Preamble
This Policy sets out the basis for union/management consultation at all levels and will serve to foster sound union/management relations. It also provides the framework for the formal union/management consultation committee process at the national, regional and headquarters, and district or local levels.

This Policy is intended that the parties, both union and management, communicate frankly and honestly, in a reasonable way, to resolve issues at the lowest possible level. It is also intended that each party take into account the views and interests of the other party and enter into the consultation process with an open mind in a relationship of mutual respect and goodwill.

This Policy in no way restricts the normal informal and formal interaction between union and management to discuss matters of mutual interest. The parties will continue their communications processes using ad-hoc, project-based and sub-committee meetings and other mutually agreed to methods of communication.

Policy Statement  
Recognizing the different roles of union and management, it is the policy of the Customs Excise Union Douanes Accise (CEUDA) and Revenue Canada to jointly establish and agree to adhere to the Policy and Procedures for Effective Union/Management Consultation (the Policy) The Policy is intended to facilitate the discussion of issues that are of concern to either party or both parties and will require the best efforts of the parties towards achieving a resolution of those issues at the lowest possible level. The Policy recognizes the importance of consultation on issues of concern to both parties and problem-solving as well as the need to communicate the results of discussions and decisions by both parties.
 

Objective  
The objective of consultation is to optimize all opportunities to address issues by both parties through communication and co-operation.
 

Operating Principles  
The following Operating Principles will govern the union/management consultation process at all levels:

The Customs Excise Union Douanes Accise and Revenue Canada believe that an effective union/management relationship is based on:

• mutual trust and respect;

• an understanding and adherence to the Policy by those charged with supervisory and leadership responsibilities, whether management or union representatives;

• an ability to agree to disagree, and not to allow disagreements to delay or stop work on issues that are being or will need to be discussed;

• equality of the parties within the Union / Management process and a recognition that both parties have legitimate interests and play an active and important role in the consultation process;

• the need for frank and open discussion;

• the assurance that commitments are honoured; and

• the will to make constructive decisions and a requirement to resolve issues of concern at the lowest possible level.

Operating Guidelines  
It is recognized that it is in the mutual interest of the parties to promote extensive and frequent consultation at all levels of the Department.
 

Consultation Defined 
Consultation is a process of:

• seeking and providing information and advice;

• exchanging of views by both parties; and

• discussing issues in an atmosphere of mutual respect and trust.

Consultation must be motivated by a commitment on both sides to:

• share information;

• listen to the opinions and observations of others; and

• work together to solve problems and resolve differences.

Union and management share a responsibility for adopting a consultative approach to their union/management interaction.
 

Why Consult  
Although the actual decision making authority rests with management, the exchange of views which leads to a more informed decision is beneficial. Effective consultation improves morale, promotes an understanding of the other party's views, and helps to reduce and manage conflict.

When to Consult  
Consultation is an ongoing process and will be undertaken whenever management is contemplating changes to the workplace which affect the working conditions of union members or whenever the union is contemplating actions that affect the workplace. This can take place through ad hoc meetings and regularly scheduled union/management consultation committee meetings and should begin at the earliest opportunity.

Note:  A briefing after a decision has been made is not consultation. Such a briefing to provide specific information to the other party does not preclude a full discussion and review of the impacts of the decision and may form the basis of consultation on subsequent decisions.
 

Commitment To Consultation  
During the consultation process, the issues at stake will not be discussed in a public forum until the concerns have been put in writing and the receiving party has had a reasonable opportunity to provide a response. Consultation will occur in a spirit of partnership and in an environment that is based on mutual trust and respect.
 

Referral Process  
When issues cannot be resolved at their lowest level, the following will apply:

• When union/management consultations at any level fail to resolve an item, it may be referred by either party to the next level for resolution, Form # Y-231 (Union/Management Referral Form) has been designed for this purpose.

• In accordance with the principle that issues be resolved at the lowest possible level, issues referred to a higher level must first be fully discussed at the previous level with a view to resolution. The parties agree that they will not accept issues referred to them from a lower level unless the issue was raised and remains unresolved at the lower level and the lower level representatives had made every effort to resolve it.

• All referrals to a higher level must be accompanied by supporting documentation or the minutes of lower-level meetings.

• Issues referred to the national level will be transmitted to the National President, CEUDA and to the Director General, Staff Relations and Compensation Directorate.

Joint Union/Management Training  
The parties agree to fully support joint union/management training, on an on-going basis, at all levels of the union/management process in order to foster a better understanding of the union/management relationship. Leave for union/management training courses will be granted in accordance with the provisions of the relevant collective agreement.
 

Canada Customs and Revenue Agency  
This Policy will remain in effect on conversion to Agency status.
 

Review and Amendments  
The Policy will be reviewed and amended as deemed necessary by both the union and management.

Signed  
Signed on June 3, 1999 in Ottawa by Brother Ron Moran, then CEUDA National President, and Mr. Rob Wright, then Revenue Canada Deputy Minister.