EVP UPDATE

MEETING WITH DGADR – 2 DECEMBER 2005

The stakeholders meeting scheduled for this morning has been postponed due to the unavailability of the majority of the participants. However, Sister Anne-Marie and I did meet with the DGADR and members of the staff to address the concerns that have been raised by the Manitoba/Saskatchewan, Alberta & The North and Ontario regions. We attempted to speak to the issues from a national perspective using the specific concerns as examples. The following represents the concerns raised and DGADR’s response.

Classification grievances dealt with through mediation. It was agreed that classification levels cannot be mediated, but that work description content could where there is a conflict of what the member/employee is doing on a day-to-day basis versus what is expected of them by their Manager.

Jurisprudence. It was agreed that whenever a collective agreement issue is discussed in a mediated forum, the union must be involved. And where it is determined that jurisprudence may result, the issue should not be mediated and should proceed through the grievance process.

Participation in a JLP process. A concern was raised that a member had been requested to take leave to facilitate in a JLP process. UNDE was advised that DGADR was aware of the situation in question and that it has been discussed at the Local level. It was agreed that most definitely, UNDE facilitators are not required to take leave to participate in a JLP such as IBC training.

Employment of Military personnel. This has been a concern that has been raised on more than one occasion. UNDE members see more military employed in the DRCs than was agreed to on the inception of ADR within DND. DGADR is aware and agreed that there is this perception in the workplace but that in fact the promised 50/50 split is being respected wherever possible.

In addition, UNDE raised the concern that military personnel are afforded employment and training opportunities that civilians are not benefiting from and, therefore, military personnel have an unfair advantage when competitive processes are conducted. DGADR agreed with UNDE’s comments especially in light of the upcoming changes to the PSEA. DGADR offered to pursue the option of an apprenticeship opportunity to the civilian community. Various options were discussed and there will be additional discussions on this proposal before it goes ahead. The concern is also on the table for discussion at the UMCC HR Sub-Committee meeting.

One member had forwarded a concern about the ongoing training they had participated in, both through the department and on their own through other resources. And their inability to finalize their training to achieve their DND Mediation Certificate despite the qualifications they have acquired. Firstly, DGADR has committed to follow up with this individual member to find a way to resolve the issue and for the member to achieve the required certificate. DGADR agreed that this is a problem. She went on to explain that the demand for mediation does not meet the anticipated need for mediators and Associate Mediators.

Statistics versus overall perceptions. DGADR recognizes that the statistics in the recent report do not accurately reflect the reality of the number of grievances received in the Department. It is DGADR’s hope that more grievances will be resolved through mediation.

Confidentiality. UNDE and DGADR agreed that confidentiality is a problem. Both were able to cite examples of where confidentiality has been breached.

It was agreed by all in attendance that communications at all levels is key to resolving the majority of the concerns raised. UNDE and DGADR agreed that consultation at the lowest level is important for all parties to understand and address the concerns in a timely fashion. Where consultation has taken place locally, most concerns have been resolved.

In support of better communications, DGADR has offered to conduct awareness training for the UNDE representatives (either locally or regionally depending on the demand). Not how a mediation is conducted per se, BUT what the mediation process is and its benefits to the participants as a tool to resolving conflicts. On-going consultation will take place at the national level, however, UNDE does encourage consultation at the Local/Regional level also.