Journal du 800 Décembre 2007 Ace… · A dynamic leader Born in 1946 in Abitibi, he obtained a...

Le Journal du 800 • December 2007 • 1

2 • Le Journal du 800 • December 2007

“It was a well thought through decision thatwould allow the reins of a dynamic organiza-tion that would have numerous challenges tobe realized within the months and years tocome to be taken over. I need only think aboutthe growing crisis within the forestry sectoror the economic slump within the manufac-turing sector”, he declared in front of themembers of the QFL General Council to whomhe was informing of the news.

Henri Massé leaves the Presidency of the QFL

A dynamic leaderBorn in 1946 in Abitibi, he obtained a bac-

calaureate in industrial relations from the Uni-versity of Montreal and then began his unionlife in 1968. Union representative then Direc-tor General of the SCFP, he was elected asSecretary General of the QFL prior to beelected President in 1998.

At the time of publishing this edition of the Journal du 800, Henri Masséwill have left the presidency of the QFL which he has occupied since 1998.Last September, Brother Massé had taken everyone by surprise when heannounced he had decided to not solicit the renewal of his mandate duringthe Convention of the Quebec Federation of Labourers of Quebec which wasto be held from November 26th to the 30th.

Good Bye andThank you Henri

“ ”

259, boul. St-Joseph, bureau 309Gatineau (Québec) J1X 5L6Tel.: 819-771-2800

480, rue LacasseMagog (Québec) J1X 5L6Tel.: 819-847-2424

7080, boul. Marion, suite 103Trois-Rivières (Québec) G9A 6G4Tel.: 819-376-2800

Regional offices

5000, boul. des Gradins, #210Québec (Québec) G2J 1N3Tel.: 418-627-88001 800 565-2800

2679, boul. du Royaume, #220Saguenay (Québec) G7S 5T1Tel.: 418-699-01801 800 465-0180

Head Office920, rue Port-Royal Est, Montréal (Qc) H2C 2B3Tel.: 514-385-1717 Sans frais: 1 800 361-2486

Service Employees Union, Local 800

Raymond Larcher, President; Alain Brisson, Administrative Vice-President; Sylvie Maheu, Executive Vice-President.

General Council: Industries & handling: Pierre Forgues, Vice-President; Raynald Mercier; Chantal Claude; Nathalie Racette; SylvainLaberge; Services, Commerce & Financial Institutions: Gérard RSéguin, Vice-President; Réjeanne Laberge; Michel Sabourin; RichardLeblanc; Building Maintenance: Anthony Camara, Vice-President;Hadji N’Garmorio; Lucie Thériault; Mario Pino; Marc Simon SchoolBoards & Universities: Wayne Kendall, Vice-President; PierreChampagne; Virginia Dalley; Daniel Wood; Mark Quenneville. Auditor:Sally Coleman.

EditorPierre Laflamme

www.ues800.qc.ca

Dépôt légal : Bibliothèque nationale 4e semestre 1986

Publication Mail Agreement no 40069185

Return undeliverable canadian addresses to

SEU, Local 800920 Port-Royal Est StreetMontreal, QcH1C 2B3


At the time of writing this article, the Convention had not yet begun. However, we areable to say that the SEU, Local 800 was to be represented by some 40 delegates and that ourunion had presented resolutions that were based on thefollowing subjects:

• The representation of women within the union struc-tures;

• The revision of the QFL commitment protocol, other-wise known as the pact for non raiding;

• The conciliation of work and family;

• The francization of workplaces;

• Occupational health and safety.

On another note, Louise Mercier, coordinator of activi-ties within the SEU 800, was a candidate for a secondmandate as a member of the QFL office (their executivecommittee) as a woman’s representative, a seat in whichshe has held since the previous Convention.

QFL Convention,November 26th to the 30th

The SEU 800 to be presentThe Convention of the Quebec Federation of Labourers was held in

Quebec from November 26th to the 30th.

Henri Massé had always shown dynamic lead-ership in his defense of the interests of work-ers and union principles, all while bring forthsolutions to the problems which employees andsociety are confronted with today.

On the side of the SEU 800Raymond Larcher, President of our Union did

not hesitate to say that “At the SEU 800, wewere always able to count on the support of

Henri Massé whenever we needed it to defendour members. I need only recall his interven-tions and his presence during the long conflictat the Saint-Laurent Golf Club in which theemployees suffered a lock-out that lastednearly 2 years, which ended with a union vic-tory in 1993, or better yet, during the nego-tiations with the building maintenance sector.On behalf of all our members, I would like tooffer him a very big thank you.”

Henri Massé


The discussions in the workshopsWhen we speak about the environment,

each and everyone have something to say.Besides recycling, global warming of theplanet, the “nimby” syndrome (not in mybackyard), energy saving, etc., the commonpoint of our preoccupations is the future ofgenerations to come. If our lakes and riversbecome dangerous, if the air cannot bebreathed and the water undrinkable for ourchildren and grand children, then why did webring them into this world?

As for the political opinions, they are obvi-ously very different, but everyone believes thatthe governments are the same and similar. Whoimposed the working conditions within thepublic sector? Who lets China or the UnitedStates (hard wood) massacre the fair traderegulations and refuses to impose a minimumof protectionism? Who lets the health systemdeteriorate and welcomes PPP? Who lets ourroads deteriorate and our overpasses crum-ble? Who raises our taxes?

The laxness of the state has an effect onthe economy. Factories are laying off employ-ees because free trade is a double edged

sword. Countries that exploit “cheap labour”are often the source of difficulty. Our acquiredworking conditions following demands time andagain are becoming the object of employer’sattacks. It is easier to demand concessionsfrom workers than to put pressure on the state.The employer’s Council is not hitting the rightplace. Why is it today that a worker holds sev-eral jobs in their life? Workers should not haveto assume the cost of mobility.

During our Convention, culture was the topicof very good discussions, most notably the topicof reasonable accommodation and the lack ofunderstanding of other cultures, languages andreligions. Ideas were submitted via the syn-thesis report and we intend to follow up on it.Intercultural meetings are foreseen and thiswithin the regions.

Finally, a subject that touched many wascommunity implication. Of course, the gesturesposed within a community by our brothers andsisters must be better known and this via theunion newspapers. Some even suggested thatwe should try to negotiate clauses for leavesof absence without pay for community leaves.

The guests

A total

Our 7th Convention, which was held, last June 3rd, 4th and 5th, was a totalsuccess. First of all, the event went off without any problems. HATS OFF toall the conventioneers who debated responsible implication which was thetheme of the Convention. Having made the rounds of the workshops, I feltan incredible interest in the discussions. Each and everyone seemed to bevery open in delivering their opinions.

FOLLOW UP ON THE SEU LOCAL 800 CONVENTION

success

Raymond LarcherPresident of the SEU,Local 800


Amongst the guests at the Con-vention, Andrew L. Stern, Presi-dent of the SEIU stirred a lot in-terest amongst theconventioneers. He pointed outthe fact that the rate of unionismis being maintained in Quebec,contrary to the United Stateswhere the tendency is on the de-cline. He made a point of remind-ing us how important it was to usethe union battles whether theyare Quebec ones or American onesto advance our causes especiallywith regards to an accessiblehealth care system. He thankedthe members of the Service Em-ployees Union, Local 800 for theirhelp and their implication in mat-ters of recruitment.

As for Henri Massé, Presidentof the QFL, he said he was proudof the SEU 800, of their contin-ued support in the workers bat-tles and their implication withinall of the union struggles.

The presence of DanielleLegault, International Vice-Presi-dent of the SEIU, member of theexecutive committee within herunion the SQEES 298 and politicalattaché of the Women’s workingand living conditions committee,member of the QFL Women’s Com-mittee, was very much appreci-ated. She pointed out that thework of SEU 800 in matters offrancization and within the wom-en’s dossier sets an example forher own union.

ConclusionAll in all, I consider our 7th Con-

vention a success and congratu-late all of the employees of theSEU, Local 800 and the membersof the General Council for theirexcellent work on the variouscommittees.

For further information, con-sult our web site: ues800.qc.ca

Amongst the orientation resolutions and the propositions tomodify the constitution that were adopted by the Convention, themost significant ones are outlined as follows:

• Adoption of a local purchasing policy otherwise known as anethical purchasing policy.

• Continue our implication and activism within the economic, com-munity, social and environmental organizations.

• Continue our practice of assistance and support towards otherunions.

• Recognize the “nurses aid” day annually

• The possibility of publicly support a political party when neces-sary and/or appropriate in the interests of our members.

• The delay for convening a special assembly of members of or-ganisms of the Union was clarified.

• Mandate of four (4) years for executive committees of the baseunits elected as of June 4th, 2007.

The bare factsTHE ADOPTED RESOLUTIONS



Andrew Stern, President of the Service Employees International Union, addresses the delegatesat the Convention. To his right, the President of the SEU, Raymond Larcher.

Cultural implication• Promote the history of union battles by us-

ing the Journal du 800 and the web siteues800.qc.ca;

• Develop a distinct message when the unionaddresses the population to promote union-ism;

• Integrate the notion of accommodation intounion education;

• Widen the actions of the SEU 800 for theirimmigrant members;

• Favour cultural exchanges in order to tameand understand our differences.

Political implication• Set up a political action committee that

would have the mandate of following thespecial laws;

• Analyze the programs of the political par-ties;

• Do a summary of the government in place;

• Present recommendations to the GeneralCouncil.

Environmental implication• That the SEU 800 use recyclable products

such as coffee cups, pens and brief cases;

• Promote during negotiations, a green clausewithin the collective agreements.


The synthesis reportstudied by the General Council

In accordance to tradition, the discussions that the delegates had withinthe workshops were collated within a synthesis report that was presented toall of the delegates gathered together in plenary. During their meeting ofSeptember 2007, the General Council studied the synthesis report and thefollowing orientations that had been submitted to them.


All of these orientations will be the subject of discussions and decisions in 2008, as well asthe adoption of a policy regarding responsible purchasing in accordance to what the Conven-tion had adopted.

Economic implication• That the members of the base unit commit-

tees should be given training on the effectsof globalization;

• That the SEU 800 should build alliances withthe unions from other countries;

• That the SEU 800 should prepare a repre-sentation to the QFL to have the govern-ments modify certain laws to protect thejobs within Quebec.

Community implication• That the SEU 800 should support the com-

munity activities such as, youth benefitswithin the regions;

• That the SEU 800 should participate in thewalks to find a cure against cancer;

• That the SEU 800 should fund a charitablework.


Hommage to Aimé GohierBrother Aimé Gohier, former President of the SEU 800, has become an honorary member of our union. A souvenir

plaque was presented to him by brother Raymond Larcher in recognition of his work as a leader, particularly in theacquirement of the decrees. Aimé Goher was President of the SEU 800 as of its founding, in 1986 until 1991.

Aimé Gohier, SEU 800’s first President, receives a commemorative plaque during the Convention in June. In theusual order: Sylvie Maheu, Executive Vice-President of the SEU 800, Aimé Gohier, Alain Brisson, Vice-President ofthe administration, and Raymond Larcher, President.


During their next Convention in2011, the SEU, Local 800 will be25 years old. Until then, wethought we would remember afew moments in our union historyby reproducing a few extractsfrom old editions of the Journaldu 800.

The pages below are takenfrom the editions from the year1987.

In these articles of 1987, weheadlined:

“University: strike vote”“Formax: closing? Or not

closing?”“The building maintenance

strike in the Saguenay”

The Journal du 800,twenty years ago

The Journal du 800,twenty years ago


TheJournaldu 800,twenty

years ago

The Journal du 800,

twenty years ago


SIGNATURE HURLEYSERVICE AUX IMMEUBLES

A FIRSTCOLLECTIVE AGREEMENTAn agreement in principle was concluded

last September 28th between the company Sig-nature Hurley Service aux immeubles Inc. andtheir service employees. It is the first collec-tive agreement for this new base unit.

The new collective agreement, which willend June 1st, 2010, grants salary increases of2% per year. The employees off salary scaleshall receive for their part a bonus amount of2% per year.

The employees also obtained 9 legal holi-days and 2.44 sick days as is in the buildingmaintenance sector.

Except for these salary clauses, the collec-tive agreement reproduces the text of thecollective agreement in effect within the re-gion of the Montreal decree for building main-tenance.

DISTINCTION, HOTEL DIVISION

RATIFICATION OF A SALARYAGREEMENT

After more than one year of negotiationsand two meetings of conciliation to renew thecollective agreement of Service d’entretienDistinction, hotel division, the parties havefinally come to an agreement that the employ-ees ratified by a margin of 93%.

This agreement grants salary increases of3.5% in 2006-2007, retroactive to August 2006,and 3.5% in 2007-2008

The next negotiations are foreseen for thespring of 2008, and if we base those on thelast round, we expect them to be long, hardand difficult. However, the employees areready to defend themselves.

News from the Regions

Montreal AreaClaudeSt-MarseilleUnion Representative

The negotiations in lieu of renewing thecollective agreement of Saint-Joseph’s Oratorylocated on Mont-Royal are underway thesedays. The executive committee of the baseunit worked all summer long to prepare theunion proposal, which since has been presentedand accepted by the members and submittedto the employer.

A dozen negotiation meeting dates havebeen set by the parties between the monthsof December and the end of March 2008.

Pierre LaflammeReprésentant syndical

The employees of Saint-Joseph’s Oratoryhave been unionized with our union since 1998.There are about 150 workers, in which approxi-mately fifty of whom are regular employees.

The negotiation committee is composed ofGérard Séguin, President of the base unit,Michael Dikaekos, Vice-President, LineDesaulniers, Secretary-Treasurer and PierreLaflamme, Union Representative.

SAINT-JOSEPH ORATORY

THE NEGOTIATIONS ARE UNDERWAY


ST-HUBERT ROTISSERIE IN RIMOUSKI

RENEWAL OF THECOLLECTIVE AGREEMENTThe members of the base unit of the St-

Hubert Rotisserie in Rimouski have acceptedby a large majority the agreement in princi-ple recommended by the negotiation commit-tee at a general assembly held on June 19th,2007.

The parties took advantage of the negotia-tions to review most of the clauses within thecollective agreement. Several improvementswere made to the normative clauses. Amongstthe main changes, was the introduction of anew employment status based on the avail-ability of the employees as well as the crea-tion of a premium for full availability. The newcollective agreement will be for a period offive years.

I would like to thank sisters Guylaine Cyrand Denise St-Laurent for the implicationwithin the negotiation committee.

CENTRAP INC.

RENEWAL OF THECOLLECTIVE AGREEMENTThe members of the base unit of Centrap

Inc. have accepted the agreement in princi-ple presented by the negotiation committeeduring the general assemblies held March 31st

and April 1st.

The negotiations proceeded quickly and ef-ficiently. Two days of negotiation were all thatwas needed to arrive at an agreement.

Several clauses of the collective agreementwere modified. The new labour contract willbe for a period of 5 years.

Centrap Inc. is an adapted company offer-ing building maintenance services within theregions of the lower St-Lawrence, Gaspé andthe North Shore. The company also operates awood transformation factory in Mont-Joli. Morethan one hundred workers are employed withinthis company.

I would like to point out the participationof the members of the negotiation, YvesTremblay and Francis Gagné.

News from the Regions

Bas Saint-LaurentMichel TremblayUnion Representative

The SEU, Local 800 has been accredited to representthe employees working for the Gestion Fonds dedéveloppement des exportations Fodex (Montreal).

The President of the new base unit is Robert Droletand the union representative is Alain Comtois. At the timeof writing this article, the negotiation project had beencompleted and presented to the members. The start of

The employees of Fodex and other base unitsunionize with SEU 800

Welcome to our Union

negotiations in lieu of concluding a first collective agree-ment for these employees had been set for December.

We would also like to welcome the employees fromSolmex Inc., Groupe La Québécoise, Greenwin Propertymanagement Inc, Plastique Polyfab Inc, and Gestion desdéchets Malex Inc., more than 200 employees have recentlyjoined the ranks of the SEU 800.


At the heart of the impasse were the de-mands by McGill to have the tow clause withintheir collective agreements disappear. The towclause stipulates that these employees areentitled to the same salary increases as thosegranted to the public sector employees by theQuebec Government. McGill University hadfirst tried their luck in January by presentingan offer to the employees that contained thedisappearance of the tow clause. However theoffer was unanimously rejected by the employ-ees based on the recommendations of theirnegotiation committee.

New collective agreementsat McGill University

Cristina CabralUnion Representative

Faculty Club, Residences, Mail Services, Facilities management

Congratulations to all the employees of the three SEU 800 base units ofMcGill University who, along with the help of a conciliator from the LabourMinister, were able to resolve the impasse within their negotiations to re-new their collective agreements which had expired several years ago.

Thanks to that great show of solidarity, theunion was able to pursue discussions withinconciliation with a clear mandate: the towclause was not for sale and to take all practi-cal means to come to a regulation.

The results were positive with a new col-lective agreement that maintains the towclause, additional increases of 7% as well asother improvements such as the acquirementof a gradual 5th week of holidays after 7 years.

Printing Services Network and Communications Services

Following the rising Canadian dollar, theMailhot Industries have proceeded with 43 layoffs, and this for a period of 4 to 6 monthsaccording to the employer.

The employer met with the members of theunion executive committee to explain thenegative effects on the company of the risingCanadian dollar with regards to the Americandollar. But at the same time, the members ofthe executive learn that the company is ex-panding their factory in Mexico. Once againan employer is turning towards a country where

Marc-FrançoisLaverdureUnion Representative

Mailhot Industries:The rising dollar causes many lay offs

the labour laws don’t protect the workers,where the laws and human rights are ridicu-lous.

Globalization, yes, but at what price? “En-courage the products made in Quebec to saveour jobs”, so say the members of the execu-tive.

This company, whose factories are locatedin St-Jacques de Montcalm, Terrebonne andLachenaie, make hydraulic cylinders for truckbins, employed, prior to the lay offs, approxi-mately 150 employees.

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○


Raymond Larcher, President of the SEU 800

To have a pleasant retirement, you must foresee anincome of at least 70% of your present salary. The 30%difference represents the expenses, such as your contri-butions to the RRQ, employment insurance, your trans-portation to work, your clothes, your meals, etc. As wesay, it costs money to work.

To have a plan “B”If you haven’t planned for your retirement, you must

make due with the public plans, which presently ensurea poor retirement. Of course, we could continue the un-ion battle to force the state to boost their plans,but it would be more prudent to have aplan “B”.

These are the thoughts of the militantsfrom the building maintenance divisionfollowing their participation last Octoberin a training session given by Mr. MichelLisée, from the collectivity services ofUQAM, and Mrs. Denise Gagnon, from the educa-tion services of the QFL.

During the last round of negotiations, themembers covered by the building maintenance decreewithin the region of Montreal had obtained the employ-ers contribution in a collective REER of their choice anddetermined by the Union. Wishing to make a clear choice,the militants were informed on the different retirementplans that were being offered to them.

SSQ REER and the Fonds LegatoThe executive committee from the building mainte-

nance division opted for the SSQ REER and the FondsLegato of the QFL, and this for many reasons: besides

the income tax deduction, the administrative costs werelower, the assurance that the investments respected theworkers interests and that of union ethics; the assurancethat the specialists pronounce on the division of the in-vestments in order to offer a good turnover.

The objective is not yet attained. Once the collectiveREER is set up, the union will pursue their demands withthe employers to increase their contributions.

A multi employer pension fundAs for the Service Employees Union, Local 800, the next

step will then be to transfer this REER within a member-funded pension plan (MFPP), which is a multiemployer pension fund that is controlled by theparticipants. A MFPP would not only be profit-able for the building maintenance division,it will also be good for all the base unitswithin the private sector.

I dream of a common retirement fund forthe members of the SEU 800 which can nowbe realized thanks to the work undertakenby the QFL to have the Quebec law modifiedto allow for multi-employer pension funds.

Elsewhere in Canada this type of pension plan hasexisted for sometime now.

Union educationThe SEU, Local 800, will therefore add a union educa-

tion course in 2008 on retirement plans in order to equipthe militants at the negotiation tables so that they mayunderstand the importance of taking ones retirement intohand.

As we say, to be convincing we need to be convinced!To be continued.

This is a subject we should be taking care of. The experts tell us that retirement is some-thing that must be planned for as soon as we enter the job market. It means applying theprinciple that the sooner we save, the lesser the weekly amount is needed to invest. As withlife insurance, the older you are, the higher the monthly premiums. As such, the moneyneeded for ones retirement is always the same, but the less time you have to accumulate it,the higher the amount that must be saved.

Towards a common multiple employersSEU 800 retirement plan?


The information kit is divided into seven (7)sections:

• Directory of women’s organizations withinour regions;

• Occupational health and safety;

• What is harassment;

• Public Plans;

• Policies regarding families;

• Frequently asked questions;

• Creation of a committee within my baseunit.

Within each of these sections you will findinformation sheets related to each of the sub-jects.

A lot of informationPresently, besides the presentation of the

committee (What is the Women in Action Com-mittee?), the kit contains the following infor-mation:

Launching of the information kit

A gold mine of extremelyuseful information

Wom

en in

Act

ion

Sally ColemanPresident of the Womenin Action Committee

During the 7th Convention of the SEU, last June, the Women in ActionCommittee proceeded with the launching of the information kit. It will be-come an excellent working tool for all members of the SEU 800, both womenand men.

Seen here, Sally Coleman, President of the Women in Action, during the presentation of the information kit during theSEU 800 Convention held last June.


• a directory of women’s organizations fromthe cultural communities of Montreal andthe surrounding areas;

• preventive leave, what is harassment?;

• the modifications to the child assistanceprogram;

• retirement and the needs of our workingmembers;

• the Quebec parental insurance plan (QPIP);

• the Act respecting economic equality of thespouses;

• succession and wills;

• the policies regarding the family;

• working children, at what age, under whatconditions?;

• legal aid – the inaptitude mandate;

• the cancellation of a lease due to conjugalviolence or sexual aggression;

• the creation of a committee within my baseunit.

Available through the union web siteThe update of the information contained in

the kit will be done via the web site of theSEU 800: www.ues800.qc.ca

You may obtain a copy of the contents ofthe information kit through the union web site:www.ues800.qc.ca by clicking on the docu-ments of “Femmes en action” or by making awritten request to Louise Mercier, coordinatorof activities and resource person for the com-mittee.

This working tool will continue to evolve.Please do not hesitate to let us know whattopics you think might be of interest to womenbased on the subjects already contained in theinformation kit. We anxiously await your com-ments or requests to the Women in Action Com-mittee, either by fax at 514-385-9888, or bymail, to: SEU 800, 920 rue de Port-Royal Est,Montreal, Quebec, H2C 2B3, or better yet, byemailing us at: [email protected]. Yourcomments will be appreciated.

Alain Comtois, Union Representative

Improvements were made to their labour contract inseveral aspects: the definition of positions and the statusof employees; the posting of positions and the replace-ment of positions temporarily vacant of their incumbent;preliminary conditions to the abolishment of positions; abumping procedure and the attached salary conditions;the creation of a recall list for permanent employees thatare laid off. The clauses that regard the conciliation ofwork and family were also improved; a clause for pro-gressive retirement that allows the workweek to be re-duced to three days as of 55 years and 12 years of senior-ity. Numerous other improvements were also madeamongst which was the creation of 18 permanent posi-tions.

The employees from the Fonds de solidarité des travailleurs du Québec (QFL) accepted bya margin of 86% to ratify their new collective agreement last June. This base unit of the SEU,Local 800, has almost 500 members.

Several monetary improvementsOn the monetary plan, the salaries also obtained im-

provements within the chapter regarding the various pre-miums, the collective insurance, retirement, maternity,paternity and adoption leave. Salary increases are of 2.25%per year within a three year contract, as well as the in-dexation according to the IPC if inflation surpasses 2.25%.

The negotiation committee was comprised of GuyTrépanier, Marie-Claude Rouleau, Robert Charpentier, JulieProulx, David Boucher, Josée Lachapelle, Claude Grenierand the union representative from the SEU 800.

Renewal of the collective agreement

Fonds de solidarité (Solidarity Fund)


When there’s a work accident

It’s important to followthe procedures

Gérard SéguinOn behalf of theOccupational healthand safety committeeof the SEU 800

Hea

lth

and

Safe

ty

as required by his condition. The cost oftransportation of the injured workershall be assumed by his employer (art.190 to 193 of the act).

Recently, Cyntia Gagnier, a staff member at our office in Montreal, union representative andspecialist in cases of occupational health and safety (she pleads cases at the Commission deslesion professionnelles, the CLP), mentioned to the members of your occupational health andsafety committee of the SEU, Local 800, that several cases she has in front of CSST and the CLPare being contested. The reason for this is that at the moment of the work accident at theemployers’, the procedures to be followed are not being respected by our members.

The consequence often results in the loss of salary revenue.

This article is aimed at reminding everyone and bringing to light the procedures to followwhen a work accident happens at an employers’.

What do you do when there is a workaccident?

Depending on the state of the injuredperson, the employer must transport theperson to a health institution, to a healthprofessional or to the worker’s residence,

When a worker suffers a work accident or occupational disease, all mechanisms’ are set inmotion. It is therefore very important for the worker to know what to do. This article willbriefly outline the main steps that must be followed when there is a work accident as well asthe various responsibilities and rights within such a case.

TRANSPORT2

diseases based on the minimal norms forfirst aid and treatment.

The employer shall immediately givefirst aid to a worker who suffers an em-ployment injury in his establishment(art. 190 of the act).

A worker who has suffered an employ-ment injury is entitled to the medicalaid required by his condition as a resultof the injury, and this, by a person whois qualified to provide first aid, accord-ing to article 188 of the Act respectingindustrial accidents and occupational

RECEIVE FIRST AID1


will give the authorization to commenceproduction or work once his investiga-tion is terminated (art. 62 LSST).

One must secure the accident site andensure that nothing is moved until thearrival of the CSST inspector. It is he who

IN THE CASE OF DEATH4

sooner the investigation is done, the lesschance the details and elements will beforgotten or destroyed. In this way, weare putting all chances on the side ofthe injured worker.

The accident investigation must bedone as quickly as possible so as to en-sure that all of the elements surround-ing the accident are contained in a re-port that is as complete as possible. The

INVESTIGATION5

soon as possible and remit to the em-ployer the form medical certificate fromthe CSST that is given to him by hisdoctor. The two forms must be sent toCSST as soon as possible.

The employer must assist the worker,or if such is the case, the beneficiary infilling out the claim and furnish him withany information necessary therefore(art. 270 of the act). At this stage, it isdesirable that a union representativeaccompany the worker.

The accident report of the injuredworker must have the following infor-mation:

• the name of the worker

• the place of the accident (in the en-terprise)

• the hour and the date of the accident

• type of accident or incident (type ofinjury)

• description of the event or the inci-dent (describe how the accidentarose)

The accident report must clearly in-dicate that the work accident arose outof or in the course of his work. Here iswhere the employer or CSST chances ofcontesting the accident in question areoften diminished. With this fact, theworker will be compensated quickly.

A worker who suffers an employmentinjury must notify his immediate supe-rior or, failing him, another representa-tive of the employer, of the injury be-fore leaving the premises if possible orotherwise as soon as possible (art. 265of the act). It is also preferable to ad-vise a union member of the health andsafety committee of the establishmentor otherwise a member of the local un-ion executive committee, or in their ab-sence, a work colleague who may thenassist the injured worker.

The employer shall help the workerand his representative to give the noti-fication (art. 266 of the act).

A worker may require the assistanceof his representative or give him a man-date to act on his behalf (art. 279 of theact).

If the injury does not render theworker unable to carry on his employ-ment beyond the day his employmentinjury became apparent; the employermust enter the accident in a register andthe worker shall appose his signature toconfirm that he suffered the accidentand the date of its occurrence (art.280of the act).

If the injury renders the worker un-able to carry on his employment beyondthe day his employment injury becameapparent, the worker must complete theform worker’s claim from the CSST as

ACCIDENT REPORT3


The SEU and SEIUScholarships

The 2006-2007 recipients of the six scholarships given by the SEU 800 aswell as the joint scholarship of SEU 800 and SQEES 298 offered by the SEIUQuebec are the following people, to whom we would like to offer our con-gratulations.

The 800-298 Scholarship from the SEIUAlex Gagnon, whose father has worked for the Centre d’accueil Le Cardinal since 1976 was

awarded the joint 800-298 scholarship, his father is a member of Local 298.

The SEU Scholarship

Marjolaine Arcand, whosemother has worked for Libertéet Associés (Kermaria) since1978.

Geneviève Hamelin, whosefather has worked for Aramak(Séminaire St-Joseph) since1987.

Lindy Blue, whose father hasworked for McGill Universitysince 1997.

Kim Lacasse-Aubin, whose fa-ther has worked for theFonderie Industrielle LaforoInc. since 2000.

Maria Josée Bran-Lopez,whose father has worked forLDG Ltd since 2002.

Anne-Marie Latour, whosemother has worked for theEnglish Montreal School Boardsince 1997.


The SEU 800 Scholarship2008-2009

Notice of applicationTo submit your application to obtain a Schol-

arship from the SEU, Local 800, please com-plete and return the form below no later thanFebruary 29, 2008 and you must meet theeligibility requirements hereafter:

• Frequent a college or university in 2007-2008and be registered for the 2008-2009 schoolyear

• The student, his/her father or his/hermother must be a member of the SEU 800upon the deadline of the reception of thedossier and have paid union dues for at least2 years as of the 1st of January the year ofthe attribution, that is since January 1,2006.

Send your application to one of the fol-lowing coordinates:

• By mail

SEU 800 ScholarshipAttention Mona Mercier, Executive SecretarySEU, Local 800920, rue de Port-Royal EstMontreal, QcH2C 2B3

• By email: [email protected]

• By fax: 514-385-9888

• By telephone: 514-385-1717 or toll free,1-800-361-2486

• Web site: ues800.qc.ca/nos services/bourses d’études

Awarding of the scholarships• There are six SEU 800 Scholarships that are

awarded each year, and each of the Schol-arships is valued at $1000.00 each.

• A scholarship is awarded on merit withineach of the four divisions of the Union, andthe other two are awarded on merit with-out taking the division into regards.

• The academic dossier as well as the extra-curricular, social and community activitiesare taken into consideration in the evalua-tion of the candidates received.

• The dossiers are evaluated by an independ-ent person, who is a University professor.

Informations requisesYou must provide the following information:

Your last name and first name:

Address:

Telephone number:

Is a member since at least January 1, 2006:

• If your yourself is the member:Name of your employer:

• If the member is your father or your mother:Last name and first name, address,telephone number:

Name of their employer:

Is a member since at least January 1, 2006.

Please note• A person who has already submitted an applica-

tion and whose application was not retained maysubmit their application again.

• A person who has already obtained a scholarshipis no longer eligible.


The committee for francization and immi-grant persons of the SEU 800 continues to workon integrating immigrants by organizing Frenchcourses for the building maintenance sector;a sector in which you will find the greatestnumber of immigrants.

The committee also continues to demandthe coherent application of the French Lan-guage Charter. The Charter imposes thefrancization of the installations and the worktools of companies having more than fifty. TheFrench Language Charter obliges companiesthat employ one hundred people or more tocreate a francization committee that is com-posed of at least six people, in which a major-ity of the members must be representativesof the workers.

Working in French

A priority for the SEU 800

Does a francization committee exist in yourworkplace if you have more than one hundredemployees?

If yes, is it functional? If you answered no,you can check with your executive committeeor with a member of the Committee forfrancization and immigrant persons of the SEU800.

The members of the committee are: MarioPino, from Service d’entretien Distinction,Boris Cisternas from Industries de maintenanceEmpire, Bernard Lavigne, from McGill Univer-sity, Raymond Larcher, President of the SEU800 and political attaché, Joao Ferreira, un-ion representative and resource person, LouiseMercier, coordinator of activities and resourceperson, and myself, whose employer is theCentre de transition Le Sextant.

Hadji N’GarmorioPresident of theCommittee forfrancization andimmigrant persons

INSCRIPTION FOR THE FRENCHCOURSES OF THE SEU 800

Last Name: First Name:

Telephone: Employer :

Indicate the building where you work:

The employees, members of the SEU, building main-tenance sector, who wish to register for the Frenchcourses offered by our Union may do so by completingthe coupon herewith and sending it to the:

SEU, Local 800Francisation

To the attention of Louise Mercier920, rue de Port-Royal Est

Montréal, Qc H2C 2B3

INSCRIPTION A LOS CURSOS DEFRANCES DEL UES 800

Nombre : Apellido :

Telephono : Compania :

Indicar su Edificio :

Los empleados miembros del UES 800, sector de lalimpieza, que seseen inscribirse en los cursos de francesofrecidos por nuestro sindicato, pueden harceloillenando este cupon y enviandolo a :

UES, seccsion local 800, Cursos de francesA la sra. Louise Mercier.

920, rue de Port-Royal estMontréal, Qc H2C 2B3

For the past several years, the learning and the use of French within thework place has been part of the SEU 800 preoccupations. To be able tointegrate the work force and survive within the workplace, the knowledgeof French is a major criterion to avoid isolation and the rupture of commu-nication with ones colleagues.

Journal du 800 Décembre 2007 Ace… · A dynamic leader Born in 1946 in Abitibi, he obtained a...

Documents

Transcript of Journal du 800 Décembre 2007 Ace… · A dynamic leader Born in 1946 in Abitibi, he obtained a...