​The Union has filed a grievance under Article 18.04 Copies of Agreement

The Company and the Union desire every employee to be familiar with the provisions of this Agreement and his rights and duties under it. For this reason, the Company will have the Agreement printed in booklet form and Management will give a copy to each employee.

Bargaing Update

A Bargaining Update will be given at the monthly membership meeting on Nov. 21st.

Changes have been made to the lines of progression in the Steel Division.  For the EAF, LMF and the new position, Degasser.

We also have an update on the status of the current CBA.
Please come out to our monthly meeting and be the 1st to know what has transpired from last week’s, 4 days of meetings with Evraz.
Come out and ask any questions that you may have, to the bargaining committee.

Grievance Protocol Practice

Recently as you may know the the Union filed a complaint to the Saskatchewan Labour Board regarding Evraz engaging in unfair labour practices. Before a hearing with the  Labour Board an agreement was reached with Evraz. It is as the following:


In the interest of encouraging constructive grievance handling and resolution, the parties agree as follows:

  1. If an employee wishes to discuss an active grievance with a supervisor, the supervisor will ensure that a shop steward or member of the union executive is present for the discussion and, regardless of who initiates such a discussion, the discussion will not occur without the presence of the shop steward or member of the union executive.
  2. If it appears that the terms of paragraph 1 are not being followed, the Local President will inform the Senior Human Resource Manager or Senior Divisional Operations Manager for attention.
  3. The parties affirm the importance of the grievance process and remain committed to ensuring its integrity.
  4. Nothing in this protocol is intended to affect or restrain regular operational communications on the shop floor, nor alter the terms of the collective agreement related to grievances and arbitration.

DATED October 6, 2016.

Pension on Vacation

It has come to our attention that some members may have not received pensionable hours while on vacation. The language from our pension text reads as follows.

1.23  Regular Hours means straight time hours actually worked and, in addition, regular straight time hours for each paid statutory holiday and for each day of paid annual vacation.

If you have not received pensionable hours for vacation or any other reason please contact a Shop Steward or Local Executive member.

Brother Rosko

Brothers and Sisters,

As some of you may or may not know Brother Rosko was Falsely accused of theft back in March. During this process our Brother was left at home for 5 days while the company had no evidence of theft, just accusations. Since that time Brother Rosko has returned to work with the discipline removed from his record. In an attempt to clear the name of our brother please see the attached letter from the company as their apology.


In Solidarity



CUPW’s struggle is our struggle

CUPW is one of the largest unions in the country and as such might as well have a bullseye painted on it’s head. If we allow our own government corporation to shut down this union and take away their pensions and continue to pay women 30% less than male workers it will be the death knoll of the labour movement in Canada. Every neoliberal of course salivates at the thought of our perfectly good crown corporations being defunded to the point of nonfunctioning and then sold off to the lowest oligarch bidder. Crown corporations were created to fulfill a need OTHER THAN seeking profit. This dominant culture of the individual has divided us into winners and losers, and even the losers are brainwashed into thinking they are winners by embracing greed and entitled superiority as their own, even when they are slowly but surely enslaved and economically compromised by the very politicians and elites that they support and vote for. Continue reading CUPW’s struggle is our struggle

Dead Shift

It has come to the attention of the Union that since roughly April 1, 2016 some members have not been getting paid for their dead shift. Please go back and check your pay stubs and if you feel there is some discrepancy please contact a Union Steward.


In Solidarity


Over the past while there has been some questions on how overtime is to distributed. Please read the language bellow for an understanding.

Article 9.09         Overtime Distribution

 Rotating Overtime

The Company shall attempt to rotate and spread overtime work as evenly as possible among the employees in the department of which the overtime occurs. It is understood that permanent employees shall have preference in the selection of overtime.

Continue reading Overtime

160 hrs in 28 days

For all Steel employee’s who have not been paid overtime for working over 160 hours, there is a group grievance being filed with the company. Please keep track of your hours till there is a resolve to this matter. The Union has also requested that employee’s remain on the B15 shift until this matter is resolved.

USW 5890 Pension Seminar

May 3rd & 4th
Eagles Club
1600 Halifax Street

Senior USW staff will be in attendance to go over details and answer any questions you may have regarding our Pension plans, as well as address current market conditions and outlook for the Canadian Steel industry.
Please take this opportunity to come out and ask questions and find out how you will be impacted in the future.

Today from Rachel Notley

Today, in Montreal, I delivered the following message to hundreds of Steelworkers from around the country:
Quite frankly, Albertans can’t continue to support Canada’s economy, unless Canada supports us.
So I come here today to say let’s put aside divisive battles and let’s work together. We need to open up new markets by building a modern and carefully regulated pipeline to tidewater, because it’s in everyone’s interest to ensure that the energy exports that ARE permitted under the Climate Leadership Plan get the best possible world price.
We must get this done, or everybody loses.
We must open up new markets for our energy.
We must get to “yes” on a new pipeline.
(Photo: United Steelworkers – Syndicat des Métallos)


The Own It! Campaign and Project: Community have partnered to host all-candidates debates on Crowns and public services in Moose Jaw, Regina, Prince Albert, and Saskatoon.

All parties were invited. Only the Sask. Party issued an outright refusal to participate in any of the debates.

The Sask. Party: they’re just #NotListening.

For details on the debates,

The SFL represents over 100,000 working people across the province in Sask.

Where is My CBA book?????

November 22

A grievance has been filed with the Company to get the CBA printed.

November 10

The 2 outstanding articles from the last contract have been agreed to by both the company and the union. Lump sum payments have been awarded to members who were  on W.C.B and summer students at that time. The second article was the language around the dates for the Health Spending Account.
The proof reading of the Collective agreement is now completed by the Union and we fully expect new C.B.A’s to be printed for each member as was stated to the company at the proposal exchange meeting in May.

February 15

The Union has been fielding a lot of questions around the current state of the last CBA.  We the Local Union Executive want to keep you, the members, as informed as possible.  We have proof read the CBA 3 times, pointing out errors and corrections that needed changing.  Evraz has agreed to correct all the errors that we pointed out.  Except one, “Lump Sum Payment”, Article 15.01.  Below you will find 2 different interpretations of Article 15.01, as it has appeared before the Union;

1st– Evraz’s interpretation as shown to the Union, in the CBA proof reading document.
2nd– The original document that Evraz and the Union signed off on.

This is how Evraz has presented the “Lump Sum Payment” in the proof reading of the CBA.

Article 15.01

  • Effective upon ratification a $3,000 lump sum payment in lieu of a base wage increase will be paid to all employees active on the seniority list
  • Effective upon ratification a $2,000 lump sum payment in lieu of a base wage increase will be paid to all employees active on the seniority list
  • Effective Aug 1, 2015 a $1,500 lump sum payment in lieu of a base wage increase will be paid to all employees active on the seniority list.

The Union disagrees with what the company has inserted into the CBA.
What was presented to the Union during Monetary Bargaining?
Below you will find exactly how it appeared on the original document that the Bargaining Committee signed off on Dec/2014.

II) Compensation:
A) Lump Sum Payments in Lieu of Base Wage Increase:

  • Ratification          $3,000 Lump Sum Payment (4.70% of base) paid in firstpay period                                January 2015 following ratification
                                  $2,000 Lump Sum Payment paid following ratification in the                                          pay period in January 2015 following ratification.
  • August 1, 2015 $1,500 Lump Sum Payment (2.31% of base)

As you can see, there is a difference between what was signed off on and what Evraz is trying to insert into the CBA.

The Union takes 2 positions;

  • Members on Long Term Disability and Summer Students were entitled to the Lump Sum Payments
  • Evraz is going back on what the Union and Evraz signed off on in “Good Faith Bargaining”

 At no time during bargaining “Lump Sum Payments” did Evraz ever bring up any sort of restrictions/requirements to receive this money.  The Union is currently waiting on the Legal Department of the USW to review the evidence collected by the Local Union.  Upon the review of all the evidence an arbitration date will be set.  We are disappointed in the position that Evraz has taken but we will continue to challenge Evraz on the agreements that were made during Bargaining 2014.

Job Evaluation – Cranes

Members of the Job Evaluation Committee have agreed to the following changes for Tubular and Steel Cranes.

CURRENT JOB CLASS                                           PROPOSED JOB CLASS

Spiral Mill Crane                         11                                                                              16

Steel Tap Crane                           18                                                                             20

Steel Charge crane                      12                                                                             15

Steel Scrap Crane                        9                                                                                13

Steel Slab Crane                           12                                                                              17


We have been advised by payroll that they expect the reflected changes to include retro completed for the Dec 18th pay.


In Solidarity

Darrel Deck

We are deeply saddened to inform you that brother Darrell Deck unexpectedly passed away on Friday. Darrell was not only a great union brother who represented the members of USW Local 6673 and 5890 through chain bargaining for many years. He was also a great friend to many of us who had the privilege of knowing him. Darrell was first and foremost a loving husband to his beautiful wife and the proud father of his wonderful children in which he loved very much.

Darrell’s passing has left a huge hole in our hearts, but also Darrell has left us with many wonderful memories and stories that will continue to put a smile on our faces for a lifetime to come.

Our deepest condolences go out to the Deck family

Rest in peace my friend.

Solidarity Forever

Chain/ corporate contracting out meeting

Members from your local Bargaining Committee were in Calgary on Nov 9th &10th to meet with the Calgary Bargaining team{usw 6673} and Evraz management.  The 9th  was our first chain meeting between the 2 locals. It was good to get the 2 locals together and put together a rough timeline of all the work that we will need to complete to be fully prepared for bargaining. We talked about what was effective and what needed improvement through the bargaining process and have identified some things we hope to change.

The second day had us in meetings with Evraz management to discuss Long Term Capitol Investment/Corporate Contracting Out. Management talked about the ongoing expansion in both Regina Steel and Tubular divisions. It was good to hear them say they look at the investment in the Steel division as a 25 year investment. On the downside to that though they are predicting a lower output but hope to be running full by Jan 2017. For the Tubular division, orders look good for large diameter. The 2 inch mill will still be at a high level of uncertainty. The company is still fighting the reduction on Imports and the ability for us to make the steel is advantageous for us.

Discussion then moved on to the Contracting out and the issues around that. Though some issues between Calgary and Regina were similar the biggest common concern was the Apprenticeship Program and the fact that no new employee’s have been joining the program.We also laid out issues we have with the new Mill 5 expansion,Finishing 2 project, Dj expansion and maintenance contracting out. All of the talks seemed to fall on receptive ears from the company and hopefully they will give us responses to the issues in a timely matter.


In Solidarity