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  • Disparities in the Youth Justice system: A submission to the Ontario Youth Justice Task Force

    This week, OPSEU/SEFPO President JP Hornick sent the following letter and submission to the Youth Justice Task Force on behalf of OPSEU/SEFPO and the BPS Corrections Sector.

    Good afternoon:

    I am sending this submission, attached, to the Youth Justice Task Force on behalf of OPSEU/SEFPO and our BPS Corrections Sector, which represents front line staff at open custody and secure custody youth centres run by agencies that receive transfer payments from the Ministry of Children, Community and Social Services.

    The youth justice system in Ontario is experiencing a severe funding and staffing crisis that has dire consequences for the youth involved in the system. The mandate of the Youth Justice Task Force is to “provide advice and recommendations to the Minister on how to address several emerging systemic trends within Ontario’s youth justice system” including “staffing complements and capacity”.

    Given the December 9th announcement of the closure of Woodview Youth Centre, operated by Craigwood Youth Services, it is clear that there is a need for serious changes in how Youth Justice is funded and administered in Ontario.

    As the union representing many of the front line staff of youth centres across the province, we urge the Task Force to read our attached submission and advise the Minister to act on our recommendations to address this crisis in our province’s youth justice system.

    Sincerely,

    JP Hornick, OPSEU/SEFPO President

    Disparities in the Youth Justice system: A submission to the Ontario Youth Justice Task Force

    OPSEU/SEFPO Broader Public Service (BPS) Corrections Division

    Click here for PDF version

    Introduction

    Youth justice facilities in Ontario are operated by two parallel systems: those youth centres that are run directly by the Ontario Government by the Ministry of Children, Community and Social Services (MCCSS), and those youth centres that are run by agencies via transfer payments from MCCSS.

    Ontario allows significantly lower standards of funding, health and safety measures, staffing and worker compensation in Transfer-Payment youth centres, compared with Directly-Operated youth centres. These disparities cause serious problems with the quality of care provided to young people in transfer-payment youth centres.

    OPSEU/SEFPO represents youth justice workers employed in both systems. We are submitting this report and recommendations to the Youth Justice Task Force on behalf of our Broader Public Service (BPS) Corrections members who work for open custody and secure custody youth centres run by transfer-payment agencies.

    Our BPS Corrections members represent youth justice workers at the following transfer-payment youth facilities in Ontario:

    • Arrell Youth Centre – Banyan Community Services Inc. (Secure Custody)
    • Creighton Youth Centre – William W. Creighton Youth Services (Open Custody)
    • George R. Force Group Homes – Banyan Community Services Inc. (Open Custody)
    • Kennedy House – Kennedy Youth Services (Secure Custody)
    • Murray McKinnon House – Murray McKinnon Foundation (Open Custody)
    • Peninsula Youth Centre – Banyan Community Services Inc. (Secure Custody)
    • Sterling B. Campbell House – Northern Youth Services/Sudbury Youth Services (Open Custody)
    • Sundance Program at St. Lawrence Youth Association (Secure Custody)
    • Woodview Program at Craigwood Youth Services (Secure Custody)

    We would also like to share our extreme dismay and concern regarding the closure of Craigwood Youth Services, announced on December 9, 2024. Craigwood Youth Services, has cited “the changes in funding and systemic shifts in how youth services are delivered in Ontario” as the reason they feel they are being forced to close the agency.

    This is terrible news for the youth who will be forced an 8-10 hour drive (one way) away from their families and communities, and for the dedicated youth workers who have devoted their careers to providing services for those young people in secure custody. It is a tragic and timely demonstration of the need for serious changes in how Youth Justice is funded and administered in Ontario.

    Lower standards in Transfer-Payment Youth Centres

    The Ministry of Children, Community, and Social Services has consistently ignored recommendations to harmonize the standards between Transfer-Payment and Direct-Operated youth justice facilities. Ontario remains the only province in Canada to operate Secure Youth Justice facilities under the same ministry, with the same mandates and expectations, yet supports and permits significantly lower standards in nearly every way for Transfer-Payment employees.

    In transfer-payment youth centres, Youth Workers are expected to fulfill far too many roles at the same time. In addition to primary case management responsibilities, youth workers often perform intake duties, nursing duties such as administering and documenting medications, counselling, preparing and serving meals, safety and security functions, and crisis interventions. They are also called upon to attend virtual court appearances, transport youth to court and appointments, and perform facility transfers, including transfers that have required numerous charter flights.

    In youth centres directly-operated by MCCSS, many of these duties are carried out by specialized staff, with better support structures in place.

    In transfer-payment agencies, youth workers do not have access to the same personal protective equipment (PPE) or comprehensive orientations and training that are required in MCCSS-operated facilities. Not having the same health and safety standards in transfer-payment centres puts staff and youth at risk.

    First responder status without WSIB coverage

    Youth workers employed by transfer-payment agencies are classified as first responders under the First Responders Act, and yet, they are not covered by WSIB. The physical and psychological demands of their work, especially in crisis situations, make the lack of WSIB coverage an egregious oversight, and put youth workers at undue risk. Youth workers employed directly by MCCSS are covered by WSIB.

    Inferior wages and benefits

    The wages and benefits earned by youth workers at transfer-payment youth centres are far below those paid to youth workers employed by directly-operated MCCSS youth centres. The chronic underfunding of transfer-payment youth centres and the resulting disparity in wages and benefits creates a staffing crisis and revolving door of staff turnover, which directly impacts the stability and care needed for youth rehabilitation.

    The wage gap can be as wide as $25/hour less for youth workers employed by transfer-payment agencies. Pension and benefits vary between transfer-payment agencies, depending on their contracts, but are, in general, far inferior to the OPTrust defined benefit pension and superior benefits provided to youth workers who are employed by MCCSS.

    Part-time and relief workers in transfer-payment youth centres have a starting wage of just over $19/hour, despite holding a three-year Child and Youth Worker diploma or equivalent. This is unacceptable, given the complexity and demands of their work.

    “Stabilization funding” is not an effective solution

    Providing one time “stabilization funding” to transfer-payment agencies is not a viable solution to the staffing crisis.

    • Private agencies can choose not to pass the funding along right away, as was the case at Craigwood Youth Services, which received over $1.1 million to address staff retention and recruitment issues in October of 2023, but didn’t provide a retention bonus to their employees until Spring 2024, months later.
    • Some transfer-payment agencies didn’t provide any additional wages to their employees at all despite receiving similar funding.

    One-time funding fails to address long-term staffing issues which continue to cause experienced and dedicated youth workers to leave transfer-payment agencies for better and safer jobs.

    Recommendation: Reverse the divestment of Ontario’s youth justice system

    The divestment of many youth justice facilities in the 1990s from government-run facilities to privately-run facilities needs to be reversed. All transfer-payment facilities and their employees should become directly-operated by the Ontario Government.

    In the almost three decades since divestment took place, it has become abundantly clear that true harmonization of standards and wage parity cannot be achieved between disparate, small stand-alone agencies and directly-operated MCCSS youth centres. It is also clear that the much higher standards and compensation structures at directly-operated MCCSS youth centres are the only way to ensure sustainability and quality of care for youth involved in Ontario’s youth justice system.

    Interim recommendation: Harmonize standards and staff compensation immediately

    The disparities between transfer-payment and direct-operated facilities are unsustainable and unethical. Immediate action is needed to harmonize standards, wages, and protections for all workers in Ontario’s youth justice system.

    We respectfully request that the Youth Justice Task Force take our concerns and our recommendations into account when advising the Ontario Government on how to address the needs of youth and staff in the youth justice system.

     

    kjohnston

  • LockTalk #6: and so, it begins

    Click here for PDF version.

    Your Corrections Bargaining Team met for the first time with the Employer’s Team on December 18 and 19. The parties exchanged opening statements and initial proposal packages. You can review our opening statement here. The parties will now take some time to review one another’s proposals before meeting again in January.

    While the parties were able to agree on some very minor housekeeping items, the bulk of the work lies ahead.

    Your mobilizers are actively in the field visiting institutions, facilities and community offices. Recently, some of the mobilizers attended Maplehurst Correctional Centre, where a solidarity event was held. We would like to thank the members that participated and attended.

    If you have not done so, it is vital that you provide a secure personal email address when asked to do so by a mobilizer or your Local. You can also do this using the Member Portal.

    Please be reminded that individual bargaining team members cannot respond to any bargaining-related questions or concerns. If you have questions, please contact the Correctional Bargaining Team at CorrectionsOPSBargaining@opseu.org.

    On behalf of the team, we would like to wish our members a safe and
    happy holiday.

    In solidarity,

    Janet Laverty, Bargaining Team Chair
    Adam Cygler, Bargaining Team Vice-Chair

    kjohnston

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  • OPS Unified: Table Talk, December 18

    Special edition

    Getting Unified

    Table Talk Newsletter Special Issue #9

    What happens on December 31, 2024?

    On December 31, 2024, the current OPS Unified Collective Agreement is set to expire, as outlined in Article UN 17 – Term of Agreement.

    What does this mean?

    The current Collective agreement will remain in effect until a new collective agreement is ratified or a strike or lockout happens. In the event of a strike or lockout the collective agreement is suspended until ratification of a new agreement.

    In June 2024, the bargaining team provided the employer with notice to bargain Emergency and Essential Services Agreement (EESA), ensuring we are prepared for the bargaining process ahead.

    On December 12, 2024, we notified the employer of intent to bargain issues as per Crown Employees Collective Bargaining Act (CECBA). Parties are required to notify their intent to bargain a new collective agreement.

    What is the Collective Agreement (CA)?

    The CA is an agreement between the Union and the Employer which sets out the pay, benefits and working conditions for OPS Unified members.

    Click here to find your current CA and more!

    What is Demand Set and why is it so important?

    A “demand set” is the list of specific bargaining demands and/or priorities that members submit to their bargaining team for collective bargaining negotiations.

    Key points about demand set:

    Members’ input: The demand set is created by collecting input from union members through meetings, surveys, or other methods to ensure working conditions and contract demands are addressed in a way that reflects the needs and priorities of the membership.

    The Phase One Survey was your First Step in your OPS Unified Demand Set Process.

    The next step will be a Phase Two demand set survey which will focus on the membership demands.

    Here’s how it works:

    Throughout the Demand Set process, the Unified Bargaining Team engages members to determine desired changes in the next contract.

    Update your information on the member portal to ensure that you get the survey And other important updates!

    Members can propose language changes regarding workload, salary, benefits, and working conditions. Language changes regarding allowances, grievances and areas not yet covered in the contract can also be submitted.

    Your OPS Unified Bargaining Team will analyze the data and submissions.

    Once finalized, the demand set serves as the Bargaining Team’s primary guide when sitting down with the employer to discuss collective agreement improvements. It’s how we ensure we’re fighting for what you want!

    Your Phase One Demand Set Survey closed on December 16th, 2024.

    More than 5,000 Phase 1 surveys were completed, providing critical insights into members’ priorities. The team is analyzing this data to help inform our next steps.

    Stay tuned for the next phase of the demand set process. Your participation is essential.

    The Role of the Bargaining Team

    The Bargaining Team’s role is to advance and fight for the demands of the members. Every member is affected by what is– or is not – in our collective agreement.

    The success of negotiating a fair contract requires teamwork, clear communication, and unwavering commitment to advancing our collective interests. The Bargaining Team is responsible for drafting proposals, developing strategies, tracking progress, presenting the employer with our demands and keeping you informed along the way.

    OPS Unified Bargaining Team Update

    As we approach the end of the year and the expiry of our OPS Unified collective agreement, the bargaining team wants to update you on where things are in the bargaining process.

    The bargaining team is currently focused on negotiating essential and emergency services. This is a necessary step under the Crown Employees Collective Bargaining Act (CECBA) because OPS Unified has the right to strike.

    In preparation, the team collected Essential and Emergency Services Agreement (EESA) forms from local presidents across dozens of ministries. These forms have given us data that will assist us greatly with our negotiations. Thanks for your participation!

    Throughout this process, we are continuing to build our collective power. Regional mobilizers are working with unifiers to map locals, strengthen connections, and organize for success.

    Building Solidarity:

    As we move into 2025, your involvement will be critical.

    • Keep your information on the membership portal updated
    • Read and share your monthly Table Talk Newsletter
    • Attend the monthly table talks
    • Share updates with your colleagues
    • Organize collective actions in your workplace.
    • Join your Area Coordinating Group Chats (ACG)
    • OPS Unified | Linktree

    Achieving a fair and just contract will require all of us to work together. Thank you for your continued solidarity— let’s keep building power for the year ahead!

    Ideas About Content for the Newsletter? Let Us Know!

    Email your OPS Bargaining Team at UNIFIEDOPSBargaining@opseu.org or join your Regional ACG chat. Official updates are available in the Table Talk Newsletter and the monthly meetings.

    Katie Arnup

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  • College Faculty bargaining update: Defending education starts now

    Bargaining Bulletin 17

    Today, we received the No Board report we requested from the Ministry of Labour. As per our last update, this initiates the 16-day countdown before labour action, or an employer lockout, can begin – setting January 4th as the first possible day of labour action.

    A five-day notice must be communicated during, or after, this 16-day period by either party prior to escalation. No labour action will commence without formal notice.

    The terms and conditions of the collective agreement are frozen during this time. Bargaining can continue throughout, and beyond, this countdown; however, should the College Employer Council (CEC) continue to maintain harmful concessions and demonstrate a lack of meaningful engagement in the bargaining process we will be in a legal position to call for labour action.

    Faculty proposals center on the foundations of quality education – less precarity, better wages, enhanced job security, and an end to the unpaid labour that the Workload Task Force identified the Colleges currently receive – all while costing less than a quarter what the province will spend on a new luxury spa in Toronto.

    As faculty, we know what our teaching counterparts in school boards across Ontario are already experiencing: student needs are on the rise. Our current workload formula, which hasn’t been updated in 40 years, doesn’t cut it anymore. 

    In addition, half of our workforce is precarious, only paid for hours they are in front of the class.

    The bottom line is that our unpaid labour and growing job insecurity is propping up the college system after decades of mismanagement.

    In spite of chronic underfunding by the province, the Colleges continue to fail in their responsibility to advocate for the funding needed to stabilize – instead, capitalizing on an increasingly precarious workforce and price-gouged international tuition to rake in historic profits.

    Now, the CEC and the Colleges are implementing an austerity agenda that undermines the bargaining process. Workers and students should never pay the price for the failure of the Ford government and the Colleges in mismanaging post-secondary education in Ontario.

    The CEC’s public joust that we are “reducing classroom time” is a way to exclude prep work, evaluation, and curriculum development as integral parts of teaching – and to avoid addressing that faculty don’t have enough time for real student support, even with each member contributing over $24,000 of unpaid labour a year.

    Despite the CEC’s persisting misinformation about our proposals, we continue to show reasonable movement while focusing on our key priorities: no concessions, better wages to combat the cost-of-living crisis, an end to unpaid labour, and enhanced job security protections.

    We remain willing to negotiate a contract that meets members’ demands and avoids a disruption to the semester – but we will not settle for a contract worse than today’s while the Colleges threaten members with austerity.

    The CEC is encouraged to review their previous proposals and remove all concessions prior to scheduled mediation on January 6-7, 2025 to make our time together productive.

    Solidarity,

    Your CAAT-A Bargaining Team:

    Ravi Ramkissoonsingh, L242, Chair (he/him)
    Michelle Arbour, L125, Acting-Chair (she/her)
    Chad Croteau, L110 (he/him)
    Bob Delaney, L237 (he/him)
    Martin Lee, L415 (he/him)
    Sean Lougheed, L657 (he/him)
    Rebecca Ward, L732 (she/her)

    Stay Informed, Stay Engaged, Get Involved

    webpublisher

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  • LCBO Workers – Echo Newsletter: Updates from your Divisional Executive and Committees

    Chair’s message

    Greetings,

    On behalf of the LBED Divisional Executive, I’d like to take this opportunity to wish you and your family the very best this holiday season.

    For many, this time of year is filled with joy and excitement, creating precious memories, and discovering holiday magic. At the LCBO it means an influx of customers and our members rising to the challenge to meet customer demand with limited resources in a face-paced retail environment.

    As workers, we do our best t to keep up, but this can result in injury. Please: pace yourself, work safe, work smart and always put your health and safety above all else.

    We expect to have the latest finalized collective agreement available online and in booklet form in early 2025.

    I would like to personally thank all our members for their hard work that resulted in historic gains in this contract. We secured wage increases and job security – adding 1,000 PPT jobs in retail and insourcing 1.25 million cases to logistics -and the placement of head office casual positions on the full-time grid in their respective home department.

    Together, in 2024, we build incredible power for LCBO workers. More than 7,000 members signed our petition to protect good jobs at the LCBO. In May, we stood together saying we wouldn’t be WristBANNED. Then, we had the highest participation strike vote with 86% of members casting a vote and 97% voting YES to strike.

    These participation numbers are unheard of and are a testament to our success using the “Organizing to Win” model. LCBO workers are leading the way.

    I encourage you all to take a few moments to reflect on our accomplishments this year. However, we need to recognize the battle to protect good jobs and keep the LCBO public is far from over.

    With a provincial election looming, we need to maintain the organizing structure we built to help influence the outcome. Let’s face it, it’s much easier to bargain with a government that understands the value of this profitable crown corporation instead of outsourcing our work and giving public revenues to greedy big box store CEOs.

    That’s why your divisional executive voted unanimously to extend our Action Builder subscription year-round giving access to all presidents / highest ranking in each local.

    In addition to regional labour chair and logistic leader consultations, we also implemented a communications plan that includes:

    • monthly online meetings with local presidents/highest ranking;
    • quarterly meeting with leaders and organizers;
    • and semi-annual meetings open to all members.

    The purpose of these meetings is to keep members informed and to maintain our organizing structure.

    The next round of bargaining is just two years away, and our success will greatly depend on maintaining this power.

    Meeting dates for 2025:

    Divisional Membership Meetings (all members, 10am & 7:30pm)

    Apr 15, 2025

    Oct 1, 2025

    Organizing Committee Meetings (all leaders, 10am & 7:30pm)

    Feb 13, 2025

    May 13, 2025

    Aug 26, 2025

    Nov 25, 2025

    Local Presidents Meetings (local presidents/highest ranking, 10am & 7:30pm)

    Jan 7, 2025

    Feb 11, 2025

    Mar 3, 2025

    Apr 2, 2025

    May 6, 2025

    June 9, 2025

    July 14, 2025

    Aug 18, 2025

    Sep 9, 2025

    Oct 9, 2025

    Nov 3, 2025

    If you are not receiving emails from OPSEU/SEFPO, please contact the Communications Department at opseucommunications@opseu.org to be added to the list.

    I would like to humbly give thanks to our dedicated divisional executive, local executive members, and to all our Liquor Board Employees Division (LBED) committee members for their hard work and determination representing our members. Your commitment and most importantly your patience and perseverance as we learn together and try new things as a division is always appreciated and respected.

    Peace, love, and happy holidays.

    Colleen MacLeod – LBED Chair (L5107)

    Health and Safety

    The Provincial Health and Safety Committee (PHSC) continues to have productive meetings with the employer with a focus on the mental health of employees and how violence – and the threat of violence – can affect the mental health and well-being of our members.

    The committee also continues to meet with the Resource Protection team to review and assess the work being done by their department. Law enforcement, working in collaboration with Resource Protection, has made significant and numerous arrests that have resulted in a reduction in crime.

    Over the last year, the Health and Safety Committee (PHSC) brought forward concerns regarding the respectful workplace signage and, as a result, the employer has now placed signage in other areas. The committee continues to monitor for best practices to ensure members’ safety.

    The PHSC is very pleased to inform our members of a new resource to help with completing monthly workplace inspections: “Safety Moments” videos. You can access these videos through ServiceNow by going to the JHSC/Workplace Inspections Report page and scrolling down to the bottom.

    Chair – Debbie McGuinness (L5110)

    Greg Wilson (L164)

    Jonathon Puklia (L163)

    Pension and Benefits

    The Pension and Benefits committee continues to meet with the employer to ensure our members’ contract entitlements are upheld. This includes the Long Term Income Protection (LTIP), employer compliance with the Disability Management process, and the accommodations/return to work protocol.

    Working with the membership, we continue to work on the Terms of Reference that govern the committee, succession planning, and maintaining the Sick Credit Pool.

    The Pension and Benefits committee has met several times since the conclusion of bargaining with future meetings scheduled in 2025. The Committee will continue to work on information to be presented at the upcoming Local Presidents meetings, Zoom educationals, and member retirement planning programming.

    Chair – Shelly Robitaille (L162)

    Stephanie Hickman (L377)

    Greg Wilson (L164)

    Grievance Committee

    With the conclusion of bargaining, our members are in the enforcement stage of the bargaining cycle. We encourage members to enforce all rights and entitlements within the Collective Agreement.

    In consultation with an OPSEU/SEFPO Grievance Officer, the committee reviews and advises members on grievances that have not been resolved at step three of the grievance process. The committee also consults with the Chair of the division if there is a requirement to file a policy grievance on behalf of our sector.

    In the new year, the grievance committee will be hosting a Zoom educational on January 19th from 7:30 – 9:30pm Eastern (more information to follow). The committee will also continue to update its Terms of Reference while continuing the work of scheduling members’ grievances. We encourage members to enforce our CA and contact their Local President if management violates any of our rights and entitlements.

    Chair – Jeremy Trainor (L378)

    Retail – Johnathon Puklia (L163)

    Non-retail- Trisha Harrison (L164)

    Anti-Privatization Committee

    The Anti-Privatization Committee (APC) met in November to discuss our next steps. It has been a challenging year for LBED members with all of the changes over the last several months with the marketplace expansion and privatization of alcohol sales. Rest assured that we remain passionate and ready to face any future threat together.

    The APC will be meeting in January, February and March. We will continue to engage our members about the upcoming provincial election in the spring. We need to ensure that we are having conversations with everyone — including family and friends — and remind them that their voice matters! Let’s influence change together, to protect the LCBO from Ford’s ongoing privatization agenda.

    There is an APC Zoom social scheduled for early March (more information to come). We would be happy if you could attend.

    Keep your spirits up and please remember to have a safe and happy holiday season.

    Chair – Jamie Kensley (L681)

    Tammy Rogers (L377)

    Laurie Scuffell (L4100)

    Communication & Education Committee

    Since the end of the strike, the Communication & Education committee has been hard at work collaborating with the Anti-Privatization Committee, the Health & Safety Committee, and the Pensions & Benefits Committee & Grievance Committee to organize Zoom workshops.

    The Health & Safety Committee held a very successful workshop on November 17 with a great turnout. The consensus is that members appreciate the education that is being provided in these workshops.

    The committee has dates planned for 2025 when more workshops will be hosted so members can participate and fully understand their rights in the workplace.

    The committee continues to create content and monitor the official OPSEU/SEFPO LBED Facebook page. We have seen an uptick in people who view the page and the committee appreciates the feedback that members continue to give.

    The committee has also been working on templates that Local Presidents can use when they are conducting new hire orientation meetings. The committee recently released one for the 2024 winter fixed term session and the response has been positive with members being able to have a framework for what to explain to the new hires.

    Finally, the committee is in the process of working on a President’s handbook as an aid to assist members. The handbook will include all of the major mechanisms as to how OPSEU/SEFPO functions as a union and all of the various ways that LBED members can become more involved with the sector and the union at large.

    On behalf of the Communication & Education committee members, we look forward to continuing to provide key information and education to the LBED membership.

    As 2024 comes to a close, we would like to wish everyone the happiest of holidays and a successful 2025!

    Chair – Craig Hadley (L5109)

    Michael Hamilton (L376)

    Jessica Marciniak (L497)

    Secretary Treasurer

    The Secretary Treasurer is responsible for the administrative items and financial record keeping of our division. This includes recording minutes for Divisional Executive meetings and Provincial Management Labour Committee meetings. Minutes are sent to Local Presidents/highest ranking quarterly. Accompanying meeting minute reports are the sector financial reports, which include up to date financials and ongoing tracking and usage of the 1,100 day pool.

    Any LBED member who wishes to see these reports, please contact your Local President and they can send them to you.

    I also maintain the records for all members’ contract information, and especially, Local Presidents and Local Executive Committees (LECs). It is very important that these records are kept up to date so the Divisional Executive knows who to contact at the local level. If there have been any changes recently to your contact information or LEC, please reach out to me so we can update the records.

    I would like to take this opportunity to wish everyone a safe and happy holiday.

    Rachel Brunet (L4100)

    In Solidarity,

    Your Liquor Board Employees Division (LBED) Divisional Executive

    Katie Arnup

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  • PHOLine Bargaining bulletin: December 2024

     

     

     

    We have now finished three days of bargaining, which took place on December 9th, 10th and 12th. We tabled proposals based on both non-monetary and monetary priorities that were identified at the final demand set.

    Here are the top ten demands as voted on by delegates at the demand set meeting on October 5.

    1. Wage Increase
    2. Wage Parity
    3. Job Security
    4. Benefits
    5. Remove Attendance Management Program
    6. Provide Flex and or Compressed work week
    7. Increase Vacation
    8. Personal Days
    9. Increase Shift Premiums and Weekend
    10. Shorten Grievances Time

    We will continue bargaining with the employer again in February.

    Update your contact info and stay in the know!

    We are committed to keeping all members up to date on bargaining developments by sending regular bulletins and posting updates.

    Please let someone from the bargaining team know who your local’s contact person is so that we can reach out, if needed.

    More information will be sent in the coming weeks and months.

    Here’s how to update your contact information:

    1. If you haven’t already signed an OPSEU/SEFPO card, fill out your member application form here: https://hub03.opseu.org/Forms/emaweb
    2. If you’re already a signed-up OPSEU/SEFPO member, register for the Member Portal to update your information here: https://members.opseu.org/

    Click here for instructions on how to create a Member Portal account and update your info: https://shorturl.at/V9QXL

    In solidarity,

    Your Bargaining Team

    Casey McGuire, Bargaining Team Chair, Local 412 – kc.mcguire1374@gmail.com
    Cathy Masterson, Bargaining Team Vice Chair, Local 522 – mascf1@gmail.com
    Jason Gasgas, Local 545 – jason.gasgas@yahoo.com
    Deanna Thompson, Local 432 – oct15bride@gmail.com
    Pak Yip, Local 545 – pakmingyip@gmail.com

    kjohnston

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  • 2025 Convention Call

    Download 2025 Convention Credential Form

    Dear OPSEU/SEFPO Locals,

    I am very excited to announce that the 47th Annual Convention of the Ontario Public Service Employees Union / Syndicat des employés de la fonction publique de l’Ontario (OPSEU/SEFPO) will be convened on Thursday, April 24, 2025, at 9:00 a.m. in Halls A and B (Level 300) of the Metro Toronto Convention Centre, 255 Front Street West, Toronto, Ontario, and will adjourn on Sunday, April 27, 2025, at 12 noon.

    The general business of Convention includes:

    Financial Statements

    Budget 2025

    Member Resolutions and Constitutional Amendments

    Report of the Executive Board

    This is your Local’s official call to the 2025 Annual Convention, with Delegate and Alternate entitlement calculated below, according to Articles 13.4 (a) and 13.5.2 of the Constitution. You will also find below the number of members in your local in good standing, according to OPSEU/SEFPO’s membership records as of December 31, 2024.

    Please download, complete, and submit the local Credential Form to the Convention Office at convention@opseu.org as soon as possible. Once we have processed your credentials, members listed on the Credential Form will have access to the member portal to submit requests for hotel, time off and childcare. The deadline to submit all requests is March 14, 2025.

    Please note that the Awards Ceremony, with entertainment, is scheduled for Thursday, April 24 at 8 p.m.

    If you have any questions, don’t hesitate to reach out to our dedicated staff at the Convention Office. I look forward to seeing you in April.

    In solidarity,

    JP Hornick, President

    apedersen

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  • Sector 3 newsletter: December 2024

    Greetings Sector 3 Boards of Education and Cultural Institutions!

    It’s hard to believe that it is already December – before we know, it will be 2025!

    As we end 2024, we would like to update you on some sector news.

    Save the date!

    Local Presidents/Highest Ranking members within Boards of Education will be invited to join the Sector 3 executive virtually on Tuesday, February 25, 2025, to discuss local issues and upcoming events.

    Watch for the Call Out in January to register.

    Cultural Institutions’ Presidents/Highest ranking officials will be invited to join us in May. More details to follow.

    Did you know?

    Proof of illness & medical documentation

    As outlined in the Central portion of the Collective Agreement, C 10.00 I) Proof of Illness, medical documentation may be requested by the employer.

    • A Board may request medical confirmation of illness or injury and any restrictions or limitations any Employee may have, confirming the dates of absence and the reason thereof (omitting a diagnosis). Medical confirmation is required to be provided by the Employee for absences of five (5) consecutive working days or longer.
    • Where an Employee does not provide medical confirmation as requested or otherwise declines to participate and/or cooperate in the administration of the Sick Leave Benefit Plan, access to compensation may be suspended or denied. Before access to compensation is denied, discussion will occur between the Union and the school board. Compensation will not be denied for the sole reason that the medical practitioner refuses to provide the required medical information. A school Board may require an independent medical examination to be completed by a medical practitioner qualified in respect of the illness or injury of the Board’s choice at the Board’s expense.

    If you are experiencing difficulties with your employer, please contact your Local Union representative.

    ROM discounts

    OPSEU/SEFPO members get discounts at the Royal Ontario Museum!

    Save 15% off Royal Ontario Museum (ROM) admission. Buy your timed tickets online and use promo code OPSEU.

    OPSEU/SEFPO members now SAVE 15% on select new one-year* ROM memberships.

    ROM members receive unlimited free admission to galleries and special exhibitions all year long. Plus, enjoy exclusive previews of exhibitions and galleries, advance booking opportunities, discounts, and so much more. Join today online and save 15% with promo code OPSEU. Offer expires March 31, 2025.

    Royal Ontario Museum Bargaining Update

    Congratulations! OPSEU/SEFPO Local 543 ROM (Full-Time) has ratified a new Collective Agreement!

    After a hard round of bargaining, a deal was reached in late August which included the highest wage grid improvements ROM has seen in over 20 years, improvements to many aspects of the benefits plan, further Bill 124 remedy, additional leave days, and a signing bonus.

    Don’t delay, sign up to the member portal today!

    The basic building blocks of collective power is each one of us! Your local and sector want to connect with you! We’re committed to building participation in the sector.

    Please take a minute to:

    • Sign a membership card: If you don’t have an OPSEU/SEFPO membership number of card sign a membership card and encourage your colleagues to sign one as well!
    • Sign up for the OPSEU/SEFPO Member Portal: The Member Portal gives you secure online access to services and member information. It’s where you’ll find important information about your union! Be sure to update your contact info on the Member Portal so we can connect with you about the things that matter most to you!

    Stay informed!

    Visit opseu.org where you’ll find the latest news, campaigns, educational opportunities, event postings, information from your sector, and so much more!

    On behalf of the Sector 3 Boards of Education and Cultural Institutions executive, we want to wish all of you a happy and healthy holiday break. We encourage you to take some time to rest and enjoy your time with family and friends. We are looking forward to a successful 2025 and wish you Happy New Year.

    In solidarity,

    Your Sector 3 Division Executive

    Melody Hurtubise, Acting Chair
    Susan Richarz, Secretary
    Donna Caissie, Treasurer
    Rebecca Bailey, Member at Large
    Kelly Martin, Member at Large
    Bonnie Eddy, Member at Large

    Follow us on Facebook to stay up to date on what’s happening in OPSEU/SEFPO Boards of Education and Cultural Institutions – Sector 3!

    kjohnston

  • New Beginnings: Reflections and Resolutions from the 2024-2026 inSolidarity Committee

    By Lorinda Seward, Local 351, Editor, inSolidarity

    The newly elected inSolidarity Committee held our first meeting on November 26 and 27 at OPSEU/SEFPO HQ, where we rolled up our sleeves, took a deep breath, and dove into the work ahead.

    Reflecting on Editor’s Weekend, we discussed what worked well (hello, vibrant workshops and inspiring keynotes!) and what didn’t (note to self: never underestimate the need for more coffee and snacks).

    As always, our focus remains on how to continue empowering members through storytelling.

    A Heartfelt Thank-you and a New Chapter

    During this meeting, I had the immense honour of being acclaimed as the new Editor of inSolidarity, following the exemplary leadership of Craig Hadley.

    Craig’s years of dedication to union journalism have left a legacy that is both humbling and inspiring. Personally, I’ve learned so much from him – his commitment to amplifying worker voices, his knack for making complex issues accessible, and his unflagging belief in the power of storytelling.

    On behalf of the committee and our membership, thank you, Craig, for all your work as Editor of inSolidarity.

    But don’t worry, Craig is still part of the committee, and we look forward to his continued participation in labour journalism … I Craig your Pardon?!

    About me

    I’ve been a proud member of OPSEU/SEFPO for 24 years and serve as a Steward with Local 351, part of CAAT-S. I’m also the Region 3 Alternate for the Provincial Women’s Committee.

    Outside of union work, I love songwriting and photography as powerful storytelling methods. With an MA in Gender and Social Justice Studies, I’ve been a lifelong advocate for ending violence against women, a cause that remains close to my heart.

    For the past two years, I’ve been thrilled to tell the stories of our members through inSolidarity, and I’m excited to continue as Editor, amplifying your voices and sharing the issues that matter most to you.

    A Fresh Format for a New Era

    Our discussions about workload and the future of inSolidarity led to some big, bold decisions.

    Many of you fondly remember receiving the physical editions of inSolidarity four times a year. For years, these printed issues were a highlight for members across the province. However, we’ve also recognized the changing landscape: the rising popularity of online platforms and the ever-present budget constraints.

    With all this in mind, we’ve decided to embrace a new format.

    Going forward, inSolidarity will no longer produce physical copies.

    While we understand this might come as a disappointment to some, we see it as an exciting opportunity to modernize how we deliver union stories.

    Instead of waiting for quarterly editions, we’ll be publishing articles online as they’re written. This means the events we cover and the stories we tell will reach you faster, ensuring that members stay informed in real time. In a world where labour issues and victories evolve quickly, this change allows us to keep pace.

    Writing for Impact

    A small group of workers sit around a table crowded with laptops and notepads

    One highlight of our meeting was an incredible writing training session led by OPSEU/SEFPO Communication Officer Michelle Langlois.

    Michelle armed us with tools to sharpen our pencils (metaphorically speaking – this is the digital age, after all) and refine our storytelling skills. With her guidance, we’re ready to deliver compelling articles that reflect the passion and resilience of our members.

    Your Voice, Your Newsletter

    Of course, inSolidarity remains OPSEU/SEFPO’s member-driven newsletter, and that means we want to hear from you! What’s happening at your local? What labour issues are impacting your region? Is your area council or labour council making waves? We’re inviting all members to share your stories, ideas, and perspectives. Together, we can continue to amplify the voices that make our union strong.

    To submit articles or ideas, email us at insolidarity@opseu.org. Let’s keep the conversation going and the stories flowing.

    As we move forward, I’m excited about what we’ll accomplish together. With the support of our incredible committee and membership, I know inSolidarity will continue to be a powerful platform for worker voices. Here’s to a new chapter in union journalism!

    apedersen

  • Region 7 Stewards 1: Making a Difference in the Workplace – virtual, February 27, 2025

    • Location:  Virtually via Zoom
    • Date: February 27, 2025
    • Times: 9:00 am – 12:00 pm and 1:00 pm – 4:30 pm EST
    • Deadline: Attendance Form and Human Rights Accommodation Requests are to be submitted to Linda Robinson via email larobinson@opseu.org by January 03, 2025. Applications can also be dropped off by Jan 3, 2025 at the Dryden Regional Office, Suite # 1 45 King Street, Dryden, ON P8N 1B7, 1-844-765-1423 Ext. 5701

    Applicants will be notified after January 10, 2025 of their acceptance for the Educational.

    The expectation of those accepted to attend will be that you remain on camera to participate and be fully engaged.

    Applications

    Completed Attendance forms must include the signed recommendation or an approval email from a Local Executive Officer and be received by the Dryden Regional Office no later than Friday, January 3, 2025. Please note applications will not be accepted after this date. A copy of the approval e-mail must be submitted with your application.

    Application can be submitted via email to  larobinson@opseu.org or dropped off at the Dryden Regional Office, Suite # 1 45 King Street, Dryden, ON P8N 1B7, 1-844-765-1423 Ext. 5701.

    Selection process – Education Policy Section 7 (Policy Manual)

    The selection process will be in accordance with the Education Policy – Section 7 of the Policy Manual. All Local Presidents have an OPSEU/SEFPO Policy Manual. Please contact your Local President to review this policy.

    Family / Attendant Care

    Family/Attendant Care will be reimbursed as per OPSEU/SEFPO policy as outlined on the back of the expense claim. If you have any questions, please check the OPSEU/SEFPO Policy Manual.

    Lost wages / time off

    Per past practice, lost wages will be paid for those members who are shift workers and are scheduled to work on the evening of Wednesday, February 26, 2025 and Thursday, February 27, 2025. Any claim for lost wages must be substantiated by proof from your employer.

    apedersen

  • Region 7 Stewards 1: Making a Difference in the Workplace – virtual, February 27, 2025

    • Location:  Virtually via Zoom
    • Date: February 27, 2025
    • Times: 9:00 am – 12:00 pm and 1:00 pm – 4:30 pm EST
    • Deadline: Attendance Form and Human Rights Accommodation Requests are to be submitted to Linda Robinson via email larobinson@opseu.org by January 03, 2025. Applications can also be dropped off by Jan 3, 2025 at the Dryden Regional Office, Suite # 1 45 King Street, Dryden, ON P8N 1B7, 1-844-765-1423 Ext. 5701

    Applicants will be notified after January 10, 2025 of their acceptance for the Educational.

    The expectation of those accepted to attend will be that you remain on camera to participate and be fully engaged.

    Applications

    Completed Attendance forms must include the signed recommendation or an approval email from a Local Executive Officer and be received by the Dryden Regional Office no later than Friday, January 3, 2025. Please note applications will not be accepted after this date. A copy of the approval e-mail must be submitted with your application.

    Application can be submitted via email to  larobinson@opseu.org or dropped off at the Dryden Regional Office, Suite # 1 45 King Street, Dryden, ON P8N 1B7, 1-844-765-1423 Ext. 5701.

    Selection process – Education Policy Section 7 (Policy Manual)

    The selection process will be in accordance with the Education Policy – Section 7 of the Policy Manual. All Local Presidents have an OPSEU/SEFPO Policy Manual. Please contact your Local President to review this policy.

    Family / Attendant Care

    Family/Attendant Care will be reimbursed as per OPSEU/SEFPO policy as outlined on the back of the expense claim. If you have any questions, please check the OPSEU/SEFPO Policy Manual.

    Lost wages / time off

    Per past practice, lost wages will be paid for those members who are shift workers and are scheduled to work on the evening of Wednesday, February 26, 2025 and Thursday, February 27, 2025. Any claim for lost wages must be substantiated by proof from your employer.

    apedersen

    ,

  • Fight bad bosses with McMaster’s Labour Studies Certificate Program

    McMaster University is encouraging all workers to enroll now in the online 2025 Labour Studies Certificate Program.

    “Our unique program is aimed at union activists, rank-and file union members, union leaders, and every day workers who want to develop their knowledge and tools to win more power for workers in our workplaces and fight back against increasingly aggressive employers,” according to the program’s brochure.

    To earn the certificate, you must complete 12 courses. Each course is taught one night a week for four weeks, and has a $185 tuition.

    • Register now on the Labour Studies Certificate Program website
    • Take from the comfort of your own home in the evening;
    • Affordable, easy to enroll and attend;
    • Take as many, or as few courses as you wish on your own timeline;
    • Learn in a supportive, comfortable environment with fellow union members and peers different occupations and unions from around the country;
    • Real world education to build workers confidence to fight back against increasingly aggressive employers;

    Note: the university is closed Dec 24to  Jan 6. Any registrations during that time will not be seen until Jan 6. If you want to register for the Jan 7 course, it is best to do so by Dec 22 to allow time for processing

    “To fight back against increasingly aggressive employers who are driving down workers living standards; trying to force concessions on us; and eroding the rights that workers have won in the past, workers have to develop the tools needed to collectively fight back,” according to the program’s brochure. “Join our program to discuss how to do this with fellow labour activists from around the country!”

    apedersen

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