The Boss Wants your Medical Records? Call the Union …Quick!

your-medical-history

All of us at YEU are concerned for the privacy of YG employees and the protection of their personal & private medical history.

Sometimes workers must provide their employer with medical information to access a workplace accommodation or receive benefits. The right to privacy is quasi-constitutional, meaning it can’t be set aside or trumped by other policies or rules, so any exceptions to that right must serve a legitimate purpose. Any information shared has to be handled with extreme caution. An employee’s medical condition must have a genuine impact on their work, affecting attendance or creating performance issues. Without a significant impact, the employer does not have a right to medical information- period.

Employees seeking a medical accommodation are obliged to provide some information to the employer; we don’t dispute that. The information must be limited to prognosis and limitations or restrictions that would affect your ability to perform your job. Often though, there is uncertainty about what the employer is entitled to, and how they should be using and protecting this information. Your diagnosis is your business, not your employer’s. Requests for information or history beyond what is genuinely needed are invasive;  employees can never be sure who will see their private information once it has been provided.

We know of many instances where the Yukon government has collected extensive medical information on employees, far beyond what is required to access benefits or develop an accommodation plan. In several cases, information about other family members has been collected and shared – clearly without their knowledge or consent. Over time, these reports have been copied, e-mailed and viewed by many people in various government departments as well as other service providers.

This should never be allowed to happen; it can be very distressing for the workers involved, and is a significant concern for the union. Many employees do not ask for the union’s help at the beginning of the accommodation process, and end up providing a lot of unnecessary and deeply personal information to their employer.

An employee should share medical information only when absolutely necessary, and only the information absolutely required to reach an accommodation. Any general requests for medical records should be refused. The employee should also refuse to authorize any employer representative to speak with their doctor directly. A reasonable alternative is to have the employer write their questions out so that the employee can discuss it with their doctor and consent to specific disclosure.

YEU has asked the Privacy Commissioner to examine Government of Yukon’s processes around collecting, using, sharing and retaining medical information related to the disability management and accommodation process. In the meantime, we can help employees navigate the inquiry and accommodation processes and support employees in protecting their privacy.

Employees should contact YEU before agreeing to share any medical information. Call 667-2331

Call your Union…it’s really OKAY!

call your unionWe often hear fear in peoples’ voices when they phone the union hall for the first time. There’s a hushed voice at the other end of the line, reluctant to make the call, afraid of negative repercussions. We ask for a name and there’s a pause… a beat while the caller considers whether it’s safe to give their real name. We are accustomed to getting just a first name.

When we ask for details about the problem, we have to be patient. Sometimes the story comes out in tiny, vague pieces. Afraid of giving too much away, details are disguised and identities are masked. While we may get to the real story and names eventually, it requires careful listening and a lot of reassurance. There is fear that by calling your union you have set in motion something you can’t control.

There are a few things you need to know.

  • You are allowed to talk to your union!
  • Your information is confidential.
  • We will never, not ever, contact your employer without your express permission.
  • If you have a meeting with a Shop Steward, they are bound by the same rules of confidentiality that we are here at the Union Hall. They are trained, knowledgeable and discreet.
  • Sometimes the problem you are experiencing at work is not grievable; that’s a fact. Your union rep will help determine whether or not there are grounds for a grievance. If there are, the decision to proceed is yours.
  • If, after discussion with your union rep you choose to file a grievance, the process will be explained to you fully before any action is taken. You need to be comfortable with the way things progress. No grievance will be filed on your behalf without your consent & participation.
  • If you choose NOT to file a grievance or proceed with any action, that’s okay too. Sometimes all you need is someone objective to help you see things more clearly.
  • If you are called to a discipline meeting with your employer, you have a right to union representation. Call us as soon as you are told of a meeting and we will make sure you don’t go into it alone.

Your Collective Agreement is a big document. It may seem daunting but it’s worth a read. Your workplace probably has a Shop Steward or union representative who can take some time to go through things with you if you’re not sure. If you don’t know who to call, then please call us. We’re here to help. You can call us at (867) 667-2331. If you live in the communities, call us toll-free at 1-888-YEU-2331 (1-888-938-2331). And hey; you can always email contact@yeu.ca.

PSAC Launches Online Member Survey

PSAC-Survey-graphic

The Public Service Alliance of Canada launches an online membership poll

PSAC will soon be conducting an important poll of the membership as part of its ongoing process to ensure that your voices are heard and that your priorities are reflected in the work of our union.  Members of the Yukon Employees’ Union are component members of the PSAC and may be contacted to participate.

Environics Research Group, a well-known and respected polling firm, will be conducting the online survey for PSAC, asking questions about union priorities.

Here are some things you should know about the survey:

  • The survey will be sent by email to members whose email is up to date in our database as as of January 20, 2015.
  • A random sample of members from all of our union’s bargaining units will be contacted.
  • Members who are contacted may accept or decline to participate in the survey.
  • The survey will take approximately 15 minutes to complete.
  • Individual information collected through the survey is confidential.  Also, responses are anonymous – at no time will the opinions of individual members be identified.

If you receive an email to participate in the survey, we hope you’ll click yes. Your opinions are important!


Sondage électronique des membres de l’AFPC

 L’AFPC réalisera bientôt un sondage de grande envergure auprès de ses membres. Vous aurez ainsi l’occasion de vous exprimer puisque le travail de votre syndicat doit être le reflet de vos priorités.

Environics Research Group, une maison de sondage bien connue et respectée, sera chargée du sondage électronique.

Points à retenir au sujet du sondage

  • Le questionnaire sera envoyé par courriel aux membres dont l’adresse courriel se trouve dans la base de données syndicale le 20 janvier 2015.
  • On communiquera avec un échantillon de membres de toutes les unités de négociation.
  • Si l’on communique avec vous, vous êtes libre de refuser de participer.
  • Le sondage devrait prendre environ 15 minutes.
  • Les données personnelles recueillies dans le cadre du sondage sont strictement confidentielles. Vos réponses et opinions demeurent anonymes.

Si vous recevez un courriel vous demandant de participer au sondage, nous espérons que vous accepterez. Votre opinion est importante!