by corporate office.  COS agreed.  PIPSC enquired as to the status of the proposed LMRC Enhancement Training.  COS responded that it is still intended that the training will occur, dates are still to be determined.  Discussion ensued in regards to the use of LMRC versus LMCC.  UNDE EVP stated that one will find both terms used across the department and that the DAOD refers to Labour Relations.

5.

New Business

Use of Temporary Agency.  UNDE EVP stated that unless someone in attendance can address the item, it should be postponed until the HRBM is available.  Postponed.

Increase in Dental Hiring.  UNDE requested confirmation of the information received.  The COS confirmed that there has been an increase in hiring in the dental clinics as a result of an increase of $4.4M to hire additional dentists, dental hygienists and dental assistants under the OP RESTORE program.  The numbers and locations will be provided secretarially as an attachment to the minutes.

Payment of Licences.  UNDE EVP raised the concern that although management has agreed to reimburse employees, it is not being done consistently.  In some locations it is denied, and in some locations where it is being paid it is being pro-rated based on the number of days an employee works for CFHS.  UNDE EVP identified that the SV Article 66 does not identify the right to pro-rate.  Citing consistency and the collective agreement, UNDE EVP asked the COS for an explanation.  The Dental Clinic representative, Major Ross, stated that one issue that needs to be addressed is whose responsibility is it to reimburse the employees.  The COS elaborated that reimbursement for licences and professional fees (PIPSC) is a responsibility delegated by the DM to CFHS on an annual basis  and one CFHS continues to pursue.  More to follow.

Reimbursement for Footwear.  UNDE EVP raised concern that the reimbursement for shoes for employees in the clinics has been denied.  UNDE believes that it is a health and safety issue despite an email explanation that stated “asepsis” is not an issue.  Discussion ensued about health and safety in the medical/dental environment and a dress code.   Management reiterated that the military wear white shoes as part of their issued uniform not for health and safety reasons.  It was also identified that some military wear combats and combat boots in some clinics.  Where necessary, employees are provided with white lab coats and disposable shoe covers.  A survey will be conducted to see if any dress codes exist within the clinics, otherwise, common sense should prevail.  It was confirmed that special shoes are not required by civilian employees and are, therefore, not reimbursed.

• Asepsis – freedom from infection; lack of germs and germ activity; sterile

Civilian Employees Participating in Team Building Activities vs Adventure Training Activities.  This issue came to the table because of a recent incident within CFHS where concerns were raised by UNDE.  The Human Resources representative explained the difference between “team building” and “adventure training” and shared the associated DAOD 5031-0.  UNDE EVP stated that she is well aware of adventure training.  The issue previously raised was clearly identified as an “education” day followed by a team building day.  Regardless what you call it, the UNDE EVP stated that common sense should prevail.  If civilians are invited to participate, they should be entitled to participate fully with the same benefits as the rest of the team.  Furthermore, if there is a concern of risk involved in a civilian’s participation, many options exist:  civilians should be made of aware of this perspective risk so that they can make an informed decision on whether to participate or not; change the risky activity; or, the civilians should simply not be invited because it is evident that the activity is geared more to the military.

Professional Fee Reimbursement.  Response included above.

6.

Round Table

Centralization of Human Resources.  COS advised that CMP has made the decision to integrate their HRBMs under ADM HR Civ.  This will take place during the period December 1, 2008-January 31, 2009, no job loss is anticipated.

UNDE EVP asked for the rationale and whether or not there would be any resulting reclassifications from AS to PE?  COS stated that the decision was made so that there would be “one voice” on human resources issues.  There could be some reclassifications to PE depending on the functions the HRBMs would be responsible for on the integration.

Scent Policy.  UNDE EVP stated that this issue was previously raised at the UMCC when the item was identified in a set of minutes received from the field.  The item has since been identified again from a different location.  UNDE EVP reminded the committee members that D Safe G is developing a document on the issue of sensitivities to scents and it would be prudent to wait for that national direction before writing and implementing local policies.  COS advised that policies are developed at the corporate level not locally and the item will be followed up on.