While performing our work, SUN must remain aware of and comply with the broader legislative and regulatory framework that governs the workplace and protects our members, as well as the patients and clients they serve. This includes legislation that establishes members’ rights, sets out employers’ obligations, supports safe and respectful workplaces, and provides mechanisms for addressing workplace concerns and disputes.
Key legislation includes, but is not limited to:
The Saskatchewan Employment Act
Part III – Occupational Health and Safety: Establishes requirements for maintaining a safe and healthy workplace and outlines the rights and responsibilities of workers and employers with respect to workplace hazards, violence and harassment, workplace investigations, and occupational health and safety.
Part VI – Labour Relations: Establishes the framework governing collective bargaining and labour relations, including the rights of employees and unions, the role of bargaining agents, collective bargaining processes, unfair labour practices, and other matters affecting the union-management relationship.
The Workers Compensation Act: Provides the legislative framework for workers’ compensation in Saskatchewan, including compensation and support for workers who experience workplace injuries or occupational diseases, as well as employers’ responsibilities related to workplace injuries and prevention.
SUN should also remain alert to other applicable Acts, Regulations, standards, policies, and legal requirements that may affect our members or the patients and clients in their care. Understanding how these requirements interact with collective agreement rights and workplace policies is essential to ensuring that members are appropriately supported, their rights are protected, and patient/client safety and quality of care remain central considerations in our work.
This legislative awareness is particularly important when SUN is responding to workplace health and safety concerns, accommodation issues, workplace injuries, harassment or violence, labour relations matters, or other situations where statutory obligations may intersect with members’ rights under their collective agreements.