Implementation of Attendance Support Program and Policy

Executive Board Update

Implementation of Attendance Support Program and Policy

Attention All Members:

The Employer notified the Union at the end of October 2023 that it intended to create an “Attendance Support Policy” and “Attendance Support Program.” The Union has met several times with the Employer to discuss serious problems with the various versions of the policy that they have presented and its intrusive nature. We have repeatedly communicated to them that absenteeism can be properly managed by less intrusive means.

It is with great disappointment that despite repeatedly and consistently voicing serious concern about the Attendance Support Policy and Attendance Support Program, the employer advised the Union last night that it intends to begin the rollout of this program today, April 11, despite our continued concerns and objections. Accordingly, we will be filing policy as well as individual grievances as required to respond to the Employer’s policy.

In its latest form released this afternoon, the Program and Policy are unclear and may have employment consequences for a significant number of our members.  In the supporting documents created by the employer, the employer claims that the purpose of the Program is not to discipline; however, it is clear that the employer is utilizing the program to communicate some form of consequences to our members, however ill-defined that may be.

It is recommended that all members assert their right to union representation in attendance meetings to protect themselves from overly intrusive inquiry and unreasonable consequences. We will be arranging training for our Union Stewards to enhance their abilities to represent members in these attendance meetings and will be working closely with our legal counsel to protect our members’ rights.

Union representation should be offered by the employer for Union members when an attendance meeting is taking place, but in case union representation is not offered, we are providing a suggested script for members to request union representation should they find themselves without union representation in an attendance meeting:

“I would like to exercise my right to speak with a union representative before continuing with this meeting as it appears there may be employment consequences resulting from this meeting.”

Again, we reiterate our disappointment in management’s hurry to implement a problematic policy with very little notice.  We have gone to great lengths to communicate alternatives and less intrusive means that could be rolled out in a supportive fashion, and our concerns have not been addressed.

Please email us at if you have any questions or would like to discuss this further. At this point, many questions remain unanswered about the implementation of this policy and program. We will prioritize arranging training for union stewards and will continue to update the membership as this situation develops and progresses.

In solidarity,

Donald Grant