Help

FIRST STEPS

  1. Identify the problem/concern – review the Collective Agreement/University of Saskatchewan Policies
  2. Speak to your supervisor/manager to try to resolve the issue
  3. For support, advice, or intervention, speak to ASPA’s Member Service Officer (MSO)
  4. Provide the MSO a summary of the concern and relevant timeline and documentation

ACCOMODATION

The University of Saskatchewan has a duty to make reasonable efforts to assist employees who could otherwise be denied opportunities because of any prohibited grounds under The Saskatchewan Human Rights Code.  This is called the “duty to accommodate”.    Examples of prohibited grounds are: disability, religion, family status and gender identity.

The Saskatchewan Employment Act prohibits the Employer from discriminatory actions against an Employee (Section 2 – 8 (1).  An accommodation is required unless it would cause an undue hardship to the Employer.  Accommodations may include things like: changing one’s work schedule or workplace, the provision of technical equipment and aides.

What to do if you think that you require an accommodation?

  1. Identify the issue/concern
  2. Speak to your supervisor/manager and attempt to resolve the issue
  3. For support, advice or intervention, speak to ASPA’s Member Services Officer (MSO).
  4. Is the accommodation related to a medical matter? You may wish to review the University’s Medical Accommodation Guidelines.
  5. You may wish to contact the University’s Wellness Resources.

EMPLOYEE AND FAMILY ASSISTANCE PROGRAM (EFAP) (Article 12.14)

The University of Saskatchewan’s current EFAP provider is LifeWorks. Please go to the University’s Wellness Resources page to find ways to contact this resource. Please note, all and any information you share with Lifeworks is confidential.

GRIEVANCES (Article 17)

What is a grievance?

A grievance is a difference arising between the University and ASPA concerning the interpretation, application, or alleged violation of any of the terms of the Collective Agreement.

What do I do if I think that my rights have been violated under the Collective Agreement?

  1. Identify the problem/concern – review the Collective Agreement/University of Saskatchewan Policies
  2. Speak to your supervisor/manager and attempt to resolve the issue
  3. For support, advice, or intervention contact ASPA’s Member Services Officer (MSO)
  4. Provide the MSO with a summary of the concern, including sequence of events and relevant correspondence and/or documents

Are there any timelines I need to be aware of? (Article 17.3)

Yes, a grievance needs to be filed within thirty (30) days from when the grievor or ASPA reasonably ought to have known that an alleged violation has occurred.

It is important for the member to contact the MSO as soon as they believe that there is an issue that might need to have a grievance filed to avoid any issues with respect to timelines.

Who owns the grievance?

ASPA owns the grievance.  ASPA ultimately decides if a grievance is filed and how it moves through the grievance process up to and including arbitration.  ASPA does this in consultation with the grieveor(s).

Prior to a grievance being filed, ASPA’s grievance committee reviews the facts of the potential grievance and determines whether or not there is a grievable matter.  ASPA’s grievance committee consists of the President, Vice-President’s and the MSO.  In some instances the grievance committee may seek the advice of legal counsel either prior to the grievance being filed or throughout the grievance process.

How many stages are in the grievance process?(Article 17.3.1)

There are two (2) stages and an arbitration that make up the complete grievance process.

How long does it take for a grievance to be resolved?

The time it takes to resolve a grievance varies greatly as it could be resolved at any point during the grievance process.  It is not unusual for a grievance that is moving towards arbitration to take upwards of a year or more to be completed.