dev-os

dev enviro for os

  • College Faculty bargaining update: Conciliation continues November 5

    College Faculty bargaining update: Conciliation continues November 5

    On Monday, October 28, we met with the Ministry-appointed conciliation officers for a third scheduled day of conciliation with the CEC. Previously, we met on October 8 and 15.

    Both sides have agreed to meet again on November 5 to continue with conciliation. Out of respect for those discussions, we are abiding by the requests for confidentiality established by the conciliation officers. Further communication will follow conciliation next week.

    In solidarity,

    Your CAAT-A Bargaining Team:

    Ravi Ramkissoonsingh, L242, Chair (he/him)
    Michelle Arbour, L125, Vice-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

    , ,

  • 2024 Comms Award winners

    2024 Comms Award winners

    From powerful posters to social posts that sing, more than a dozen OPSEU/SEFPO locals and groups were recognized for communications excellence during an awards ceremony at Editor’s Weekend 2024. 

    Congratulations to all the OPSEU/SEFPO members dedicating their time and energy to keeping their locals and teams informed, inspired, and solid!

    Local 101


    Local 101 Frontlines September 2024


    A member of OPSEU/SEFPO Local 101 accepts the award from the InSolidarity Committee

    The first question anyone has when presented with a document is, “What is this thing?” With the Local 101 newsletter, you know right away. The flag—the banner at the top of page one—is clean and simple, identifies the document as a newsletter, and says whose newsletter it is.

    This sounds pretty basic but it is absolutely crucial to any publication!

    Using a different photo on the flag each month allows the reader to quickly identify whether they have seen this issue before, which is brilliant.

    In terms of content, the newsletter is absolutely packed with information. Every issue of the newsletter shows a deliberate strategic focus that does several things:

    1. it educates members about the union by explaining aspects of union policy (for example, how the Hardship Fund works) and pointing members to resources like the OPSEU website, social media links, and educationals;
    2. it builds solidarity, especially through its “Meet a member” profiles. These profiles show strategic thinking as well, as they associate the union with likeable members who are quite obviously dedicated to their professions and the people they serve. These profiles highlight the connections between members and between members and the union. Lastly, the newsletter
    3. situates the union in the context of larger social issues and the local community. By highlighting events like Pride Month and the National Day for Truth and Reconciliation, the newsletter reveals a union local that is aware of challenges beyond bread-and-butter issues and willing to take responsibility for righting wrongs. energy of retirees across the province.

    Issues of The Voice:

     

    Local 109


    A member of OPSEU/SEFPO Local 109 accepts the award from the InSolidarity Committee


    Local 109 June 2024 newsletter


    Local 109 website homepage – We support you so you can support our students

    The Local 109 membership newsletter is visually exciting and clearly identified as a resource for Fanshawe College Support Staff.

    This newsletter is laser-focused on telling members the benefits of union membership and what their union can do for them and their families, highlighting workplace benefits and available scholarships as well as union-negotiated discounts on cell phone service, train travel, hotels, and admission to attractions like Canada’s Wonderland and the Royal Ontario Museum. For the member who questions, “What has the union ever done for me?”, this newsletter says, “I’m glad you asked. Let me explain!”

    In the midst of the excitement, the newsletter also takes time to educate members on college funding in Ontario (it’s terrible) and where to find union information (it’s easy and fast).

    The local’s web page explains what the local does for members in simple terms and ties the union to members’ pride in their work. “We support you so you can support our students” is beautifully succinct.nergy of retirees across the province.

    Local 109 membership newsletters:

    Local 166


    OPSEU/SEFPO Local 166 – Middlesex Community Living Facebook group cover page


    This week, copies of the OPSEU/SEFPO Local 166 – Middlesex Community Living collective agreement will be delivered to your location


    OPSEU/SEFPO Local 166 – Middlesex Community Living – HCCSS members receive Bill 124 Award and reach tentative agreement after marathon weekend of bargaining.


    Local 166 website homepage – Representing over 1,000 members and 5 different bargaining units


    A member of OPSEU/SEFPO Local 166 accepts the award from the InSolidarity Committee

    The flag of this local’s private Facebook page shows a local that is determined to stand up for its members and provide important information when members want it, which is to say, NOW.

    Key postings are clear and direct, and the emphasis on kindness and courtesy in communications within the local is powerful.

    Local 238


    OPSEU Local 238 CAAT-S Region 2 website homepage, featuring email signup and contract links


    A member of OPSEU/SEFPO Local 238 accepts the award from the InSolidarity Committee

    www.caatlocal238.com is a clean, elegant website that presents a lot of information very clearly.

    There’s an overwhelming among of information that goes along with belonging to and participating in a union – collective agreements, benefits, local meetings and elections, and campaign info.

    Local 238 takes a no-nonsense approach to making it easy for members to find the information they need, and maybe learn something new about their union as they do it.

    It may not be the flashiest website you’ve ever seen, but members are never more than a click or two away from finding their collective agreement, their steward, or FAQ answers to any of the basic questions they might have about OPSEU/SEFPO and Local 238.

    Local 241


    OPSEU/SEFPO Local 241 instagram post – Celebrating Labour Day


    OPSEU/SEFPO Local 241 instagram post – Union-busting dialogue you might hear from management


    OPSEU/SEFPO Local 241 instagram post – Signing your card offers member-only benefits


    OPSEU/SEFPO Local 241 instagram post – Meet your unit steward


    A member of OPSEU/SEFPO Local 241 accepts the award from the InSolidarity Committee

    Lively, lovely Instagram feed that mixes info and personality

    @opseulocal241 is an Instagram account definitely worth a follow. It offers a colourful and engaging mix of information, personality, and news any worker can use.

    Two great examples of many: the charming “Meet the Team” posts, which build camaraderie, trust, and solidarity within the local, and the clever “Union Busting Dialogue” slide, which is actually a lunch-and-learn invitation that’s a great tease of the kind of things you’ll learn if you attend.

    Local 304

    Local 304 email

    Hello Member,

    We send this to you today in light of the news this morning of Simcoe CAS laying off front line workers.

    The situation has reached a critical point, and immediate action is needed to protect not only the vulnerable children and youth in our care but also the dedicated professionals who serve them.

    Over the past months, we have witnessed alarming layoffs of committed staff, further stretching an already overburdened sector. These layoffs are not merely statistics; they represent a devastating blow to the essential services that our children and families rely on. With fewer hands on deck, the quality of care and support that children receive is at risk, creating a cascading effect that threatens the entire system.

    Chronic under-funding is only worsening this crisis. It is unacceptable that in a society as resource-rich as ours, we are unable to provide the necessary funding to ensure that every child has a safe and nurturing environment. Families who are already struggling to make ends meet are now bearing the brunt of these financial shortfalls, leaving them without the support they desperately need.

    Moreover, the continuous changes being imposed on the sector have only added to the instability. These changes, often implemented without adequate consultation or support, have left front-line workers scrambling to adapt, all while managing increasingly complex cases. The result is a workforce that is burned out, overwhelmed, and unable to provide the level of care that children deserve.

    The placement crisis has now reached a breaking point. The fact that we are housing children and youth in hotels—and, in some cases, even in CAS offices—is nothing short of a failure of our system. These temporary and inadequate solutions are not acceptable. They expose children to further trauma and instability, which can have lasting impacts on their development and well-being.

    The need to protect those who protect others is at a critical level like no other. Now, more than ever, we need solidarity among union members and unions alike. This crisis is not one that can be solved by any single group or organization. It requires a united front, with every member of our community standing together to demand the changes necessary to safeguard our children, our families, and our front-line workers. Solidarity is our strongest weapon against these challenges, and we must leverage it to its fullest extent to bring about meaningful, lasting change.

    The CAS sector is actively working on creating lobbying days, campaigns, and, most importantly, collaborating with our colleagues at CUPE and other labor affiliates. Stay tuned for more information on labor initiatives to fight this fight.

    UNITED together, we can and will make a difference.

    If you have any questions or concerns, as always feel free to reach out
    to any member of your LEC.

    In Solidarity

    Local 304

    Direct, urgent and real: an email to members that builds solidarity

    Pictures and clever layouts can help punctuate any message, but the President of Local 304 understands that, at the end of the day, it’s the words that matter.

    Within hours of lay-offs at Simcoe Children’s Aid Services (CAS), the Local 304 President had composed and sent a stirring email to all members – sharing the kind of information and analysis upon which worker solidarity is built.

    The sentences are short and direct. The information compelling and demanding action. Two examples:

    • “These layoffs are not merely statistics; they represent a devastating blow to the essential services that our children and families rely on. With fewer hands on deck, the quality of care and support that children receive is at risk, creating a cascading effect that threatens the entire system.”
    • “The placement crisis has now reached a breaking point. The fact that we are housing children and youth in hotels—and, in some cases, even in CAS offices—is nothing short of a failure of our system. These temporary and inadequate solutions are not acceptable. They expose children to further trauma and instability, which can have lasting impacts on their development and well-being.”

    Local 365


    A member of OPSEU/SEFPO Local 365 accepts the award from the InSolidarity Committee


    OPSEU/SEFPO Local 365 The Voice – May 2024


    OPSEU/SEFPO Local 365 The Voice – In solidarity with LBED

    Newsletter emails that look as good as they read. Best of all, they’re consistent.

    Members of Local 365 are used to receiving The Voice every couple of months, and they know that when the click a new issue open, they’ll be treated to a thoughtful, and well laid-out compendium of information about their local and their workplace.

    An easy-to-understand table of contents gives readers easy access to the information they want. Meanwhile, clearly defined sections sprinkled with beautiful pictures and subtle design cues also make for an interesting and sometimes even delightful scroll-down.

    Special recognition to the local’s comms team for breaking format for breaking news: the special issue about the LBED strike is an inspiring example of OPSEU/SEFPO’s ability to build strength and solidarity among workers from across industries and sectors.

    Local 373


    OPSEU/SEFPO Local 373 June newsletter – Equity update


    OPSEU/SEFPO Local 373 spring newsletter


    A member of OPSEU/SEFPO Local 373 accepts the award from the InSolidarity Committee

    Many amazing comms channels that all have one clear goal: engaging members.

    If you don’t know what is happening in OPSEU Local 373 at Peterborough Regional Health Centre, you will after you read their latest newsletter.

    This newsletter is jam-packed with information about local meetings, bargaining surveys, regional meetings and Convention, picnics, coffee breaks, and special events, as well as education about equity, the privatization threat in health care, reproductive rights, seniority, and (last but not least) how the Hospital Professionals Division and OPSEU itself work.

    This is a local that is working hard to connect with members in multiple ways: through the newsletter, on bulletin boards, on Facebook, via email, and in person at membership meetings.

    Local 373 newsletters:

    Local 410


    OPSEU/SEFPO Local 410 fall newsletter


    OPSEU/SEFPO Local 410 spring newsletter – OPS Unified Bargaining Training, My Key Takeaways


    Like many OPSEU locals, members of OPSEU Local 410 work in a difficult environment, and the stories in their newsletter reflect that reality. As staff at the Ontario Disability Support Program, members face high caseloads, inadequate staffing, and a lack of support, as well as all the stresses that come with working with vulnerable populations—according to the newsletter, staff at the ODSP Ottawa office witnessed four clients overdose on one day in January 2021.

    The newsletter does a good job of communicating the local’s compassion for its clients, its concern for the well-being of the world, and its determination to never stop fighting for its members.

    Local 410 newsletters

    Local 479


    OPSEU/SEFPO Local 479 website homepage – Advocating for Healthcare Professionals at the Royal Ottawa Mental Centre

    A clean, simple website that builds solidarity by sharing stories about members in the local, and also about other workers and community groups

    apedersen

    November 1, 2024
    ,

  • Defined Benefit (DB) Pension Plans: Supporting Ontario’s Economy

    Defined Benefit (DB) Pension Plans: Supporting Ontario’s Economy

    The Healthcare of Ontario Pension Plan (HOOPP), OPTrust, and University Pension Plan (UPP) recently commissioned the Conference Board of Canada to analyze the economic impact of Defined Benefit (DB) pension plan payouts in Ontario. The results are impressive: Defined Benefit pensions not only provide Ontarians with better retirement outcomes but also benefit the entire Canadian economy.

    In today’s environment, with many Canadians feeling unprepared for retirement and finding it difficult to save due to rising cost of living, DB pensions offer financial stability and peace of mind by easing the stress of retirement planning. Moreover, they are a significant driver of economic growth.

    You can view highlights from the study and access the full Conference Board of Canada report HERE.

    If you would like to learn more about Defined Benefit pension plans in the workplace or wish to request additional resources or education on this topic, please contact your Staff Representative or the OPSEU/SEFPO Pension & Benefits Unit at PensionsAndBenefits@opseu.org.

    webpublisher

    , , ,

  • Sector 10 – HPD Health Care Conference 2024: Better Care for Our Future, Dec 3, 2024

    Sector 10 – HPD Health Care Conference 2024: Better Care for Our Future, Dec 3, 2024

    This is to advise you that Sector 10 – HPD is hosting a unique public policy focused conference titled Better Care for Our Future to envision and strengthen the public health care system in Ontario.

    The postwar era social contract – the commitment of the state to look after its citizens via public services – is in deep crisis. Our predecessors were able to achieve the initial development of the public health care system via collective and progressive efforts. Much of that vision has been stifled in the past few decades as we saw public policy shift its focus to advance the ideology that serves profit motives over people. The scale of this definitive shift has been extraordinary in nature and the people of Ontario are hurting. Nowhere is this hurt more acutely felt than in the health care system. The intensity of it has worsened since the pandemic.

    These are transformative times, when we must reform, renew, and revive public health care that truly serves us better. We need newer visions and clearer strategies to alter our course for an effective public health care system in our province. We are hosting this gathering to advance progressive reforms in Ontario’s health care system in line with the greater interests of the people. Our goal is to advance from the defensive struggles to safeguard public health care from the cuts and privatization, to move towards collective efforts to develop tangible plans that would truly build a meaningful and sustainable health care system for all Ontarians. This conference is an earnest effort to that end.

    Date

    • Tuesday, December 3, 2024, 9 am to 5 pm

    Application Deadline:

    • Friday, November 8, 2024

    Hotel

    • Sheraton Centre Toronto Hotel
    • 123 Queen Street West, Toronto, Ontario M5H 2M9
    • +1 416 361 1000
    • Single/double rate: $289 +taxes

    Meeting Room:

    • Provincial Ballroom, Sheraton Centre Toronto Hotel

    Registration:

    • Tuesday, December 3, 2024,  8:30 am – 9:00 am

    Parking:

    • Green P Parking under Nathan Phillips Square

    *Note: valet parking receipts are not a reimbursable claim.

    Please note: This is a hybrid event. If you elect to attend virtually, one week prior to the event a Zoom link with instructions will be sent to you. No expenses outside of time off (if required) will be reimbursed unless otherwise pre-approved. Meals for virtual participants are not covered. To inquire about pre-approval, please email conferencesandtravel@opseu.org.

    Delegate Entitlement

    Each HPD bargaining unit shall be entitled to send one (1) delegate to the conference. This delegate should be the local president or highest ranking member. Additionally, members of the Divisional Executive shall be automatic delegates and shall not count towards their bargaining units delegate entitlement.

    Hotel Room Bookings

    In accordance with the OPSEU/SEFPO Policy Manual (Section 4.2), any member who resides further than 60 kilometers from the event may request that OPSEU/SEFPO make their hotel reservation on their behalf by completing the Hotel Registration section when registering for the event in the OPSEU/SEFPO Member Portal.

    OPSEU/SEFPO will be booking all hotel rooms centrally. Delegates will be reimbursed for single room hotel accommodation.

    Members are also responsible for payment of their hotel room upon check out as there are no charges billed back to OPSEU/SEFPO. Please save your itemized receipt and submit it with your Membership Expense Claim Form.

    Please also notify the Conferences Unit of any special accessibility needs that you may have with respect to your hotel room.

    Any additional nights outside of this policy must be pre-approved by the Conferences Unit, regardless of Region or distance from the event.

    OPSEU/SEFPO Travel Policy

    As per OPSEU/SEFPO policy (Section 4.2 7.1), the most economical means of transportation should be used. All delegates are to make their own travel arrangements. As per OPSEU/SEFPO policy, you are directed to use unionized providers where available. Please note all Membership Expense Claim submissions require itemized receipts.

    Human Rights Accommodation Request Form

    Should you require a human rights accommodation or have an existing accommodation under the Human Rights Code, please complete and submit the Human Rights Accommodation Request Form in full.

    Family, Dependent and Attendant Care are covered expenses for this event for those who require it at the event or at home.

    OPSEU/SEFPO Child Care Policy

    OPSEU/SEFPO undertakes to provide child care services, when requested, at all union educationals, conventions, regional, divisional, and demand-setting meetings where the membership requests at least three weeks prior to the event. Members who bring their children to OPSEU/SEFPO sponsored functions should normally be required to use the on- site child care service if it is available. The three-week notice will ensure adequate time to process advances when requested. If no requests for on-site child care are received three weeks prior to the activity date, child care arrangements for on-site child care may not be made. If members then bring children to the event without the required notice, the member should be responsible for making his/her own child care arrangements.

    Procedures for Online Submission of Forms

    Entitled delegates must register via the Member Portal by no later than 10 am, Friday, November 8, 2024. Attached you will find the following documentation as well, all of which must be submitted to the appropriate email addresses by the above-mentioned date.

    1. Call-out
    2. Advance Form
    3. OPSEU/SEFPO Human Rights Accommodation Form
    4. Locals that wish to use rebates form
    5. Credential attestation form

    We appreciate your participation in this conference.

    In Solidarity,

    Sara Labelle
    Divisional Chair

    Authorized for Distribution:

    J.P. Hornick
    OPSEU/SEFPO President

    apedersen

  • Editors Weekend 2024: A Weekend of Learning, Creativity, and Union Communication

    Editors Weekend 2024: A Weekend of Learning, Creativity, and Union Communication

    By Lorinda Seward, Local 351

    When the dust settled on the 2024 Editors Weekend, held from October 18-20, 2024, at the Sheraton Toronto Airport and Conference Centre, participants were buzzing with fresh ideas, new skills, and a renewed sense of purpose. Hosted by the inSolidarity committee, this biennial gathering brought OPSEU/SEFPO members together to sharpen our union communications skills and left everyone fired up to keep moving the labour movement forward.

    The weekend kicked off with a warm welcome from inSolidarity Editor Craig Hadley, OPSEU/SEFPO President JP Hornick, and Vice-President Laurie Nancekivell. Their words set the tone for a weekend filled with learning and solidarity.

    Day 1: Accessibility & Going Back to Basics

    The first day got rolling with an important session on accessibility, led by OPSEU/SEFPO Comms staff member Andy Pedersen and inSolidarity committee member Michael Hamilton. They tackled the often-overlooked issue of AODA compliance and emphasized the importance of making union communications accessible to all.

    The afternoon brought a powerful presentation from OPSEU/SEFPO Educational Officer Kishandra Lewis, who urged participants to think outside their usual boxes, get back to the basics, and, perhaps most importantly, make it personal. With Kishandra’s challenge ringing in their ears, participants left the first day ready to dive deeper.

    Day 2: Creativity Meets Practicality

    Day 2 started with a trio of workshops that left no communication stone unturned. Participants chose between:

    • “Posts and Posters that Pop” with Graphic Designer Jason Alward
    • “Media Relations Should Be Called Media Relationships” with inSolidarity Editor Craig Hadley and OPSEU/SEFPO Communications Officer Katie Arnup
    • “Engaging and Powerful Writing” with OPSEU Communications Officer Michelle Langlois

    The second block of the morning saw participants either jump into the world of smartphone videography with OPSEU/SEFPO Videographer and CALM Coordinator Anna Jover in her “Film, Edit, Mobilize” workshop or explore accessible forms and surveys in a solidarity-building session with OPSEU/SEFPO Staff Rep Patrick Fry-Smith.

    The afternoon saw Anna’s videographer workshop participants perfecting their editing skills, while Jason Alward led a deep dive into the nuts and bolts of WordPress.

    Just as the learning was winding down, participants were treated to a thought-provoking keynote from Randy Robinson of the Canadian Centre for Policy Alternatives. Randy cut through the numbers game, explaining how the Ford government uses misleading stats to mask the harsh realities of privatization. His message was clear: stay informed, and don’t be fooled by big, deceptive numbers.

    Day 2 finished in the evening with the presentation of comms Awards of Excellence to the many OPSEU/SEFPO locals and groups which submitted some of the excellent work they’ve been doing over the past year.

    Day 3: Looking Ahead

    The weekend wrapped up with the election of the 2024-2026 inSolidarity Committee. A hearty congratulations goes out to the newly elected members:

    • Craig Hadley, Local 5109
    • Michael Hamilton, Local 376
    • Wendy Lee, Local 575
    • Alexandrea Seggewiss, Local 715
    • Lorinda Seward, Local 351

    We look forward to seeing the creativity and passion this group will bring to the committee, as we continue to amplify the voices of OPSEU/SEFPO members and push the labour movement forward.

    Finally, none of this would be possible without the hard work and dedication of OPSEU/SEFPO staff. A big thank you to everyone who worked behind the scenes to make Editors Weekend 2024 such a success! Your efforts ensure that we can continue to strengthen our communications and build solidarity across the province.

    As we look ahead to the next two years, it’s clear that this Editors Weekend wasn’t just a conference – it was a launchpad for new ideas, new leaders, and a renewed commitment to fighting for what’s right. Stay tuned.

    Presentations, slideshows, links

    apedersen

    , ,

  • Corrections Health and Safety 2024 – Re-thinking health and safety in Corrections

    Corrections Health and Safety 2024 – Re-thinking health and safety in Corrections

    Downloadable PDF

     

    apedersen

    , ,

  • Do more with less? Ford Government’s mini-budget continues pattern of neglect for community and social services

    Do more with less? Ford Government’s mini-budget continues pattern of neglect for community and social services

    Toronto – The Ford Government’s fall economic statement, released this afternoon, fails once again to meet the moment and real needs of Ontarians. Despite the Finance Minister’s assertion that the current economic outlook puts the province in a “position to do more”, their policies will actually mean funding in some key sectors will flatline or even shrink.

    OPSEU/SEFPO, which represents tens of thousands of workers across the entire public service, is calling out the government’s failure to adequately fund the services Ontarians rely on.

    “Throwing cheques and minor tax credits at the electorate hoping it’ll pay off for him when he calls a snap election while continuing to neglect social services is deplorable, but we shouldn’t expect anything else from Premier Ford,” said OPSEU/SEFPO President JP Hornick.

    “A $200 cheque and a bit of relief at the gas pump isn’t going to address the real needs of Ontarians struggling with the cost of living, unable to find affordable homes, access timely health care, or those in need of social services that are crumbling due to chronic underfunding,” Hornick added.

    The government’s medium-term expense outlook projects funding for children, community, and social service sectors flatlining, and a decrease in spending in post-secondary education and justice.

    Social service agencies are citing lack of funding as they announce layoffs and service cuts, and vulnerable communities are left struggling, while Ford continues to scapegoat these agencies for his own government’s failures. At the same time there is chaos in our courts and correctional institutions and our underfunded colleges are shuttering critical programs that train Ontario’s future workers.

    “Ford threw hundreds of millions of dollars in public funds just to get out of a contract with the Beer Store early and fast-track his alcohol everywhere agenda – now he’s doing it again to get a feasibility study for a tunnel under the 401 that no one asked for,” remarked Hornick. “Meanwhile people – including kids – are dying in Ontario as a direct result of Ford’s policies and service cuts. Once again, the Premier is putting corporate profits over people.”

    According to the government’s own data, a child who has been involved with Ontario’s care system dies every three days – a fact that is callously ignored by Ford and his government.

    The union represents more than 180,000 public service workers across the province working in the Ontario Public Service and broader public service – including those directly impacted by the underfunding the government committed to continuing today.

    kjohnston

  • Solidarity with members of Professional Engineers Government of Ontario!

    Solidarity with members of Professional Engineers Government of Ontario!

    OPSEU/SEFPO stands in solidarity with Professional Engineers Government of Ontario (PEGO) members and calls on the Treasury Board to bargain a fair deal that addresses the resources required to support the province’s current infrastructure plans.

    PEGO, which represents Professional Engineers and Land Surveyors who are employed by the Ontario Public Service (OPS), says that Treasury Board has been stalling at the bargaining table, returning with proposals that have barely moved and which fail to meet the needs of Ontario’s infrastructure development and maintenance agenda.

    “OPSEU/SEFPO members who work across the Broader Public Service (BPS) – from the LCBO to children’s aid societies to community agencies – and in the Ontario Public Service (OPS) have first-hand experience of the frustration of an employer – and Government – unwilling to provide the funds to adequately meet demand,” said OPSEU/SEFPO President JP Hornick.

    “This government continues to look away and ignore growing crises in our public services and crumbling infrastructure, rather than put funding where it’s desperately needed and show respect for the dedicated public service workers who work hard for all Ontarians,” added Hornick.

    PEGO members are integral in the planning, design, implementation, and maintenance of Ontario’s public infrastructure projects and programs. Failing to reach a deal that adequately meets demand could result in further delays of priority construction projects or mounting costs to the public purse.

    “OPS Unified members stand in solidarity with our PEGO colleagues,” said Amanda Usher, CERC Chair and Chair of the OPS Unified Bargaining Team. “Their vital contributions to public service deserve recognition through a fair and respectful contract.”

    Katie Arnup

    ,

  • Tips for engaging and powerful article writing

    Tips for engaging and powerful article writing

    Writing a catchy headline and subhead

    • Make your headline descriptive – tell the main point of the story in the headline.
    • Headlines can be up to 15 words ideally, but are sometimes even 20 words long.
    • Subheads should support but not repeat what is in the headline.

    Writing an engaging lede

    • The lede is the first sentence (or two) of the article. It should capture the most important thing you want to say in the report in an engaging way.
    • Don’t copy what’s in the headline or subhead – expand on it.
    • The lede sentence can be long, but the paragraph should be relatively short. One sentence only, two at most.
    • The lede can have a quote, if what someone said is actually the main point of the article. Otherwise, it’s best to let the lede summarize the story, and to include a quote from a prominent player in the story as a second, follow-up paragraph to the lede.

    Writing the body of the article

    • Don’t bury the lede!
    • Put the most important and interesting things at the top of the article, in order of importance. Readers drop out of reading articles at various points along the way depending on time.
    • Use plain language whenever possible. Explain all acronyms or jargon if they must be used.
    • One way of explaining jargon is to use a “callout box” – a text box with its own subhead inside the box, and a sentence or two of explanation.
    • Watch the length of sentences, of paragraphs, and of the article as a whole.
      • Long and/or run-on sentences are hard to follow and understand.
      • Large paragraph blocks are off-putting and divert readers’ attention elsewhere.
      • Keep the length of the article as short as possible while still telling the story.
    • For feature-length or in-depth articles, break them down into sections with headings that move the story along in a logical flow. Each section should have a mini-lede.
    • Here’s an excellent article on how to write a feature article. It is, fittingly, feature-length itself!
      https://www.writersdigest.com/write-better-nonfiction/5-tips-on-writing-a-feature-journalism-article
    • Edit ruthlessly!

    Ending the article

    • Summarize the situation or outline next steps without repeating what you’ve written previously.
    • You could end with a quote from one of the main players you’ve quoted previously that summarizes the situation.
    • You could end with a timeline of when the next thing will happen if it’s an ongoing story. (E.g. “The next hearing dates are scheduled for October 15 and 16, 2024.”)

    apedersen

    ,

  • Register today! Labour’s new leadership: Unions and the future of work

    Register today! Labour’s new leadership: Unions and the future of work

    OPSEU/SEFPO President JP Hornick will join Unifor National President Lana Payne, CLC President Bea Bruske and host Martin Regg Cohn for a panel discussion held by The Dais at Toronto Metropolitan University on unions and the future of work. Admission is free but you must register in advance.

    Date: Wednesday, October 30, 2024
    Time: 1:00 – 2:30 p.m.
    Location: George Vari Engineering and Computing Centre, 245 Church Street, 3rd Floor Sears Atrium, Toronto Metropolitan University
    Advance registration required: Click here for free admission!

    Guest panellists:

    • Lana Payne, National President, Unifor
    • Bea Bruske, President, CLC
    • JP Hornick, President, OPSEU/SEFPO

    Host:

    • Martin Regg Cohn, Dais Senior fellow, Political Columnist at the Toronto Star

    With unions facing unprecedented pressure, a new wave of labour leaders are challenging the status quo – demanding fair wages, defending Charter rights and defying gender stereotypes. Bring your questions for three leaders of Canada’s biggest unions in the private and public sectors.

    Hosted by the Dais at Toronto Metropolitan University, this free event is open to all students and the general public, with advance registration required. The Dais is Canada’s platform for bold policies and better leaders. The Dais is a public policy and leadership think tank at Toronto Metropolitan University, working at the intersection of technology, education and democracy to build shared prosperity and citizenship for Canada.

    mlanglois

  • LCBO Bargaining update: what we won (and fought back) with our strike!

    LCBO Bargaining update: what we won (and fought back) with our strike!

    Dear LCBO workers,

    Happy fall! We are all still processing our historic summer and all that we achieved together.

    Together, we built the supermajority of LCBO workers we needed to bring the province to a halt. And together, we won!

    Below you will find a summary of some of the key gains we won in our Collective Agreement and concessions we fought back because of the strength of our lines and solidarity.

    The strike may be over, but our work continues. Over the course of the last year we transformed and rebuilt our division. Now, we need to maintain that structure and stay engaged together in order to enforce our Collective Agreement and fight back against privatization, store closures, and more of our work going to private warehouses.

    Together, we need to be ready to fight back against the government because we know that Ford can’t be trusted. He said only beer, cider and mixed cocktails were part of his expanded marketplace, now he’s added fortified wines, which addictions workers say is a dangerous move and clearly paves the way to spirits.

    In the final hours of the strike we made a promise: LCBO workers are angry, we’re mobilized, and we’re coming for the Ford Government.

    New LCBO workers’ meetings

    • Local presidents’ meetings – Monthly
    • Organizing committee meetings – Quarterly
    • Division members’ meetings – every 6 months

    In solidarity,

    Your Bargaining Team

    Concessions that we fought back because of the strike

    As you know, the employer came to the table with a number of concessions that would have impacted each and every member. While we were fighting to raise the floor and protect the future of the LCBO, they wanted us to go backwards. Here are some examples of what the employer tried to do that we were able to fight back:

    • The employer proposed a number of schedule changes that would have eroded the work/life balance for retail, logistics and security workers and impact the ability to get overtime pay.
      • This included scheduling logistics workers only one week at a time – providing no time to plan family commitments, medical appointments, etc.
    • They wanted to remove the practice of allowing members hired before Sept 4, 2001 the ability to decline work on Sundays.
    • The employer only wanted to guarantee one week of vacation during the period of May to Oct.
    • The employer wanted to expand the use of fixed term workers, making more precarious work.
    • The employer wanted to delete the letters of agreements on agency stores, contracting out and repatriation. These articles protect our work.

    Summary of 2024 LBED Collective Agreement Improvements

    Salary increase

    • Year 1 – 3%
    • Year 2 – 2.75%
    • Year 3 – 2.25%

    Other wage grid changes:

    Removal of Step 1 of the Retail CSR wage grid.

    • This raised the floor for our lowest paid members which increased the starting wage for all new hires. Fixed term and new casual wages were falling behind so it was critical that we increase the starting rate.

    Casual Head Office clerical staff will be moved to the first step of the respective PFT grid for their department.

    • The clerical casuals working Head Office were paid significantly lower than retail store casuals and others working in their department. Now they’ll move to the first step of the grid.

    Special wage adjustments

    • Millwrights and Electricians with a red seal will receive a special wage adjustment.

    Clerk GRADE 5 (Contact Centre Only)

    • Agreed to new wage grid for Clerk Grade 5 Contact Centre that increased the hours of work from 36.25 to a 40-hour work week.

    Benefits

    Removed the per visit cap on the mental health benefit to a max of $3000/year

    • Co-pays and per-visit caps are a barrier to accessing treatment. Removing this cap will give members better access to mental health services.
    • Included psychotherapist as a recognized profession able to provide services.

    Improved access to benefits for Casuals

    • Lowered the benefit entitlement hours from 1,300/calendar year to 1,000 hours worked in the previous calendar year to qualify for benefits.

    1,000 Permanent Part-Time positions

    Letter of Agreement – RE: Post and Fill

    • No later than September 30, 2024, thirty new PFT positions will be posted in Logistics
    • No later than March 31, 2025, thirty new PFT positions will be posted in Logistics
    • In retail, Permanent Part-Time (PPT) ratio will be not less than 12.5% or 1,000 positions (whichever is greater).

    This was a huge achievement and would have never happened without the strike.

    Casuals

    Letter of Agreement – RE: Casual Hours

    • 35% of casuals will receive no less than 1,000 hours annually

    The Employer will still ensure that 35% of our casuals will work at least 1,000 hours annually. With the reduction of hours to qualify for benefits, this will mean that 35% of casuals not only have a guarantee of hours, but have access to benefits as well, after 5 years of being casual.

    Privatization, contracting out, and agency stores

    NEW – Letter of Agreement – RE: Marketplace Modernization

    • New joint task force will explore new business models to improve competitiveness in the expanded marketplace and protect jobs and public revenues. This gives us a seat at the table to talk about the future of the LCBO.

    NEW – Letter of Agreement RE: Store Closures

    • No store closures as a result of marketplace modernization for the life of the collective agreement.

    With the expanded marketplace, store closures were an inevitably.  We needed to ensure that all stores would remain open regardless of the marketplace modernization. We will need to enforce this and prepare to fight to renew it in our next round of bargaining.

    Renewed Letter of Agreement – RE: Contracting Out

    • Ensuring this letter was renewed protected our members from layoffs due to contracting out of our work

    Our Employer continues to contract out/outsource our work to other warehouses, retailers and vendors. It was important to ensure that no lay offs would occur because of the continuous contracting out of our work. This will be an important piece to enforce.

    Renewed Letter of Agreement – Repatriation

    • This letter ensures that if the LCBO wants to open a new agency store they must repatriate (bring back or not renew) a existing agency store. This letter is also attached to the agency store letter and was important to have both renewed to ensure no NEW agency stores would open.

    Letter Of Agreement – RE: Agency Stores

    • Renewed the Letter of Agreement with a hard cap of 400 on the number of agency stores.

    It was important that the LCBO was limited to a certain number of agency stores going forward considering the new expanded marketplace. Spirits can only be sold at LCBO stores and agency stores.

    Letter of Agreement – RE: Agency Workers

    • The Employer agreed to not use agency workers in the Quality Assurance Departments in our Logistics facilities

    The Employer was utilising a loophole in the old language that removed agency workers from Logistics.

    NEW – Letter of Agreement – RE: CASE VOLUME AT LCBO RETAIL SERVICE CENTRES

    • 1.25 million new cases will be serviced by Durham to compensate for the outsourcing of cases to Trillium.

    Last year, the LCBO removed 1 million cases from Durham and provided that work to Trillium. It was important to ensure that case volumes increased to make up for the loss due to contracting out/outsourcing.

    Layoff protections and severance

    Append the geographic areas into the Collective Agreement

    • The CA speaks to geographic areas, and they cannot be changed by the Employer during the life of the agreement. Having this inside the CA is important because it ties to our bumping rights in the event of a layoff and identifies where the posting areas for job competitions.

    Letter of Agreement – RE: Enhanced Severance – Privatization – Permanent Employees

    • Included calculation of all years of service in the event of privatization/marketplace modernization

    This was critical because our members can work for years before getting a Permanent Full-Time position and these years were previously not included in the severance payment. Calculations were done on only a member’s Permanent Full-Time years of service and did not include credit for their years worked as a casual employee.

    Termination Payments

    • In the event of layoff all years of service (including casual/fixed term/seasonal years of service) will be used for calculation

    ARTICLE 12 – Termination Payments (PFT & PPT)

    • In the event of layoff, termination payments will include all years of service (including casual/fixed term/seasonal hours worked)

    Given the casualization of our workforce over the years, in the face of privatization and possible layoffs in the future, we needed to ensure members were credited for all their years of service, not just Permanent Full-Time years.

    Other

    Regional Labour Management Committees

    • Added one additional member to the committee that meets with management. Having an additional member able to attend provides more voices at the table and more ability to advocate for Local/Regional issues.

    Pregnancy & Parental Leave

    • Aligned the CA to reflect updated Employment Insurance standards. This reduced the waiting period and extended the coverage period.

    Improved Bereavement Leave

    • Included 4 days paid leave of absence for the loss of child due to miscarriage or stillbirth

    Katie Arnup

    , , ,

  • Racial Justice Summit at Toronto City Hall

    Racial Justice Summit at Toronto City Hall

    Do you work with children and youth in Toronto?

    On November 18th the Urban Alliance on Race Relations and the Toronto & York Region Labour Council are holding a racial justice summit at City Hall. The focus of the summit will be children and youth and the systemic injustices they face in the city of Toronto.

    When: November 18th from 10 am – 3 pm
    Where: City Hall, Council Chambers
    *light lunch will be provided.

    The aim of the summit is to have City of Toronto policy makers and folks who work with children and youth in the three below fields work together to address service gaps and brainstorm tangible solutions. The three areas of focus will be mental health, youth employment, and recreation + after school programming.

    If you work with children and youth in Toronto in the above-mentioned fields and have an understanding of City of Toronto policy, please consider registering for the summit at the link here: https://www.eventbrite.ca/e/racial-justice-toronto-summit-tickets-1015635171137?aff=ebdsoporgprofile&keep_tld=1

    kjohnston

    , , , ,