Page 26 - OOHNA Spring-Summer 2017
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Practice n Working with Unions – Benefits, Challenges and Tips for the OHN
ity specialist collaborative model. • The employers’ mandate is members’ issues. Keep the
How that model interacts with the often seen throughout the union up to speed and always
union or worker had not been meetings. Budget lines are ensure they have the correct
explained. She goes on to say often discussed leaving staff information. – union anon
that she had a better collaborative feeling unsupported and under- • I would suggest to both parties
effort with oHNs [vs ability special- valued. – K. Monette, cuPE that there is ALWAYS a process
ists] as the oHN understands the • The OHN can be a barrier to to follow and when discrepan-
whole picture while the ability spe- sick time being paid …. the cies arise, they are, for the most
cialist may not have a health back- employer’s requirement for part not a direct reflection of the
ground or comes from a focus on timely submission of medical to OHN’s personal opinion. As a
function only. She also identified support total disability in most result of this, all involved should
that oHNs are important health facilities is substantiated direct- take a step back and focus on
and safety committee members ly by the OHN. The OHN has to resolutions and avoid unneces-
as they can explain the incident determine if the medical sup- sary conflict. – union anon
report statistics, incident investi- ports payment for total disabil- • Refrain from engaging in argu-
gation results and can identify and ity and/or if it was submitted in ments, agree to disagree and
explain trends. in this regard, San- a timely fashion. Based on their enter the dispute into the res-
dra felt that the role of the oHNs interpretation, payment will be olution process. This will help
in the prevention model is unde- supported or not supported. … maintain the much-needed rela-
rutilized. “They have the incident it is my opinion that this can be tionship. – union anon
and absenteeism data which can subjective on the part of the • Know the collective agreements
identify trends and could develop OHN. – S. Bearzot, oNa well and encourage members
initiatives to address trends in a While some of these descriptions to ask their union reps to attend
timely manner to prevent further may seem harsh to a caring profes- meetings with them if they have
injuries, illness or lost time.” sion, this dialogue also encouraged any concerns. – oHN anon
other experiences, not unlike • Communicate clear parame-
those of the oHN-union experi- constructive and realistic messages ters around decision making
that reflected the union represen-
ence, ranged from positive to not- tatives’ values and methods. – union anon
so-positive. union representatives • The establishment of an adjudi-
were encouraged to be honest Recommendations and Discussion cated sickness process with clear
and authentic and were very frank procedures and decision mak-
in some of their descriptions as the recommendations and ing process has clarified pro-
noted below. suggestions for achieving and sus- cess for workers and the union
• I would have to say the expe- taining a positive and productive – J. Bassett, oHN
rience is mostly pleasant and oHN-union relationship focused • When possible, confer with the
they [OHNs] are there to help … clearly on the themes of com- union prior to letting the mem-
have great knowledge … and munication, clear expectations, ber know final decisions as their
are receptive to alternative ave- engagement, trust and respect; all input will normally make things
nues of resolution. – anon hallmarks of relationship building easier – union anon
• With few exceptions, most staff and maintenance. it may surprise • Educate employer and union
feel bullied and unsupported by some that the messages of the on OHN role. – both union and
the OHN. They don’t trust them union representatives and the oHN
and feel their medical information oHNs in the quotes posted below • Always have an open mind and
is not held in trust. – K. Monette, echoed each other, while those start your career working close-
cuPE with strong working relationships ly with the unions to earn their
• As long as things don’t get per- recognize the need for mutual trust. – r. Fowler, oHN
sonal, and going away from understanding. • Recognizing the job of the
the normal process is mutually • As with any relationship/part- union to continually advocate
agreed, there never seems to nership it is imperative that the for their members is part of the
be an issue. – anon communication lines remain
partnership. – oHN anon
• In our workplace, our OHN is open and consistent. Once you • Quite simply, be kind, be respect-
strictly for the company and have established the Trust fac- ful, listen. – K. Monette, CUPE
attempts to get workers back to tor and eliminated any skepti-
work too early… working with our cism, the parties should be able these comments reflect how impor -
OHN is not an easy task. – anon to work together to resolve the tant communication is in this process
24 OOHNA JOURNAL n spRiNg/sUmmeR 2017
ity specialist collaborative model. • The employers’ mandate is members’ issues. Keep the
How that model interacts with the often seen throughout the union up to speed and always
union or worker had not been meetings. Budget lines are ensure they have the correct
explained. She goes on to say often discussed leaving staff information. – union anon
that she had a better collaborative feeling unsupported and under- • I would suggest to both parties
effort with oHNs [vs ability special- valued. – K. Monette, cuPE that there is ALWAYS a process
ists] as the oHN understands the • The OHN can be a barrier to to follow and when discrepan-
whole picture while the ability spe- sick time being paid …. the cies arise, they are, for the most
cialist may not have a health back- employer’s requirement for part not a direct reflection of the
ground or comes from a focus on timely submission of medical to OHN’s personal opinion. As a
function only. She also identified support total disability in most result of this, all involved should
that oHNs are important health facilities is substantiated direct- take a step back and focus on
and safety committee members ly by the OHN. The OHN has to resolutions and avoid unneces-
as they can explain the incident determine if the medical sup- sary conflict. – union anon
report statistics, incident investi- ports payment for total disabil- • Refrain from engaging in argu-
gation results and can identify and ity and/or if it was submitted in ments, agree to disagree and
explain trends. in this regard, San- a timely fashion. Based on their enter the dispute into the res-
dra felt that the role of the oHNs interpretation, payment will be olution process. This will help
in the prevention model is unde- supported or not supported. … maintain the much-needed rela-
rutilized. “They have the incident it is my opinion that this can be tionship. – union anon
and absenteeism data which can subjective on the part of the • Know the collective agreements
identify trends and could develop OHN. – S. Bearzot, oNa well and encourage members
initiatives to address trends in a While some of these descriptions to ask their union reps to attend
timely manner to prevent further may seem harsh to a caring profes- meetings with them if they have
injuries, illness or lost time.” sion, this dialogue also encouraged any concerns. – oHN anon
other experiences, not unlike • Communicate clear parame-
those of the oHN-union experi- constructive and realistic messages ters around decision making
that reflected the union represen-
ence, ranged from positive to not- tatives’ values and methods. – union anon
so-positive. union representatives • The establishment of an adjudi-
were encouraged to be honest Recommendations and Discussion cated sickness process with clear
and authentic and were very frank procedures and decision mak-
in some of their descriptions as the recommendations and ing process has clarified pro-
noted below. suggestions for achieving and sus- cess for workers and the union
• I would have to say the expe- taining a positive and productive – J. Bassett, oHN
rience is mostly pleasant and oHN-union relationship focused • When possible, confer with the
they [OHNs] are there to help … clearly on the themes of com- union prior to letting the mem-
have great knowledge … and munication, clear expectations, ber know final decisions as their
are receptive to alternative ave- engagement, trust and respect; all input will normally make things
nues of resolution. – anon hallmarks of relationship building easier – union anon
• With few exceptions, most staff and maintenance. it may surprise • Educate employer and union
feel bullied and unsupported by some that the messages of the on OHN role. – both union and
the OHN. They don’t trust them union representatives and the oHN
and feel their medical information oHNs in the quotes posted below • Always have an open mind and
is not held in trust. – K. Monette, echoed each other, while those start your career working close-
cuPE with strong working relationships ly with the unions to earn their
• As long as things don’t get per- recognize the need for mutual trust. – r. Fowler, oHN
sonal, and going away from understanding. • Recognizing the job of the
the normal process is mutually • As with any relationship/part- union to continually advocate
agreed, there never seems to nership it is imperative that the for their members is part of the
be an issue. – anon communication lines remain
partnership. – oHN anon
• In our workplace, our OHN is open and consistent. Once you • Quite simply, be kind, be respect-
strictly for the company and have established the Trust fac- ful, listen. – K. Monette, CUPE
attempts to get workers back to tor and eliminated any skepti-
work too early… working with our cism, the parties should be able these comments reflect how impor -
OHN is not an easy task. – anon to work together to resolve the tant communication is in this process
24 OOHNA JOURNAL n spRiNg/sUmmeR 2017
