Members

The NSGEU represents workers in over 80 locals in Nova Scotia. The Nova Scotia Government & General Employees Union (NSGEU) is the largest union in the province of Nova Scotia and is the recognized bargaining agent for over 29,000 public and private sector employees. Our members work in the civil service, school boards, universities, hospitals, liquor stores, correctional facilities, regional health boards, municipalities, and other establishments across the Province. The NSGEU is an active affiliate of the Nova Scotia Federation of Labour (NSFL), the National Union of Public and General Employees (NUPGE) and the Canadian Labour Congress (CLC).

If you are a member of NSGEU, please take this opportunity to register and get instant access to all the latest news, services and events that affect you, your local, and your union.

REGISTER NOW.

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Cancer Support Fund Now Available to NSGEU Members and Immediate Family

When you or your family member is accessing this fund you must know what NSGEU local you belong to. If youre not sure of your local, call the NSGEU at 424-4063 or 1-877-556-7438.

Terms of the Fund:

Immediate family consists of: spouse, or common law partner, same sex partner, adult children or parent. The latter bonds may be by blood or legal adoption.

Examples of what can be funded: Travel costs, insurance payments, costs of lodging, utility payments, mortgage payments, services, groceries, drug costs.

Request from this fund will have a maximum ceiling amount of $200.00 per patient/family.

The NSGEU Cancer Support Fund will not replace any existing funding options available but will be an extra avenue for support.

To access this fund call the Nova Scotia Cancer Centre Social Worker by calling 473-6000.

Established by the NSGEU Womens Issues Committee 2010-2011

Cumberland Colchester Regional Council Invites All
NSGEU Members to A Day Of Family Fun

Every year, each of the NSGEU's eight Regional Councils holds a social event. One of the most fun and best-attended of these events is coming up this weekend: The Cumberland Colchester Corn Maze Social. All members, along with their friends and family, are welcome from 1:30 pm to 5 pm on Sunday, Sept. 25 at River Breeze Farm, 660 Onslow Road, just outside Truro. Admission is $5 per person (free for kids 4 and younger) and gets you free refreshments, including sandwichs from Subway. Admission also includes:

• 12 acre cornmaze with interactive games
• Cow train rides
• Lazer tag
• Petting zoo
• Shotgun Express Tube Slide
• Giant slingshots
• Mini excavation pits
• Barnyard Twister
• Spinning Vortex Tunnel
• Pigtucky Derby Pig Races
• Wild West Town
• Wagon Rides
• Bee observation Hive
• Sunflower U-Pick
• Pumpkin U-Pick (charge applies)
• Six Shooter Swing Set
• Rope mazes
• Tire Jump
• Straw Maze
• Okay Corral Shooting (charge applies)

Just look for the entrance with all the NSGEU flags, and come join the fun! You'll also have a chance to win some NSGEU clothing. The draws will be made at 4 pm (if your number is drawn, you must be in attendance to claim your prize). Hope to see you there!

(If it's looking like bad weather on Sept. 25, check back here for cancellation information. The rain date is Saturday, oct. 2.)

NSGEU Deputy Sherriffs and Correctional Officers
Help Raise $10,000 for Make A Wish Foundation

Photos by Suzanne Allison

Today is a great day, but Sunday Sept. 4, 2011 was an even better day, when we all had a part of making Annabelle's wish come true with "Pitches for Wishes" charity ball game.

With the help of all of you, we raised a total of $10,188.00 for the Make a Wish Foundation, and for that I say "Thank You" to all of you for your support:

• NSGEU, thank you all for your support, and for the jerseys.
• I would also like to say thanks to Jason at West Coast Authentic for all you did to help make this event the success that it became. Your ideas along with your drive to make this wish happen with be remembered always by Annabelle and her family.
• Harry at Navy Seals Time, the donations of your companies watches were out of this world. They were a massive hit, and I hope to work with you again.
• Matt and Holly from Blue Wave Energy, thanks for buying a $500.00 hotdog. Hope it was good, Matt!!!!
• GSP RushFit, Icejerseys.com, Xtreame Couture, UFC Canada, Reebok Canada, and many more ... you have all made a massive impacted in this event and I along with the rest of us are truly grateful for your support.
• Georges St Pierre and Sin on Skin, what can I say ... you have been with me from the start of my charities and I am forever thankful.
• Mrs. Becky Kent, thank you for your support and coming to the game to do the opening pitch. Also for the very kind words that you stated about Sheriff Services and Corrections on behalf of Mr. Dexter.
• To Daphne, Joyce, Jason and Chris ... Thank you all for you phone calls, texts, emails, and time away from your families to make this event happen. You four are amazing people and it is a true pleasure to work with you !!!

Thank you all!

Rory Fraser, Deputy Sheriff (Local6)

Pitches For Wishes was brought to you by the same crew who run the annual Justice For The Cure hockey game each winter. Here's a short video about that game:

NSGEU members show their support for Pride

Once again, the NSGEU helped lead a large presence from Nova Scotia's labour movement during Halifax's annual Pride Parade on Saturday, July 23. Members from a variety of locals from across the province who work in a variety of fields including corrections, health care, Civil Service, community care, and at the NSLC, joined a large contingent of union activists to show their support for equality and diversity.

The NSGEU and other unions will also be taking part in the Pride Parade taking place in Sydney on Saturday, Aug. 6. Members are encouraged to help setting up and decorating the float at 6 pm on Friday, Aug. 5 at Smiths Towing on 37 Walters Lane in Sydney. The decorating will continue the next morning, at 9am on George Street by Holy Angels High. Hope to see you there!

Below, some pictures from this year's Halifax event.

 

Did You Know?

• You can be disciplined for postings you make on the internet, even if you make these
  postings on your own time, and on websites (like Facebook, Twitter or a blog) that are
  unrelated to your workplace.

• Even though you have the freedom of expression, you can still be disciplined if your online behaviour harms your employer's reputation or operations.

• To avoid discipline, you should not:

  • Violate an employer's confidentiality policy
    

    • Example: Disclosure of confidential information relating to corporate affairs, clients, patients, coworkers
      
      
  • Example: The unauthorized posting of photographs containing confidential information relating to corporate affairs, clients, patients, coworkers
    
    
  • Harm, or do something that is likely to harm, the company's reputation
    
    
    • Example: Making insulting, scandalous, rude, insubordinate or insolent
      comments about the workplace. This includes comments about
      management, coworkers, clients, and the company's services or products.
      
      
  • Example: Posting racist, discriminatory or violent comments
    
    
  • Example: The unauthorized posting of photographs that may harm the
    company's reputation
    
    
  • Harm, or do something that is likely to harm, the employer's operations
    
    
    • Example: Gossip and other unprofessional postings can cause strife and
      disruptions among colleagues in the workplace
      
      
  • Breach the Canadian Criminal Code
    
    
  • Act in a manner inconsistent with job obligations
    
    
    • Example: An employee charged (implicitly or explicitly) with customer or
      public relations should not air his private views about his employer,
      colleagues, clients etc.
      
      
    • Example: A health care employee posts scornful comments about the
      services provided by her employer.
      
      
• When assessing whether your online content is appropriate, remember to consider any
  special features of your workplace. For example, employees in the health care sector may be subject to stricter confidentiality standards.
  
  
• Even if your online content doesn't, in itself, harm your employer, it can still be used against you by your employer.
  
  
  • Example: if you call in sick, and then post that you are going on vacation, your employer can use the online posting against you to argue that you abused your sick leave.

Member News

Member Events

Collective Agreements

Local Activists

Local Documents

Links

Member Locals

Local 1 (Civil Service Cape Breton)

Civil Service Cape Breton
Civil Servants
[Collective Agreement (1281K) ]

Local 2 (Civil Service Pictou County)

Civil Service Pictou County
Civil Servants
[Collective Agreement (1281K) ]

Local 2A (Eastern Mainland Housing Authority)

Eastern Mainland Housing Authority
Civil Servants
[Collective Agreement (121K) ]

Local 3 (Civil Service Colchester Co. & Shubenacadie)

Civil Service Colchester Co. & Shubenacadie
Civil Servants
[Collective Agreement (627K) ]

Local 3 (EDC (Education Only))

EDC (Education Only)
[Collective Agreement (712K) ]

Local 4 (Civil Service - Valley & Annapolis Co.'s)

Civil Service - Valley & Annapolis Co.'s
Civil Servants
[Collective Agreement (627K) ]

Local 5 (Civil Service-Lunenburg, Shelburne & Queens Co.'s)

Civil Service-Lunenburg, Shelburne & Queens Co.'s
[Collective Agreement (1281K) ]

Local 6 (Civil Service - Technical & Services Metro)

Civil Service - Technical & Services Metro
Civil Servants
[Collective Agreement (627K) ]

Local 7 (Civil Service - Clerical)

Civil Service - Clerical
Civil Servants
[Collective Agreement (627K) ]

Local 8 (Civil Service - PR & HSN-Metro)

Civil Service - PR & HSN-Metro
Civil Servants
[Collective Agreement (627K) ]

Local 14 (Civil Service - Antigonish & Guysborough Counties)

Civil Service - Antigonish & Guysborough Counties
Civil Servants
[Collective Agreement (627K) ]

Local 16 (Civil Service - Yarmouth & Digby Counties)

Civil Service - Yarmouth & Digby Counties
Civil Servants
[Collective Agreement (627K) ]

Local 17 (Civil Service - Cumberland County)

Civil Service - Cumberland County
Civil Servants
[Collective Agreement (627K) ]

Local 18 (Cape Breton University)

Cape Breton University
Teachers, Lab Techs, Carpenters, Plumbers, Electricians, General Maintenance, Heating Plan Operator, Rink Attendants
[Collective Agreement (6645K) ]
[Collective Agreement (360K) ]

Local 19 (Support Service Capital Health)

Support Service Capital Health
Support Services
[Collective Agreement (403K) ]

Local 20 (NS Hearing & Speech)

NS Hearing & Speech
Professional, Clerical, Technical, LPN's
[Collective Agreement (145K) ]

Local 22 (Health Care IWK Health Centre)

Health Care IWK Health Centre
Health Care Workers
[Collective Agreement (395K) ]

Local 23 (Clerical IWK Health Centre)

Clerical IWK Health Centre
Administrative Support Staff
[Collective Agreement (343K) ]

Local 24 (Crothall Laundry Services)

Crothall Laundry Services
Laundry Workers, Truck Drivers, Shipper/Receivers
[Collective Agreement (157K) ]

Local 25 (Tri County Housing Authority)

Tri County Housing Authority
Administrative Support, Maintenance, Tenant Assistance
[Collective Agreement (131K) ]

Local 26 (Cobequid Housing Authority)

Cobequid Housing Authority
Administrative Support, Maintenance, Tenant Assistance
[Collective Agreement (142K) ]

Local 27 (Evergreen Home for Special Care)

Evergreen Home for Special Care
Health Care Workers, Support Workers
[Collective Agreement (126K) ]

Local 28 (Braeside Nursing Home)

Braeside Nursing Home

Local 29 (VON Caseload Planners)

VON Caseload Planners
Caseload Planners
[Collective Agreement (110K) ]

Local 30 (Home Support-Digby & Clare)

Home Support-Digby & Clare
Home Support Workers
[Collective Agreement (119K) ]

Local 31 (Home Support-VON- Annapolis Valley)

Home Support-VON- Annapolis Valley
Home Support Workers
[Collective Agreement (147K) ]

Local 32 (Home Support - Yarmouth/Argyle)

Home Support - Yarmouth/Argyle
Home Support Workers
[Collective Agreement (137K) ]

Local 33 (Home Support-Richmond County)

Home Support-Richmond County
Home Support Workers, Administrative Support Staff
[Collective Agreement (123K) ]

Local 34 (Northwood Homecare (Home Support Workers))

Northwood Homecare (Home Support Workers)
Home Support Workers
[Collective Agreement (128K) ]

Local 35 (Home Support-VON-Colchester East Hants)

Home Support-VON-Colchester East Hants
Home Support Workers
[Collective Agreement (147K) ]

Local 36 (Antigonish & Area Homemaker Service)

Antigonish & Area Homemaker Service
Home Support Workers, Administrative Support Staff
[Collective Agreement (334K) ]

Local 37 (Home Support-Guysborough County)

Home Support-Guysborough County
Home Support Workers
[Collective Agreement (290K) ]

Local 38 (Northwood Homecare Limited)

Northwood Homecare Limited
Staffing Officers and Administrative Support
[Collective Agreement (176K) ]

Local 39 (Home Support -Inverness County)

Home Support -Inverness County
Home Support Workers, Administrative Support Staff
[Collective Agreement (111K) ]

Local 40 (Home Support-VON Tri-County (Shelburne))

Home Support-VON Tri-County (Shelburne)
Home Support Workers
[Collective Agreement (147K) ]

Local 41 (Northwood Bedford West)

Northwood Bedford West
Health Care Workers

Local 42 (Heathcare Capital Health)

Heathcare Capital Health
Health Care Workers
[Collective Agreement (588K) ]

Local 43 (Canadian Blood Service)

Canadian Blood Service
Administrative Support Staff, Health Care Workers
[Collective Agreement (424K) ]

Local 44 (Nova Scotia Business Inc.)

Nova Scotia Business Inc.
Administrative Support Staff, Professional Employees
[Collective Agreement (909K) ]

Local 45 (Université Sainte-Anne)

Université Sainte-Anne
Support Services
[Collective Agreement (1908K) ]

Local 46 (Property Valuation Services Corporation)

Property Valuation Services Corporation
Professional Staff, Technical Staff, Administrative Support Staff
[Collective Agreement (778K) ]

Local 47 (Metropolitan Regional Housing Authority)

Metropolitan Regional Housing Authority
[Collective Agreement (193K) ]

Local 48 (Annapolis Valley Housing Authority)

Annapolis Valley Housing Authority

Local 50 (Sherbrooke Restoration Commission)

Sherbrooke Restoration Commission
Museum Workers
[Collective Agreement (282K) ]

Local 53 (Halifax Regional School Board Secretaries)

Halifax Regional School Board Secretaries
Administrative Support Staff
[Collective Agreement (165K) ]

Local 55 (Workers Compensation Board)

Workers Compensation Board
Administrative Support Staff, Assessment Employees, Caseworkers
[Collective Agreement (283K) ]

Local 57 (Laing House)

Laing House

Local 58 (New Boundaries Society)

New Boundaries Society

Local 59 (Yarmouth Association for Community Residential Options)

Yarmouth Association for Community Residential Options

Local 60 (Municipal Administration - Pictou County)

Municipal Administration - Pictou County
Administrative Support, Labourers, Building Inspectors
[Collective Agreement (602K) ]

Local 60A (Pictou District Planning Commission)

Pictou District Planning Commission
Administrative Support, Labourers, Building Inspectors
[Collective Agreement (315K) ]

Local 61 (Canadian Association of Community Living - Antigonish Branch)

Canadian Association of Community Living - Antigonish Branch
Residential Support Workers
[Collective Agreement (147K) ]

Local 62 (Chisholm Youth Services)

Chisholm Youth Services
Youth Support Workers
[Collective Agreement (104K) ]

Local 63 (Metro Community Living)

Metro Community Living
Residential Support Workers
[Collective Agreement (344K) ]

Local 64 (Colchester Residential Services Society)

Colchester Residential Services Society
Residential Support Workers
[Collective Agreement (149K) ]

Local 65 (Shelburne Association Supporting Inclusion Shelburne Group Home)

Shelburne Association Supporting Inclusion Shelburne Group Home
Residential Support Workers
[Collective Agreement (526K) ]

Local 65A (Shelburne Association Supporting Inclusion Barrington Developmental Residence)

Shelburne Association Supporting Inclusion Barrington Developmental Residence
Residential Support Workers
[Collective Agreement (528K) ]

Local 66 (Regional Residential Services Society)

Regional Residential Services Society
Counsellors, Night Awake Counsellors, Counsellor Assistants, Housekeeping Staff
[Collective Agreement (147K) ]

Local 67 (Veith House)

Veith House
Administrative Support Staff, Community Workers, Social Workers
[Collective Agreement (301K) ]

Local 68 (Elizabeth Fry Society)

Elizabeth Fry Society

Local 70 (South Shore Regional School Board)

South Shore Regional School Board
Administrative Support Staff, H&S Officer, Computer Techs
[Collective Agreement (422K) ]

Local 71 (Chignecto Central Regional School Board)

Chignecto Central Regional School Board
Administrative Support Techs, Teacher Assistants
[Collective Agreement (545K) ]

Local 72 (Conseil Scolaire Acadien Provincial)

Conseil Scolaire Acadien Provincial
Administrative Support Staff, Teacher Assistants, Cook, Cafeteria Workers
[Collective Agreement (387K) ]

Local 73 (Annapolis Valley Regional School Board)

Annapolis Valley Regional School Board
Administrative Support Staff
[Collective Agreement (498K) ]

Local 74 (Tri-County Regional School Board)

Tri-County Regional School Board
Administrative Support Staff, H&S Officer, Computer Techs
[Collective Agreement (396K) ]

Local 76 (City Homemakers Society)

City Homemakers Society
Home Support Workers, Administrative Support Staff
[Collective Agreement (119K) ]

Local 77 (Dalhousie University)

Dalhousie University
Administrative Support Staff, Techs
[Collective Agreement (283K) ]

Local 78B (Stock Transportation)

Stock Transportation
School Bus Drivers
[Collective Agreement (263K) ]

Local 79 (St. Mary's University Staff)

St. Mary's University Staff
Administrative Support Staff, Techs
[Collective Agreement (3086K) ]

Local 80 (APSEA)

APSEA
Administrative Support Staff, HSB/MOS/PR/TE/SE
[Collective Agreement (793K) ]

Local 81 (Mount St. Vincent University Staff)

Mount St. Vincent University Staff
Administrative Support Staff, Techs
[Collective Agreement (387K) ]

Local 82 (N.S. College of Art & Design)

N.S. College of Art & Design
Administrative Support Staff, Maintenance
[Collective Agreement (273K) ]

Local 83 (Northside Homemakers)

Northside Homemakers
Home Support Workers
[Collective Agreement (265K) ]

Local 84 (Cape Breton County Homemakers)

Cape Breton County Homemakers
Home Support Workers
[Collective Agreement (114K) ]

Local 85 (VON Home Support Pictou County)

VON Home Support Pictou County
Home Support Workers
[Collective Agreement (147K) ]

Local 86 (Mountain Lea Lodge)

Mountain Lea Lodge
Personal Care Workers, Laundry Workers, Nurses Aides
[Collective Agreement (173K) ]

Local 87 (Parkland at the Lakes)

Parkland at the Lakes

Local 88 (Saint Francis Xavier University)

Saint Francis Xavier University
Administrative, Clerical, Technical, and Non-Professional Library
[Collective Agreement (275K) ]

Local 89 (DHA #1 Clerical (Bridgewater, Lunenburg, Queens areas))

DHA #1 Clerical (Bridgewater, Lunenburg, Queens areas)
Administrative Support Staff
[Collective Agreement (283K) ]

Local 90 (DHA #2 Clerical (Digby, Yarmouth, Shelburne areas))

DHA #2 Clerical (Digby, Yarmouth, Shelburne areas)
Administrative Support Staff
[Collective Agreement (281K) ]

Local 91 (DHA #3 Clerical (Valley area))

DHA #3 Clerical (Valley area)
Administrative Support Staff
[Collective Agreement (2467K) ]

Local 93 (Public Health/Addiction Services/Continuing Care DHA 4, 5 & 6)

Public Health/Addiction Services/Continuing Care DHA 4, 5 & 6
Professional Staff, Technicial Staff, Administrative Staff, Support Services
[Collective Agreement (394K) ]

Local 94 (Public Health/Addiction Services DHA 7 & 8)

Public Health/Addiction Services DHA 7 & 8
Professional Staff, Technicial Staff, Administrative Staff, Support Services
[Collective Agreement (394K) ]

Local 95 (Public Health/Addiction Services DHA 1, 2 & 3)

Public Health/Addiction Services DHA 1, 2 & 3
Professional Staff, Technicial Staff, Administrative Staff, Support Services
[Collective Agreement (394K) ]

Local 97 (Registered Nurses Capital Health)

Registered Nurses Capital Health
Nurses
[Collective Agreement (450K) ]

Local 98 (First Student Canada)

First Student Canada
Bus Drivers
[Collective Agreement (98K) ]

Local 99 (Dalhousie Operational Suport)

Dalhousie Operational Suport
[Collective Agreement (891K) ]

Local 246 (Clerical Capital Health)

Clerical Capital Health
Administrative Support Staff
[Collective Agreement (394K) ]

Local 267 (NSCC Support Staff)

NSCC Support Staff
Administrative Support Staff
[Collective Agreement (447K) ]

Local 470 (NSLC Clerks & Warehouse)

NSLC Clerks & Warehouse
Stores Clerks, Warehouse, Maintenance
[Collective Agreement (225K) ]

Local 470E (NSLC Clerical)

NSLC Clerical
Administrative Support Staff
[Collective Agreement (177K) ]

Local 480 (Correctional Officers of NS)

Correctional Officers of NS
Correctional Workers, Officers, Support Staff
[Collective Agreement (594K) ]

Local 1670 (NSLC Store Managers & Assistant Managers)

NSLC Store Managers & Assistant Managers
Liquor Store Managers
[Collective Agreement (162K) ]

Local 1995 (CB Regional Municipality Police Services)

CB Regional Municipality Police Services
Police Officers
[Collective Agreement (485K) ]

TOP OF PAGE

Other Councils

Nurses Council

 

Pensions

Steward Resources

Union Fact Sheet

Member Resources

Member Forms

Local Executive Resources

Event Calendar Request

 

Civil Service Classification Appeals

NSGEU
NS CIVIL SERVICE

CLASSIFICATION APPEAL PROCESS AND GRIEVANCE PROCESS

If you want a list of higher benchmarks to which you want to appeal, call the Union and ask to speak to Administrative Assistant Linda Keizer and identify the benchmark you want and she will try to send you the benchmarks you need. The phone numbers here are 424.4063 or 1.877.556.7438.

There are two ways you can try to change your classification. One is the 'appeal' to a different classification, like appealing from Clerk III to Clerk IV. Or appealing from an Inspector Specialist II to III. You do this when you think your job actually should be rated as a higher classification.

The other route is when you are not grieving to a particular job, but you know that your job — its complexity, in particular — has changed a lot. That is the grievance route. To purse this, you have to be able to describe, in writing, how your job has changed significantly. Every job changes over time, so if the changes are modest and not significant, the grievance will not have the merit to proceed.

Here are the steps for each.

CLASSIFICATION APPEAL PROCEDURE

1. Speak to your Supervisor regarding concerns about your present classification; ask for a meeting to describe the reason why you think you should be reclassified and to what level. You have to be appealing to a specific higher classification and need reasons for that.
2. If there is not a specific other level that you believe you match up with, but rather your role has become substantially altered over time, then we are talking something completely different, that you can try to address with a grievance with your Local ERO, a grievance for a “substantially altered” classification, processed like a grievance. You should discuss in detail with your ERO to analyze which route would be appropriate.
3. If there is a dispute between your Supervisor and yourself concerning your classification, you may initiate the Classification Appeal Process outlined in Article 41.02 of the Collective Agreement. If you have questions about the process, you can call the LRC and review in detail with Ken, Roy, Joyce or Deanna.
4. Send a letter to the Deputy Minister to notify him/her pursuant to Article 41.02 that you wish to appeal your current (see attached for sample letter). Keep a copy of your fax receipt so that you can prove you sent the appeal in, you will need it. Please forward the Union a copy of this letter and also send to the Union a written description of why you should be reclassified with examples and documentation. Please note that you do not start accumulating any potential retro until you formally appeal to the Deputy Minister.
5. After receipt of the Deputy Minister's response or if there is no response, you may refer your Appeal to the Public Service Commission.
6. Your Appeal request to the Public Service Commission is to be forwarded to Mr. John Campbell, Director, Client Services, Public Service Commission, PO Box 943, Halifax NS B3J 2V9, fax # 424 8387.
7. Be sure to include a copy of the response from the Deputy Minister as an attachment, or if the Deputy Minister failed to respond note this in the letter to Mr. Campbell and attach a copy of your letter to the Deputy Minister.
8. At some point, your appeal will come to the top of the agenda of discussions between the Union and the Public Service Commission consultant. That will take several months because there are many older appeals already filed that are outstanding. If the consultant does not agree with your appeal, the Union decides whether or not the Union will proceed to the Classification Appeal Tribunal (see Article 41.03). The decision will be based on your input, the consultant's findings, and largely comparison with the standards, benchmarks and other similar jobs.
9. Note that the appeals are considered based on the existing classification system that is right in the Collective Agreement. Results or pay bands under the BUCR system won't matter. If you role still does match its own benchmarks better than another set of benchmarks, then you likely won't have success. If the Union thinks there is a good match between your group and higher benchmarks and jobs, we can go all the way to a Tribunal, which does take months to schedule, and where we may or may not prevail.
   

 

GRIEVANCE PROCESS

If you have good examples and documentation of how your job has changed, but you don't think there is another classification you match, you can consider the grievance route.

1. Gather your documentation and examples of how your job has changed, like job descriptions, performance appraisals, examples of projects, any duties downloaded on to you from Managers. The change must be significant because every job evolves somewhat over time and this is not sufficient to grieve. Write out examples of the top ways your job has become more complex and more independent and any examples of duties that have been downloaded onto you.
2. This should be a group effort of those in the classification, yourself and others.
3. Raise this information with Management in a meeting that you request on the topic. Ask them whether they agree and whether they will support this request to the Public Service Commission.
4. Advise the Union of the results of that meeting.

Download Classification Appeals Process — PDF

Download Sample Letters For An Appeal — Microsoft Word