•1480 - EMPLOYER-EMPLOYEE RELATIONS
Records relating to employer-employee relations within ministries. This
includes ministry-specific strike contingency planning, the determination
of essential service levels in the event of job action, and the resolution
of disputes, complaints, and misunderstandings with employees, including
those that are subject to the grievance procedures in the collective agreement
or covered by policy directives (e.g., the dispute resolution process for
excluded employees and discrimination and personal and sexual harassment complaints).
Record types include correspondence, forms, reports, and plans.
NOTE: The official labour relations and formal complaint and dispute
resolution files are held by the BC Public Service Agency (BCPSA). Agencies not
served by BCPSA will need additional secondaries and different retention periods. For
guidance, please contact your Records Officer.
non-OPR NOTE: Offices will retain non-OPR
copies of records for: SO nil DE
Primary-
Secondary |
Records Series |
|
OPR |
|
PIB/PUR |
| | |
A |
SA |
FD |
|
| 1480-00 |
Policy and procedures |
|
SO |
nil |
DE |
|
| 1480-01 |
General |
|
CY+1y |
nil |
DE |
|
| 1480-02 |
Strike planning |
|
SO |
nil |
DE |
|
| 1480-03 |
Essential service planning |
|
SO |
nil |
DE |
|
| 1480-04 |
Collective bargaining preparation |
|
SO |
nil |
DE |
|
| 1480-05 |
(superseded by secondary -02 Strike planning, effective November 22,
2007) |
|
|
|
|
|
| 1480-20 |
Dispute/complaint resolution files
(supersedes secondaries 1525-20 Individual grievance files and 1470-20 Hours
of work - umpire’s report)
(arrange by employee surname)
SO = upon resolution of dispute or complaint, and when no longer required
by manager/supervisor
7y = The six-year limitation period specified in the Limitation Act
(RSBC 1996, c. 266, s. 3) serves as the guideline in establishing the semi-active
retention period for these files.
NOTE: This secondary covers misunderstandings, complaints and disputes
resolved by manager/supervisors or other responsible ministry officials, and may
include copies of records relating to grievances and other disputes and complaints
handled by BCPSA.
The collective agreement provides for grievance procedures for bargaining unit
employees with respect to "grievable" disputes (e.g., discipline or discharge of
a bargaining unit employee by the employer or from a disagreement over interpretation
of some part of the collective agreement). If the grievable dispute cannot be resolved
orally with the employee’s supervisor (step 1), the employee may submit a formal written
grievance through the union to the employer’s authorized representative (step 2). Step
2 grievances, as well as grievance arbitrations are handled by BCPSA. |
|
SO |
7y |
DE |
PIB |
