dev-os

dev enviro for os

  • Notice of Volunteer Position- OPSEU/SEFPO College Support Staff Full-Time Retiree Representative OPSEU/SEFPO CAAT Retiree Group Insurance Advisory Committee

    • Term of Office: May 5, 2025 – close of following Final Demand Set Meeting (TBD)
    • Nominations: Please download, print out and complete this nomination form. Please email completed forms to gvolpe@opseu.org
    • Deadline for Nominations: January 31, 2025, 5 pm

    Duties and Responsibilities

    The OPSEU/SEFPO CAAT Retiree Group Insurance Advisory Committee consists of one representative, each, of Support Staff, Faculty and Management Retirees, and the Colleges, with support from OPSEU/SEFPO and the College Employer Council, and meets in Toronto at least once per year, and communicates via email and teleconferencing to:

    • Monitor the financial experience of the Retiree benefits plans for College employees;
    • Ensure that retiree benefits remain an affordable option for college retirees;
    • Respond to retirees’ inquiries and communicate with retirees around plan changes and issues;
    • Advocate for retirees with contentious claims;
    • Participate in reviewing and making recommendations around the annual renewal of plan insurance contracts;
    • Discuss and make recommendations on issues effecting retiree benefits

    Remuneration

    This is strictly a volunteer position, with no compensation. Expenses for necessary travel, accommodation and meals will be reimbursed as per OPSEU/SEFPO policy.

    Qualifications

    To be eligible for nomination, a candidate must be:

    • A retired, former member of a College Support Staff Full-Time Bargaining Unit and Local represented by OPSEU/SEFPO
    • In receipt of a CAAT Pension, and currently opting to receive CAAT Retiree Benefits
    • Nominated by a College Full-Time Support Staff retiree, who is also in receipt of a CAAT Pension and currently opting to receive CAAT Retiree Benefits
    • A member in good standing of OPSEU/SEFPO Retiree Member Division (or willing to join).

    Knowledge of the terms and conditions of the CAATS Retiree benefits plans, public speaking skills, and experience advocating on behalf of others, including seniors and/or persons with disabilities, is strongly recommended.

    Nomination Process

    Nominations will be received by Giulia Volpe, gvolpe@opseu.org, until 5 pm, on Friday, January 31, 2025.

    Please complete the attached nomination form. Eligible nominees will be interviewed, and a successful candidate selected, by a committee including at least one (1) member of College Support Staff Full-Time Divisional Executive and one (1) member of the College Support Staff Joint Insurance Committee.

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  • Job Opportunity – Communications Officer – 24.054

    Title: Communications Officer #4 (42-04)
    Location: Communications Unit, Political Action & Education Division, OPSEU/SEFPO Head Office, 100 Lesmill Road, Toronto, ON M3B 3P8
    Reporting to: Supervisor, Communications Unit
    Search Type: Open to all OPSEU/SEFPO members and the community (First consideration to be given to OPSEU/SEFPO members)
    Salary: $1,994.00 to $2,215.00 per week (Range 4 – Pro-Tech)
    Working Conditions: As provided in the OPSSU/OPSEU/SEFPO Collective Agreement

    Principal Duties:

    Provides public relations and communications expertise. Acts as lead hand/mentor for campaigns officers and mobilizers:

    • Provides public relations and communications expertise to OPSEU/SEFPO and its members
    • Crafts and develops strategic messaging to advance the goals of the organization
    • Develops and implements communication and PR strategies
    • Writes, edits and designs a variety of in-house publications and a wide range of information materials
    • Prepares speeches for senior leaders, briefs, news releases, bulletins and pamphlets
    • Scans a variety of media sources
    • Acts as media spokesperson for OPSEU/SEFPO
    • Writes and costs proposals for Executive Board
    • Liaises with affiliates, community organizations, coalitions, government agencies as required
    • Uses graphics, typography and design to produce OPSEU/SEFPO publications
    • Edits and proofreads materials prepared by other staff
    • Performs other related duties as assigned

    Qualifications:

    • Undergraduate degree in Communications and three years related work experience (or equivalent combination of education and experience)
    • Knowledge of contemporary communications strategies, news media, the communications environment, various communication tools and their uses, polling and public opinion
    • Knowledge of OPSEU/SEFPO organization, structure and policies
    • Understanding of and commitment to labour movement and social democratic philosophy
    • Understanding of and commitment to the principles of anti-racism, equity, diversity and inclusion
    • Knowledge of labour and government issues
    • Knowledge of graphic design principles
    • Requires advanced PC skills and knowledge of relevant software packages
    • Requires tact and diplomacy skills

    OPSEU/SEFPO supports employment equity. Racialized workers, women, Indigenous workers, LGBTQ2S+ workers and workers with disabilities are encouraged to apply. For the purpose of statistical data collection, applicants are strongly encouraged to voluntarily self-identify. OPSEU/SEFPO’s diverse workplace also supports Francophone workers and young workers.

    A total of 60% or greater must be achieved in the competition process to obtain the position.

    Please advise should you require any accommodation to participate in this competition.

    Expression of Interest – 2-step process:

    1. Submit your resume with cover letter in Word or PDF to competitions@opseu.org quoting “24.054 – Communications Officer #4 (42-04), Communications Unit” by 5:00 pm (Eastern Time) on January 8, 2025;
    2. Complete OPSEU/SEFPO Job Applicant Survey – Please click the link below: https://forms.office.com/Pages/ResponsePage.aspx?id=ntqy3vmHp0WKvIeSS54XACSzxUJfqY5Ehbkv7jfWaYpUOFpSMDlBOUJFRzNGUEpSWEZDUktGM0tZTSQlQCN0PWcu

    To be considered in the job competition, it’s essential to complete both steps of the two-step submission process. Failure to do so may result in disqualification from consideration.

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  • OPS Unified: Table Talk, December 12

    Table Talk Newsletter Issue #8

    Precarious Workers – Get Empowered

    Fixed Term (FXT), Seasonal (SE), Seasonal Recurring, Contract and Part Time (PT) 

    You are OPS Unified, and you are an integral part of the public service in Ontario.

    A significant number of our members deliver services in parks, courts, wildland fire, fisheries, education, ambulance, communications, Service Ontario to name a few. And yet, too many are precariously employed.

    Precarious workers form over 40% of the more than 30,000 members in OPS Unified, depending on the time of year.

    This erosion of full-time permanent jobs in the services that support the people of Ontario is shameful.

    For years, the employer has made our workforce more and more precarious by:

    • refusing to fill full-time vacancies;
    • not extending seasonal contracts;
    • paying inadequate wages and benefits;
    • and manipulative recruitment strategies.

    There are many causes of our frustration at work: incredible backlogs, unrealistic performance expectations, low wages, understaffing, and turnover leading to burnout.

    You are highly skilled professionals who are experienced and qualified.

    You deserve a strong and fair Collective Agreement.

    Precarious Workers – Join the fight! Get UNIFIED!

    Update your registration online, complete the Phase 1 Survey, join your ACG chat and attend the monthly Table Talk Thursday meeting.

    Reach out to a mobilizer if you have any questions.

    Call to action

    • Make sure your voice is heard on issues that matter to you: complete your Phase 1 Demand Set Survey. The deadline to fill out the survey is December 16th. To complete the survey click here.
    • Print and post this newsletter on your union board
    • Print this poster and put it up on your union

    Join us

    WHO: The bargaining team would like to invite Unified members to Table Talk Thursdays.

    WHAT IS TABLE TALK THURSDAYS: Table Talk Thursdays are Zoom sessions where YOUR bargaining team shares updates and insights with union members about ongoing negotiations and activities. Join us to stay informed and engaged with the latest news and developments.

    WHERE: It happens over ZOOM.

    WHEN: This happens every third Thursday of the month from 7 pm to 8 pm EST (6 pm CST).

    The next session will be December 19, 2024.

    WHY: Keeping lines of communication open! Table Talk Zoom sessions are where YOUR bargaining team shares our updates on what’s happening at the table and our broader campaign work within OPS Unified.

    Next week’s Table Talk is the last one in 2024! Join us to stay informed and engaged with the latest news and developments.

    Can’t Attend Table Talk Thursdays? Here’s How to Stay in the Loop

    Winning a transformative contract will take all 30,000+ members of OPS Unified getting involved. Your participation is crucial.

    We’re committed to open and transparent communication. If you are unable to attend Table Talks, here are a few ways to stay up to date:

    • Designate members to join the Table Talk and share updates through an informal table talk discussion in your local.
    • Reach out directly to the bargaining team at UnifiedOPSBargaining@opseu.org or ask in one of the seven regional Area Coordinating Group Signal chats. The engagement in these channels has been incredible!
    • Dive into the process: be creative and share your ideas.

    This is your union, and the bargaining team is committed to keeping it member-driven. Keep the questions and ideas coming!

    Check it out! Celebrating the Success of the OPS Unified Divisional Conference

    Our divisional conference was held on November 16th and 17th in Toronto. At the conference, members elected their Ministry Employee Relations Committees (MERCs) and their Central Employee Relations Committee (CERC).

    For more information, click here.

    Did you know?

    Did you know that our Constitution allows each working area to elect as many Stewards as they want? (Article 29)

    OPS Unified Now Has Promotional Items on ShOPSEU

    Show a unified front in your workplace with simple collective actions – coordinate your team wearing OPS Unified swag!

    The bargaining team knows that your action is our strength from displaying your collective agreement on your desk to organizing a Unified lunch or sporting new OPS Unified gear. Every action strengthens our fight for a fair contract.

    Check out ShOPSEU for new promotional items and hit “Contact Us” to place an order or request gear. Locals can also explore customizable options with Cavan for OPS Unified-branded apparel.

    Delayed and disappointed.

    Update on salary adjustments and Bill 124 retro payments

    Members are frustrated. Over 25% of OPS Unified members won’t receive Bill 124 retro pay on time.

    Payment is delayed again, with no firm deadline, because the employer fails to deliver on their own committed timelines.

    Grievances are being filed. Please join your Regional ACG for more information.

    As 2024 comes to a close, your bargaining team wishes you a Unified 2025

    In Solidarity,

    On behalf of the OPS Unified Bargaining team

    Amanda Usher — Chair

    Leslie Aiston — Vice Chair

    Newsletter Issue #8

    Katie Arnup

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  • Young Worker of the Year Award 2025

    Dear OPSEU/SEFPO members:

    OPSEU/SEFPO’s Provincial Young Workers Committee (PYC) is seeking nominations for the Young Worker of the Year Award!

    This award will recognize achievements in leadership, innovative thinking, and transforming communities as they relate to engaging young workers.

    Eligibility Criteria

    • Must be an OPSEU/SEFPO member in good standing
    • 35 years of age or youngerThe selection for the recipient of the Young Worker of the Year Award is based on union and/or community activism that incorporates and promotes the rights and empowerment of the next generation of workers.

    Selection

    At each annual convention, OPSEU/SEFPO will present one Young Worker of the Year Award.

    Nominations can be made by any member, local, member of the Executive Board, staff or member of any provincial equity committee or caucus.

    The nominations will be collected and reviewed against the criteria below.

    Nominations must be a minimum of 150 words and include information which outlines the nature of the contribution made by the member which could include, but is not limited to the following:

    • Organizing and educating members around equity, human rights and/or young worker issues in the workplace and community;
    • Organizing and educating members to ensure that the workplace and Union are harassment and discrimination free zones;
    • Ensuring that their local’s decision making processes include young workers and are guided by the principles of access, equity and human rights;
    • Ensuring that the employer and the Union comply with the provisions of the Ontario Human Rights Code and OPSEU/SEFPO’s Harassment and Discrimination Policy;
    • Providing assistance and support for members who experience harassment and discrimination
    • Description of how their activism has positively impacted the labour movement and/or their community allies.

    Please provide as much detail as possible. The more detail the better!

    Members of OPSEU/SEFPO’s Provincial Young Workers Committee (PYC) will review and select an award recipient from all nominations received by the Member Equity Unit. The recipient will be presented with the Young Worker of the Year Award at the 2025 Convention.

    All nominations including the member’s contact information must be made in writing and sent to OPSEU/SEFPO’s Member Equity Unit at equity@opseu.org no later than February 2, 2025.

    If you have any questions, please contact the Member Equity Unit at equity@opseu.org

    In Solidarity,

    OPSEU/SEFPO’s Provincial Young Workers Committee (PYC)

    Young Worker of the Year Award
    Young Worker of the Year Award FR

    mdasilva

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  • Working Alone

    What is “Working Alone?”

    Working alone can be defined as “the performance of any work function by a worker in circumstances where the
    worker cannot be seen or heard by another worker in the event of injury, ill health, or emergency.”

    Why can it be dangerous?
    While it is not always hazardous to work alone, it can be when other circumstances are present. Whether a situation
    is a high or low risk will depend on the location, type of work, interaction with the public, or the potential
    consequences of an emergency, accident, injury, etc.       This wide variety of circumstances makes it important to assess each situation individually.

    Workers are at risk who work alone:
    • with the public, where there is a
    potential for violence if they
    handle cash, work at night, are
    vulnerable to robbery, work
    with clients or patients, whose
    work has them make decisions
    that affect others, or work in a
    position of authority,
    • at heights,
    • in confined spaces (such as tanks,
    grain bins or elevators, culverts,
    etc.),
    • with electricity,
    • with hazardous substances or
    materials,
    • with hazardous equipment such as
    chainsaws or firearms,
    • with materials at great pressure,
    or,
    • travel,
    • work in isolated areas

    What does the Law Say?
    Unlike most other provinces, Ontario has no specific regulations that address working alone, other than in
    specific situations such as confined space. Ontario workers rely on the general provision in Ontario’s
    Occupational Health and Safety Act (OHSA) that mandates that employers must take “reasonable precautions”
    to protect workers.
    Other provinces and territories, such as British Columbia, Alberta, Saskatchewan, Manitoba, Quebec, New Brunswick,
    PEI, Nunavut, and North West Territories, have regulations which specify reasonable precautions that employers must
    take to protect workers working alone.

    What are “Reasonable Precautions” for working alone?
    Principles:
    • First consideration should be given to eliminate working alone. In BC’s legislation, employers must have one
    of the following: 2 people minimum in retail locations between 11 pm and 6 am; a lone worker must be
    protected by locked doors or barriers that prevent physical contact; a workplace violence prevention
    program.
    • Some types of work (or duties) should not be performed alone
    What should a “Working Alone Safety Policy” include or deal with?
    • Definition of “working alone”
    • Avoid working alone whenever possible
    • Management commitment to providing a safe workplace and addressing working alone hazards
    • Roles and responsibilities of management, supervisors, JHSC and/or H&S rep, workers
    WORKING ALONE
    Rev. July /2023
    • Risk assessment performed to identify hazards with working alone in specific workplace. The risk assessment
    (or hazard assessment) should be in writing, performed in consultation with the JHSC and/or H&S rep, and be
    communicated to all staff. The risk assessment should:
    o Review incidents, injuries, reports, and near misses
    o Identify locations where workers are required to work alone
    o Identify type of work being done and all possible risks
    o Examine details about how emergency assistance is sought or provided
    o Review established evacuation or emergency procedures
    o Identify and review the provision of any equipment for workers working alone
    o Review control measures and precautions currently being taken
    o Review physical workplace
    o Examine information/training provided to workers
    o Identify and evaluate post incident support to workers
    o Identify and review post-incident investigation, reporting and record-keeping processes
    o Identify gaps or patterns that need to be addressed
    • Identify and outline all reasonable precautions taken to eliminate or reduce identified risks
    • Involve the establishment of safe work practices, procedures, or equipment
    o These to include the establishment of an effective communication system that consists of radio
    communication, cellular phone communication, or any other means that provides effective
    communication in view of the risks involved. May include regular contact with employer, limitations
    or prohibitions on specified activities, establishment of minimum training, provision of personal
    protective equipment, and provision of emergency supplies for use in traveling under conditions of
    extreme cold or other inclement weather conditions.
    • Contain and describe training provisions for workers that are developed in consultation with JHSC
    and/or health and safety representative
    • Investigation and reporting section
    • JHSC evaluation and regular review of working alone precautions, policies, program, equipment,
    and training
    Sample Collective Agreement Language
    The employer shall, where reasonable, avoid situations requiring workers to work alone.
    Working alone is the performance of any work function by a worker in circumstances where the worker cannot
    be seen or heard by another worker in the event of injury, ill health, or emergency.
    In cases where a worker is required to work alone, the employer shall, before assigning the worker to work
    alone, identify hazards to that worker, take measures to eliminate the hazard if possible, or to minimize the
    risk of the hazard to the lowest reasonable level using engineering controls, administrative controls, or a combination of engineering and administrative controls through measures, policies, and procedures, developed
    in consultation with and regularly reviewed by the joint health and safety committee and/or health and safety
    representative.
    In cases where a worker is required to work alone, the employer shall, before assigning the worker to work
    alone, provide training, developed in consultation with the joint health and safety committee and/or health and
    safety representative, to the worker regarding actual or potential hazards arising from the work, and regarding
    measures, policies, equipment, and procedures that exist to prevent harm to that worker.

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  • OPS Unified – Pay Equity Update

    Greetings!

    Your OPSEU/SEFPO OPS Unified Pay Equity team is in the process of evaluating the Position Information Questionnaire responses received during the pilot phase of the project.

    We are very much looking forward to the mass roll-out in the spring of 2025 where we hope to encourage our OPS Unified members to participate and provide the employer with details about your jobs. This is a critical opportunity to make our voices heard.

    Stay tuned for more information in the New Year. For now, please see the joint memo released by the union and employer as an update on the Pay Equity Project. It is pasted below and can be downloaded here.

    In Solidarity,

    The OPS Unified PE Joint Working Group

     

    OPSEU/SEFPO Unified Pay Equity Maintenance and Job Classification Conversion Project Update and Next Steps

    Further to the March 25, 2024, memo, we would like to provide you with an update regarding the OPSEU/SEFPO Unified Pay Equity Maintenance and Job Classification Conversion Project in preparation for employee participation in the upcoming job information collection launch in Spring 2025, where you will have an opportunity to participate.

    The collection of job information, through a Position Information Questionnaire (PIQ), is required in order to update the current job evaluation tool and revise job descriptions to ensure fair and consistent job evaluation across the OPS as well as compliance with Ontario’s pay equity legislation. This is not about an individual job or jobs being reclassified.

    Background

    The pilot exercise identified and invited employees to complete a PIQ based on a pre-determined selection criteria which included regional location, ministry representation, length of time in position, and employment status. Volunteers were also able to complete a PIQ.

    Through this pilot PIQ exercise, over 400 PIQs were collected from employees, who provided detailed information about their job duties and requirements with respect to skill, effort, responsibility, and working conditions. Following this, managers were given the opportunity to review and provide input on the PIQs. This was the conclusion of the collection of PIQ information from employees and managers.

    Current Status

    The project team is diligently working to analyze the significant job information collected during the pilot exercise. This includes:

    • Analyzing the data collected including job information from both employees and managers;
    • Finalizing the job evaluation tool; and
    • Finalizing additional tools, communications, and resources.

    In addition, the project team is planning logistics, coordinating timelines, and addressing any potential challenges in preparation for the upcoming Spring 2025 PIQ launch.

    Next Steps

    We are in the process of finalizing the strategy for the mass PIQ roll-out in Spring 2025. Your continued involvement in this project is crucial to its success. We encourage all employees to take an active role, showcase the work that you do, and participate in the upcoming job information collection exercise. If you are not selected based on the pre-determined selection criteria, in the Spring 2025 launch, you are still able to participate by volunteering to complete a questionnaire.

    For More Information

    Information pertaining to this project, FAQs, and OPS classification process are posted on the OPS Job Classification Services Intranet.

    For any questions regarding the project, or to volunteer to complete a PIQ, employees may contact either the OPSEU/SEFPO Unified project team at unifiedpayequity@opseu.org or the Employer project team at jeopseu@ontario.ca.

    Katie Arnup

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  • LockTalk #5: Dates Confirmed

    Click here for PDF version.

    Your bargaining team has secured December 18 and 19 to meet with the Employer to exchange opening statements and proposals.

    The Correctional bargaining team will be supported by labour lawyer Nini Jones of Jones Pearce LLP throughout this round of negotiations. Nini brings a wealth of experience and knowledge in public safety personnel negotiations and has acted as legal counsel for our bargaining unit during the last two rounds of bargaining.

    The team will release our next LockTalk update after these meetings with the Employer, with the intention of sharing our opening statement and any further updates that we are able to provide.

    Our mobilizers are hard at work, connecting with members in all Regions to ensure we have the most up-to-date member information and identifying contacts in all departments, institutions, facilities and offices.

    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 provide this using the Member Portal.

    In solidarity,

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

     

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  • Job Opportunity – Campaigns Officer – 24.048

    Title: Campaigns Officer (50-04)
    Location: Campaigns, Policy Research & Education Unit, Political Action & Education Division, OPSEU/SEFPO Head Office, 100 Lesmill Road, Toronto, ON M3B 3P8
    Reporting to: Supervisor, Campaigns, Policy Research & Education Unit
    Search Type: Open to all OPSEU/SEFPO members and the community (First consideration to be given to OPSEU/SEFPO members)
    Salary: $1,994.00 to $2,215.00 per week (Range 4 – Pro-Tech)
    Working Conditions: As provided in the OPSSU/OPSEU/SEFPO Collective Agreement

    Principal Duties:

    Coordinates member activities in a variety of campaigns, including Collective Bargaining, community and workplace issues, with a focus on member and community empowerment:

    • Develops, coordinates and leads OPSEU/SEFPO campaigns from concept to evaluation (e.g. rallies, demonstrations, lobbies, surveys, petitions, forums, workshops, conferences and bargaining campaigns)
    • Acts as lead hand to member-mobilizers
    • Writes and costs campaign proposals for Executive Board
    • Develops policy expertise in assigned area of responsibility
    • Leads and implements outreach activities
    • Develops ideas for campaign materials (e.g. buttons, bumper stickers, posters, banners, leaflets)
    • Liaises with affiliates, community organizations, coalitions, government agencies as required
    • Provides specialized advice on strategies and methodology for OPSEU/SEFPO campaigns and responses to government initiatives and legislation
    • Writes speaking notes for elected leaders
    • Researches, develops and prepares position papers, briefs, Executive Board proposals and campaign materials
    • Performs other related duties as assigned

    Qualifications:

    • Undergraduate degree (or equivalent combination of education and experience) and four years related work experience including research and community development
    • Requires advanced PC skills and knowledge of relevant software packages
    • Facilitation skills
    • Tact and Diplomacy skills
    • Knowledge of public relations group dynamics and political action
    • Knowledge of legislation, provincial and agency budgets, regulations affecting OPSEU/SEFPO members and advances in adult education techniques
    • Knowledge of online campaign techniques and various social media
    • Knowledge of OPSEU/SEFPO organization, structure and policies
    • Understanding of and commitment to labour movement and social democratic philosophy
    • Understanding of and commitment to the principles of anti-racism, equity, diversity and inclusion

    OPSEU/SEFPO supports employment equity. Racialized workers, women, Indigenous workers, LGBTQ2S+ workers and workers with disabilities are encouraged to apply. For the purpose of statistical data collection, applicants are strongly encouraged to voluntarily self-identify. OPSEU/SEFPO’s diverse workplace also supports Francophone workers and young workers.

    A total of 60% or greater must be achieved in the competition process to obtain the position.

    Please advise should you require any accommodation to participate in this competition.

    Expression of Interest – 2-step process:

    1. Submit your resume with cover letter in Word or PDF to competitions@opseu.org quoting “24.048 – Campaigns Officer (50-04), Campaigns, Policy Research & Education Unit” by 5:00 pm (Eastern Time) on January 7, 2025;
    2. Complete OPSEU/SEFPO Job Applicant Survey – Please click the link below: https://forms.office.com/Pages/ResponsePage.aspx?id=ntqy3vmHp0WKvIeSS54XACSzxUJfqY5Ehbkv7jfWaYpUNUNLSzc4WDRXMDhURlFCSTRBUkhLS1FJWSQlQCN0PWcu

    To be considered in the job competition, it’s essential to complete both steps of the two-step submission process. Failure to do so may result in disqualification from consideration.

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  • Job Opportunity – Research Officer (Campaigns and Policy Research) – 24.020

    Title: Research Officer (Campaigns and Policy Research) (46-01)
    Location: Campaigns, Policy Research & Education Unit, Political Action and Education Division, OPSEU/SEFPO Head Office, 100 Lesmill Road, Toronto, ON M3B 3P8
    Reporting to: Supervisor, Campaigns, Policy Research & Education Unit
    Search Type: External – Open to All Qualified Applicants
    Salary: $1,994.00 to $2,215.00 per week (Range 4 – Pro-Tech)
    Working Conditions: As provided in the OPSSU/OPSEU/SEFPO Collective Agreement

    Principal Duties:

    Provides analysis, advice, and guidance to the Union, including research, writing reports and presentations and preparing communications on issues related to social, economic and fiscal policy particularly as they relate to the political climate in Ontario and the public sector:

    • Coordinates research and communications related to social and economic research and Union messaging
    • Provides advice and research to staff, officers and the organization on political trends and economic data (e.g. labour force data, taxation and trade, provincial budgets, corporate research, research and written reports)
    • Develops strategies and implements plan for polling and related focus groups as needed
    • Advises and mentors Union staff on research, writing projects and other areas of specialization
    • Tracks, analyses and reports on national and international social and economic development and other research studies
    • Writes speeches and commentaries as needed
    • Works with representatives of other Labour Unions, federations and Non-Government Organizations (NGOs) and coordinates common agenda
    • Performs other related duties as assigned

    Qualifications:

    • Post Graduate Degree in policy, economics, social sciences or humanities related field with a minimum of five years related work experience in social justice or the labour movement (or an equivalent combination of education and experience)
    • Requires highly developed research skills in quantitative and qualitative data analysis
    • Requires an ability to work at a rapid pace, on multiple projects and both independently and collaboratively
    • Knowledge of social, economic, political, fiscal trends within the public and private sectors in all jurisdictions, provincially, nationally and internationally
    • Comprehensive knowledge of contemporary public relations strategies and tools
    • Knowledge of OPSEU/SEFPO organization, structure and policies
    • Understanding of and commitment to labour movement and social democratic philosophy
    • Understanding of and commitment to the principles of anti-racism, equity, diversity and inclusion

    OPSEU/SEFPO supports employment equity. Racialized workers, women, Indigenous workers, LGBTQ2S+ workers and workers with disabilities are encouraged to apply. For the purpose of statistical data collection, applicants are strongly encouraged to voluntarily self-identify. OPSEU/SEFPO’s diverse workplace also supports Francophone workers and young workers.

    A total of 60% or greater must be achieved in the competition process to obtain the position.

    Please advise should you require any accommodation to participate in this competition.

    Expression of Interest – 2-step process:

    1. Submit your resume with cover letter in Word or PDF to competitions@opseu.org quoting “24.020 – Research Officer (Campaigns and Policy Research) (46-01), Campaigns, Policy Research & Education Unit” by 5:00 pm (Eastern Time) on January 7, 2024;
    2. Complete OPSEU/SEFPO Job Applicant Survey – Please click the link below: https://forms.office.com/Pages/ResponsePage.aspx?id=ntqy3vmHp0WKvIeSS54XACSzxUJfqY5Ehbkv7jfWaYpUQjIxQU5aRjc4NUNHNEQzQVhQODNWOUFLQSQlQCN0PWcu

    To be considered in the job competition, it’s essential to complete both steps of the two-step submission process. Failure to do so may result in disqualification from consideration.

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  • College faculty will enter legal strike position in new year: “The college system is crumbling – we can’t sit back and let its failed stewards bulldoze education.”

    TORONTO, ON –  With no real progress towards a contract which improves the working lives of college faculty across Ontario, the faculty bargaining team requested a “no board” report this morning. As 2024 draws to an end, Ontario college faculty will enter a legal position to call for labour action in the new year.

    “Our college system is crumbling – we can’t sit back and let its failed stewards bulldoze education,” said Michelle Arbour, acting chair of the faculty bargaining team. “Our basic demands are an antidote, aimed at protecting the core mandate of the Colleges as places of education, not cash-grabs.”

    Once the no board report is issued from the Ministry of Labour, the countdown commences – with 16 days elapsing before either party can call for labour action or give notice of a lock out.

    “Record profits and runaway administrative bloat – that’s the last decade of Ontario’s colleges in a nutshell,” added Arbour, who has worked as contract and full-time faculty in the Ontario college system since 2012. “We’ve added three times more managers to the system than full-time faculty. Meanwhile, half of our members work contract to contract, with little to no benefits.”

    As cuts to frontline staff are announced at campus after campus, the Union headed into mediation with the Colleges’ bargaining agents from December 6-8, hopeful to reach a deal before the holidays. However, mediation was unsuccessful.

    The Union says it is clear that without the urgency of labour action, the employer will not move off proposed contract language that will erode working conditions, job security, and quality of education.

    “The heads of the college system and corporate-friendly politicians have manufactured the present crisis, setting up our college system like a house of cards,” said OPSEU/SEFPO President JP Hornick, faculty at George Brown College. “Now, that house is collapsing, and it appears the only contingency plan was austerity.”

    According to the Ministry of Colleges and Universities, every $1 invested in postsecondary education generates return-on-investment at roughly $1.36. Ontario’s colleges are important pillars of economic and social vitality in our communities, integral to the province’s labour markets and overall economic health.

    While a substantial cash injection is long overdue by the province after decades of underfunding, the real-time dismantling of the college system in the interim raises the grave question: what will Ontarians have left after this race to the bottom?

    “There are no colleges without faculty,” added Hornick. “If we’re going to save the system, we need frontline workers setting the agenda, not footing the bill.”

    The parties will meet once more for non-binding mediation between January 6-7, 2025 – and the union urges the Colleges’ bargaining team to prioritize a better path forward to fulfill its responsibility to students, parents, and workers across Ontario.

    For more information, contact: 

    Vic Wojciechowska, OPSEU/SEFPO Communications, (437) 518 3459
    opseucommunications@opseu.org

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  • College faculty will enter legal strike position in new year: “The college system is crumbling – we can’t sit back and let its failed stewards bulldoze education.”

    TORONTO, ON –  With no real progress towards a contract which improves the working lives of college faculty across Ontario, the faculty bargaining team requested a “no board” report this morning. As 2024 draws to an end, Ontario college faculty will enter a legal position to call for labour action in the new year.

    “Our college system is crumbling – we can’t sit back and let its failed stewards bulldoze education,” said Michelle Arbour, acting chair of the faculty bargaining team. “Our basic demands are an antidote, aimed at protecting the core mandate of the Colleges as places of education, not cash-grabs.”

    Once the no board report is issued from the Ministry of Labour, the countdown commences – with 16 days elapsing before either party can call for labour action or give notice of a lock out.

    “Record profits and runaway administrative bloat – that’s the last decade of Ontario’s colleges in a nutshell,” added Arbour, who has worked as contract and full-time faculty in the Ontario college system since 2012. “We’ve added three times more managers to the system than full-time faculty. Meanwhile, half of our members work contract to contract, with little to no benefits.”

    As cuts to frontline staff are announced at campus after campus, the Union headed into mediation with the Colleges’ bargaining agents from December 6-8, hopeful to reach a deal before the holidays. However, mediation was unsuccessful.

    The Union says it is clear that without the urgency of labour action, the employer will not move off proposed contract language that will erode working conditions, job security, and quality of education.

    “The heads of the college system and corporate-friendly politicians have manufactured the present crisis, setting up our college system like a house of cards,” said OPSEU/SEFPO President JP Hornick, faculty at George Brown College. “Now, that house is collapsing, and it appears the only contingency plan was austerity.”

    According to the Ministry of Colleges and Universities, every $1 invested in postsecondary education generates return-on-investment at roughly $1.36. Ontario’s colleges are important pillars of economic and social vitality in our communities, integral to the province’s labour markets and overall economic health.

    While a substantial cash injection is long overdue by the province after decades of underfunding, the real-time dismantling of the college system in the interim raises the grave question: what will Ontarians have left after this race to the bottom?

    “There are no colleges without faculty,” added Hornick. “If we’re going to save the system, we need frontline workers setting the agenda, not footing the bill.”

    The parties will meet once more for non-binding mediation between January 6-7, 2025 – and the union urges the Colleges’ bargaining team to prioritize a better path forward to fulfill its responsibility to students, parents, and workers across Ontario.

    For more information, contact: 

    Vic Wojciechowska, OPSEU/SEFPO Communications, (437) 518 3459
    opseucommunications@opseu.org

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  • College Faculty bargaining update: With No Board requested, it’s time to make mediation count

    Bargaining Bulletin 16

    Despite nearly 30 days of bargaining, 4 days of conciliation, a historic strike mandate, and 3 days of mediation, the College Employer Council (CEC) continues to table a contract that amounts to a step backward for college faculty, worsening our working conditions – all while helping manufacture a crisis that threatens cuts to frontline members at Ontario’s colleges.

    Today, after carefully reviewing our options, we have taken two (2) important steps in response to the College Employer Council’s (CEC) unwillingness to bargain a fair contract without concessions:

    • We requested a No-Board report from the Ministry of Labour.
    • We filed an Unfair Labour Practice complaint with the Ministry of Labour

    The no-board report is a lever available to both sides that, once issued, begins a 16-day countdown before labour action, or a lockout, can commence. The terms and conditions of the collective agreement are frozen during this time. Bargaining can continue throughout, and beyond, this countdown.

    College faculty will be in a legal position to call for any form of labour action in the new year. 

    The unfair labour practice complaint is in response to the CEC bargaining in bad faith. Despite repeated, unmet requests for appropriate disclosure in response to federal and provincial decisions, the CEC and the Colleges have begun implementing imposed terms and conditions that will negatively impact students’ education.

    Up until this point, we have utilized every tool at our disposal to propel bargaining towards a contract that improves the working lives of College Faculty across Ontario. The CEC has demonstrated that they will not move forward unless compelled – so push has come to shove.

    Members deserve the honest and realistic assessment that the CEC’s repeated unwillingness to bargain freely and fairly is unlikely to change without the urgency of labour action.

    We encourage the CEC to review their previous proposals and remove all concessions prior to scheduled mediation on January 6-7, 2025 to make our time together far more productive.

    The last decade in the college system has been marked by record profits and runaway administrative bloat. Three times more managers than full-time faculty were added to the college system, while half of our members work contract to contract, have no job security and little to no benefits.

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

    There is a better way forward for Ontario colleges, and it will not be championed by the same managers that helped manufacture the current crisis.

    Labour action may not stop the CEC and the Colleges from implementing their austerity agenda, but the time has come to fight for on all fronts to save our College system –  restoring a public asset mandated to prioritize quality education and serve the communities where we live and work.

    We maintain a genuine willingness to negotiate a contract that meets members’ demands and avoid a disruption to the semester – but we will not settle for a contract worse than the one we have now while the Colleges threaten members with austerity.

    Members’ demands remain clear: no concessions, better wages, no more free labour, and enhanced job security protections. We look forward to re-affirming these priorities with the CEC early in the new year.

    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

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