[originally posted in French] - La maison des artistes
L'exposition des œuvres de 11 artistes locaux à la fin de la pandémie a été un événement très inspirant et significatif. Le personnel de la galerie a été très accueillant et a fait tout son possible pour aider à l'installation. Les visiteurs de l'exposition ont admiré les œuvres, mais beaucoup d'entre eux ont fait des commentaires sur la qualité de la lumière provenant des grandes fenêtres et du magnifique espace de la galerie. J'apprécie la diversité et l'inclusivité que cette galerie offre aux visiteurs. Ce serait de la pure folie de ne pas avoir ce genre de lieu de rencontre pour les artistes de ce côté-ci de la rivière.
Partager [originally posted in French] - La maison des artistes sur Facebook
Partager [originally posted in French] - La maison des artistes sur Twitter
Partager [originally posted in French] - La maison des artistes sur Linkedin
Courriel [originally posted in French] - La maison des artistes lien
La consultation a pris fin
Kristen.Skriver CUPE can decide to bargain for things if their members want them. My observation is that many unions (not necessarily their members, but the union organization itself) are very traditional in their approach to work, just like some types of employers. Employees need to advocate for what they want, and the organizations will, eventually, respond, or no one will want to work for or be led by those organizations anymore. Of course it depends on the overall economic climate at the time as well.
Partager Kristen.Skriver CUPE can decide to bargain for things if their members want them. My observation is that many unions (not necessarily their members, but the union organization itself) are very traditional in their approach to work, just like some types of employers. Employees need to advocate for what they want, and the organizations will, eventually, respond, or no one will want to work for or be led by those organizations anymore. Of course it depends on the overall economic climate at the time as well. sur Facebook
Partager Kristen.Skriver CUPE can decide to bargain for things if their members want them. My observation is that many unions (not necessarily their members, but the union organization itself) are very traditional in their approach to work, just like some types of employers. Employees need to advocate for what they want, and the organizations will, eventually, respond, or no one will want to work for or be led by those organizations anymore. Of course it depends on the overall economic climate at the time as well. sur Twitter
Partager Kristen.Skriver CUPE can decide to bargain for things if their members want them. My observation is that many unions (not necessarily their members, but the union organization itself) are very traditional in their approach to work, just like some types of employers. Employees need to advocate for what they want, and the organizations will, eventually, respond, or no one will want to work for or be led by those organizations anymore. Of course it depends on the overall economic climate at the time as well. sur Linkedin
Courriel Kristen.Skriver CUPE can decide to bargain for things if their members want them. My observation is that many unions (not necessarily their members, but the union organization itself) are very traditional in their approach to work, just like some types of employers. Employees need to advocate for what they want, and the organizations will, eventually, respond, or no one will want to work for or be led by those organizations anymore. Of course it depends on the overall economic climate at the time as well. lien
I do know that in other workplaces I've been a part of, unionized staff have made flexibility part of their own bargaining priorities, and in some cases, management have done so. One can learn from what other unionized/exempt environments may be doing and how agreements have been developed/negotiated etc. This is something HR experts know - flexibility of hours, shorter/compact work weeks and the opportunity for hybrid work are all highly prized workplace features that can be marketed to new recruits and those staff one is so very keen to retain. One has to make the business case, and if one can show that services can be maintained and in some cases, enhanced, and budgets aren't impacted, then there are few arguments that a traditionalist can employ to (logically) dismiss at least a trial or pilot or something similar. Culture also plays a part, and school districts may well sit more on the traditionalist/rule-follower end rather than innovator/risk-taker end. Or so I've observed. Okay, what's my idea here? Nothing, just like research. :)
Partager I do know that in other workplaces I've been a part of, unionized staff have made flexibility part of their own bargaining priorities, and in some cases, management have done so. One can learn from what other unionized/exempt environments may be doing and how agreements have been developed/negotiated etc. This is something HR experts know - flexibility of hours, shorter/compact work weeks and the opportunity for hybrid work are all highly prized workplace features that can be marketed to new recruits and those staff one is so very keen to retain. One has to make the business case, and if one can show that services can be maintained and in some cases, enhanced, and budgets aren't impacted, then there are few arguments that a traditionalist can employ to (logically) dismiss at least a trial or pilot or something similar. Culture also plays a part, and school districts may well sit more on the traditionalist/rule-follower end rather than innovator/risk-taker end. Or so I've observed. Okay, what's my idea here? Nothing, just like research. :) sur Facebook
Partager I do know that in other workplaces I've been a part of, unionized staff have made flexibility part of their own bargaining priorities, and in some cases, management have done so. One can learn from what other unionized/exempt environments may be doing and how agreements have been developed/negotiated etc. This is something HR experts know - flexibility of hours, shorter/compact work weeks and the opportunity for hybrid work are all highly prized workplace features that can be marketed to new recruits and those staff one is so very keen to retain. One has to make the business case, and if one can show that services can be maintained and in some cases, enhanced, and budgets aren't impacted, then there are few arguments that a traditionalist can employ to (logically) dismiss at least a trial or pilot or something similar. Culture also plays a part, and school districts may well sit more on the traditionalist/rule-follower end rather than innovator/risk-taker end. Or so I've observed. Okay, what's my idea here? Nothing, just like research. :) sur Twitter
Partager I do know that in other workplaces I've been a part of, unionized staff have made flexibility part of their own bargaining priorities, and in some cases, management have done so. One can learn from what other unionized/exempt environments may be doing and how agreements have been developed/negotiated etc. This is something HR experts know - flexibility of hours, shorter/compact work weeks and the opportunity for hybrid work are all highly prized workplace features that can be marketed to new recruits and those staff one is so very keen to retain. One has to make the business case, and if one can show that services can be maintained and in some cases, enhanced, and budgets aren't impacted, then there are few arguments that a traditionalist can employ to (logically) dismiss at least a trial or pilot or something similar. Culture also plays a part, and school districts may well sit more on the traditionalist/rule-follower end rather than innovator/risk-taker end. Or so I've observed. Okay, what's my idea here? Nothing, just like research. :) sur Linkedin
Courriel I do know that in other workplaces I've been a part of, unionized staff have made flexibility part of their own bargaining priorities, and in some cases, management have done so. One can learn from what other unionized/exempt environments may be doing and how agreements have been developed/negotiated etc. This is something HR experts know - flexibility of hours, shorter/compact work weeks and the opportunity for hybrid work are all highly prized workplace features that can be marketed to new recruits and those staff one is so very keen to retain. One has to make the business case, and if one can show that services can be maintained and in some cases, enhanced, and budgets aren't impacted, then there are few arguments that a traditionalist can employ to (logically) dismiss at least a trial or pilot or something similar. Culture also plays a part, and school districts may well sit more on the traditionalist/rule-follower end rather than innovator/risk-taker end. Or so I've observed. Okay, what's my idea here? Nothing, just like research. :) lien
I absolutely agree, and would like to tie in Simon's comment on hybrid work weeks. Unfortunately for CUPE union employees a great many of these things are regulated by our contracts. For example, flexing start and end times actually goes against our collective agreement.
Partager I absolutely agree, and would like to tie in Simon's comment on hybrid work weeks. Unfortunately for CUPE union employees a great many of these things are regulated by our contracts. For example, flexing start and end times actually goes against our collective agreement. sur Facebook
Partager I absolutely agree, and would like to tie in Simon's comment on hybrid work weeks. Unfortunately for CUPE union employees a great many of these things are regulated by our contracts. For example, flexing start and end times actually goes against our collective agreement. sur Twitter
Partager I absolutely agree, and would like to tie in Simon's comment on hybrid work weeks. Unfortunately for CUPE union employees a great many of these things are regulated by our contracts. For example, flexing start and end times actually goes against our collective agreement. sur Linkedin
Courriel I absolutely agree, and would like to tie in Simon's comment on hybrid work weeks. Unfortunately for CUPE union employees a great many of these things are regulated by our contracts. For example, flexing start and end times actually goes against our collective agreement. lien