March 19, 2019 

Anything can happen, but here's our schedule for March 18 to 22:
  • The Tuesday Members' Memo is emailed to GSU members weekly on Tuesdays. If you know a co-worker who doesn't receive the TMM and would like to, have them call GSU toll-free at 1.866.522.6686 or send an email to
  • on Monday evening staff rep Steve Torgerson met with members from Local 19 (Prairie Co-op) 
  • General Secretary Hugh Wagner is meeting with a GSU member on Tuesday
  • on Thursday Hugh Wagner will be attending a Saskatchewan Federation of Labour meeting 
  • Questions? Contact a GSU staff rep at either our Regina or Saskatoon office.

Bargaining Updates

Local 17 (Discovery Co-op) bargaining 

The Local 17 bargaining committee will resume bargaining with the Company today and tomorrow. As always the aim to secure a collective agreement that benefits all members. 

Local 18 (Lloydminster Co-op) bargaining 

The Local 18 bargaining committee will meet with the Company on March 21 & 22 to continue the process of bargaining a renewed collective agreement. 

Local 1 & 2 (Viterra Country Operations and Maintenance and Head Office) bargaining  to resume

GSU Locals' 1 and 2 bargaining committee will resume agreement renewal collective bargaining with Viterra representatives on March 26 and 27.
"Since the last bargaining meeting in February, GSU's committee has been able to consult with delegates and members from the two locals and we have a renewed sense of their priorities," said GSU general secretary Hugh Wagner. "The bargaining committee will take the information gathered and put it to work in favour of reaching a bargaining settlement."
A further update will be issued following the bargaining meetings on March 26 and 27.

Local 4 (Grain Millers) bargaining resumes

The next round of negotiations will take place next week on March 26 - 28.

RUSH in second place in the division with less than half the season to go

The RUSH are in position to make the playoff race an exciting on again this year. With the acquisition of Scott Campbell the RUSH have added to the defensive game. 

If you are excited to see the RUSH play this next home game on March 30 against the Vancouver Warriors will be the game for you! The RUSH will be in for a fight in this game and so we want to know about what you fought for?

Tell us one thing you have had to fight for? What is one thing you fought or worked hard for and got? A fish, spouse, a game winning goal?

Send in your answers by Friday, March 22, 2019, by 12:00 noon to be entered to win 2 tickets to the RUSH game on March 30. The winner will be announced in next weeks TMM.


How An  Aggregate  Salary Increase Works

A number of GSU's collective agreements refer to  aggregate  salary increases and recently a number of GSU members have inquired how this approach works.
The aggregate increase approach means that the payroll of an employer will increase by an agreed upon minimum amount  (usually expressed as a percentage), but the individual employees' salary increases may be higher or lower than the aggregate percentage increase. The following example illustrates how the aggregate approach works.
  1. Let's assume the payroll is $1000 and the company proposes to pay an aggregate salary increase of 2.5%.
  2. The result would be a 2.5% increase to the payroll or $25.
  3. There are two employees. Employee A whose salary is $600 and employee B whose salary is $400.
  4. If both employees received a salary increase of 2.5%, employee A would get $15 and employee B would get $10. The payroll would rise by 2.5% or $25.
  5. But, if the company decided that employee A should receive a 3% salary increase, her/his salary would rise by $18 leaving $7 for employee B (an increase for her/him of 1.75%).
  6. On the other hand, if employee B was given a 3% salary increase, her/his salary would rise by $12 leaving $13 for employee A (an increase for her/him of 2.167%).
  7. In any of the above scenarios the aggregate increase to the payroll is 2.5% or $25. However the individual shares will vary.
As an alternative, GSU has proposed to employers using the aggregate approach to annual salary increases that there should be a guaranteed increase for every employee at least equal to the rise in the consumer price index, 2% for example. The following example illustrates how GSU's approach would work.
  1. The payroll is still $1000. Employee A's salary is $600 and employee B's salary is $400. The aggregate salary increase would still be 2.5% ($25), but every employee in this example would be guaranteed a salary increase of at least 2%.
  2. Therefore, employee A would receive a guaranteed salary increase of $12 (600 x 2.0%) and employee B would receive a salary increase of $8 ($400 x 2.0%). There would still be $5 left to distribute since the aggregate salary increase has to be 2.5% ($25).
  3. The additional $5 could be divided equally between the two employees, or by some other proportion or the entire amount could be given to one employee or the other. Whatever division of the $5 occurs in this example the aggregate payroll still rises by 2.5%.

Working People Need a Fairness Budget: 10 Things Canada's unions want to see in Budget 2019

The 2019 federal budget signals the government's plans and priorities leading up to the fall election. Canada's unions expect budget 2019 to outline a multi-year roadmap making significant improvements to the well-being of working people and vulnerable groups in Canada. At the same time, the budget must address urgent priorities for working people in its spending plans for the 2019-2020 fiscal year, including in areas such as Employment Insurance, good job creation, affordable housing, reconciliation with Indigenous peoples, and climate change.

To advance the goals of fairness and to deal with urgent unmet needs, Canada's unions are looking for expanded investments in pharmacare, Employment Insurance, child care, affordable housing, and just transition measures to create good jobs while moving Canada toward a low-carbon economy. These investments must address the significant and growing inequality that is intensifying economic insecurity for working people, undermining the social mobility of families and the health of communities across Canada.

Here's what a "Fairness Budget" means for working people:

Follow the link to read the entire article at the Canadian Labour Congress site:   Working People Need a Fairness Budget: 10 Things Canada's unions want to see in Budget 2019

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