First Steps
- Identify the issue or concern and review the Collective Agreement and relevant University of Saskatchewan policies.
- Speak with your supervisor or manager to attempt to resolve the matter.
- For support, advice, or intervention, contact ASPA’s Member Service Officer (MSO).
- Provide the MSO with a summary of the concern, including a timeline and any relevant documentation.
Accommodation
The University of Saskatchewan has a duty to make reasonable efforts to accommodate employees who may otherwise be disadvantaged due to prohibited grounds under The Saskatchewan Human Rights Code. This is known as the duty to accommodate.
Prohibited grounds include disability, religion, family status, and gender identity, among others.
Under The Saskatchewan Employment Act (Section 2-8(1)), employers are prohibited from discriminatory practices. Accommodation must be provided unless doing so would result in undue hardship to the employer. Examples of accommodations may include adjustments to work schedules or locations, or the provision of specialized equipment or supports.
What to do if you require accommodation
- Identify the issue or concern.
- Speak with your supervisor or manager to explore possible solutions.
- Contact ASPA’s Member Services Officer (MSO) for support, advice, or intervention.
- If the accommodation is related to a medical matter, you may also wish to contact the University’s Wellness Resources.
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?
- Identify the problem/concern – review the Collective Agreement/University of Saskatchewan Policies.
- Speak to your supervisor/manager and attempt to resolve the issue.
- For support, advice, or intervention contact ASPA’s Member Services Officer (MSO).
- 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?
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 griever(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-Presidents 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?
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.