Work Place Rights FAQ's

What if I disagree with my job classification?

If you feel your job is incorrectly classified you can ask for a classification review. The review will be performed by the employer or a joint committee, depending on your collective agreement. If you are not satisfied with the re-classification decision, you may appeal or grieve the outcome.

What is a job classification?

Your work is classified. Your job classification describes the work you do. It’s important because your wages are linked to your job classification. Classification procedures vary from contract to contract. You can get specific information on your job classification by consulting your collective agreement, contacting human resources, your employer or your steward.

What contact numbers do I need to get more information?

Question not here?

Ask a question

General SGEU inquiries - Regina, Prince Albert and Saskatoon

Do you have the right to refuse unsafe work?

Yes. Under Section 23 of the Saskatchewan Occupational Health and Safety Act. But before you walk out on your employer because of the burnt out light bulb (“It’s causing eye strain, really!”), here are some things you should know:

  1. “Reasonable grounds to believe” means that you have an honest belief that your work or work environment will cause you or someone else harm.
  2. You must immediately report your concern to a supervisor. Stay at work, but in a safe place away from the hazard, unless the entire workplace is affected (i.e. bad air, high noise) or unless your employer has given you permission to leave.
  3. If your supervisor doesn’t resolve your concern to your satisfaction, then you must then report your concern to your Joint Occupational Health and Safety Committee or the OH&S Division of the provincial Labour Department, and an investigation will be carried out.
  4. While an investigation is being carried out, your employer is allowed to re-assign you to other work.

What is the required element for employers to impose discipline?

Most collective agreements require an employer to have:”just cause” for discipline or discharge of its employees.

What is the management's right clause?

Management rights clauses appear in almost every collective agreement and established the right of the employer to control and direct the workplace.  Unions often try to negotiate boundaries around management rights to protect workers from arbitrary actions.

What have arbitrators used as disciplinary measures other than progressive discipline measures (verbal & written warnings, suspensions and discharge)?

They have allowed depriving workers of seniority, loss of fringe benefits and demotion as disciplinary measures.

What is the union security clause?

Unions generally negotiate a union security clause which establishes the union as the sole bargaining agent for that group of workers and also establishes the right of that union and its representatives to act on behalf of the membership.


*By checking Express Consent, you are granting SGEU permission to send union communications to you electronically at the email address provided. You can remove your permission at any time by emailing mis@sgeu.org.