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The committee should include the individual responsible for building security, and managers from the departments with sufficient authority to consider building closure during emergencies; 1.12 updating lists of all union executives and representatives across the country as such information might be required if injunctions are sought.1.13 considering the assignment of other duties to employees who are members of a non-striking bargaining unit whose normal work may be curtailed as a result of a strike.

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(S.102) The employer recognizes that the right to strike as provided under the PSSRA is a legitimate option in the bargaining process, and will endeavour, as far as possible, to maintain service and operations, safeguard government personnel, property and facilities, and continue constructive relations with the unions and the employees engaged in lawful strike activities both during a strike and after its termination.When a strike has ended, the employer will endeavour to restore normal conditions as soon as possible by attempting to re-establish sound relations with the unions and the returning employees and by maintaining regular hours of work as far as possible.In the case of an unlawful strike, the employer will take action to have such unlawful activities ended as quickly as possible.This policy applies to all parts of the Public Service of Canada in respect of which Her Majesty as represented by the Treasury Board is the employer; i.e. Once it is known that a bargaining unit or bargaining units have chosen the conciliation/strike process for dispute resolution, departments must begin planning and preparing for a possible strike by employees in the bargaining unit(s) involved.Such preparation includes: 1.1 identifying those services and functions that are necessary in the interest of the safety or security of the public; 1.2 reviewing all the positions in the bargaining unit(s) and identifying which positions should be designated and which positions should not be designated no later than three (3) months prior to the day on which notice to bargain can be served in accordance with section 78.1(4) of the PSSRA; 1.3 identifying other functions and services normally performed by employees of the bargaining units(s) involved that are to be continued during a strike by using available excluded employees and other available resources such as part-time workers not ordinarily required to work more than one-third of the regular hours and persons employed on a casual or temporary basis for less than three months; 1.4 training excluded employees, where feasible, to carry out duties other than those they normally perform.

This form of advance preparation may allow the maintenance of some functions and services that would otherwise cease during a strike; 1.5 reviewing the safety requirements for operating equipment with a smaller or newly-trained complement of human resources and acquiring licences for those qualified employees who must operate equipment requiring a licence; 1.6 including an excluded representative of Departmental Security Services in departmental headquarters strike planning committees and establishing a security program, including a review of the critical security areas and emergency equipment available, a determination of what protection is needed and available from the fire, police and other security forces, and arrangements for security patrols.The review of critical security areas should include descriptions or plans of departmental premises or both, in the event that such material is later needed to support an injunction request; 1.7 considering establishing regional and headquarters strike centres; 1.8 where a department has decided not to establish regional or local strike operations centres, the local excluded manager will be responsible for: 1.9 providing line managers with departmental guidelines on strike preparation, describing operational procedures to be followed during a strike and the basic rights and responsibilities of striking employees, non-striking employees of the striking bargaining unit, designated employees, managers and employees of non-striking bargaining units; 1.10 establishing close and continuing contact with the appropriate regional representative of Justice Canada and determining precisely what will be required in the event that an application for an injunction must later be sought.Justice Canada may also provide advice on the jurisdiction of the various police forces.Contacts should also be established with the police and fire departments prior to the strike to enlist their co-operation in ensuring the security of, and access to buildings; 1.11 establishing interdepartmental strike committees, on advice from the departmental directors of staff relations, in buildings or locations occupied by more than a single department.The committee will be responsible for ascertaining what measures should be taken to ensure continued access to the building during a strike.The chairperson of the committee should take action as described in 1.10.