News, Developments and Information

Opportunities to Transfer to Steel Division

In a follow up to an early post regarding Interdivisional Transfers, the Company is now looking for 16 permanent positions and 27 temporary production positions. As well as 2 maintenance positions. The below attachments are for those transfers and shows how to apply.

If you are making application for a transfer, please specify if you are applying for permanent, temporary or both.

Covid vaccine info

COVID-19 post!! I just want to in form our membership that now that Vaccine ages are starting to hit more of the average age around the plant that there is Special Vaccination leave and that all workers are allowed to leave work for 3 consecutive hours to get this done. I sent a email to our head of HR March 23rd to ask them to send a memo out to the frontline supervisors so that they aware of this and potentially have to schedule some kind of coverage. To this date I have never seen a memo come from HR stating anything and I will also be bringing this up in our steel OH&S meeting next week. If anyone has any issue with this let someone in the Union know or call me at 675. This is law they have to let you go!
Also with notifications of Covid the company has a covid response plan that states right in there about including the OH&S committee on positive cases, however the refuse to have us involved as repeated please to be involved. Keep in mind this is their policy not the law, we have had the OH&S branch here and I have told them this and again they also seem to be puzzled why they say they will involve us but choose to not have us involved, again he can’t force them as it’s not law. I brought us that it’s our rights as workers to the Right To Know. What we get now is a email mate the next day sent to Mike day and our staff rep Patrick. My stance on it is no one wants to know the name of the person we just want some information for mental health of “oh the is a positive case in say the pipeside 24” , so maybe that give someone a bit of relief that I work in steel I don’t feel like I am touching everything the positive case touched.
Next week I will also ask them with our SHA people on site if they will try to give vaccine shots at the medical trailer for ease for people on site as we have so many people around here.
I am told that our SHA person also has been telling people on the floor that when we have a new case that they will be posted on the tv screens at the Hilton again no one has included us in this information and I am not sure if that is true but I will also be asking that in the OH&S meeting.
Stay safe and everyone needs to do their own part here, I know there is sanitizers around here but me personally I don’t rely on anyone, wipe your own area down, wipe down where you are going to eat.
I am usually not on Facebook and came back on to post this information and my messenger still works if you need to talk or ask me a question, I will probably have a look for comments over the course of the weekend but messenger or 675 or 3065363282 if you wanna shoot me a text.

Scott Trenaman

Interdivisional Transfers


Yesterday afternoon members from your Executive met with the Company regarding the possibility of Interdivisional Transfers from Tubular to Steel.

The Company is going to be looking for 8 Permanent Production Employees, 1 Heavy Duty Mechanic and either an Electrical Technician or Instrument Technician. They will also be looking for 27 Temporary positions for vacation relief.

A rough start date will begin in May. Once we have an agreed to Letter with the Company we will post on this site.

Bargaining Update


With the Provinces recent changes to Regina regarding Covid restrictions, the decision has been made postpone proposal exchange with the company.

We had previously secured dates with the Company for April 27 & 28,2021. We will now be using those dates for the proposal exchange.

5890 Local Elections

On Monday March 15th nominations were held for the 2021 Local Executive. The results are as such;

PRESIDENT- Mike Day by acclamation

VICE PRESIDENT- Ryan Mckenzie & Garett Rosko- Election to be held

RECORDING SECRETARY- Steve Olson by acclamation

TREASURER- Dana Faul by acclamation

FINANCIAL SECRETARY- Tory Sand by acclamation

STEEL CHIEF SHOP STEWARD- Brad Gibbons by acclamation

TUBULAR CHIEF SHOP STEWARD- Kyle Fisher by acclamation

O&T CHIEF SHOP STEWARD- Kim Roberts by acclamation

GUIDE- Court Klein by acclamation

TRUSTEE’S- Kurt Chernishenko, Scott Trenaman and Jim Cassano- all by acclamation

INSIDE GUARD- Terrance Renkas by acclamation

OUTSIDE GUARD- Bruce Blue by acclamation

We would like to thank everyone who volunteered their names.


Bargaining Update

Sisters & Brothers

The bargaining committees from USW Local 5890 & 6673 originally had set dates to exchange non-monetary proposals with the company on May 6th and 7th, 2020. With the COVID-19 pandemic, that was put on hold. The new dates to exchange non-monetary proposals with the company will be March 30th and 31st, 2021.

Both locals have been working independently on their Local Non-Monetary proposals, and cooperatively on Non-Monetary issues that are common for both locals. These will be completed in advance of our chain meeting slated for March 29th, 2021.

As always collective bargaining is an important process for all of our members and their families. Your bargaining committee is committed to keeping all of our members informed so watch for further communications to be provided. Your solidarity is important in everything we do. We would like to remind the membership that these bargaining updates come directly from your bargaining committees



Yesterday afternoon members from your executive committee met with the company and discussed the Tubular recalls which are attached below.

We asked the company how they did their recall and the answer from Mr. Forster was ” by plant seniority, article 12.10[m]5.

Recall from layoff will be on the basis of plant seniority
from among those people who can still perform that job
efficiently with a familiarization period. The employee with
the greatest job seniority within the line of progression
demoted or laid off due to lack of work shall have the right
to their regular job before those with less job seniority in
that line of progression. Employees recalled must return to
their original line of progression or bid job and be willing to promote to any job where they possess job seniority

We asked, how is it #419 is recalled and #66 isn’t then? Mr. Forster’s response was ” I don’t believe those people would be able to perform the job efficiently with a familiarization period”. The Union responded with “so you recalled by Job Seniority, not giving these members their rights under the collective agreement that you signed your name to?” He added it wasn’t by job it was by plant, then reiterated “he doesn’t believe SR members will be able to perform efficiently within the familiarization period”. Our members are entitled to their rights, not what his opinion is.

This is another attack on Seniority and by this company and their upper management, who is not even giving our SR members the opportunity to perform the job’s recalled. If it wasn’t clear to everyone before, it should be now. This company has no respect for the Union, its members and the C.B.A. The group grievances were handed to the company for improper recall.

Policy Acknowledgment Email


We have been informed that the company has been sending emails to our members regarding an annual policy acknowledgment. It is your locals opinion that if the company wishes to go through policies with it’s employee’s this must be done on company time. We are in discussions with legal and have sent an email to the company regarding this.

It is your decision to sign these documents or not but as stated above, we believe this should be done on company time. Not your private time where you have no chance to ask questions regarding the policies. There are also documents they are looking for signatures on that have no relevance to you our members.

If you have questions regarding this document we recommend calling Human Resources or talking to your Supervisor.

Our New Year’s Resolution: Let’s Buy Canadian

BURNABY, B.C. – Let’s cut right to the chase. It’s time that we demand all levels of government adopt Buy Canadian policies to protect Canadian jobs.
Thousands of Steelworkers were laid off in 2020 not due to the COVID-19 pandemic, but due to the policies of governments across Canada.
Steel is being illegally dumped in Canada to lower its price. Governments at all levels are failing Canadian workers by allowing major public- and private-sector projects to import offshore steel and pre-fabricated parts, all at the expense of Canadian manufacturers and workers.
We produce steel using iron ore and metallurgical coal mined in Canada or by recycling scrap to use in electric arc furnaces. The foreign steel our governments are importing has a significantly higher environmental impact than steel made here at home. By using steel made in Canada we can save 12 million tons of greenhouse gases annually.
It’s time for governments to step up.
I find it deeply concerning that government procurement policies for major construction projects like the new Pattullo Bridge in Surrey, the Kitimat LNG project, replacement lines for SaskEnergy and the Northern Alberta TC Energy project do not prioritize the use of Canadian steel.
It’s disturbing to see that we have bridges, pipelines and other important infrastructure projects being built with foreign imported steel. We can and must do better and that starts with buying local.
We know the only way to get the economy restarted will be the injection of massive funding into infrastructure projects. And, that work must be done with workers in mind.
The Canadian steel industry employs 23,000 people directly and another 100,000 indirectly. The steel industry is essential not only to the Canadian economy as a whole, but it provides community-sustaining
jobs across the country. For every job in direct steelmaking, three-to-four spinoff jobs are created.
Many workers involved in making steel in Canada have workplace protections that come with a union – a voice on the job, better pay and benefits, respect and dignity at work – elements that would be often missing from some foreign steel manufacturers.
Major steel mills and service centres form the lifeblood of many small and medium-sized communities.
With government investments in our steel sector, we can keep our communities strong. Canadian workers cannot afford more job losses and having good-paying Canadian jobs moved offshore.
To have a strong economic recovery plan for 2021, governments will need to commit to investing in creating new jobs and building new infrastructure projects. When those projects are being planned and sent for procurement, let’s remember to Buy Canadian.
It’s time to act now to stand up for Canadian steel.

Grievances for improper layoff

Tubular Members,

Here is a list of members we have filed grievances for improper layoff. If you don’t see your name on this list please contact a steward or executive member.

Kanu PenningtonMcFaddenS.Kumar
CampbellPatelDela CruzBrodziak

OCTG Trade Case against China

Friday we received the decision and the reasons for the OCTG expiry review regarding dumped and subsidized OCTG from China. The case was successful. SIMA duties will be renewed for 5 years on OCTG from China. 

The Tribunal held a hearing by way of written submissions. There was no video argument in this case, so a hearing without the presence of the parties took place on October 8, 2020. 

The USW filed substantial material in the matter – 5 witness statements (a statement from Mike Day, Robert Gosse, Cody Alexander and John Collinson and one from Mark Rawlinson regarding global oversupply). In addition, the USW filed a legal brief concerning the interpretation of “employment” that we argued should be adopted.

The Union’s position was given a fair hearing. There are multiple references to USW evidence and argument at various paragraphs of the Reasons. 

Our testimony is referenced at para. 96. Interestingly, our evidence was apparently given equal weight to the Companies’ testimony – with respect to impact on domestic industry. Our legal argument is specifically acknowledged by the Tribunal at the bottom of page 16.

I know that this is not an easy time for our members in Regina and Calgary, and that the OCTG market in Canada is not strong right now. I know that hundreds and hundreds of our members have been laid off, and we think first and foremost of those members and their families, especially at this time of year”.

“Nevertheless, I want to thank you for your work on this case (and others). We are the only union that is actively and regularly participating in these cases to protect our market.  It is thanks to you and your work that we are truly doing everything we can as a union to protect our steel market, now and going into the future”. {Mark Rawlinson, assistant to the national director}

Vacation Pay


The company has agreed to release your accrued vacation pay for those laid off or going to be laid off. Below is the terms;

  • One-time request and available for first pay in February only.
  • Available to only those union employees who are laid off
  • Advanced Payment is for “accrued portion of current year”


Benefit Premiums

Article 17.08

Should any employee be laid off their benefits will be maintained
by the Company to the end of the calendar month in which they are laid off. In addition, coverage will be maintained for a further
three (3) month period. After this three (3) month period, the
employee may, by arrangement with the Human Resources
department, continue their benefits for three (3) months
provided the premium payments are made by the employee.


DivisionSingle CoverageFamily Coverage

If you wish to continue your benefits please contact Human Resources or the Benefits Department at or

Health Spending Account


The Union and company had a discussion regarding the Health Spending Account this week and it appears the company has a new interpretation of eligibility come layoffs. The company believes that upon layoff, if the employee pays their premiums for major medical and dental benefits from months 4 to 6 their Health Spending Account will continue, if not you have no access to it. The company was informed this local in no way agrees with this interpretation.

Article 17.10 states,

For all employees active on the
seniority list who have completed at least 750 hours of work
in the previous calendar year, the Employer will contribute
$100 to the employees individual Health Spending Account
by January 1 of each calendar year

That right there makes you eligible for your Health Spending Account. You work the 750 hours, $100 goes into your account. When asked what will happen to each individuals $100 the company had no response. This fund was developed when the Local caught the company with their “hand in the cookie jar” regarding E.I rebates. Looks as if they maybe trying this again.

Company Attack on Seniority


We understand there are many questions and uncertainty going on right now regarding Seniority, Layoffs, Rate Retention and Bumping.

Let’s be very clear here. We are in a Fight to Protect your Collective Agreement Rights. This company has decided to ATTACK your Seniority and rights for Rate Retention to the likes we have never seen before. The company has lied, intimidated and threatened our members with words like “voluntary layoff” if you don’t bump and you will not be entitled to E.I Benefits. Essentially the company is saying you give up your seniority if you don’t bump, which is simply not the case. Threatening a members E.I benefits is simply unacceptable. Seniority is the crux of the collective agreement and we will fight against this attack.

Article 12 is very clear. It is your RIGHT to bump or not. Displaced employees MAY apply by filling out a bump form. By not filling out a bump form that does not give up your right to Seniority. Filling out a bump form gives you rights to a “home”. By not filling out a bump form you are entitled to Rate retention but also at the companies whim to place you wherever needed, not lay you off without regards to seniority. You also have 10 days from displacement to fill out a bump form. This company seems Hell bent on taking your rate retention rights away from you.

Know your rights. We are in for a fight that none of us will forget. The companies tactics here only drive a wedge between the possibility of any working relationship.


E.I Benefits


Last week I had a conversation with a member from service Canada who offered to conduct a Rapid Response session with our members [which would have to be by zoom]. If you would be interested in this please indicate by emailing and we will try and get that set up. In the meantime below attached is information on applying for E.I and then some links for applying for services Covid related.