The Checkpoint (Volume 1, Issue 3)
A Lifeline in Time of Need:
Building an IAMAW Women’s Network
The National Women’s group looks forward to welcoming Local 2921’s Women’s and Human Rights Committee once formed to these discussions. Making connections, and building networks is most necessary in times of need, and emergencies.
The pandemic sent shockwaves throughout our workplaces and communities, and many of our members bore the brunt of the pandemic. Almost immediately, IAMAW Sisters drew in together to address the unique needs of our members, and women in our union. Since the pandemic began, IAM women across Canada have been connecting through conference calls to discuss the unique challenges women face in their workplaces, and communities as a result of the pandemic. As a continuation of discussions of the needs of women in our union, a national conference call was organized this past Friday, July 31. On previous calls, conversations centered more on political issues, particularly those that disproportionately affect women, such as childcare, which for many of our members is a serious obstacle in returning to work. Women’s committees across the country committed to working with other local lodge committees to move this political agenda forward.
On the last call, workplace violence emerged as a topic of interest, and the ways in which women experience workplace violence. It’s a complex problem given intersectionality that gives nuance to each individual experience. This is a timely topic as the Canadian Labour Congress has recently launched a survey of workplace harassment, with a focus on sexual harassment at work. Workplace violence, in all its forms, not only affects the health and well -being of workers, but it also affects job tenure, job stability and job satisfaction. It also has an impact on the overall economy resulting from costs associated with absenteeism, lost productivity and job turnover.
The topic is of particular interest to women, as they are more prone to experiencing workplace violence, but, at the same time, are less likely to underreport incidents. This leads to a cycle of victimization and perpetuation of violence in the workplace.
Resilient Fighting IAM Sisters were quick to discuss ways in which to address and combat workplace violence, lending support and advice to those currently dealing with this problem. Everyone committed to sharing best practices, and anti-harassment policies that help protect our members at work. The call was a testament to the power of women helping and learning from each other to get through challenging times; as one participant said, “I can see the light at the end of the tunnel; there is hope, and I haven’t seen things this way for a while.”
Terminal 3 Chief Steward Report
It is with great pleasure to have that open forum which reflects my duties as the terminal 3 chief shop steward. On a monthly basis, I usually have a calendar of activities that I must execute to the executive board and the membership at large. My prime focus is the deliberation on the grievances process by following the collective bargaining agreement. This can go from initiation to arbitration, but most of the grievances are resolved at the terminal 3 chief level.
Those that normally portrays a higher level of discipline would be escalated to the level 3 environment which falls within the domain of the General Chairperson. An appropriate detail explanation of all grievances must be given to the clear understanding of all inclusive. Moreover, I would oversee the activities of all shop stewards, identifying their needs and adhering to such deficiency.
Discussions could come from understanding and interpreting the collective bargaining agreement. Other profound dialogue reflects heated debate on women in the workplace as a current burning issue. Administratively with my role in mind, an office routine has been developed therefore during the Acting steward’s role, we are and will be on the same page by following this habitual behaviour. A key instructive player is the availability of all necessary information pinned on the office bulletin boards. An example which is very refreshing is the Federal Labour Code as a relative example. I normally keep an eye on the pressing issues that are affecting the membership on a day to day basis which gives other stewards the opportunity to handle the issues as a learning exercise and to date, one of our famous identification is breaks. In conjunction, wrestling with these abnormalities made us stronger as stewards as we developed self-confidence amongst ourselves. In conclusion, at the end of my monthly analysis, I normally conduct an evaluation, present it to the stewards and immediately start preparing for the next month.
Glenville Remy Chief Steward—T3
IAM Negotiations Team hard at work
Your negotiations team will be in the workplace this week talking about upcoming negotiations and asking our members to fill out the negotiations survey.
It is very important that you fill out the survey as this is what
guides your committee at the bargaining table.
Now is the time to let your voice be heard!