Since the beginning of the Coronavirus outbreak in January, your union has been closely monitoring the situation and acting decisively based on the best available science and expert recommendations to keep members and staff healthy, safe, and informed while maintaining core services and supports for our 80,000+ members across the province during this critical time.

Yesterday, I convened the first meeting of the BCGEU COVID Response Team-which is made up of me, Treasurer Paul Finch, our four Executive Vice Presidents, the BCGEU's three directors and our press secretary. The team will be meeting daily (by phone) throughout the pandemic to identify urgent issues for members and staff and streamline the resolution of those issues.

The first issue we tackled was the decision to close BCGEU offices to the public and require all non-essential BCGEU staff to work from home effective as soon as it is operationally possible. We expect all offices to be closed by the end of this week-hopefully many will be closed by Wednesday.

We took this decision to ensure our members have access to core services and supports of their union during the pandemic while also supporting the ability of our staff to practice social distancing. Allowing non-essential staff to work from home and restricting public access to BCGEU buildings we are making sure staff whose work requires them to be in an office to practice social distancing in their workplace. 

I want to make two things clear:

• BCGEU buildings are safe-we implemented deep cleaning protocols in every facility last week. This decision to have non-essential staff work remotely is simply our commitment to the recommended practice of social distancing.
• The office closure will not impact members' ability to access the core services and supports of their union. During this period of remote work, local chairs will continue to have direct access to staff representatives and members with questions or issues related to COVID-19 or regular labour relations can contact their steward or local chair as they usually would. In addition, members with questions or concerns specific to COVID-19 in their workplace can email those questions to health@bcgeu.ca 

Going forward your union will continue to protect the health, safety, and rights of our members and staff as well as all working people based on the best available science and expert advice and to keep our members and staff informed of our decisions and actions. I encourage all of you to follow the science, listen to the experts and take care of yourselves and your loved ones. Thank you for all that you do.

In solidarity,
Stephanie Smith

UWU/MoveUP

MEMBER BENEFITS COORDINATOR
INTERNAL POSTING 

January 18, 2021

The B.C. Government and Service Employees' Union requires an experienced lawyer, trade unionist or lay-person to fill the vacancy of Coordinator for the Member Benefits Department. Effective date to be determined.

DUTIES & RESPONSIBILITIES:

The Member Benefits Coordinator will function as a member of the senior staff team of the Union, responsible for implementing policies of the Union and overseeing various aspects of the Union's operation.

The Member Benefits Coordinator will be responsible for:

• assisting staff representatives in planning and meeting objectives through ongoing involvement in their cases and semi-annual workload review;
• overseeing and assigning the work of benefits (rehabilitation and LTD appeals), enhanced disability programs and workers' compensation appeals, servicing and support staff, including ongoing work review and assessment;
• keeping the President, members, and staff informed of recent arbitration decisions;
• supervising servicing and support staff, including providing ongoing probationary work review and assessment; and
• providing guidance and direction regarding files and legal issues in preparation for and attendance at rehabilitation committee(s) and workers compensation appeal hearings.

This position is also required to prepare and present cases at hearing and provide education to staff, members, and others in the labour movement as directed by the President or Director of Member Benefits.

This position may have administrative responsibility for a Component as assigned by the President and will work as part of an operational team of coordinators and directors with Component administrative responsibility to implement policies of the Union.

The Coordinator of Member Benefits will interact with senior government and employer representatives on issues related to workers' compensation, LTD benefits, adjudication issues and appeals. They will also liaise with other Unions on common issues as directed by the President or the Director of Member Benefits.

The Coordinator will be responsible for preparation and oversight of the annual budget including authorizing expenditures for the hearing and medical legal costs.

The BCGEU is committed to employment equity. Workers of colour, women, aboriginal workers and workers with disabilities are encouraged to apply for positions with the BCGEU.

Travel is required, therefore, applicants must hold a valid B.C. Drivers Licence.

Submit applications no later than 5:00 pm, Monday, January 25, 2021.

Resumes will be accepted by e-mail to: human.resources@bcgeu.ca
Attention to: Stephanie Smith, President, c/o Lisa Trolland

UWU/MoveUP

STAFF REPRESENTATIVE
NEGOTIATIONS DEPARTMENT 

INTERNAL POSTING
January 15, 2021

The B.C. Government and Service Employees' Union requires a staff representative to work in the Negotiations Department. The effective date is to be determined.

DUTIES:

Negotiations: Working with bargaining units and bargaining councils to develop collective agreement proposals and bargaining strategies; development and implementation of industry standard agreements; review contract administration problems in bargaining units; negotiation of collective agreements for single units and multiple units and with other unions in bargaining associations; participation in mediation to settle collective agreements; representing the union at various informal and formal hearings at the Labour Relations Board pertaining to collective bargaining, essential services and strikes or lockouts; conducting strikes; ratification of tentative agreements.

Classifications: To analyze job descriptions, job specifications and job evaluation plans in order to make determinations as to the appropriate classification level for a given position; to pursue classification appeals through the appeals process including expedited hearings and agreed settlements; to participate in Joint Job Evaluation Committees with elected and employer representatives to rate jobs; to provide training to elected representatives in various job evaluation plans; handle appeals covering a variety of classification groups; to communicate with union members and employer representatives.

QUALIFICATIONS:

Demonstrated ability to work cooperatively with other staff and elected members; to handle a large volume of correspondence and other communication; experience with administration of collective agreements, grievance handling and arbitration; knowledge of the operation of contract language; experience in servicing locals and members, familiarity with PSEC guidelines; drafting contract language, analyzing contract proposals, arbitration awards and other relevant decisions; good organization skills, including ability to produce collective agreements for signature and distribution in a timely manner. Experience in negotiating with non-profit agencies, for profit agencies and an understanding of public sector funding and delivery mechanisms would be an asset.

An ability to analyze complex benefit plans; to analyze classification appeals and negotiate resolutions to appeals; an understanding of classification systems, systemic wage discrimination and principles of pay equity.

The BCGEU supports employment equity. Workers of colour, women, aboriginal workers, LGBTQ2SI+ workers and workers with disabilities are encouraged to apply for positions with the BCGEU.

Travel is required, therefore, applicants must hold a valid B.C. Drivers Licence.

Submit applications no later than 5:00 pm, Friday, January 22, 2020.

Resumes will be accepted by e-mail to: human.resources@bcgeu.ca

Attention to: Stephanie Smith, President, c/o Lisa Trolland

UWU/MoveUP

Internal Auditor
(Excluded Position)

Call for Expressions of Interest

January 13, 2021

The B.C. Government and Service Employees' Union (BCGEU) is one of the largest and most diverse unions in British Columbia. We represent over 80,000 members in 550 bargaining units in the private sector and public services.

The BCGEU requires a highly motivated, results oriented individual to fill the position of Internal Auditor. This is a new position at the BCGEU. The successful candidate will have experience setting up processes and systems to effectively assess financial risks and manage those risks for the union, as well as demonstrate an ability and willingness to manage this independently. Effective date to be determined.

PRIMARY FUNCTION:

The Internal Auditor for the BCGEU will participate in a diverse range of challenging operational audits, advisory projects and investigations. They will provide advice and assistance to senior leadership and the Finance Committee regarding risk mitigation, internal control practices and effectiveness of business processes. You will have the opportunity to make a significant impact on the delivery of services to union members by bringing a disciplined approach to evaluating and improving the BCGEU's risk management, internal control and governance processes.

The position will report to the Treasurer and Finance Committee of the BCGEU.

THE INTERNAL AUDITOR WILL:

Work with the Treasurer and Finance Committee to develop financial policy and controls for recommendation to the Provincial Executive;

Provide training to the union's Finance, Executive and Administrative committees (senior leadership committees) in audit, compliance and fiduciary duties;

Work independently yet collaboratively with all members of the union's senior leadership;

Take ownership of projects and work to meet budgets and deadlines;

Document processes, design audit procedures, test controls, evaluate / document results and make recommendations with a "win – win" outcome;

Facilitate the identification of opportunities to utilize data analysis in the assessment of risk and controls;

Analyze the results of data analysis performed and make recommendations on potential opportunities for audit involvement based on those results;

Ensure that work complies with the Institute of Internal Auditors (IIA) professional standards;

Keep abreast of emerging issues that have assurance implications;

Prepare clear and concise audit reports;

Communicate audit findings that are clear, concise, and factually accurate, to garner management's support for the audit report and its recommendations;

Build positive working relationships with stakeholders including members, senior leadership, staff and external auditors.

REQUIRED KNOWLEDGE SKILLS & QUALIFICATIONS:

• CPA accounting designation or have an equivalent combination of education and experience.
• Strong knowledge of internal control and risk management theory, policies, procedures and practices.  At least 3 years of experience as an internal auditor or 5 years as an external auditor.  Strong research, critical thinking, and problem-solving skills with the ability to apply conceptual framework to new and unique situations.  Experience developing and providing training on audit, compliance and fiduciary responsibilities;  Experience in responding to complex inquiries, performing research, analyzing data and identifying potential issues, arriving at conclusions, and documenting results/findings to support conclusions.
• Data analytics experience.  Proficiency in Excel, Word, PowerPoint and other office products.  Proficiency with software and/or programming languages and tools (e.g., Oracle ERP/EBS, Visual Basic, Oracle SQL, SQL, TOAD, Python, Microsoft SQL Server, Power BI) is an asset.
• Excellent communication, organization and project management skills.
• An ability to work well with a diverse group of people.

The BCGEU supports employment equity. Workers of colour, women, aboriginal workers, LGBTQ2SI+ workers, and workers with disabilities are encouraged to apply for positions with the BCGEU.

Travel is required; therefore, applicants must hold a valid B.C. Driver's Licence.

This position will be excluded and will be compensated and governed by the Excluded Servicing Agreement.

Please submit expressions of interest no later than 5:00 p.m., Thursday, January 28, 2021, by email to: human.resources@bcgeu.ca attention to: Stephanie Smith, President, c/o Lisa Trolland.

UWU/MoveUP

STAFF REPRESENTATIVE
ADVOCACY DEPARTMENT 

INTERNAL/EXTERNAL POSTING
January 15, 2021 

The B.C. Government and Service Employees' Union requires a staff representative to work in the Advocacy Department, effective date to be determined.

DUTIES: The successful applicant will work as part of a team providing a wide range of advocacy services to the union and its members. Duties will include, but may not be limited to, representing the union and its members at formal arbitration hearings, at the Labour Relations Board, and other adjudicative tribunals.

QUALIFICATIONS: Applicants must have demonstrated abilities to analyze and identify grievance file issues, conduct merit assessments and either informally resolve outstanding issues and/or prepare and present a case at formal arbitration; deal with senior management and their counsel; prepare concise oral and written submissions; work effectively with union officers and stewards; handle a large volume of correspondence and speak effectively in public; demonstrated ability in problem solving and dispute resolution; an understanding of the goals and values of the labour movement; demonstrated ability to develop activists' skills and to maintain effective working relationships with activists.

Experience and training in the specific area of responsibility is preferred, in particular, experience in preparation and presentation of cases referred to full arbitration.

Salary and benefits are offered under a collective agreement. The BCGEU supports employment equity. Workers of colour, women, aboriginal workers, LGBTQ2SI+ workers, and workers with disabilities are encouraged to apply for positions with the BCGEU.

Travel is required; therefore, applicants must hold a valid B.C. Driver's Licence.

Submit applications no later than 5:00 pm, Wednesday, January 27, 2021.

Resumes will be accepted by e-mail to human.resources@bcgeu.ca, attention to:
Stephanie Smith, President, c/o Lisa Trolland.

UWU/MoveUP

Check out the latest issue of The Provincial 

This issue has updates on our union's shareholder program, scholarship winners, member stories about
working during a pandemic, COVID & women: call for an intersectional feminist recovery and the crisis in B.C. seniors’
care facilities. 

UWU/MoveUP

BCGEU president Stephanie Smith, treasurer Paul Finch and the entire Provincial Executive would like to wish our 80,000 members and their families a happy and festive holiday season!

Please note that all physical and virtual BCGEU offices will be closed for the holidays.

BCGEU offices will be closed from 12:00pm on December 24, 2020 and until 8:30am on January 4, 2021, except for the Prince George Area Office, which will reopen on January 5 2021.

If you are a BCGEU member and need emergency support at your worksite during the holiday closure period, please contact your union steward.

Media inquiries can be directed to Aaron Donovan, Coordinator - Research and Interactive Services, at aaron.donovan@bcgeu.ca or 604 306-9122. Facilities related emergencies can be directed to Ryan Schmid at 778-870-7877.

Happy holidays!

Please note that due to the COVID-19 pandemic, BCGEU’s physical offices have been closed to the public with staff assisting members remotely. These measures are likely to continue into the new year. Please check the news section of the BCGEU website for updates.

BCUWU/MoveUP

The right to refuse unsafe work is a legislative right and responsibility of all workers in B.C., and that is no different during the COVID-19 pandemic.

Have you been assigned work that you feel is unsafe? According to law, the procedure to refuse unsafe work is as follows:

1. 1. Immediately report to your supervisor that you have stopped work and the reasons why you believe the job or task is unsafe. Do not leave the worksite.
      
      Your supervisor must investigate and decide that either "the work is unsafe, stop working" or "you are assigned alternate duties until hazards are eliminated or minimized" or "the work is deemed to be safe, please go back to work."If you are unsatisfied with your supervisor's decision, continue to step 2.
      
      Note: If your employer asks another worker to do the work, your employer must inform them of the refusal and the reasons for the refusal.
      
      
   2. Request for an OHS Committee worker rep,union designate or your choice of co-worker to attend and assist with the investigation into unsafe work.
      
      You, your supervisor and your selected rep must go through the investigation process again and decide that either "the work is safe, return to work" or "the work is unsafe, we'll make this safe before continuing work." If you are still not satisfied with this decision, continue to step 3.
      
      
   3. Your supervisor and you must notify WorkSafeBC.WorkSafeBC will assign an officer who must investigate without undue delay and issue their findings and any necessary orders.
      
      If WorkSafeBC deems the work to be safe, you must return to work. You can appeal WorkSafeBC's decision; however, you must comply with the investigation of the WorkSafeBC officer.

Please keep your union steward, local chair, staff rep and OHS Department informed throughout the process so they can assist you.

Who is my OHS rep? How do I get in touch with them?

Your worksite should have a joint Occupational Health and Safety (OHS) committee made up of workers and employer representatives who act as OHS member reps. Their names and contact details should be posted at your worksite and provided to you during your orientation to the workplace. 

You can also find the names and contact details of your OHS members reps once you're logged into the BCGEU Member Portal at https://my.bcgeu.ca/login

If you have any questions, contact the BCGEU OHS department at ohs@bcgeu.ca

I work in my client's home. Before COVID-19, my client's family members weren't around. But now they are at home while I'm working with the client, and some are not wearing masks. I feel unsafe. Is this a situation to refuse unsafe work?

If the presence of your client's family has not been approved in your worksite's risk assessment (care plan), and you have already explained that they must leave the room in order for you to do your work, and they have not followed your request, then yes, this sounds like a situation to refuse unsafe work. To do so, stop working, leave the building, call your supervisor and explain the situation – most importantly, say:

"I am not going to continue to work as it is unsafe for me to do so. I am refusing to work as it is currently unsafe for me to do so" to ensure you are clear why you are stopping work at this time.

Click here for more questions and answers about your right to refuse unsafe work and other occupational health and safety topics during COVID-19.

UWU/MoveUP

During the pandemic, the B.C. government amended the Workers’ Compensation Act to allow workers to be compensated for lost wages when they contract COVID-19 on the job.

Members who have reason to believe they have contracted COVID-19 through work should report it to their employer as soon as possible and should file an application for compensation with WorkSafeBC, including as many details as possible.

There are two pathways of investigation that WorkSafeBC uses to determine if a worker was actually exposed on the job and qualifies for coverage. WorkSafeBC may presume in certain cases that you have contracted COVID through your work; otherwise, they must investigate more thoroughly to see if your work caused you to contract COVID. Members are encouraged to apply if there is a reason to believe they contracted COVID-19 on the job and leave that determination to the board rather than trying to figure it out themselves.

Additionally, members who have disability coverage under their collective agreement should also apply for coverage under that plan. As the standards for what claims can be accepted by WorkSafeBC and disability plans vary, by applying to both at the same time, members can improve their chances of obtaining faster benefit coverage under one or the other.

Note: Compensation is not available for wages lost due to self-isolation or other preventative measures. Workers can only qualify for compensation if they were confirmed to have contracted COVID-19. Your employer or our government may set up plans for compensating for those lost wages, but WorkSafeBC will not compensate workers for wages lost in those situations.

If your application to WorkSafeBC about COVID-19 exposure in the workplace (or any other issue) is rejected and you feel that the decision was incorrect, our union provides support for filing and pursuing an appeal. Please click here for information on accessing those resources

• Click here to read our union's full analysis on the changes to WorkSafeBC regulations regarding COVID-19