Camp Dynamics Present Unique Challenges
One of the most notable differences between working in the sectors most UFCW 401 members do and working in the remote services industry (camp catering), is the presence of a rotating scheduling system. This differs greatly from our other nearly 30,000 Local 401 members. Here’s how it works.
Having to take a bus, drive a car (and many of the camps don’t have staff parking so the bus ride from Fort McMurray or Edmonton is mandatory) and travel extensively to a remote camp site, prevents the ability to have a 5 days on – 2 days off weekly work cycle, as is typical in most workplaces even if the days off are split up. This industry has a unique process of daily functioning.
Workers in the camp catering industry stay on site in accommodations provided by the employer. This creates unique problems, as you can well imagine because, let’s face it, the vast majority of workers can go home at the end of the day and do pretty much what they like in their own living space. Camp workers, while at work on their rotations, are at the mercy of their landlord – their employer.
A typical rotation consists of working 21 days straight, with 7 days off to return home, often in another province and always in another city or town. This is the “21 and 7” rotation. Imagine the issues that crop up for workers who work 8-10 hour days (sometimes more) for 21 days straight! These members are scrutinized as both a worker during their shifts and a tenant in their off hours. You would likely agree that those 7 days off are highly valued and a critical part of a worker’s mental health.
The use of the 21 and 7 rotation is one of the most common rotations, however, there are several other types of rotations. For example, the “10 on and 4 off”, has been a preferred shift for people that live relatively close to the remote camp location, since travel is shorter there isn’t a great loss to the down time due to travel. A newer rotation that has been introduced, and is quite popular among workers is the “20 on and 10 off” rotation. This offers better stability because after 20 days of work, there is more time to spend at home and recover.
With shift rotations come challenges to the workers that choose to earn their living in the remote services sector. One noticeable difference is “cabin fever”. This refers to the result of being isolated in a location that is distant from home and not easily accessible to the general amenities of life and where workers find themselves cooped up indoors for the vast majority of the day and night. Though, today most camps have some creature comforts that help to reduce the feeling of confinement, unique problems come up day to day and the need for union representation becomes abundantly clear. But even with these extracurricular activities, the day-to-day monotony has a tendency to wear on the mind and body.
With extended time away from friends and family, compounded by the same faces and job duties for a duration of 20 straight days or more, things can be very taxing on even the hardiest of individuals.
Most people are interested in the remote camp services for thechance to make a decent wage. And in today’s economy this can give the average family the ability to be a single income earning home. The significant cost, however, is the extended time away from that home, which can be very taxing mentally and emotionally.
All of UFCW 401’s members work hard and we are proud to represent each and every one of them. However, today we take a moment to say thank you to those working in circumstances that present unique challenges daily. The oil and gas sector has received some very bad press in recent years. We are sensitive to the environmental issues at stake but until we are able to convince our governments and their corporate buddies to adopt sustainable energy alternatives, it is important to remember the hard working people who bring us our fuel to keep us warm, keep us fed and keep us moving on.
– Clayton Heriot