Policy matters are decided by the National Executive. (Bylaw 6).
1. November 5, 1980 (amended 1993 Convention, Edmonton, AB)
That when a field negotiator is elected from a group, a meeting will be arranged with the staff officer responsible for collective bargaining at the Union’s National Office and the National President prior to the start of negotiations and on a regular basis for the duration of negotiations.
1. November 4, 1980
That if the National President is away from the National Office for more than five (5) working days, the National President will be replaced by the Executive Vice-President this excludes participation at conventions by both National President and Executive Vice President.
1. May 29, 1973 (amended 1984 Convention, Victoria, BC; 1999 Convention, Victoria, BC)
That at conventions of the Public Service Alliance of Canada, delegates be brought in at least one day prior, for a caucus.
2. July 28, 1978 (amended 1999 Convention, Victoria, BC)
That the President’s report be available in both languages to the National Executive at least sixty (60) days before the Convention starts.
3. 1987 Convention, Halifax, NS
That conventions no longer be held at universities, but rather in hotels suitable for receiving convention participants.
1. November 23, 1967 (amended 1993 Convention, Edmonton, AB; 1999 Convention, Victoria, BC)
That each National Officer be provided with the appropriate communications tools and equipment to be the property of the Union, on loan to each National Officer during their term of office, on approval of the National President.
2. January 21, 1970
That budget control sheets be issued to the National Executive monthly.
3. May 28, 1973
That National Executive officers retiring from the National Executive, upon completion of at least one full term, be presented with a gift with a value of up to $100, plus a certificate of merit.
4. October 28, 1981 (amended 1999 Convention, Victoria, BC; amended 2002 Convention, Montréal, QC; amended 2008 Convention, Niagara Falls, ON)
That all collective bargaining team members, facilitators of the Union’s courses, labour management relations committee co-instructors on instructor business, appeals representatives and appointments to national portfolios by the National Executive be paid a daily rate of $250.00 or actual loss of salary, whichever is greater, plus all out of pocket expenses including mileage, meals and incidentals that are not already covered by another entity. All claims for expenses under this policy guideline shall be pre-approved by the National President.
5. 1984 Convention, Victoria, BC (amended 1999 Convention, Victoria, BC; amended 2002 Convention, Montréal, QC; amended 2008 Convention, Niagara Falls, ON)
a.) That National Executive officers be paid loss of wages or a daily rate of $250.00, whichever is the greater, while on Union business or while travelling on Union business, on any day of the week, subject to review and approval by the National President. (Union business includes attending education courses; regional conferences, or other assignments which are for the benefit of the Union membership.)
b.) That National Executive officers be reimbursed loss of wages for the length of any strike of a membership group other than their own group providing they are on leave without pay from the employer and do not cross the group’s picket line.
6. Policy Paper – 1993 Convention, Edmonton, AB
In order to achieve the objective of providing the greatest level of service to the membership at the least cost; with the recognition that the Union’s staff employees have a right to free collective bargaining; and, that the National Executive must have the freedom to judiciously conduct the affairs of the Union between conventions, the following principles will apply:
1. Negotiations with Staff
The National Executive shall strive to negotiate with the bargaining agent(s) representing the employees in a manner which reflects the realities of the wage and benefits packages being negotiated on behalf of the public service employees within the Union.
The National Executive will accept the wage and benefit guidelines adopted by the Triennial National Convention as an initial bargaining position to be adopted in negotiations between conventions.
2. Accounting Practices
The National Executive shall cause the implementation and maintenance of a National HQ Accounting mechanism which will properly identify actual item and programme costs in both the financial reports and budget of the Union commencing as soon as possible after the 1993 Convention. In particular, the following practices should be adopted:
a.) All travel and travel-related expenses must be clearly identified against a particular programme or Union Action whenever possible. Where it is not possible, the costs should be separated as they are now under the appropriate headings;
b.) All programmes and their associated travel, capital, operating and maintenance and other related costs must be maintained as a separate item within the accounting framework; and
c.) Whenever an over-expenditure of the funds budgeted for a particular item has occurred or is projected to occur, the event and its associated costs should be debated at the semi-annual National Executive meeting and all the principles of the Union’s Regulations 0609-02 and 0609-03 shall apply.
3. National Officers’ Salaries and Benefits
The Triennial National Convention Bylaws Committee shall cause a resolution to be brought forward at each Triennial National Convention which reviews the salary structure and salary and benefits of the full-time and paid National Officers of the Union. Moreover, the National Officers whose salary and benefits are subject to such review should ensure that they accept all salary and benefit amounts as they become due in order that the Union’s accounting framework is not placed in a position of maintaining a liability on its books for portions of those salary or benefit costs.
7. 1999 Convention, Victoria, BC
All members on authorized Union business, as approved by the National President, shall be paid expenses set by the National Executive.
8. 2008 Convention, Niagara Falls, ON
That members will be paid $75 for each day of rest when they participate in a UNDE training activity.
9. 2008 Convention, Niagara Falls, ON
That convention registration fees be waived for Locals with a membership of less than 50.
1. August 8, 1968 (amended 1999 Convention, Victoria, BC)
That the Vice-President be informed if a member of the staff or a National Officer from another region is in that Vice-President’s region.
2. January 24, 1970
That the National Executive agenda be sent out to the National Executive members at least two (2) weeks prior to a National Executive meeting.
3. February 16, 1974
That all motions and amendments be given in writing to the Chair.
4. 1975 Convention, St. John’s, NF (amended 1996 Convention, Chicoutimi, QC)
That the Union use only unionized hotels when making accommodations for bargaining committees, National Executive meetings and other Union activities whenever possible.
5. September 21, 1976
That the policy of the Union be that Locals send minutes of LMRC meetings to their Vice-President.
6. October 22, 1979
That no tentative DND policy be agreed to pending approval from the National Executive.
7. June 28, 1983 (amended 1993 Convention, Edmonton, AB)
That all EAP referral agents and chairpersons should not hold any other office in their Local.
8. 2002 Convention, Montréal, QC
That Locals who so wish can, as a formal agenda item at all Union meetings, call the list of scabs’ names and classification.
9. 2002 Convention, Montréal, QC
That a Local Presidents conference be held once a year.
10. 2008 Convention, Niagara Falls, ON
That a Health and Safety Conference be held once every three years.
1. 1990 Convention, Montreal, QC
That the Union not implement a “shared accommodations” policy for all in residence programs and while in travel status for negotiations and conventions.
2. 2008 Convention, Niagara Falls, ON
That as a first option, UNDE courses will be held during the regular work week of Monday and Friday.
© 2016 Union of National Defence Employees
The Union of National Defence Employees, a Component of the Public Service Alliance of Canada (PSAC), promotes a zero-tolerance policy with respect to harassment and discrimination. UNDE believes and promotes full equality of all its members and the right of each member to be treated with dignity and respect.
UNDE will neither tolerate nor condone attitudes and behaviours at union functions, regardless of intent, that are likely to undermine the dignity, self-esteem or security of an individual or create an intimidating, threatening, hostile or offensive environment.
The Component actively supports the Canadian Human Rights Act and associated programs that are designed to achieve equality within Canadian society as well as the PSAC Policies governing Harassment. This Policy does not prevent members from using those avenues but covers the guidelines the Component will follow for UNDE Harassment Complaints.
The UNDE Harassment Policy and the Guidelines and Procedures for Managing Harassment Complaints (Annex B) address harassment situations that include personal harassment, sexual harassment and abuse of authority at all UNDE functions, meetings or socials.