Nous n\u2019avons pas l\u2019habitude de r\u00e9pondre aux communiqu\u00e9s de la direction de la SRC au sujet des n\u00e9gociations. Nous croyons que ces discussions devraient avoir lieu \u00e0 la table; cependant, cette fois-ci, on n a pas pu r\u00e9sister.<\/p>\n
La SRC pr\u00e9tend que notre dernier communiqu\u00e9 est \u00ab erron\u00e9 et trompeur \u00bb. Ce sont des accusations s\u00e9rieuses qui ne r\u00e9sistent pas \u00e0 la v\u00e9rification des faits.<\/p>\n
FAIT :<\/b> La SRC propose une disposition (son Article 1.5) qui entra\u00eenerait un changement radical au syst\u00e8me actuel. Elle permettrait \u00e0 la direction de garder de fa\u00e7on permanente notes sur la gestion du rendement dans le dossier personnel de l\u2019employ\u00e9 impliqu\u00e9. Actuellement, seuls l\u2019employ\u00e9 et le superviseur imm\u00e9diat gardent les documents relatifs au processus. <\/p>\n
FAIT :<\/b> Le processus de r\u00e9vision actuel traite d\u2019employ\u00e9s qu\u2019on trouve incapable de satisfaire aux standards minimums de leur poste. Il ne s\u2019agit pas de discipline. Il dure neuf mois et donne \u00e0 un employ\u00e9 le droit de r\u00e9affectation ou de rappel au travail \u00e0 un poste ad\u00e9quat si, \u00e0 la fin du processus, la personne est toujours incapable de satisfaire aux standards. Signalons que ce processus a rarement \u00e9t\u00e9 invoqu\u00e9. La SRC veut r\u00e9duire la dur\u00e9e du processus \u00e0 six mois, apr\u00e8s quoi l\u2019employ\u00e9 pourrait \u00eatre licenci\u00e9 sans le droit au rappel au travail. Cette approche repr\u00e9senterait un changement important. Une mise \u00e0 pied sans droits de supplantation ou de rappel au travail est tout simplement une forme de discipline. <\/p>\n
FAIT :<\/b> La SRC s\u2019est engag\u00e9e \u00e0 ne pas utiliser les informations recueillies lors du dernier sondage Hay sur les attitudes des employ\u00e9s \u00e0 la table de n\u00e9gociation. Cependant, la SRC cite les r\u00e9sultats du sondage lorsqu\u2019elle fait appel \u00e0 la gestion inefficace du rendement. Nous constatons que cette r\u00e9ponse est cit\u00e9e hors contexte, et estimons que les r\u00e9sultats mettent en doute la capacit\u00e9 de la SRC de bien diriger l\u2019entreprise. Nous vous invitons \u00e0 en juger vous-m\u00eame en \u00e9tudiant la section \u00ab Leadership \u00bb du sondage. (Les r\u00e9sultats sont disponibles sur l\u2019intranet de la SRC au http:\/\/intranet.cbc-radio-canada\/employeesurvey\/hay\/index.htm )<\/p>\n
FAIT :<\/b> La Guilde veut un processus ouvert qui d\u00e9finirait pour les employ\u00e9s des balises en ce qui concerne la gestion du rendement. (La SRC est bien au courant de notre objectif mais ne l\u2019a pas abord\u00e9.) Au contraire, la Soci\u00e9t\u00e9 continue \u00e0 s\u2019opposer \u00e0 tout crit\u00e8re objectif. <\/p>\n
Le comit\u00e9 de n\u00e9gociation de la Guilde s\u2019en tient \u00e0 ses communiqu\u00e9s. Nous avons propos\u00e9 des compromis pour raccourcir le processus de r\u00e9vision; mais, enfin, nous ne nous accorderons pas sans sauvegardes suffisantes et crit\u00e8res objectifs pour mesurer la r\u00e9ussite. Nous nous tardons de continuer les n\u00e9gociations sur cette question. Surtout, nous nous engageons \u00e0 continuer \u00e0 n\u00e9gocier dans le but de r\u00e9soudre avec justice *toutes* les questions. <\/p>\n
Dan Oldfield
\nPremier agent administratif
\nGuilde canadienne des m\u00e9dias<\/p>\n","protected":false},"excerpt":{"rendered":"
Nous n\u2019avons pas l\u2019habitude de r\u00e9pondre aux communiqu\u00e9s de la direction de la SRC au sujet des n\u00e9gociations. Nous croyons […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ngg_post_thumbnail":0,"_EventAllDay":false,"_EventTimezone":"","_EventStartDate":"","_EventEndDate":"","_EventStartDateUTC":"","_EventEndDateUTC":"","_EventShowMap":false,"_EventShowMapLink":false,"_EventURL":"","_EventCost":"","_EventCostDescription":"","_EventCurrencySymbol":"","_EventCurrencyCode":"","_EventCurrencyPosition":"","_EventDateTimeSeparator":"","_EventTimeRangeSeparator":"","_EventOrganizerID":[],"_EventVenueID":[],"_OrganizerEmail":"","_OrganizerPhone":"","_OrganizerWebsite":"","_VenueAddress":"","_VenueCity":"","_VenueCountry":"","_VenueProvince":"","_VenueState":"","_VenueZip":"","_VenuePhone":"","_VenueURL":"","_VenueStateProvince":"","_VenueLat":"","_VenueLng":"","_VenueShowMap":false,"_VenueShowMapLink":false,"footnotes":""},"categories":[279,280,1],"tags":[],"workplace":[246],"class_list":["post-18927","post","type-post","status-publish","format-standard","hentry","category-a-mon-lieu-de-travail","category-negociations","category-nouvelles","workplace-radio-canada-cbc"],"acf":[],"yoast_head":"\n