Les derni\u00e8res semaines n\u2019ont pas \u00e9t\u00e9 faciles \u00e0 la CBC\/SRC: les mises \u00e0 pied et fins de contrat massives \u00e0 Toronto; l\u2019exercice de recyclage auquel ont \u00e9t\u00e9 livr\u00e9s une vingtaine d\u2019employ\u00e9s de Vancouver, forc\u00e9s de poser leur candidature pour conserver leurs propres emplois, et le renvoi inattendu du commentateur sportif bien connu Chris Cuthbert ne font rien pour att\u00e9nuer les inqui\u00e9tudes de la Guilde face \u00e0 une Soci\u00e9t\u00e9 qui veut faire abstraction de la convention collective, et qui continue de r\u00e9clamer une main-d\u2019oeuvre journali\u00e8re et jetable. Le patronat est d\u00e9termin\u00e9 \u00e0 ne conc\u00e9der aucun pouvoir. Et cette attitude se r\u00e9fl\u00e8te \u00e0 la table de n\u00e9gociation; aucun progr\u00e8s n\u2019a \u00e9t\u00e9 fait cette semaine.<\/p>\n
La SRC\/CBC s\u2019est ent\u00eat\u00e9e \u00e0 vouloir transformer le programme de Gestion de rendement et perfectionnement du personnel (GRPP) en un processus d\u2019\u00e9valuation quasi disciplinaire. Ce programme a \u00e9t\u00e9 con\u00e7u conjointement par la Soci\u00e9t\u00e9 et les syndicats il y a huit ans pour garantir une participation des employ\u00e9s aux grandes orientations de la Soci\u00e9t\u00e9 et offrir \u00e0 nos membres une possibilit\u00e9 additionnelle d\u2019\u00e9panouissement de carri\u00e8re. Ce programme a toujours \u00e9t\u00e9 con\u00e7u pour \u00eatre positif et transparent. Malheureusement, la Soci\u00e9t\u00e9 croit maintenant que les employ\u00e9s qui n\u2019atteignent pas leurs objectifs de rendement devraient \u00eatre corrig\u00e9s et possiblement mis \u00e0 pied!<\/p>\n
La convention collective actuelle contient un article qui donne au patronat les outils sp\u00e9cifiques pour r\u00e9viser les performances jug\u00e9es insuffisantes. Le processus de r\u00e9vision est un processus de correction et de soutien, par opposition \u00e0 une mesure disciplinaire. Ce processus s\u2019\u00e9chelonne sur un d\u00e9lai de neuf mois, au cours desquels l\u2019employ\u00e9 est soutenu par un programme de formation et des objectifs de rendement afin d\u2019assurer que l\u2019employ\u00e9 ait la possibilit\u00e9 d\u2019atteindre le niveau de comp\u00e9tence attendu. En cas de succ\u00e8s, toute la documentation associ\u00e9e \u00e0 cette d\u00e9marche est effac\u00e9e. En cas d\u2019\u00e9chec, l\u2019article pr\u00e9voit diff\u00e9rentes mesures de r\u00e9affectation ou de mise \u00e0 pied avec la possibilit\u00e9 d\u2019\u00eatre rappel\u00e9 au travail dans un autre poste. <\/p>\n
Ce que la Soci\u00e9t\u00e9 demande aujourd\u2019hui, c\u2019est que le processus de r\u00e9vision soit \u00e9court\u00e9, et que les documents associ\u00e9s \u00e0 ce processus restent dans le dossier professionnel de l\u2019individu pendant deux ans, m\u00eame si le probl\u00e8me est corrig\u00e9 rapidement. Dans le pire des sc\u00e9narios, la proposition patronale pr\u00e9voit le renvoi sans droit de rappel. Pis encore, la Soci\u00e9t\u00e9 veut que ce processus soit directement li\u00e9 au programme de GRPP.<\/p>\n
Dans son \u00ab\u00e9nonc\u00e9 de principes et d\u2019objectifs\u00bb, au d\u00e9but de la n\u00e9gociation, la SRC\/CBC a exprim\u00e9 le d\u00e9sir d\u2019obtenir un processus de r\u00e9vision impartial et simple. Votre comit\u00e9 de n\u00e9gociation n\u2019a m\u00e9nag\u00e9 aucun effort pour r\u00e9pondre aux attentes de la Soci\u00e9t\u00e9. La r\u00e9action de celle-ci a \u00e9t\u00e9 de demander de nouvelles concessions.<\/p>\n
Notre confiance est s\u00e9rieusement \u00e9branl\u00e9e. L\u2019entente collective oblige les employ\u00e9s de la Soci\u00e9t\u00e9 \u00e0 participer au processus de GRPP, mais dans le contexte actuel, nous ne pouvons faire autrement que de mettre en doute l\u2019objectivit\u00e9 de ce programme.<\/p>\n
Nous reprendrons la n\u00e9gociation le 7 mars et nous y reviendrons le 28 mars de m\u00eame que durant sept autres semaines en avril et en mai.<\/p>\n
Votre \u00e9quipe de n\u00e9gociation:
\nArnold 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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