Cette semaine, les n\u00e9gociations entre la Guilde canadienne des m\u00e9dias et la SRC ont continu\u00e9 \u00e0 ralentir. La situation est empir\u00e9e par les dispositions soumises par la Soci\u00e9t\u00e9, dispositions que nous caract\u00e9risons de hostiles envers les employ\u00e9s.<\/p>\n
Un exemple tr\u00e8s inqui\u00e9tant est la proposition faite par la SRC en ce qui concerne l’embauchage et la promotion. Elle manque les \u00e9l\u00e9ments n\u00e9cessaires \u00e0 assurer un processus transparent et \u00e9quitable. Selon l’approche de la Soci\u00e9t\u00e9, on pourrait accepter une promotion et puis se trouver \u00e0 la porte et ce, parce que la Soci\u00e9t\u00e9 veut pouvoir licencier un employ\u00e9 auquel le nouveau poste ne convient pas pendant une p\u00e9riode d’essai de 90 jours.<\/p>\n
Nous croyons que la p\u00e9riode d’essai est l\u00e0 autant pour l’employ\u00e9 que pour la Soci\u00e9t\u00e9. Si \u00e7a ne marche pas, on devrait avoir l’occasion de retourner \u00e0 son poste ant\u00e9rieur ou, du moins, un poste \u00e9quivalent, \u00e0 la suite d’un processus qui perturbe le moins les coll\u00e8gues.<\/p>\n
La SRC a aussi rejet\u00e9 l’approche de la Guilde en ce qui concerne l’embauchage et la promotion. Nous voulons favoriser l’embauchage des employ\u00e9s temporaires de longue date lorsque les postes vides sont combl\u00e9s et am\u00e9liorer les perspectives d’avancement professionnel des employ\u00e9s actuels.<\/p>\n
Cette semaine, nous avons fait une proposition qui vise \u00e0 \u00e9claircir les dispositions actuelles ayant trait aux mutations. Pour le moment, la Soci\u00e9t\u00e9 fait distinction entre la mutation d’un employ\u00e9 \u00e0 un autre endroit et le transfert d’un poste. Nous constatons que cette distinction n’a pas de bon sens puisqu’un employ\u00e9 est impliqu\u00e9 dans les deux cas. Notre objectif est d’\u00e9viter que la Soci\u00e9t\u00e9 n\u2019impose une mutation si l’employ\u00e9 ne veut pas d\u00e9m\u00e9nager.<\/p>\n
La SRC a \u00e9galement rejet\u00e9 notre proposition concernant un examen complet des formes de r\u00e9mun\u00e9ration pour assurer que celles-ci r\u00e9pondent aux normes de la loi f\u00e9d\u00e9rale sur l’\u00e9quit\u00e9 salariale. Cette loi vise \u00e0 ce que les femmes soient r\u00e9mun\u00e9r\u00e9es au m\u00eame taux salarial que les hommes pour un travail \u00e9quivalent. Nous vous renseignerons davantage sur ce sujet dans les prochaines semaines.<\/p>\n
Le manque d’avanc\u00e9es dans les pourparlers nous frustre. Un grand nombre de dispositions importantes attend une r\u00e9solution. Nous prenons une pause pendant les deux semaines qui viennent, mais nous avons sept semaines c\u00e9dul\u00e9es apr\u00e8s P\u00e2ques. Notre objectif est d’obtenir finalement des avanc\u00e9es sur les questions les plus importantes de la part de nos membres.<\/p>\n
N’h\u00e9sitez pas \u00e0 communiquer avec nous pour poser des questions ou faire part de vos inqui\u00e9tudes au guild@interlog.com ou 416-591-5333 ou 1-800-465-4149.<\/p>\n
Votre comit\u00e9 de n\u00e9gociation:<\/p>\n
Arnold Amber, Toronto
\nPierre Claveau, Vancouver
\nBrendan Elliott, Charlottetown
\nPercy Hatfield, Windsor
\nJoe Hill, Toronto
\nWendy Hunt, Toronto
\nGerry Jones, Regina
\nBarbara Saxberg, Toronto
\nLee Siemon, Toronto
\nChris Turner, Fredericton
\nRick Warren, Vancouver
\nDan Oldfield, premier agent administratif, GCM<\/p>\n","protected":false},"excerpt":{"rendered":"
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