Table of contents
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Position Statements: 1 - 10
- Position Statement 1 - Mandatory AIDS/HIV Testing
- Position Statement 2 - Reaffirming HSAA's Commitment to Medicare
- Position Statement 3 - Child Care and Early Childhood Education
- Position Statement 4 - Attendance Management
- Position Statement 5 - Bullying and Harassment in the Workplace
- Position Statement 6 - Students
- Position Statement 7 - Volunteers
- Position Statement 8 - Flat Tax
- Position Statement 9 - Employee and Family Assistance Programs (EFAP)
- Position Statement 10 - Local Unit Participation in Joint Union Activities
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Position Statements: 11 - 20
- Position Statement 11 - Human Rights, Equality and Non-Discrimination
- Position Statement 12 - Parental Leave
- Position Statement 13 - Poverty
- Position Statement 14 - Source Testing
- Position Statement 15 - Indoor Air Quality
- Position Statement 16 - Commitment to Public Health Care and Member Equity
- Position Statement 17 - Canadian Ratification of International Labour Organization Conventions
- Position Statement 18 - Progressive Labour Law Reform
- Position Statement 19 - Purchase of Union-Made and Fair-Trade Products
- Position Statement 20 - Energy Deregulation and Utility Privatization
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Position Statements: 21 - 30
- Position Statement 21 - Political Leave
- Position Statement 22 - Pension Plan
- Position Statement 23 - Child Labour in Alberta
- Position Statement 24 - First Contract Arbitration
- Position Statement 25 - Noise
- Position Statement 26 - Pharmacare
- Position Statement 27 - Climate Change
- Position Statement 28 - Sustainable Environmental Ethical Purchasing Policies
- Position Statement 29 - Domestic Violence and the Workplace
- Position Statement 30 - Net Neutrality
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Position Statements: 31 - 40
- Position Statement 31 - Electoral Reform in Alberta
- Position Statement 32 - Defined-Benefit Pension Plans
- Position Statement 33 - Living Wage Policy
- Position Statement 34 - Organizing
- Position Statement 35 - Supporting Public Education
- Position Statement 36 - Income Equality
- Position Statement 37 - Temporary Foreign Workers
- Position Statement 38 - Omnibus Budget Bill
- Position Statement 39 - Flu Vaccines
- Position Statement 40 - Workplace Health, Safety & Wellness
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Position Statements: 41 - 50
- Position Statement 41 - Trade Agreements
- Position Statement 42 - The Ten Principles of Unionism
- Position Statement 43 - Ending Violence in the Workplace
- Position Statement 44 - HSAA Representation on Employer Committees
- Position Statement 45 - Paid Sick Days for All Working Albertans
- Position Statement 46 - Total Worker Health
- Position Statement 47 - Time for a Real Reconciliation with First Nations
- Position Statement 48 - Invest in Young Workers
- Position Statement 49 - Invest in Public Services
- Position Statement 50 - People not Profits
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Position Statements: 51 - 57
- Position Statement 51 - Expansion of Medicare Umbrella - Dental Care
- Position Statement 52 - Expansion of Medicare Umbrella - Pharmacare
- Position Statement 53 - Opposition to Right-to-Work Laws
- Position Statement 54 - Prevention and Support of Workers Experiencing Mental Injury
- Position Statement 55 - Domestic and Intimate Partner Violence at Work
- Position Statement 56 - Opposition to Paying for Blood Products
- Position Statement 57 - Systemic Racism
Position Statement 29 - Domestic Violence and the Workplace
HSAA will advocate for workplaces where our members and other workers are safe to go to and from work without the fear of domestic violence.
We will advocate for workplaces that are free from intrusion of an abusive domestic partner.
Our members have the right to work unhampered by the threat of domestic violence towards themselves or their co-workers.
Rationale:
One in three workers has experienced domestic violence, and for many the violence follows them to work.
Domestic violence costs Canadian employers millions of dollars per year plus; the costs to workers, their families and society at large.
Women who are victims of domestic violence are more likely to have trouble obtaining and maintaining quality permanent work, to change jobs frequently, and to earn less money; this lack of security leaves them without the resources to leave their abusers and reinforces the cycle of abuse.
Domestic abusers also suffer at work, often having trouble focusing, and occasionally causing violent incidences at their own workplaces; abusers’ behavior commonly leads to lost work time, reduced workplace productivity, and poses a risk to co-workers.
Approved at 2008 AGM
Amended May 2018 Convention