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Aug 29
0

Temporary Foreign Worker Speaks Out

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Temporary Foreign Worker Speaks Out About Wage Theft, Rights Violations on Government Projects in BC

Painters’ union fights to recoup tens of thousands of dollars in stolen wages, shine light on rampant abuse of government program


Ariefs traveled from Indonesia to Canada in search of new opportunities. He learned about the job through a YouTube recruitment video posted by a supervisor at a painting company based in Vancouver, B.C. The job promised good pay along with employer-provided food and housing. Instead, he has experienced over a year of wage theft, exploitative financial claw backs, and an atmosphere of intimidation that included threats of deportation.


Despite facing serious repercussions, Ariefs is voicing concerns on behalf of himself and several other temporary foreign workers who are employed as construction painters on major hospital redevelopment projects such as Royal Columbian Hospital, and Lions Gate Hospital in Metro Vancouver. All are on closed work permits as part of the controversial Temporary Foreign Worker Program (TFWP) which is facing increasing scrutiny.


“My job offer stated that the salary for the position was $23 per hour,” Ariefs shared. “After accepting the job, the employer told me this was just to show the government compliance and that I’d only be making $650 bi-weekly.” Ariefs was disappointed, but with the promise of increased wages in the future and the opportunity to work in Canada, he hoped the employer would honor its commitment.
“I felt deceived,” he added. “I either had to work under this arrangement or go back home.”

Rampant rights violations

Despite being promised free accommodations, Ariefs and his coworkers are compelled to pay $1,055 from each paycheck back to the employer via e-transfer or cash. With the other employees residing in one employer-owned house, they collectively pay $18,990 monthly. If there are three paychecks in a month, this amount increases to $28,485. Employer-owned shelter is a common practice for workers on TFWP permits and contributes to a dangerous power imbalance that makes speaking out difficult for workers.


Ariefs and his coworkers are also facing wage theft. They frequently put in nine-hour shifts yet receive compensation for only eight of those hours. They’ve been compelled to work five unpaid hours most Saturdays and at times are expected to clean company cars on their one day off. This typically results in an average of 10 hours of unpaid work each week.


Ariefs’ story is an all-too-common occurrence under Canada’s exploding temporary worker regime. Unscrupulous employers use the TFWP, not as a last resort to hire workers when Canadians aren’t available, but as a business model premised on low wages.


According to Dan Jajic, Business Manager with the International Union of Painters and Allied Trades, District Council 38 (IUPAT DC38), dishonest construction companies use the TFWP so that they can submit lower-cost bids and steal contracts away from companies who pay living wages to Canadians.
“The rampant abuse of the temporary foreign worker program is deplorable. It not only hurts foreign workers; it hurts Canadian workers, companies and our apprenticeship system too,” said Jajic. “The way Ariefs and his colleagues have been treated is heartbreaking; it’s also against the law. These bad actors in the industry must be held accountable and stripped of the right to use the program.”


Ariefs’s situation highlights the dangers of the closed-permitting system which ties most low-wage temporary foreign workers to a single employer thereby restricting their ability to leave bad employers. “The system is stacked against these workers,” Jajic added. “We’ve provided full-time, steady employment to workers only to find that they prefer employers offering a closed permit, as it boosts their chances for permanent residency. That’s a recipe for employer impunity and a clear sign of a broken immigration system.”


Recent changes announced by the Federal government do not end closed permitting and exempt the construction sector from reforms all together.

Union fights back

Through an organizing campaign, IUPAT DC 38 successfully certified the employer and will commence negotiating a first collective agreement to improve wages and working conditions for all employees. Leveraging the trust of the workforce, IUPAT DC 38 managed to recover over $200,000 in unpaid wages for the workers. However, the Union believes that this represents less than half of the total owed to them. At the time of publication, none of the money taken for “rent” and to illegally “pay back debts” has been refunded.


IUPAT DC38 has successfully helped two workers change their temporary work permits from closed to open using the government’s Open Work Permit for Vulnerable Workers program. They are assisting others who wish to apply as the situation continues to be investigated. Those who have successfully applied now work for a unionized employer with an excellent reputation, a strong collective agreement, and access to a comprehensive apprenticeship program.


With the help of the Union, Ariefs witnessed a shift in the control that his employer once had over him: “I see that the employer feels they have lost power over us; they no longer raise their voice like before. They seem troubled now.” Ariefs adds, “It feels great; I feel we’re equal now. I feel empowered.”

Major reforms to immigration system needed

IUPAT DC38 has released new research on the scale of temporary foreign worker involvement in the B.C. labour market. According to government data, the number of temporary work permits has been increasing across the finishing trades over the past five years. In 2023, temporary work permits accounted for a stunning 15.1% per cent of the glazier workforce in B.C., 7.6% of the plasterers, drywall installers and finishers and lathers, and 3.3% of the painters and decorators.

Dan Jajic and twenty other BC Building Trades unions are urging the suspension of the TFWP until an independent audit is done along with other systemic reforms to the immigration system. IUPAT DC38 hope that by highlighting the exploitation, there will be regular audits of employers, increased fines, and longer bans for these unethical contractors.

*To protect the identity of Ariefs, they are using a pseudonym

Media Contact

Jonathan Sas

C: 905-808-4383E:

Jonathan.sas@gmail.com

Mar 17
1

A MESSAGE FROM CANADA’S BUILDING TRADES UNION IN SUPPORT OF BILL C-275

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CANADA’S BUILDING TRADES UNION SUPPORT NDP PRIVATE MEMBER’S BILL TO IMPLEMENT A SKILLED TRADES WORKFORCE MOBILITY PROGRAM

Private Member’s Bill provides tax fairness for Skilled Trades Workers

March 12, 2021 – Today, Canada’s Building Trades Unions joined Member of Parliament Scott Duvall (Hamilton Mountain) and Member of Parliament Alexandre Boulerice (Rosemont—La Petite-Patrie), as they announced the tabling of Private Member’s’ Bill C-275 An Act to Amend the Income Tax Act designed to improve workforce mobility for the skilled trades sector. 
 
Flexibility and mobility are common requirements of the construction workforce; employment ends when projects are complete, and construction workers often find the next available job is in another region or even another province. Workers often leave their homes and families to take on temporary contracts elsewhere. However, if their employer is not covering the costs of travel or accommodations, the financial burden on an employee may deter them from taking that job and potentially leave them reliant on government supports like Employment Insurance. 
 
The CBTU recently commissioned a report estimating the financial projections of implementing a Skilled Trades Workforce Mobility Tax Deduction. The report, conducted by Hendry Warren, indicated that on average, it costs a construction worker over $4,000 to temporarily relocate for work.  This is one of the largest barriers to construction worker mobility. It found the Federal Government will save $347 million per year by implementing such a tax deduction, putting more Canadians to work, reducing EI payments, and increased tax revenues. Additionally, the average worker will save $2,532 a year in temporary relocation efforts. The full report, including regional breakdowns, is available here.
 
Bill C-275 An Act to Amend the Income Tax Act will allow tradespeople and indentured apprentices to deduct from their income any travel expenses they have incurred in order to secure and maintain employment in a construction activity at a job site that is located at least 80 kilometres away from their ordinary place of residence.  
 
“Canada needs a Skilled Trades Workforce Mobility program incorporated into our tax system. Salespeople, professionals and others in the construction and maintenance industries can deduct from income the cost of their travel, meals, accommodations, while the same option is denied to skilled workers. This is an unfair tax consequence. Today, we were proud to join Members of Parliament, Scott Duvall and Alexandre Boulerice to stand up for fairness for Canadian skilled trades workers,” said Sean Strickland, Executive Director, Canada’s Building Trades Unions. “Passage of the provisions of this bill will allow construction workers to travel to where the work is, increasing job opportunities and meeting labour market demands – putting Canadians to work.” 
 
“I thank CBTU not only for their support for my bill, but for their tireless efforts and advocacy on this important matter over several decades.” said the sponsoring MP, Scott Duvall. “I am hopeful that with the tabling of my bill, the promotion by CBTU with the hundreds of thousands of workers they represent; and given that all voting members of the NDP, Liberal, Bloc, Green and Independents voted in favour of this legislation in a prior Parliament, that we will finally see this solution adopted by government. Achieving tax fairness to those working hard in the construction and building trades and improved labour mobility in the industry is long overdue. It’s time to get this done.”
 
“This inequity needs to be corrected now. It’s been going on for far too long,” said Alexandre Boulerice, Member of Parliament for Rosemont-La Petite-Patrie and Deputy Leader of the NDP. “It is unacceptable that these people be penalized by the nature of their work that forces them to move constantly. Our fiscal policy must take this particular situation into account and it is all the more urgent to do so in a context of economic and health crisis.”
 
CBTU recognizes that MP Duvall’s placement in the Order of Precedence in having this bill debated Bill C-275 is unlikely to come to a vote in this session of Parliament. Therefore, Canada’s Building Trades Unions are asking the Government of Canada to undertake implementation of the provisions of this private Member’s bill.
 
“COVID-19 has increased the strain on the economy including decreasing work opportunities for skilled trades workers in many areas. The Government of Canada has a responsibility to ensure a system of tax fairness is in place for Canadians who belong to a mobile workforce and who may work for more than one employer during a tax year. Passing this private Member’s bill will accomplish this, and level the playing field for all skilled trades workers,” said Strickland.
 
LES SYNDICATS DES MÉTIERS DE LA CONSTRUCTION DU CANADA APPUIENT LE PROJET DE LOI ÉMANANT D’UN DÉPUTÉ DU NPD VISANT À METTRE EN ŒUVRE UN PROGRAMME DE MOBILITÉ DES TRAVAILLEURS ET TRAVAILLEUSES DE MÉTIERS SPÉCIALISÉS

Le Projet de loi émanant d’un député propose l’équité fiscale pour les travailleurs et travailleuses de métiers 

 Le 12 mars 2021 – Aujourd’hui, les Syndicats des métiers de la construction du Canada se sont joints aux députés de Hamilton Mountain, Scott Duvall, et de Rosemont‑La Petite‑Patrie, Alexandre Boulerice, à l’occasion de l’annonce du Projet de loi émanant d’un député C-275 Loi modifiant la Loi de l’impôt sur le revenu visant à améliorer la mobilité dans le secteur des métiers spécialisés
 
La main‑d’œuvre des métiers de la construction doit souvent se montrer flexible et mobile; les emplois se terminent à la fin des projets, et les travailleurs et travailleuses se trouvent souvent un nouvel emploi dans une autre région et même dans une autre province. Ils doivent souvent quitter leur foyer et leur famille pour accepter des contrats temporaires ailleurs. Cependant, si l’employeur n’assume pas les coûts de déplacement et d’hébergement, le fardeau financier qui incombe à l’employé(e) peut le ou la dissuader d’accepter le travail qui n’a alors comme autre choix que de compter sur l’aide gouvernementale, comme l’assurance‑emploi.
 
Les SMCC ont récemment commandé une estimation des prévisions financières au regard de la mise en œuvre d’une déduction fiscale au titre de la mobilité. Selon une étude récente, il en coûte en moyenne plus de 4 000 $ à un travailleur ou une travailleuse pour se relocaliser temporairement pour pouvoir travailler. Cette réalité est l’un des plus gros freins à la mobilité des travailleurs et travailleuses de la construction. Dans son rapport qu’il a dirigé, Hendry Warren avance qu’en offrant une telle déduction, le gouvernement fédéral pourrait épargner 347 millions de dollars par année grâce à la hausse des impôts sur le revenu et la réduction des prestations d’assurance ‑emploi. De plus, le travailleur moyen épargnerait 2 532 $ par année au titre de ses relocalisations temporaires. Vous trouverez la version intégrale du rapport montrant les ventilations par région ici, en anglais.
 
Le Projet de loi émanant d’un député C-275 Loi modifiant la Loi de l’impôt sur le revenu permettra aux gens de métier et aux apprenti(e)s sous contrat de déduire de leur revenu les dépenses de transport engagées pour obtenir et conserver un emploi dans une activité de construction sur un chantier situé à au moins 80 kilomètres de leur lieu de résidence habituel.  
 
 « Le Canada doit se doter d’un programme de mobilité de la main-d’œuvre qualifiée intégré à son régime fiscal. Le personnel de vente, les professionnels et les travailleurs des industries de la construction et de l’entretien peuvent déduire de leur revenu leurs frais de déplacement, de repas et d’hébergement alors que les travailleurs qualifiés n’ont pas droit à ces déductions. C’est une réalité fiscale inéquitable. Aujourd’hui, nous sommes fiers de joindre notre voix à celle des députés Scott Duvall et Alexandre Boulerice qui revendiquent l’équité pour les travailleurs et travailleuses de métiers spécialisés du Canada », a affirmé Sean Strickland, directeur exécutif des Syndicats des métiers de la construction du Canada, ajoutant que (trad.) « l’adoption des dispositions de ce projet de loi permettra aux travailleurs et travailleuses de la construction de se rendre là où il y a du travail, ce qui augmentera les possibilités d’emploi, répondra aux demandes du marché du travail et donnera du travail aux Canadiens. »
 
 « Je remercie les Syndicats des métiers de la construction du Canada de non seulement soutenir mon projet de loi aujourd’hui, mais également pour les efforts qu’ils ont déployés pour faire avancer cette question importante », de dire le député Scott Duvall qui a présenté le projet de loi. Avec le dépôt de ce projet de loi, la promotion des Syndicats aux côtés des centaines de milliers de travailleurs et travailleuses qu’ils représentent et considérant que tous les députés ayant droit de vote du NPD, du Parti libéral, du Bloc québécois, du Parti vert et les indépendants ont voté en faveur de cette loi au cours d’une législature précédente, j’espère que le gouvernement adoptera finalement cette solution. Il est grand temps que les personnes qui travaillent fort dans le secteur de la construction et des métiers spécialisés aient droit à un traitement fiscal équitable et que l’industrie bénéficie d’une plus grande mobilité de sa main‑d’œuvre. »
 
« On doit corriger cette iniquité dès maintenant. Ça fait déjà beaucoup trop longtemps que ça dure, » lance Alexandre Boulerice, député de Rosemont-La Petite-Patrie et chef adjoint du NPD. « C’est inacceptable que ces gens soient pénalisés par la nature de leur travail qui les force à se déplacer constamment. Notre politique fiscale doit tenir compte de cette situation particulière et c’est d’autant plus urgent de le faire dans un contexte de crise économique et sanitaire. »
 
Les Syndicats sont conscients qu’à cause de la place qu’occupe le député Duvall dans l’ordre de priorité pour débattre de ce projet de loi C‑275, il est peu probable qu’un vote soit pris au cours de la présente session parlementaire. Par conséquent, les Syndicats des métiers de la construction du Canada demandent au gouvernement du Canada d’entreprendre la mise en œuvre des dispositions du projet de loi émanant d’un député.
 
 « LA COVID-19 a exercé une pression supplémentaire sur l’économie, notamment en faisant diminuer les possibilités d’emploi pour les gens de métiers spécialisés dans de nombreux domaines. Le gouvernement du Canada se doit de mettre en place un régime fiscal équitable pour les Canadiens et les Canadiennes qui appartiennent à une main‑d’œuvre mobile et qui sont appelé(e)s à travailler pour plus d’un employeur au cours d’une même année fiscale. L’adoption de ce projet de loi émanant d’un député serait le moyen d’y arriver en établissant des règles uniformes pour tous les gens de métiers spécialisés », de conclure monsieur Strickland. 
 
Mar 11
1

FTI BC TRAINING DURING THE PANDEMIC FEATURED IN GLASS CANADA MAGAZINE

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COVID-19 changed the way that students were able to interact with their learning environment, and the ways in which educators were able to effectively teach our next generation of tradespeople. 

To highlight the strategies that the FTI BC implemented to overcome some of these challenges, Glass Canada Magazine has written a story on apprenticeship training during the pandemic across Canada.  

The FTI BC is featured prominently in the article, and we are proud to say that Tyler Magnison, son of Local 1527 representative Marv Magnison, is on the cover.  Tyler was in the most recent Level 3 Glazing class. 

Please take a moment to read the article “Training at a Distance” in the February 2021 edition found here https://www.glasscanadamag.com/digital-edition/

Mar 02
1

DREXEL DOCUMENTARY FOCUSES ON EDUCATING STUDENTS ON THE INFLUENCE OF CONSTRUCTION ON THE BUILT ENVIRONMENT AND HOW THE WORK WE DO SHAPES COMMUNITIES

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Drexel University of Construction, based out of Philadelphia, has put together a documentary about the Architectural Glass and Metal Technician Certification (AGMT) and North America Contractor Certification (NACC).

This is something our Union has been working on in partnership with Contractors, Engineers, Client Owners, Architects, Suppliers, Fabricators and Insurance Providers in an effort to bring North America-wide standards to the Glazing industry.  Glazier Certification (AGMT) goes beyond the Red Seal Certification that we have already in Canada, as the individual has to perform a written and a hands-on exam as part of proving competency at the Craft.

Additionally, Glazing Contractors interested in NACC Certification have to go through a rigorous audit of all processes of their business operations in order to achieve accreditation.  Please take a minute to watch The Quest for Quality: A Certified Solution, and see how much time and effort goes into maintaining quality standards, integrity, and safety while accommodating construction project logistics.

https://1513041.mediaspace.kaltura.com/media/The+Quest+for+QualityA+A+Certified+Solution/1_jrwatk9i

Video Description: The Quest for Quality addresses the challenge of how to achieve the quality expected by all parties within a construction project.  With the Glass industry rising in importance to the architectural designs of the 21st century, an entire segment of our industry is determining just how to address the challenge of attaining the highest levels of quality while still navigating the multiple challenges of schedule, cost and safety faced every day on construction projects.  The video was a collaboration between Drexel and AGI and the second in a series of documentaries developed to educate students about the influence of construction on the built environment and how the work we do shapes communities.  Approx 33mins.

Feb 16
1

Update on Budget 2021, COVID-19 Supports, Elections & Cancellations from Canada’s Building Trades Unions (CBTU)

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A message from CBTU:

Budget 2021, COVID-19 Supports, Elections and Cancellations  

2021 is shaping up to be a busy year in Ottawa, with the Federal Government undergoing pre-budget consultations ahead of the expected Budget release in March. CBTU has outlined our Budget priorities here and the Canadian Executive Board will be busy over the coming weeks, meeting with Cabinet Ministers to ensure our priorities are heard and considered.

HEALTH AND SAFETY DURING THE PANDEMIC

COVID-19, the slow roll out of vaccines and daily case counts continue to dominate the news cycle. Early on, the construction industry was deemed essential. This put the pressure on our local unions to work with employers and the government to address health and safety. Thankfully, the Building Trades continues to keep our members safe with very low case counts spread through the industry as outlined in our CBTU database here.

This week, with rapid testing being rolled out across the country, we understand the concern felt by members about having to miss work due to COVID-19. In response, the CBTU has outlined the various government supports that employees may access should they miss work due to COVID-19 illness or even COVID-19 layoffs due to construction site closures. We urge you to share this information and these infographics, with your members. 

PIPELINES

The other item that has been dominating the news lately is Enbridge’s Line 5. CBTU participated in Enbridge’s recent letter campaign, urging the Canadian government to engage with their American counterparts to ensure Line 5 is not shut down by the State of Michigan. Line 5 is not only important to providing roughly half the oil in Ontario and Quebec, but the estimated number of spinoff jobs in these two provinces is over 20,000. CBTU is working closely with provincial and state building trades councils to coordinate our efforts on Line 5 and will continue to keep you updated. 

WORKFORCE DEVELOPMENT

NABTU’s Tradeswomen’s Committee and Apprenticeship and Training Committee created a new initiative – the Tradeswomen Heroes Award – to honour the dedicated tradeswomen within NABTU’s 14 affiliate unions. Local Union leaders can learn more about how to nominate a tradeswomen, here. 

GRANTS AND FINANCIAL SUPPORT FOR APPRENTICES

Those starting out in the trade not only are learning their craft, but many are managing household budgets while trying to complete their training. Understanding the financial challenges that have only heightened with the pandemic, the CBTU has compiled a report listing the grants and financial supports available for apprentices on our website here. The Grants and Financial Support Available for Apprentices report includes both Federal and Provincial programs and credits. We encourage you to share this with your local unions, training centres and various committees. These provisions will help keep apprentices in training programs and aid them during a tough post-COVID recovery.
Stay safe,

Sean
Budget 2021, aides en temps de pandémie, élections et annulations

L’année 2021 s’annonce chargée à Ottawa. Le gouvernement fédéral a commencé ses consultations prébudgétaires en vue de la publication de son budget prévue pour mars. Les SMCC ont fait connaître leurs priorités à cet égard (que anglais) et les prochaines semaines s’annoncent occupées pour le Conseil exécutif puisqu’il rencontrera les ministres du Cabinet pour s’assurer que nos priorités seront bien entendues et prises en compte.

SANTÉ ET SÛRETÉ EN TEMPS DE PANDÉMIE

La COVID-19, le lent déploiement de la campagne de vaccination et le compte quotidien de nouveaux cas continuent de faire les grands titres. Dès le début, l’industrie de la construction a été jugée essentielle, ce qui a forcé nos syndicats locaux à collaborer avec les employeurs et le gouvernement sur les questions de santé et de sûreté pour nos travailleurs et travailleuses. Heureusement, le compte des cas dans notre industrie est très bas et nos membres restent en sûreté, comme l’indique notre base de données (que anglais). 
 
Les tests rapides sont utilisés à partir de cette semaine partout au pays et nous savons que nos membres sont préoccupés par le fait qu’ils pourraient devoir s’absenter du travail à cause de la COVID-19. Pour répondre à cette préoccupation, les SMCC ont exposé les différents programmes d’aide gouvernementale  auxquels les employé(e)s pourraient avoir accès s’ils ou elles devaient s’absenter du travail à cause de la COVID‑19 ou être licencié(e)s pour cause de fermeture de chantiers. Nous vous encourageons à communiquer cette information de même que l’infographie à vos membres. 

PIPELINES 

L’autre sujet qui a fait les manchettes dernièrement est Enbridge Line 5. Les SMCC ont participé à la récente campagne épistolaire https://www.enbridge.com/keepline5open visant à  demander au gouvernement du Canada de s’engager avec ses homologues des États‑Unis à ce que la Line 5 ne soit pas fermée par l’État du Michigan. Le projet de Line 5 est important non seulement parce qu’il assurerait la moitié de l’approvisionnement en pétrole de l’Ontario et du Québec, mais également en raison des 20 000 emplois qui en découleraient dans ces provinces. Les SMCC travaillent étroitement avec les conseils des métiers de la construction des États et des provinces dans le but de coordonner les efforts à cet égard, et nous vous tiendrons au courant des développements.

PERFECTIONNEMENT DE LA MAIN‑D’ŒUVRE 

Le comité des femmes de métier et le comité de l’apprentissage et de la formation des NABTU ont lancé une initiative : le « Tradeswomen Heroes Award » (trad. : Prix des héroïnes des métiers non traditionnels) pour honorer les femmes de métier engagées au sein des 14 syndicats affiliés des NABTU. Les dirigeant(e)s des syndicats locaux trouveront de l’information sur la manière de présenter la candidature d’une femme de métier ici 

SUBVENTIONS ET AIDE FINANCIÈRE POUR LES APPRENTI(E)S

Ceux et celles qui commencent dans un métier ne font pas qu’en apprendre les rudiments; nombre d’entre eux ou d’entre elles ont un budget familial à gérer tout en suivant leur formation. Conscients des défis financiers qui se sont multipliés avec la pandémie, les SMCC ont compilé la liste des subventions et des aides financières offertes aux apprenti(e)s sur leur site Web. Cette liste comprend les programmes et les crédits offerts par les gouvernements fédéral et provinciaux.
 
Nous vous invitons à communiquer cette information à vos syndicats locaux, centres de formation et comités. Ces dispositions contribueront à maintenir les apprenti(e)s en formation et les soutiendront pendant la difficile reprise économique qui suivra la COVID‑19.
 
Veillez à votre sécurité,
 
Sean

Feb 01
1

Mental Health & Addictions Assistance through DC38

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The start of the New Year can be a difficult time for folks. Winter can be dark, cold and dreary and many find themselves feeling overwhelmed by the debt of the holiday season or the isolation of social distancing. As a member of DC38, you have access to resources that are specifically designed for construction industry workers and their families.

Construction Industry Rehab Plan (CIRP)

Construction workers face many challenges on the job, from the demands of high productivity to extreme danger if strict safety guidelines aren’t followed.  This past year, COVID-19 has added stress to many of our lives, and suicide rates and addiction continue to rise.

As a member of DC38, you have access to mental health and addiction care.  The Construction Industry Rehab Plan (CIRP) offers a wide array of services to meet the mental health and addiction care needs of all BC Building Trades members, and all Construction Labour Relations Association of BC employees and their families, both adults and children.

On their website you will find a list of their services, as well as links to videos, webinars, resources, and information on harm reduction.  If you or a family member are in need of their services, please contact them directly through their webpage.

https://www.constructionrehabplan.com/

IUPAT Helping Hand

Working in the building and construction trades can be a challenging career.  Wanting to invest in the mental wellness of their members, IUPAT created the Helping Hand website to help combat high suicide and addiction rates among those working in the construction industry.  Construction workers are three times more likely to take their own life than the rest of the population, and IUPAT wants to be instrumental in changing the culture of construction.

The IUPAT Helping Hand website offers information, downloadable posters, and website links to help employers, coworkers, and family members recognize the signs of suicidal ideation and/or substance use. Their goal is to work together to help prevent deaths by suicide and to encourage members to reach out and take advantage of the help that is available.

For more information, check out their website https://finishingfirstlmci.com/iupathelpinghand/

Membership Assistance Program Counseling Services

Members of DC38, and their registered dependents who are currently covered under the District Council 38 Health & Welfare Plan, are eligible for benefits provided by the Members Assistance Program.  For more information, or for a list of counselors covered by the Membership Assistance Program, please go to the Mental Health and Addiction Assistance tab on our website.

Mental Health and Addiction Assistance
Dec 14
1

DC38 and FTI of BC Staff Provide a Little Christmas Cheer for DC38 Members and Their Families

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This year has been difficult for all of us, and we are proud to have been able to offer a little Christmas cheer to our members and their families.  We wanted to make sure our members stayed safe this holiday season and, in keeping with COVID-19 restrictions, our annual in-person Kids Christmas Breakfast with Santa was cancelled.  

Through careful planning with our Health and Safety Officer, DC38 and FTI of BC staff hosted a safe and socially distanced drive-thru present pick up, that allowed children to see Santa from the safety of their car windows.  Each registered child received their present from Santa, hand sanitizer, a goody bag of treats, and a candy cane.  Each registered family member in the vehicle received an individually packaged breakfast meal from Triple O’s. 

The drive-thru was well-received and families expressed that they were thankful for the opportunity to participate in this modified-for-the-pandemic tradition.  DC38’s annual Breakfast with Santa not only makes sure that the children of our members receive a hot meal and a present, but donates presents to other organizations supporting children and families at Christmas as well. 

Pictures will be available for pick up at the DC38 office in the New Year.  Please note that we have limited the number of visitors who can be in the space at one time.  All visitors to the office must wear a mask.  Please do not visit our offices if you are sick, have been around someone who is sick, or have left the country within 2 weeks of your visit to our office.

Santa waiting with DC38 & FTI of BC Elves for the present pick up to begin!
DC38 Business Manager/Head Elf Dan Jajic and Santa hard at work
Business Reps/Elves Marv & Kevin handing out treats & radioing Santa to let him know some Nice list recipients are coming through!
Jul 21
1

Mentorship Matters: Developing the Skills Necessary to Become a Good Mentee

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Week 3 of our Mentorship series is all about what makes a great mentee!

We are proud of the education our apprentices receive at the FTI of BC.  Our instructors are construction professionals who dedicate their time to passing on their years of experience and knowledge to the next generation of journeypersons.  They work hard every day to make sure that our apprentices are skilled and ready for the jobsite, including being ready to learn from a mentor.  Apprentices are eager to begin work and need good mentors to guide them.  This is why we have decided to rededicate ourselves to the ideals of good mentorship through the “Mentorship Matters” program.

The FTI of BC’s progressive approach to mentoring trains both journeyworkers and apprentices, with the “Mentorship Matters” program.  Developed by SkillPlan, in partnership with the IBEW’s Electrical Joint Training Committee, this forward-thinking collaboration aims to prepare journeyworkers to become effective mentors, and apprentices to develop the skills necessary to become good mentees.

During training at the FTI of BC, apprentices are taught the “Six Skills for Apprentices” and given video examples of what each skill may look like on the job.  Goal-setting, active listening, and engaging with your mentor will help you find success in achieving your Red Seal.  Every qualified journeyperson owes their trade skills to the experienced journeypersons who have mentored them along the way, and you are no different.  One day, you will be the mentor and will train a new apprentice.  You are an active part of the mentor/mentee partnership and your willingness to learn and take direction will help you build confidence and learn to work safely and efficiently on the tools. 

A good mentor is respected for their skill and knowledge in their chosen craft and is a great benefit to an apprentice.  They are committed to taking the time to work with you to instill their values of a job-well-done and to help you graduate with a solid foundation in your trade.  The short video below features some of our hardworking apprentices describing the essential skills necessary to be a good mentee.  Mentors want to help you reach your highest potential and to encourage you to take ownership of your learning and apprenticeship. We believe in you!    

We will be sharing video clips and information over the next couple of weeks, to show the value of the work that mentors do and the ways in which a mentee can benefit from on the job instruction.

For more information on “Mentorship Matters” or how you can participate in training, contact the FTI of BC.

Jul 14
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Mentorship Matters: What Makes a Good Mentor? You!

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We at DC 38 believe that good mentors are essential to an apprentice’s successful transition to journeyperson, and the “Mentorship Matters” training program run by the FTI of BC is a great way for you to learn efficient methods for passing on your chosen trade and instilling your work values in your apprentice.

We need good, effective mentors on our jobsites now more than ever.  Hundreds of thousands of skilled tradespeople from Canada’s construction industry are getting ready to retire, and their extensive knowledge about their craft is going to retire with them.  Being chosen as a mentor is an honour, and journeypersons should be proud to be recognized as an expert and a leader in their field.  Your skills are required and we need you to pass on your dedication to a job-well-done.  This is why we have decided to rededicate ourselves to the ideals of good mentorship through the “Mentorship Matters” program.

The FTI of BC’s progressive approach to mentoring trains both journeyworkers and apprentices, with the “Mentorship Matters” program.  Developed by SkillPlan, in partnership with the IBEW’s Electrical Joint Training Committee, this forward-thinking collaboration aims to prepare journeyworkers to become effective mentors, and apprentices to develop the skills necessary to become good mentees. 

During training at the FTI of BC, mentors are taught the “Six Steps to Mentoring” and given video examples of what each step may look like on the job.  Journeypersons have the opportunity to be a leader with every interaction on the jobsite, and these steps help to build confidence in their ability to train the next generation of apprentices while reinforcing their duty to give back. Every qualified journeyperson owes their trade skills to the experienced journeypersons who have mentored them along the way.

Apprentices need you to help them build their confidence and learn to work safely and efficiently on the tools.  A good mentor is open to communicating with their apprentice, encouraging questions and taking time to reinforce quality work.  The video below features some of our successful, respected mentors reiterating some of the values necessary to making a good mentor.  We know that you, too, can make a positive impact in the life of an apprentice or new employee.

We will be sharing video clips and information over the next couple of weeks, to show the value of the work that mentors do and the ways in which a mentee can benefit from on the job instruction.

For more information on “Mentorship Matters” or how you can participate in training, contact the FTI of BC.