Dispatdles 1991 ANNUAL GENERAL MEETING

NOTICE

Who: All H.S.A.S. Members

What: Annual General Meeting

Where: Manitoba Room in the Saskatoon Inn at 2002 Airport Drive, Saskatoon

When: Saturday, October 19, 1991 1 :00 p.m. to 5:30 p.m. (complimentary wine/beer and hors d'oeuvres to follow)

Why: (1) Hear Pat Stuart, President, speak on S.U.N.'s recently completed negotiations.

(2) Meet your Bargaining Team for the upcoming round of provincial negotiations with the Saskat­chewan Health Care Association.

(3) Find out what your Association has been involved with over the past year.

(4) Discuss and vote on proposed amendments to H.S.A.S. By-Laws.

(5) Meet and socialize with fellow H.S.A.S. Members.

(6) Be eligible to win one of two cash prizes of One Hundred ($100.00) dollars each.

Bring This Copy of Dispatches With You To The Annual General Meeting

ANNUAL GENERAL MEETING AGENDA

1 :00-1 :20 Registration

1 :20-1 :30 Introduction and welcome by President, Ed Dewhurst

1 :30-3:30 Guest Speaker Pat Stuart

Topic: S.U.N.'s recently completed negotiations

3:30-5:30 Business Meeting (see Agenda below)

5:30-6:30 Social with complimentary wine/beer and hors d'oeuvres

7:30 Annual President's Dinner for all Executive Council Members (current, incoming and out­going) and Board of Governors

HEAL TH SCIENCES ASSOCIATION OF SASKATCHEWAN NEWSLETTER

OCTOBER 1991

BUSINESS MEETING AGENDA

(1) Adoption of Agenda

(2) Adoption of the October 20, 1990 Annual General Meeting Minutes

(3) President's Annual Report

(4) Auditor's Report (copies available from; Executive Council Members, District Council Chairpersons/Co­Chairpersons or the H.S.A.S. office from October 15, J.991 ~ "."ardsl (J i, n. ~ ~~ , (Jy,/--

(5) Executive Dire9tor's Annual Re.Ee!!_ · '\. ,1~- ,/

~ t\ 'S ~~ /1 ::...-. .. tl'v- 15 (6) iftection of Executive Council Members to fre nt;

Occupational Therapists, Pharmacists, Physical Therapists, Radiology and Nuclear Medicine Technologists, Speech Language Pathologists and Orthoptists

Professional Group_ lncumbenVHospttal

Occupational Therapists Michelle Croshaw Royal University Hospital

Pharmacists Roberta Ekberg Pasqua Hospital

Physical Therapists Ted Makeechak St. Paul's Hospital

Radiology and Nuclear Medicine Technologists Ed Dewhurst

Royal University Hospital

Speech Language Pathologists and Orthoptists Lesley Chlopan

Royal University Hospital

(7) New Business

Nominations/Hospital

Colleen Hancharuk Royal University Hospital

Roberta Ekberg Pasqua Hospital

Ted Makeechak St. Paul's Hospital

Tracy Paulenko Royal University Hospital

Sherry Bockus St. Paul's Hospital

(8) Proposed Amendments to the H.S.A.S. By-Laws (see page 2 for details)

(~) Members' Resolutions

(10) Adjournment

(11) Lottery to select winners of two cash prizes of $100.00 each (only those who are H.S.A.S. Members and present at the draw will be eligible)

Attention H.S.A.S. Members In Regina and Prince Albert

The Association will provide transportation to and from the Annual General Meeting. If you are interested in this offer, please contact:

Roberta Ekberg, Regina home: 781-2367 Bonnie Reed, Prince Albert home: 784-1338

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OFFICIAL NOTICE OF PROPOSED AMENDMENTS

TO THE H.S.A.S. BY-LAWS

Pursuant to Article Ill Section 3 of the H.S.A.S. By-Laws this is official notice that the following amendments have been approved by a minimum of three-fourths (3/4) of the Executive Council present at a meeting on September 26, 1991.

In order for these amendments to take effect two-thirds of the members attending the Annual General Meeting must vote in favor of them.

All votes shall be by show of hands unless a poll is demanded by three members.

First Amendment

Article II "Membership" Section 2(b) Non-Active Members (a) Current Wording: "Registered students, members on an approved leave of absence, or other individuals involved in any of the health sciences professions or occupations in the provision of health care in the province of Saskatchewan, upon payment of the initiation fee, shall be eligible as non· active members, without the right to vote or hold office in the Association."

Rationale for amendment: It is a v iolat ion of Section 11 (2)(d) of the Trade Union Act not to allow employees in the bargaining unit to take part in a strike vote_. (b) Proposed Wording : "Any person eligible for member· ship in the Association from whom dues are not deducted, except an employee on an approved leave of absence from the ir employer, will be deemed inactive and will not be eligible to vote or to hold office."

Second Amendment

Article II "Membership" Section 3(b): (a) Current Wording: "In the event that a member ceases employment and is subsequently re-employed within six (6) calendar months by an employer covered by a Collective Agreement of the Association or is on an approved leave of absence, no new initiation fee shall be levied."

Rationale for amendment: Our current initiation fee is $25.00. To reduce the economic impact on a member who ceases employment and is subsequently re-employed, increase the six (6) calendar month period to two (2) years. (b) Proposed Wording: "In the event that a member ceases employment and is subsequently re-employed within two (2) years by an employer covered by a Collective Agreement of the Association or is on an approved leave of absence, no new initiation fee shall be levied."

MINUTES OF THE ANNUAL GENERAL MEETING OF HEALTH SCIENCES

ASSOCIATION OF SASKATCHEWAN HELD ON OCTOBER 20, 1990

Call To Order:

The Annual General Meeting of the Health Sciences Association of Saskatchewan was held in the Saskatoon Room at the Saskatoon Inn in Saskatoon on Saturday, October 20, 1990.

DISPATCH

The meeting was called to order by President Roberta Ekberg at 1 :20 p.m. She welcomed everyone and intro· duced the following Executive Council Members:

Nahid Ahmad - Psychologists Lesley Chlopan - Speech Language

Pathologists Carol Cohen - Social Workers Ed Dewhurst - Radiology & Nuclear

Medicine Technologists Holly Hudson - Dietitians Ted Makeechak - Physical Therapists

District Council Chairpersons and Co-Chairpersons Connie Price - Royal University Hospital Bonnie Reed - Victoria Union Hospital Shannon Wilde - Saskatoon City Hospital

Board of Governors Ron Currie Royal University Hospital

She then introduced the Executive Director, Tim Slattery, who introduced the guest speaker.

Guest Speaker:

The guest speaker was Walter Podiluk, former Deputy Chairperson and Executive Director of the Saskatchewan Commission on Directions in Health Care, who spoke on Dr. Murray's Report and the major needs it attempted to address.

At the conclusion of his talk , he answered questions from the floor.

Adoption of the Agenda :

Following the speaker, a brief coffee break was taken and Roberta Ekberg serving as Chairperson, called the Bus iness meeting to order at 3:20 p.m. and called for adoption of the Agenda Moved by: Lesley Chlopan Seconded by: Mary Lou Guenther Motion Carried

Adoption of the October 21, 1989 Annual General Meeting Minutes:

The Chairperson called for adoption of the October 21, 1989 A.G.M. minutes Moved by: Ron Currie Seconded by: Connie Price Motion Carried

President's Annual Report:

Roberta Ekberg presented her report and moved its adoption Seconded by: Lesley Chlopan Motion Carried

Auditor's Report:

Ed Dewhurst, Secretary!Treasurer, thanked:

(a) Frank Bertoia, Ted Makeechak and Tim Slattery for their assistance in preparing the annual budget.

(b) Frank Bertoia and Lynn Regier for their assistance in keeping the Synoptic Journal

DISPATCH

Ed Dewhurst then moved that the following Audited Statements be adopted:

(a) General H.S.A.S. Statements Seconded by: Edna Blum Motion Carried

(b) Emergency Fund Statements Seconded by: Lesley Chlopan Motion Carried

(c) Scholarship Foundation Inc. Statements Seconded by: Connie Price

Motion Carried

In conclusion Ed Dewhurst requested a motion to have Glen Dean appointed as the Auditor for the fiscal year ending September 30, 1991. Moved by: Edna Blum Seconded by: June Rodych Motion Carried

Roberta Ekberg then requested Ron Currie to inform the meeting about the new contract that was signed with the Executive Director. Ron Currie stated that in April of this year the Association and Executive Director agreed to a new two year contract which will expire in April, 1992. He then briefly explained some of the terms and conditions of the contract.

Executive Director's Annual Report :

Tim Slattery presented his report and moved its adoption Seconded by: Lesley Chlopan Motion Carried

Election of Executive Council Members:

Tim Slattery reported that one nomination per vacant position had been received; therefore, the following are elected by acclamation for a two year term:

Dietitians - Holly Hudson, Royal University Hospital Laboratory Technologists - Karen Giesbrecht

Royal University Hospital Psychologists - Nahid Ahmad, Royal University Hospital Social Workers- Carol Cohen, Saskatoon City Hospital

Old Bus iness: (Proposal to establish an Education Fund for H.S.A.S. Members)

Roberta Ekberg explained that Executive Council requests the meeting to decide whether to accept, reject or amend the Education Fund Committee's proposal as outlined in the October edition of Dispatches.

Ron Walsh moved that the proposal be adopted with the following amendment to item #7 under the Application Guidelines: "Successful applicants are eligible for a maximum of $750.00" Seconded by: Edna Blum The comment was made that if the maximum amount of funds available to an applicant were increased from $500.00 to $750.00 the Fund may be viewed as a primary source of continuing education funding.

Further discussion brought out the following: (a) that only one educational event per application would

be allowed (b) that the Education Fund would be funded from

general revenue

PAGE3

Lesley Chlopan moved that the Education Fund proposal as outlined in the October edition of "Dispatches" be adopted Seconded by: Connie Price Motion Carried

New Business:

No new business was raised.

Members' Resolutions:

No resolutions were raised.

Adjournment:

There being no further business, Lesley Chlopan moved adjournment at 5:00 p.m. Seconded by: Edna Blum Motion Carried

Minutes by Tim Slattery

End of Annual General Meeting

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-- =~un~t "Have a good vacation. I've decided not to give

you your bad news until you get back."

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H.S.A.S. CONTINUING EDUCATION GRANTS

HANDED OUT TO FIVE (5) MEMBERS

H.S.A.S.'s continuing committment to health care was evidenced on October 1, 1991 when the Education Fund committee awarded grants totalling $2,350.00 to five (5) H.S.A .S. Members. These moneys will be used by the successful applicants to assist them in covering costs associated with taking an educational event that is directly related to their current position. Our next lottery will take place May 15, 1992. Application forms can be obtained from Executive Council Members, District Council Chairpersons or the H.S.A.S. office.

Details of the October 1, 1991 lottery:

Total Number of Applicants= 9

Successful Applicants: Name Hospital Occupation

Occupational Therapist Social Worker

Jackie Boehm R.U.H. Sylvia Kea/I Plains Helene Machnee R.U.H. Rae Lee Moody R.U.H. Shirley Wieler R.U.H.

Dietitian Occupational Therapist Speech Language Pathologist

H.S.A.S. GRIEVANCES

Hoseital Area Nature ol Grievance Status

Royal University Laboratory Improper classilication of Arbitration Hospital Technologist and laflure on (date to be

part of the Hospital to negotiate arranged) a new Technologist classification. Article 16.01

Royal University Laboratory Failure to abide by posting Arbitration Hospital provisions. Unreasonably (date to be

negative performance· arranged) appraisal. Article 16.09

Royal University Laboratory Improper lay-off Arbitration Hospital Articles 20 and 25 (date to be

arranged)

Royal University Laboratory Improper lay-off and discrimination Arbttration Hospital on the basis of race or color (date to be

Articles 5.01, 20 and 25 arranged)

Royal University Dietetics Letter of reprimand Resolved at Hospital Supervisory

level

LABOUR MYTHS

Myth #1 O - The Strike Weapon Makes Unions Too Big and Powerful

Big and powerful are relative terms. In actual fact , most Canadian unions are quite small, and together they represent less than 35% of the country's non-farm workers.

Because collective bargaining usually involves only one union local at a time, most str ikes that take place are confined to one community or region.

Even the largest unions in terms of size and resources, pale by comparison with multinational corporations such as lnco, Imperial Oil, or Canadian Pacific.

DISPATCH

If unions were even one-tenth as powerful as they are thought to be, they would be able to organize the millions of Canadian workers st ill outside unions. They would be winning more of their strikes and increasing their members' wage rates a lot more than they actually are.

Besides, there's no relation between union size and power and the incidence of str ikes. In Sweden and West Germany, for example, 80 to 90 % of all workers belong to unions , yet these countr ies have few strikes - mainly because of the more enlightened policies of their governments and employers. Granted, strikes sometimes hurt or inconvenience innocent people, but so does almost every form of economic activity. When prices go up, that hurts. When profits are taken out of the country and invested abroad, that hurts.

Anti-union spokespersons ignore the fact that workers are people, too. All they want is a fair payment for their labour -a fair share of the economic benefits which they help to produce. And why, when a strike occurs, blame only the workers and their unions , as if they were the only ones involved? It takes two parties to make a quarrel, and, more often than not in industrial disputes, it's management that is mostly to blame.

COUNT DOWN TO NEGOTIATIONS

(1) Bargaining Conference

H.S.A.S . held its first ever barga ining confere nce September 27 and 28 al the Saskatoon Inn.

As a testimony to its success all 46 who attended agreed that we should do it again prior to the next round of negotiations. Thank you to those members who took the time to participate, with special thanks to Kay Willekes. Director of Negotiations at Health Sciences Association of Alberta, for her assistance and guidance in the planning and conducting of the conference.

As a result of this exercise your Bargaining T earn will be aware of those issues which are most important to the membership.

Lesley Chlopan, spokesperson for Table VI, informs the conference what her table's priorities are.

DISPATCH

(2) Negotiating Skills Workshop In preparation for negotiations , Board of Governors , Executive Council Members, District Council Chair­persons and Bargaining Team Members will be attend­ing a three day Workshop (October 7, 8 and 9, 1991) entitled "Negotiating Skills" at the Delta Bessborough in Saskatoon.

(3) Essential Services Plan

At its September 26, 1991 meeting, Executive Council approved a draft Essential Services Plan put together by the Essential Services Committee . For your information we have reproduced both the overview and philosophy sections of this plan. Meetings will be held prior to November 30, 1991 at each Hospital for further discussion and recommendations by the membership.

1. 1 Overview [taken from the draft Essential Services Plan]

The Saskatchewan Trade Union Act enshrines the rights of H.S.A.S. members to bargain collectively, settle disputes and take job action where members determ ine this necessary.

Conditions of employment should contribute to patient care and to the professional satisfaction of H.S.A.S. members. Members are obliged to work towards securing and maintaining a work environment that satisfies these connected goals.

It is the objective of the Union to achieve a final ized collective agreement without the necessity of a withdrawal of services. However, should the Union's attempts to bring about an agreement not succeed, Executive Council may find it necessary to seek, and decide when to use, the strike mandate . H.S.A .S. views the withdrawal of services; however, as an action of "last resort" when working towards the objective of a fair settlement.

In an ideal world, strikes are not necessary. People meet at the bargaining table, discuss proposals based upon reason, justice and mutual respect. They use objective data. They negotiate a settlement.

In fact, that is often what happens. However, sometimes there are significantly different points of view as to "reason­able", "just" and "objective". When that happens, settle­ments depend upon "power'' and "determination".·

No one "wants" a strike . . For H.S.A.S. members, it means short- term financial loss and disruption of patient care services. For H.S.A.S. leaders and staff, strikes also mean long hours of planning and coordinating essential services. But H.S.A.S. members take strike action to assert fairness and respect for the value of their work . They take strike action when withdrawing their services is the only power left to them.

Preparing for job action is imperative, even if the planning is never implemented . Because every work location is different, basic preparations must be made locally by you. This manual is meant to assist members in each District Council to prepare, and be prepared for the possibility of strike action.

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This manual does not deal with every issue which may arise but is meant to give general direction and knowledge. For further information contact your Executive Counc il Member or the H.S.A.S. office.

1.2 H.S.A.S. Philosophy on Withdrawal of Services [taken from the draft Essential Services Plan}

When health professionals created H.S.A.S. in the early 1970's the role of strike was more controversial for them. At that time most felt that a fair settlement could be achieved without the withdrawal of services. Consequently, until 1990 H.S.A .S.'s Constitution permitted H.S.A.S. members to cross their own picket line without fear of discipline by the union.

The contract that was signed in July 1989 was the culmination of over one ( 1) year of frustrating negotiations (April 1988 to July 1989) . In the end the Hospitals and government , through the Saskatchewan Health Care Association, told the H.S.A.S. barga ining team to either accept what was being offered or str ike. Not wanting to disrupt the health care system and rea lizing their own Constitut ion was unsupporti ve of strike act ion, H.S.A.S. members voted to accept what was being offered.

Because of this experience H.S.A.S. members felt it necessary to amend the Constitution to ensure that if members voted in favor of strike action their Constitution would support them. In March 1990 meetings were held in each Hospital to discuss and vote on this issue. As a result members voted in favor of prohibiting H.S.A.S. members from crossing their own picket line and the Constitution was so amended.

What follows is a brief summary of the H.S.A.S. Philosophy regarding the withdrawal of services.

Democ racy - Strike dec isions depend upon a majority vote. Individuals may disagree with the majority but they must abide by their decision . Any action that undermines the will of the majority is responsible to the majority ' s judgement. This is the bas ic tenant of the democratic system of governance upon which Canadian organizations, societies and governments are based.

Professionalism - The basi c professional concern is patient care. The basic union concern is dignity of workers. Neither of these are absolute. That is why the concept of providing "essential services" evolved. The basic needs of patients are met, while workers maintain the right to withdraw services to obtain a fair settlement.

Patient Care - Hospital Administration, not individual H.S.A.S. members is responsible for ensuring patient care. H.S.A.S . is responsible for making essential services available . Our members education , experience and dedication make them the best qualified to determine what constitutes such services.

Essen ti al Services - H.S.A.S. is committed to provide services which are essential to the life, health and safety of the patient or client in the event of job action where our members are employed. Providing essential services is a firm committment of H.S.A.S. It is the union's position that the designation of essential services is its' right and responsibility. The union, with the assistance of members,

PAGE6

will determine the service levels in each Department. The H.S.A.S. essential services plan seeks to balance the need for essential services with the rights of employees to take job action.

When staff available to the institution are insufficient to provide the needed services to the level normally provided on statutory holidays, H.S.A.S. will consider providing staff. In those departments that are not normally staffed on a statutory holiday, H.S.A.S. will provide one (1) employee on call to provide emergency services. There will be close communication between each District Council Essential Services Sub-Committee and the Provincial Job Action Committee to ensure necessary adjustments to staffing levels are made when required.

Other Hospital Unions' Job Action - H.S.A.S. supports other unions by not performing their bargaining unit's work while they are engaged in job action.

LABOUR RELATIONS BOARD MATTERS

The Labour Relations Board was scheduled to meet August 12-16 and August 26-28 to hear our application to carve out various Technologist groups from S.E.1.U. at Royal Univer­sity Hospital. However, on August 8, 1991 the Chairperson of the Labour Relations Board, Mr. Hornung, informed us that he was temporarily suspending our hearings over this matter. He went on to explain that the Labour Relations Board has decided to address the issue of rational bargain­ing units in the Province's health care industry through the process of mediation. All of the parties involved in the health care industry will be invited to participate. The mediator appointed by the Board is Mr. Dan lsh.

At the conclusion of mediation Mr. lsh will provide the Board with a report delineating his observations and proposals, if any. In the event an agreement cannot be reached, the Board will review the matter again to determine whether or not it is necessary, as a matter of policy, to make an order in this regard.

UPCOMING H.S.A.S. EVENTS

- Grievance Workshop for District Council Chairpersons and Grievance Committee Members. Date and location to be announced.

- Negotiating Skills Workshop for Board of Governors, Executive Council members, District Council Chairpersons and Bargaining Team Members. October 7, 8 and 9, 1991 in the Terrace Room at the Delta Bessborough.

- Annual General Meeting . Saturday, October 19, 1991 beginning 1 :00 p.m. in the Manitoba Room at the Saskatoon Inn. All H.S.A.S. members are invited to attend.

DISPATCH

EXECUTIVE COUNCIL HIGHLIGHTS

September 26, 1991

T. Slattery reported that: (a) he is currently negotiating with R.U.H. management over terms and conditions of employment for the recently certified orthoptists. (b) We have been informed by the Saskatchewan Lung Association that they require our office space which means we will have to locate and lease new space by February 1, 1992. .

Executive Council: (a) approved the draft Essential Services Plan and recom­mended it be sent to each hospital for further review by the membership. It was suggested this process be completed by November 30, 1991.

(b) passed a motion to purchase a fax machine for the H.S .A.S. office in the next financial year which begins October 1, 1991.

(c) requested the Education Fund Committee to put forward a proposal to establish an Industrial Relations Education Fund. The purpose of this Fund would be to encourage H.S.A.S. members to take courses relating to Industrial Relations.

MEDICAL SOCIAL WORK

Lorraine Marquis , a social worker at Royal University Hospital, submitted the following article to inform our readers about medical social work. We encourage similar articles from other professional groups. ·

Social Work's presence in Canadian Hospitals began in 1910. In North America, health care settings represent the largest field of practice for Social Workers . (Erickson and Erickson, 1989.~3)

In Saskatchewan , a B.S .W. Social Worker will have preparation to function as a generalist, adapting the core elements of practice to the specific workplace. Further specialization occurs with succeeding levels of education.

Qualified Social Workers adhere to the Canadian As­sociation of Social Workers code of ethics, and the Saskatchewan Association of Social Workers (S.A.S.W.) has established standards for social work in health care.

Hospital based Social Workers bring a particular per­spective to the medical team in the pursuit of biopsycho­social health for patients and their families. This perspective considers the individual in the context of her environment, relationships and culture, and is fundamental to a holistic concept of health.

Psychological and sociological theory meet in medical social work. According to the S.A.S.W. standards, the generalist practitioner requires basic knowledge of "socio­behavioral theory, including ego psychology, interactional theory, learning theory, communication theory, as well as group organizational and social systems theory." ( 1981)

DISPATCH

General goals of assessment and intervention are to assist people in developing coping skills as they adjust to illness or other major life stressors, to facilitate appropriate utiliz­ation of both the health care system and community re­sources, and to promote physical, mental and emotional health.

Social Workers provide: counselling services to individuals, families and groups: psycho-social assessments: referral and liaison to other health care professionals and com­munity agencies: client advocacy: education of health care staff and students, patients and their families; discharge planning; consultation to staff ; program planning and implementation to Hospital and community; and research.

The practice of social work in medical settings demands flexibility and creativity, an eclectic approach to therapeutic intervention, and a combination of training and talent.

Registration with the Canadian or Saskatchewan As­sociation of Social Workers is not mandatory for Social Workers in this province. The S.A.S.W. continues to lobby for mandatory registration, an established requirement for professional practice in other provinces.

References :

Erickson, R. and Erickson, G.D. (1989). An overview of practice in health care settings. In M. Holosko and P. Taylor (Eds.) Social Work Practice in Health Care Settings . Toronto: The Canadian Press Inc.

Saskatchewan Association of Social Workers (1981) Standards for Social Work in Health Care. Regina, Saskatchewan: S.A.S.W.

WORKER OPPRESSION By Bob Sass

This article is an attempt at delineating the pattern of oppression of many workers today, especially as it relates to the renewed "faith" in efficiency, productivity, and competition. The underlying concept of this article is that worker liberation begins with the recognition of oppression and the understanding of its exact nature.

Are workers, in fact, oppressed? It is true that we are more likely to hear about the exploitation of workers, but rarely do we read about the notion of worker oppression. I define "oppression" in its various forms (economic, social, political and psychological) as the denial of the most basic human right: to be yourself. It means being forced into a situation where your own destiny or future is not in your own hands but in those of others. This implies domination. Oppression is also the condition of being powerless to act to gain control of your destiny, of being reacted upon by events without the capacity to affect, change, or prevent change . It means being used in the interests of the oppressor and against your own, and of being programmed for and forced into certain roles for his benefit.

When we come to consider whether workers are oppressed, we should not be sidetracked by the fact that many happen to be economically well-off and not subject at the moment to the kinds of physical oppression faced by

PAGE 7

certain minor ity groups and women in our soc iety. The oppression of workers can be subtle and not easily recognized as such, as has long been the case with the oppression of women. It is therefore necessary to look at what is going on beneath the surface . For centuries, workers have been programmed into certain roles in society which they still , primarily, play. For the most part, they accept their subordination to authority in industry which by necessity carries over into their servility and subordination in civil society. A worker generally feels that he is someone who has no rights whatsoever. It is primarily for this reason that he combines collectively into trade unions with other workers in order to minimize the reality of his or her being dom inated and without any control regarding economic forces which can turn a boom town into a ghost town overnight making one unemployed.

The psychological background to this condition begins in working class families, neighborhoods and schools. Here for the most part one's conception or self-identity and esteem is fostered. This condition is then reinforced by the lack of any strong worker rights in industry, and the worker is transformed into a commodity whose value is determined by market forces . Further, the nature of one's work is splattered into a job routine ly done over and over again without opportunity for challenge nor individual discretion nor self-determination.

This description coincides with Aristotle's definition of a "slave" who is someone who lives in the wor ld of "necessity"; that is one who did work as dictated without any possibil ities of mental or intellectual development, or with any sense of the future. It is the "free" man according to Aristotle who develops their inner nature (poesis) . Assembly-line workers have always been dictated to by the machine.

Historically, trade unions have fought for higher employment levels, improving the worker's wages, hours and working conditions, as well as the betterment of the working environment making it more congenial to human needs. This includes dealing with worker punishments and humiliations. The situation has not drastically changed with the introduction of new technology. In many cases, this assembly-line technique often referred to as "taylorism" is now more widely being introduced into office work.

It has taken many years since the introduct ion of the factory system, as we know it, for workers to become hourly paid wage earners since there is no longer permanent work for them. This adjustment was not without strong resistance by working people which ultimately led to the formation of modern trade unions. Today, we accept the notion that there is no permanent work while our industrial masters are restructuring the economy creating a larger port ion of "marginalized" workers. That is workers who come in and out of the economy depending on market forces. Needless to say, those workers who are part of the "core" economy and have permanence because there is a need to ensure the security of high technology have been programmed to be the surrogates of the ruling elite, are more obedient to authority. They are frequently used to break strikes and keep production going under intolerable condition,,. Such workers have been forced into the dangerous position of being trapped between the managers of production and unionized workers.

PAGE8

Another management strategy to fight unions is by creating "scapegoats" and promoting racism. This feature continues to plague the trade union movement and divide workers . Many have been influenced by this anti-union strategy because psychologically they wish to appear and seem better than others who are equally exploited and oppressed. The invention and wide circulation of ugly stereotypes and myths has prevented unity among working people against the employer. The most successful method to make ineffectual the solidarity ethic among working people was the classic divide-and-rule.

Another method of keeping workers down is to make the th(eat of retaliation so frightening that it serves as an effec­tive deterrent. lndiscrimate firing of workers to dissuade them from joining trade unions serves not only to keep the mind of workers off the real source of their troubles, but to keep them sufficiently paralyzed with fear for their economic survival being unable to think beyond economic necessity. While collective bargaining insures the introduction of the grievance procedure - or the rule of law into the workplace, management can still close down a plant wholly or partially, direct the work force, and introduce technological change which alters the nature of work as· well. In effect, we still have a strong tradition of management prerogatives which characterizes the relationship between managers and workers. Thus, workers are still intimidated and, on the whole, find the arbitration process as very little comfort in providing substantive justice. A worker is fired and off the job until his arbitration case is heard - if it is heard at all -There is nothing in industrial jurisprudence that corresponds with the civil right of innocent until proven guilty.

The rights afforded citizens in civil society are not found anywhere within the employment contract where the strongest right is property rights. At best, collective bargain­ing and the right to strike represent a "weak" right for those who are organized into trade unions . Consequently, psychological oppression, while in part, is lessened because of the collective bargaining regime, it remains in tact. Workers still have little or no influence on their day to day working life. They are still told to "come Here!", "get over there!", and "hurry up!". At the same time, there is very little opportunity for workers to participate in shaping the character of their work environment. In this regard, the worker reflects the description of a "slave" described by Aristotle four hundred years before the birth of Christ.

During a downturn in the economy workers repeatedly put aside their own health and safety in order to keep their jobs. this is the most devastating form of "blackmail". After all, the right to one's body is an inalienable right that ought not be traded-off for economic demands. Yet, worker health and safety is not considered a "strong right" in law and is regularly traded off for economic considerations. In fact, there are no "strong" rights for workers in the employment contract, whatsoever. It is, therefore, necessary to establish a "hitching post" in work which gives workers a strong right especially with regard to the work environment so that they have a platform and some secure landing in which to build their future within the workplace. This platform must also provide for political space (polis) in the workplace.

Today, many workers keep quiet and lay low on the basis that if you are not conspicuous managers won't go after

DISPATCH

you. Some even try to fade into the woodwork and emerge in the pale, lifeless reincarnation of "good Canadians". At the same time, there are those who try to make workers feel guilty about seeking or using political power or taking political action in their own interests. The Citizen's Coalition argues that trade unions are solely collect ive bargaining institutions which should not be involved in political activity.

Two hundred years of oppression have taught many workers that those who survive were those who held "cap­in-hand", not those who fought. This attitude is among the most dehumanizing aspects of worker oppression - and the most dangerous. For it is precisely defenselessness that provokes and encourages the present-day attack on trade unions itself. This defenselessness is more apparent in non-union workplaces and is coupled with pathetic de­pendence on others to fight their battles - over increased minimum wage, the enforcement of human rights legisla­tion, the betterment of Workers' Compensation standards, and the establishment of health and safety standards to name just a few of the pieces of legislation that unions have fought for and improved through political action.

While the trade union movement still represents the most progressive force in society, it f inds itself at this time with few allies. This makes it easier to fall in love with other people's countries, societies and struggles. Some seek to export solutions from Sweden or other Scandinavian countries where a high percentage of the workers are organized into trade unions. Canadian rank and file workers in trade unions are generally the last be lievers in the "American dream" or if you keep your mouth shut you too will advance.

Workers who become foreman or supervisors generally bend over backwards to show management that they can be harsher in judging their own people than someone brought in from outside the firm into a management posi­tion. It has been my experience that some managers who come from the ranks of labour are more praise worthy of the company and are quick to recite the merits of the firm than are senior managers themselves. Workers who totally disassociate themselves from their working class background and relinquish their cultural differences from that of the management of the firm, do so with the hop;e that this demonstrable rejection will result in their total "acceptance" into management. Generally, those with such aspirations and desires are disappointed. These programmed workers, nonetheless, yearn for the status that they see associated with management positions. Managers with this background become better and more pliable tools, more easily exploited and manipu lated which serves the interests of ownership.

This status is the carrot held out in front of the worker's nose, with a stick visible in the background: "give up your loyalty and fellowship with other production and maintenance workers and be rewarded. Should you do so, you will be allowed to rise on the social-economic ladder". The worker, of course, is not allowed to cross the boundary into the ruling elite, but is kept tantalized with this prospect. In this state of anticipation and frustration, he is scared to do anything that will jeopardize his chances and is thus even more susceptible to exploitation. What is tragic for those who wish not to be identified with production workers is that their rage against authority is often turned on

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themselves and other workers. Many become workplace jesters.

The sociological phenomenon of "worker as nigger" is a powerful, persuasive, useful social pattern conditioned and reinforced for a thousand years, and not likely to disappear. Workers, on the other hand, who recognize this situation for what it is, are nonetheless charged by management as "neurotic". Workers who are less obedient or subordinate to authority are viewed as having an irrational response to a non-existent danger. Their fear of insecurity is represented as some sort of weird atavistic throwback to a former, possibly more primitive, economic period . We have all witnessed the stark reality of workers in provincial and federal elections voting for their bosses. The same workers are often made to feel guilty about using the term "them and us" or that management is of another class with objectives contrary to those of the interests of ordinary workers. Some workers are vulnerable to this form of cultural propaganda.

Finally, there is a clear parallel between "oppressed" workers and the oppression of women. Women who clearly identify male chauvinism and the nature of sexual harassment in the working environment are referred to as "man-haters" which is meant to be extremely insulting - and intimidating. Why? Because if women who are oppressed, come to identify and hate the oppressor, he is threatened. Thus, women in industry are taught to repress this as "paranoia". It is natural for any oppressed group to come to believe this type of accusation. After all, blacks, colonized peoples, and wo"men have accepted the myth of their inferiority for hundreds of years. Many, of course, do not follow this pattern of oppression and have built up strong inner defenses against these myths . Still, many workers have internalized the notion that being different is bad, or parochial, reactionary, what you will, that they actually regard it as a compliment when someone says "you really have the qualities of being a manager".

My last example of worker oppression is that others define them and, worse, that many workers accept this definition. Needless to say, activists in the labour movement find this infuriating. On the whole, workers do not even recognize that they should have the basic human right of defining themselves. Instead, workers often acquiesce in the definition of them by others . The psychiatrist. Eric Fromm, stated that the lack of freedom in work has resulted in the psychological servility of ordinary workers. Therefore, he advocated the need for freedom in work in order for workers to develop through growth a democratic personality. It is for this reason that it is necessary for workers and the trade union movement to more vigorously advocate the democratization of industry . Only then will workers have the opportunity to think in terms of their own future, and experience the practice of freedom necessary for citizenship in civil society.

Note: Bob Sass is a professor of Industrial Relations at the University of Saskatchewan.

EXECUTIVE COUNCIL

The Executive council is the governing body that conducts the business of the Association between Annual General Meetings. The current Council members are:

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Executive Group Name Position Represented

Ed Dewhurst President Radiology & Nuclear Royal University Hospital Medicine Technologists

Ted Makeechak First Vice Physical Therapists St. Paul's Hospital President

Karen Giesbrecht Vice-President Laboratory Technologists Royal University Hospital Sec. Treasurer

Roberta Ekberg Council Member Pharmacists Pasqua Hospital

Michelle Croshaw Royal University Hospital

Council Member Occupational Therapists

Lesley Chlopan Council Member Speech Language Royal University Hospital Pathologists &

Orthoptists

Nahid Ahmad Royal University Hospital

Council Member Psychologists

Carol Cohen Council Member Social Workers Saskatoon City Hospital

Holly Hudson Council Member Dietitians Royal University Hospital

DISTRICT COUNCIL CHAIR AND CO-CHAIRPERSONS

To ensure an H.S.A.S. physical presence in all Hospitals, the Association provides for District Council Chairpersons who serve as liaisons between members of the District Council and the Executive Council and Executive Director.

District Council Chairpersons and Co-Chairpersons

Prince Albert Victoria Union Hospital Bonnie Reed Physical Therapist

Saskatoon St. Paul's Hospital Ted Makeechak Physical Therapist Saskatoon City Hospital Shannon Wilde Physical Therapist

Renate Olesko Laboratory Technologist Royal University Hospital vacant

Regina Plains & Pasqua Hospitals Don Kuntz Pharmacist (Plains)

Andrew Pederson Pharmacist (Plains) Regina General Hospital Yvonne Ounsworth Physical Therapist

BOARD OF GOVERNORS

The Board of Governors provide guidance and counsel to the Executive Council on all matters within the admin is­tration of the Association. Any member having served more than one full term of two years on the Executive Council, and having held either the office of President, First Vice President or Secretaryffreasurer for at least one full term of two years in such office elected by the Executive Council shall be eligible for election to the Board of Governors for a term of seven years.

The current Governor is: Ron Currie

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ANNUAL GENERAL MEETING NOTES

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ANNUAL GENERAL MEETING NOTES

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H.S.A.S. STAFF

Tim Slattery - Executive Director Lynn Regier - Office Assistant

H.S.A.S. REPRESENTATIVES ON HOSPITAL OCCUPATIONAL HEAL TH COMMITIEES

Prince Albert Victoria Union Hospital

Saskatoon St. Paul's Hospital Saskatoon City Hospital Royal University Hospital

Regina Pasqua Hospital Plains Health Centre Regina General Hospital

Bonnie Reed

Ted Makeechak Donna Lee Kutney Iris Natyshak Ron Currie

Physical Therapist

Physical Therapist Pharmacist Laboratory Technologist Pharmacist

No H.S.A.S. Representative Shelly Hoffman Social Worker Yvonne Ounsworth Physical Therapist

Please make your health and safety concerns known to your Occupational Health Committee Representative.

H.S.A.S. COMMITIEES Finance Grievance Karen Giesbrecht - Chairperson Frank Bertoia

Terry Akister Michelle Croshaw Ed Dewhurst Roberta Ekberg Barbara Fergusson Ted Makeechak Joanne Walker Tim Slattery

Ed Dewhurst Ted Makeechak Tim Slattery

Communication Tim Slattery - Editor Terry Akister Lesley Chlopan Ted Makeechak

Education Fund Nahid Ahmad Terry Akister Michelle Croshaw Tim Slattery

Emergency Fund Nahid Ahmad - Chairperson Ted Makeechak Tim Slattery

Long Service Award Nahid Ahmad Carol Cohen

Contract Committee Chairperson Roberta Ekberg

Essential Services Nahid Ahmad Carol Cohen Lesley Chlopan Ed Dewhurst Roberta Ekberg Karen Giesbrecht Ted Makeechak Tim Slattery

NOTE - Should you wish to participate on any of the above noted committees please contact the H.S.A.S. office.

HAVE YOU CHANGED YOUR NAME, ADDRESS, TELEPHONE NUMBER, PLACE OF EMPLOYMENT, CLASSIFICATION (Technologlst II, Ill, Senior, M.A. etc .) OR STATUS (Full-time, Part-time, LO.A . etc)?

If you have, please let us know by clipping out the "change of information" form and forward it to the H.S.A.S. office.

II undelivered please return to: Health Sciences Association ol Saskatchewan 1231-llth. Street East Saskatoon, Seakatchewan S7H 056 Phone: 343-6611

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CHANGE OF INFORMATION FORM

PLEASE LIST BOTH OLD INFORMATION AND NEW INFORMATION

NAME:~---------------

ADDRESS:~------------~

PHONE NUMBER:~------------

PLACE OF EMPLOYMENT: ---------

CLASSIFICATION:

STATUS: ______________ ~

LETIERS TO THE EDITOR

We would like to provide space in future editions of Dispatches for members' comments. If you have something you would like to see printed, please write to:

Tim Slattery H.S.A.S. 1231-Bth. Street East Saskatoon , Saskatchewan S7H OS5

" Dispatches is published for the information of members of the Health Sciences Association of Saskatchewan, a union of health care professionals. Photos by Terry Akister.

®~ S.....toonl.oailM5 15 No. 1 - Mid"9I Uf'lo