Editor:
Mayor Henderson's airy dismissal of the municipal union's accusations of bullying simply by saying no grievances were filed clearly shows an apparent ignorance of the labour relations process (Coast Reporter, June 21).
The grievance procedure is created to deal with violations against the provisions of the collective agreement. It is not designed to remedy bullying, disrespect, contempt, general harassment, bad temper, humiliation or other behaviours that can make up a toxic workplace. This is too bad, as the toxic workplace indicated by our municipal workers is virtually always created from the top down, and is therefore very difficult for employees to deal with. A strike is often the only logical outcome.
Does our council create a toxic workplace for its employees? Quite likely. The arbitrary termination or resignation of so many long-serving and dedicated top staff, followed by the arbitrary termination or resignation of qualified and initially enthusiastic replacements would seem to point to some kind of poisoned working conditions at the top. It's not unreasonable to assume these working conditions will have permeated the entire workplace.
As legislative and research director for CUPE and for the BC Federation of Labour before my retirement, I observed that a strike as a result of these conditions most often signalled the employer's disdain for the union contract, if not indeed the members, certainly a disdain shown by the lay-off of several workers at the beginning of the strike. It is important for the public to know what council is demanding at the bargaining table. I would guess its demands include harsh concessions that would seriously impair these much needed decent jobs in our community.
Gene Errington, Sechelt
