New TEAM Labour Relations Officer: We are very excited to announce the addition of Paula Baryluk to our team, as the new TEAM Labour Relations Officer.  Paula is a skilled labour relations practitioner with extensive experience in collective agreement negotiations and providing guidance and expertise on employment and labour relations matters, spanning a wide array of industries and sectors, including Manitoba Hydro, health care, education, social services, and child care.  

Before joining TEAM, Paula worked as a senior-level Staff Representative and Negotiator for the Manitoba Government and General Employees’ Union (MGEU), and she held several advocacy and education-related roles while working for the Canadian Union of Public Employees (CUPE), including Education; Human Rights; and National Union Representative.  She holds a Bachelor degree with distinction in Labour Studies, as well as certification in Mediation and Conflict Resolution. 

We are confident that Paula’s experience, knowledge, skill set and passion will prove to be great assets to the TEAM membership.  Members wishing to contact Paula confidentially regarding workplace matters, may do so by email to paula.baryluk@teamunion.mb.ca or by phone 204-984-9471.

Negotiations Update: Since our update of March 8th, our negotiating team has met with Bell on three occasions in April to discuss non-monetary proposals. These include important matters like job descriptions and the ability for TEAM members to become more fully integrated into the “National” Bell model by expanding the scope of work opportunities and removing artificial barriers to allow our members to be able to bid on such jobs and the associated work. Other proposals in the non-monetary category include relatively minor changes to the Agreement to provide clarity and clear up inconsistent wording, and the incorporation of aspects of the law and existing Company policies and/or practices.

While Bell has rejected many of our proposals outright (and we have rejected some of theirs), the interactions thus far have at least resulted in some interesting discussion, and in some cases, what can be considered as minor progress.

At this time, the parties are scheduled to meet over two more days in April to continue discussions on “National Roles” for TEAM members before moving into some “monetary” proposals for the first time in these negotiations.  There remain a number of proposals for which TEAM requires disclosure information from Bell in order to bargain effectively.

Bell Workways Policy & Flexible Work Arrangements:  As Bell prepares for a full implementation of its Bell Workways Policy, and many TEAM members are just now learning of their official designation, or “Workways profile” (i.e., Mobile, Full-time in Office, or Remote), we would like to remind members that in addition to requesting a change to your Workways or work profile under the Policy, you can also request a Flexible Work Arrangement under the Canada Labour Code.

The legislation applies to 1) employees after six months of continuous employment, and 2) flexible work requests for changes to an employee’s number of work hours, work schedule, and work location.  Employers have 30 days in which to respond to written requests from employees, and requests may only be denied for one or more of the reasons specified in the legislation.

If you have concerns about your work profile and/or questions about pursuing a Flexible Work Arrangement under the Code or an accommodated work arrangement based on a protected Human Rights ground, we encourage you to please contact the TEAM office, or our Labour Relations Officer, Paula Baryluk to discuss your options.  

TEAM-IFPTE Local 161

204-984-9470 or 1-877-984-9470

www.teamunion.org

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