On October 26, 2015 your union met with senior Corrections Branch Provincial Director Stephanie Macpherson, former FRCC Warden Steve Dicastri, and current FRCC Warden Don Tosh. These meetings came about because of concerns raised by FRCC Part Time Regular (PTR) staff as well as Full Time Regular staff about working conditions and workplace stressors facing members at the Fraser Regional Correctional Centre.

Your Local 104 Executive and Component 1 Vice President Dean Purdy met with PTR staff and, as a result, called for an investigation into the misuse of managerial authority against our members from FRCC management.

The investigation resulted in the implementation of a number of changes at FRCC that were outlined in a letter from Provincial Director Stephanie Macpherson to BCGEU Component 1 Vice President & Chair Dean Purdy. This letter was copied to warden Don Tosh and was subsequently emailed to all FRCC staff.

Some of the changes are:

• a commitment by the employer to uphold the commitments outlined in the BCGEU Government, Component and all other MOU/MOA Agreements including WorkSafe BC Regulations, MOA Part Time Regular Agreement, Adult Custody Policy and local Standing Operating Procedures, Post Rotation Agreement with no exceptions unless the parties mutually agree otherwise. When there is an exception made, the warden will notify the local component chair Brandon Cox so he is aware of the exception.
• In relation to the above, where staff ask for flexibility due to unique personal circumstances, the employer will make every effort to accommodate the request.
• all joint union-management committee meetings will be held on a scheduled and regular basis and all committee members must attend. Substitutions may occur when the regular member is not available but there must be full union and employer representation.
• minutes will be taken of all joint meetings and circulated within 48 hours of the meeting.
• where the employer or the union is required to provide a formal response to an issue, this response will be provided within seven (7) days of the meeting or committment.
• the joint meetings will be productive and issues raised by either party will be resolved and not delayed indefinitely.
• when scheduling staff, the 5 formula will be followed ‘whenever possible’ (as per the PTR MOA).
• until further notice, the warden will make all decisions that have a financial and staffing impact. These decisions will not be delegated.
• all operational posts, including floats, will be backfilled.
• centre leadership and local union representatives will make a sincere commitment to work together to resolve issues in a non-confrontational and collaborative manner.
• all decisions will be made in the context of supporting the operational needs of the centre and at the same time will be made in compliance with the employer commitments in the agreements and policies. The employer agrees to provide support, fairness and flexibility to staff when it is operationally possible.
• union issues will be brought forward to management in a manner that is mutually respectful with a transparent and honest intent to resolve
• management will develop a more effective, transparent and timely approach to communicating with staff.

Also discussed at the meeting was how important it is for the warden and the local chair to have an ongoing relationship whereby they meet on a regular and frequent basis, to discuss issues of mutual concern. It was also pointed out that from a labor relations stand point the local chair and the warden are equal.

Our union will continue to monitor the situation closely. If you have any concerns or questions, please contact your steward.

In solidarity

Dean Purdy, Component 1 V.P. & Chair

Catherine Sullivan, Coordinator of Advocacy

Mike Eso, Coordinator Victoria & Component 1

Download PDF of Anti-bullying and Misuse of Managerial/Supervisory Authority document here.