Dec. 9, 2005
New deal on security
screening limits invasion of members’ privacy
OPSEU has negotiated
strict limits on a government plan to impose security checks on
members who work with sensitive identity documents. In 2003,
Management Board Secretariat (now the Ministry of Government
Services) announced a plan to force certain OPS employees to submit
to invasive security checks. In the 2003 plan, the security checks
would have included all the checks federal employees are subject to:
In the settlement
ordered yesterday by the Grievance Settlement Board (GSB), the
credit check and the “known to police” check will not be allowed.
The fingerprint check will be used only if needed as a last resort
to establish a worker’s identity.
About 2,600 OPSEU
members will be subject to the criminal record check. They may also
face a national security check by the Canadian Security Intelligence
Service (CSIS).
“The policy now is a
more rational reponse that balances our concerns around privacy with
the employer’s concerns about security,” said Eric Morin, chair of
OPSEU’s Central Enforcement and Renewal Committee (CERC).
“This is a concrete
example of how unions can protect their members from employer
attacks on their privacy.”
“A lot of our members
who have been through, for example, marital breakup might have a bad
credit rating, but that doesn’t mean they are going to turn to
crime,” said Barry Scanlon, chair of OPSEU’s Enforcement and Renewal
Committee for the Ministry of Community Safety and Correctional
Services.
“And just about every
union activist in the OPS is ‘known to police’ for one reason or
another. That doesn’t make us security risks.
“We didn’t agree to the
security checks, but we have changed how they will be done,” he
added. “Basically, the screening for members who work with drivers’
licences, birth certificates, health cards, and so on will be the
same as the screening already in place for correctional officers and
the like.”
Who’s affected and
how the screening will work
Security checks will
apply to workers who have access to forms and secure databases in
the following areas:
-
driver’s licence
issuing (MTO);
-
birth certificate issuing (MGS);
-
health card issuing (MoH);
-
GO-PKI (computer security across the OPS);
-
payroll and benefits (MGS); and
-
iServe datacentres (MGS).
New hires in these areas
have been screened since Sept. 1, 2005. Screening of existing staff
will begin after Jan. 1, 2006. At no point will members’ OPS
managers receive information about individual security checks.
Managers will not know whether an individual has refused screening
or not. They will only know if an individual has clearance or not.
The screening will work as follows:
-
OPS managers identify
what positions need security clearance.
-
Managers forward the
names of people in those positions to the Emergency Management and
Security Branch (EMSB) of MGS.
-
EMSB contacts people
for permission to run the check(s). Individuals may refuse. If they
do, they are denied clearance to work in their job and enter a
special redeployment process (see number 11).
-
Where people agree to
the checks, EMSB forwards names to the Ontario Provincial Police for
a criminal record check through the Canadian Police Information
Centre (CPIC).
-
The OPP reports back
to EMSB.
-
EMSB reports the
results of the check(s) to the individuals. EMSB may also contact
the individual for further information before making a final
decision.
-
If an individual
receives security clearance, he or she continues in his or her job.
-
If an individual is
denied security clearance, he or she may contact EMSB to discuss the
reasons for the denial and, if desired, provide additional
information (or explanation).
-
If an individual is
still denied clearance, he or she will receive an appeal
application. Appeals go directly to the GSB.
-
The GSB will notify
the union and the employer. If the member consents to the release of
relevant information to the union, the union will rely on it to take
the grievance forward. The GSB, the employer, and the union have all
agreed to keep the member’s information and identity confidential
throughout the grievance process.
-
If the grievance
fails, the individual enters a special redeployment process. The
employer may:
-
modify the
worker’s duties so that he or she is no longer involved in work
requiring security clearance;
-
re-assign him or her to a different job; or
-
continue to pay him or her until the matter is settled.
Individuals moved out of
their jobs because they fail or refuse a security check may not bump
other workers with less seniority. Instead, the employer searches
for a vacancy for the individual for up to six months. At any time
during the six months the person may also be offered a different
position and provided with training.
-
If an individual
doesn’t have a job after six months, the matter is referred to the
Joint Employment Stability Subcommittee (JESS), where the employer
and the union will work together to find a remedy.
“The union’s goal is to
make sure everybody lands on their feet,” said Eric Morin of the
CERC. “We believe no one should be out of a job because of a failed
or refused a security check.”
Read the full text of
the GSB order at
www.opseu.org/ops/FrontlinesDec0905order.pdf .
Read the cover
letter at
www.opseu.org/ops/FrontlinesDec0905ordercoverletter.pdf
For a pdf copy of Frontlines
Nov. 24, 2005
Unions say
flawed Liberal plan will create health care chaos
TORONTO - Four unions representing
almost 200,000 Ontario healthcare workers say the Liberal
government's plan for Local Health Integration Networks (LHINs) is
deeply flawed.
The Ontario Nurses' Association (ONA),
the Service Employees International Union Local1.on (SEIULocal1.on),
the Canadian Union of Public Employees (CUPE) and the Ontario Public
Service Employees Union (OPSEU) say the LHINs plan:
• Lacks a comprehensive plan to
deal with employees in a way that protects jobs and improves
patient care;
• Threatens access to local health services;
• Reduces accountability by placing decision-making at arm’s
length from the government;
• Ignores the role of doctors, the ‘gatekeepers’ of the system;
• Takes away local control; no input from front-line staff ;
• Has the potential to extend the disastrous ‘competitive
bidding’ model (now used in home care) to the entire health care
system;
• Is driven by the bottom line, not health care concerns.
“The unelected, unaccountable LHINs
could pit communities against each other in competition for scarce
health dollars. There will be service cuts and consolidations, which
means job losses. There is no plan in place to address human
resource adjustment issues. This means more uncertainty for
patients. And it allows politicians to avoid responsibility for
their decisions,” said OPSEU President Leah Casselman.
For further details
Oct. 24, 2005
Make unions
legal for college part-timers: OPSEU
TORONTO – The union representing
15,000 full-time employees at Ontario community colleges has
launched a campaign to make unionization legal for part-time college
employees.
“Ontario is the only province in
Canada that legally bars part-time college employees from improving
their lives through union membership,” said Leah Casselman,
president of the Ontario Public Service Employees Union. “The
existing law is unfair, it is wrong, and we are telling Premier
Dalton McGuinty that it must be scrapped immediately.
Part-time employees, including both
academic and support staff, now outnumber full-time employees at
Ontario colleges, Casselman said.
For further details
Oct. 13, 2005
Don’t give
away keys to provincial parole system, OPSEU warns McGuinty
TORONTO – A provincial Liberal plan to
hand responsibility for Ontario’s provincial parole system to the
federal government is a disaster waiting to happen, according to the
Ontario Public Service Employees Union.
Under the plan, the provincial
government would abolish the Ontario Parole and Early Release Board
(OPERB) and transfer responsibility to Ottawa for reviewing and
approving parole applications from provincial inmates and
supervising parolees in the community.
For further details
Aug. 9, 2005
Police have
plenty to do without doing our work: OPSEU transportation staff
Unionized workers at the Ministry of
Transportation are wondering aloud why expensive police time is
being dedicated to commercial motor vehicle enforcement, a job that
MTO transportation enforcement officers (TEOs) are specifically
trained to perform.
For further details
June
24, 2005
Provincial
employees ratify agreement
The Ontario Public
Service Employees Union's largest bargaining unit today
ratified a new a collective agreement with the province
that paves the way for rebuilding Ontario's
long-neglected public services.
The 42,000 OPSEU members
working in the Ontario Public Service ratified the four
year agreement, expiring Dec. 31 2008, by 91 per cent.
In the corrections category, 83 per cent voted to accept
the contract.
"This agreement reflects
the hard work of chairs Marg Simmons (central team) and
Barry Scanlon (corrections team), and their teams; and
the active support of thousands of members," said OPSEU
President Leah Casselman.
"It will allow our
members to make a start on rebuilding public services in
Ontario," she said.
Details of the
tentative agreement include:
- Wage increases
totalling 9.75 per cent over four years. Most of the
province's 4,500 Correctional Officers will also
receive an added step of three per cent to the pay
grid;
- Agreement on an
enforceable job evaluation and pay equity plan to
solve job classification issues;
- A drug card for all
employees who receive benefits under the agreement;
- Job security
language that guarantees job training and
government-wide bumping rights for surplus
employees;
- Extension of Factor
80 early retirement provisions for surplus
employees;
- More than 1,400
casual "unclassified" workers will be rolled into
permanent jobs in the public service, with access to
benefits;
- An agreement to
reduce the use of unclassified employees over the
term of the contract.
June 11, 2005
Ontario
provincial employees reach tentative contract deal
The Ontario Public Service
Employees Union today reached a tentative agreement with the
province that paves the way for rebuilding Ontario’s damaged
public services.
OPSEU President Leah
Casselman said the four-year agreement contains major breakthroughs
for 42,000 government employees, particularly for the thousands of
casual “unclassified” workers who run the province’s
overloaded court system.
“This agreement is a
significant step in resolving some longstanding inequities in the
public service,” Casselman said. “Our bargaining teams must be
commended for their determination to undo the damage caused by 10
years of cuts to services and jobs.”
Details of the tentative
agreement include:
Wage increases totaling 9.75
per cent over four years. Most of the province’s 4,500
Correctional Officers will also receive an added step of three per
cent to the pay grid;
Agreement on an enforceable
pay equity plan that will help solve job classification issues;
- A drug card for all
employees who receive benefits under the agreement;
- Job security language that
guarantees job training and government-wide bumping rights for
surplus employees;
- Extension of Factor 80
early retirement provisions for surplus employees;
- More than 1,400 casual
“unclassified” workers will be rolled into permanent jobs in
the public service, with access to benefits;
- An agreement to reduce the
use of unclassified employees over the term of the contract.
OPSEU members are to vote on
the deal June 21-23. They voted down the government’s previous
offer two weeks ago, and empowered their bargaining teams to call a
strike, if necessary. No strike deadline was set.
“This agreement could not
have been won without our strike mandate,” said Marg Simmons,
chair of the unified bargaining team. “The government moved
significantly on our issues over the past two weeks.”
Barry Scanlon, chair of the
OPSEU corrections team, said the deal shows that the government
respects the significant role played by correctional workers in
ensuring public safety.
-30-
for further details and links to the tentative agreements.
May 28, 2005
OPSEU members reject offer from McGuinty Liberals
TORONTO, May 28 /CNW/ -
Members of the Ontario Public Service have voted 65 per cent to
reject a contract offer from the provincial government and to give
their bargaining team a strike mandate.
In a province-wide vote
held May 25-27, OPSEU members re-affirmed their commitment to
making gains after years of Tory cuts. The turnout was 66 per cent
of the bargaining unit.
"This mandate gives us
the ability to return to the bargaining table and tell government
negotiators to start real bargaining," said OPSEU President
Leah Casselman. "This contract is all about repairing and
rebuilding public services in this province."
Casselman said she is
pleased that members are sticking to the demands they asked for
last fall, and that support for the bargaining teams remains
strong.
"Our members are
determined," Casselman said. "They want to see
improvements to benefits and improvements for those working as
unclassified staff. They want to see better job security language,
especially since McGuinty plans to lay off 6,000 more workers.
"Dalton McGuinty has
to start living up to his promises," Casselman said.
"The best way to begin rebuilding public services is to
settle this contract. Our members deserve to be treated with
respect for the services they provide, often under the most
stressful and difficult circumstances."
The union has not yet set a strike deadline.
Bargaining teams plan to
continue talks with the government on Monday, May 30.
For further information: OPSEU Communications: Don Ford, (416)
788-9104
May 23, 2005
12
Reasons to say (Vote) NO to the Employer's (substandard) Offer
Employer takeaway
#1 - Separation Allowances gone (Article 20.3)
The employer offer eliminates separation
allowance for our members who face lay-off. This means you take
the hit financially at the point you are laid off. This is worth
a lot of money to any individual.
Employer takeaway
#2 - Termination pay gone for young workers. Frozen entitlement for
other members (Article 53)
Article 53 is triggered if you resign. The employer is
proposing that this right be totally be eliminated for employees
with less than five years service. For employees with more than five
years service, your entitlement will be frozen.
The employer wants
to prevent newly hired employees from getting this right at all.
Termination
payments have been a right for employees in the OPS since the 1970.
OPSEU members walked the picket line to save this right in 1996.
Employer
takeaway #3 - Classification limbo continues
14,000
of you have claimed you are wrongly classified. 4,000 cases are
stacked up trying to be resolved by a process designed to fail.
That’s because an equal number of employer and union reps must
agree before a case is resolved, and there is no access to
arbitration.
The employer is
offering, using weasel words, to undertake a review and consider a
possible new job evaluation system. If we agree to this proposal, we
must also agree to a moratorium on classification grievances and our
legitimate right to grieve our classification. The employer also
wants the Union to give up our right to challenge violations of the
Pay Equity Act. Translation: The employer does not agree to fix
the classification system and suggests breaking the Pay Equity law.
Employer
takeaway #4 - Job security language rolled-back
Currently,
if you are surplused then you have the right to redeploy to another
position if you are minimally qualified. Now, the employer wants to
make it almost impossible to redeploy if you are surplussed or
bumped. The employer wants to change that to read “qualified.”
Results: unless you are moving into the exact job you
held before, you are out the door. OPSEU members have had the right
to redeploy where they are minimally qualified since the late
1970’s. Why would we embrace a proposal that eliminates our
ability to maintain employment?
Employer takeaway #5 - Factor 80 gone
The employer offered Surplus Factor 80 until March 31, 2006. Under
the employer’s proposal Factor 80 would be available for surplused
members only and only from January 1 2005 to March 31, 2006. Your
teams want full Factor 80 to continue. The employer has the money to
pay for it from their rate stabilization fund. In fact, they have
over $359 million in this account that can only be used for pension
related matters - nothing else. Over the next 3 years, almost 3800
OPS members would be eligible for Factor 80. It would cost
approximately $170 million - less than half of what's in the
account. OPSEU has paid for Factor 80 for the last 2 rounds - it's
time the Employer paid. We say if people want to retire early, once
they have the right combination of age and years of service, they
should be able to leave when they want to. The employer’s offer
is unacceptable.
Employer takeaway
#6 - Health and Safety – Eye exams
This is a significant concession for any member working with a
computer for any length of time. The employer has proposed a rewrite
of the Health and Safety VDT language. A new definition of a
computer operator would be as “one who operates a computer for 6
and ½ consecutive hours. The employer’s offer deletes the initial
eye exam even though this is an important benchmark for members. The
annual eye exam would be shifted to an examination every two years.
Translation:
the employer doesn’t seem to care about health and safety.
Employer takeaway
#7 - “Modern” Recruitment methods: ‘Omnibus posting’
introduced
The employer’s offer introduces a new method of posting jobs. They
want to use ‘pool and/or pipeline hiring’ for anticipated or
existing vacancies so they can then place the right person in the
right job at the right time. You apply for the position when it is
posted. Then you are expected to be left waiting on stand-by. You
have to apply when it is posted or you lose access to the job. Names
stay in the pool for 12 months. If you are not in the pool, then you
lose. (Article 6.2 change)
Employer takeaway
#8 - Your wages move down, not up
The employer’s offer of 2 per cent, 2 per cent, and 2 per cent.
The two per cent rate increase is applied to the
classification range as a general wage increase.
The
employer’s wage offer will actually cost you money.
With
inflation currently running at 2.4 per cent, everything you buy
costs 2.4 per cent more than it did last year. A two per cent wage
increase actually equals a net loss of at least 0.4 per cent per
year. This wage offer is too low.
The employer has
proposed with very convoluted language to maintain max + merit step
at 3 per cent. Members who have been at the top of their grid for 12
months will receive it. Members who are not currently at the top of
their grid will receive max+ merit when they have been at the top of
the grid for 12 months.
All max+merit
increases still depend on the employer’s assessment of your
satisfactory performance.
Don’t be fooled
into thinking that this language will give you an additional 3 per
cent. It doesn’t. It is the continuation of a right that was won
by spending 54 days on the picket line in 2002. This right is
already yours and you aren’t getting anything extra. Simply put,
there is no new money to the max + merit.
And on special
cases, bargaining teams tabled 50 “special cases” to address
these inequities. The employer has addressed five. Not good enough!
Back in
September 2004 - OPSEU members submitted fair and reasonable demands
after years of Tory cutbacks.
Improvements
for benefits - Zero
Improvements to the
OPS benefit plan are long overdue. Semi - private hospital coverage,
vision care coverage and dental coverage is badly outdated. And what
about a drug card? The employer’s offer on these and all other
benefits improvements is…nothing.
Improvements for unclassifieds - Zero
Every single demand put forward by your bargaining team
to make improvements for unclassified workers was completely and
utterly ignored. Every one. Nearly one-third of Ontario’s public
service is made up of unclassified workers - a number that continues
to grow. Classified and unclassified workers must stand together and
stop this exploitation.
This is
particularly shameful for court workers. Appendix 25 was won out of
the last strike. After a pilot project to look at the of
irregularly, scheduled part-time unclassified employees, the
Ministry of Attorney-General made specific recommendations to go to
the bargaining table. The employer hasn’t tabled a single one.
Pay-for-Performance
Despite the fact that the Tories failed to implement
Pay for Performance, the language for that concept is still in
our collective agreement. We want it gone. The employer wants it to
stay. We wonder why…
Job
Security Improvements and Successor rights.
Having successor
rights means that if an employer sells, divests, downloads or
contracts out part or all of its work, the employees move with the
work. The employees also keep their union, and their union contract.
Harris eliminated these rights in 1995. Dalton McGuinty promised
OPSEU he would restore successor rights.
The McGuinty
Liberals have said they plan to eliminate 6,000 OPS jobs. The
return of successor rights will mean that OPSEU members will be
protected if their work is transferred out of the OPS. It’s time
we got these rights back!
To summarize, that
is 8 very serious employer takeaways and NO to our demands.
12 reasons to say
NO.
May 20, 2005
Local 232/257
Contract Vote
Friday May 27 8:00 am to 6 pm
CAW Hall
611 Silvercreek Pkwy N.,
Guelph
519-822-6121
Shuttle Buses will be running between
the 1 Stone Road Complex (from the north door by the Security Desk)
and the CAW Hall from 12 noon to 2 pm.
May 15, 2005
Local 232/257
Pre-Vote
Information Meeting
May 18 at 5 pm
Harpos Banquet
Hall
89 Dawson
Road (just off Speedvale Ave West)
Guelph
From Stone
Road take Edinburgh to Speedvale
- turn left - left again onto
Dawson
(Harpos is on the left)
Apr 24, 2005
Local 232/257 (Joint)
General Meeting
Friday April 29, 2005
11:30 a.m.- 12:30 p.m.
12:30 p.m. - 1:30 p.m.
Room 406 - 1 Stone Road
Complex (Guelph)
|
Agenda: |
OPS
Bargaining Update
Work to Contract |
Guest Speaker: Doug Peebles
OPSEU Region 2 OPS Bargaining Team member
Local 257
General Meeting
Thursday April 28, 2005
at 5 p.m.
Guelph OPSEU Regional Office
291 Woodlawn Rd W
Members Room
|
Agenda: |
OPS
Bargaining Update
Work to Contract
Essential Services |
Apr 21, 2005
OPS Leadership to meet to
maximize pressure on the employer
OPS leaders will
get together on Saturday, April 23rd for a day of training, planning
and strategizing to maximize pressure on the employer as the
bargaining teams call for conciliation.
for more details
Apr 20, 2005
Bargaining
teams apply for conciliation
For all intents and purposes
bargaining has ground to a halt. Both bargaining teams have applied
for conciliation in an attempt to move the process along. "We
have been without a contract for nearly four months," says Marg
Simmons, Chair of the Central Bargaining Team. "The employer is
moving bargaining along at the speed of a person emptying a swimming
pool with an eye-dropper. The only way to get them to be serious
about this is to show them that we are serious."
Conciliation has been
requested by the Union in accordance with Section 18 (1) of the
Labour Relations Act. Section 18(1) states "…the Minister,
upon the request of either party, shall appoint a conciliation
officer to confer with the parties and endeavor to effect a
collective agreement."
Under Ontario law,
conciliation continues until the two parties reach either an
agreement or an impasse in bargaining. If conciliation fails, there
is a period of approximately 17 days until union members can strike
or the employer can lock them out.
"We hope the employer
gets the message – get serious and put a good offer on the
table" says Barry Scanlon, chair of the Corrections Bargaining
Team.
Apr 15, 2005
Convention 2005 Highlights
Leah Casselman re-elected to
a 6th term as OPSEU President
for more details
OPS Bargaining Update
What's on the Table - Issues
that affect YOU!
for the Issues Fact sheets
Work to Contract - details
coming soon!
Note:
Notification about a general OPS layoff notice covering April 1,
2005 to March 31, 2007 was sent to all ministry staff this past
week. This is a requirement of the Employment Standards Act
(Ministry of Labour) where potential layoffs of 50 or more, may
occur anywhere within the Ontario Public Service. The email message
indicated to contact your Union for more information. Therefore, be
sure to attend future OPSEU Local bargaining update meetings -
coming up in the very near future.
Apr 15, 2005
The
Source - the factual report from your OPS bargaining teams
Click on
the date to download a pdf copy of "The Source"
April
15, 2005 The wage
question. It's time to fix the classification grievance process.
Provincial Auditors Report. Trust. Spotlight on your work: Lab
Technician/Scientist, Administrative Support Staff (OAG 8). The
Sunshine Club - 14th edition
April
8, 2005 Benefits
and pensions: Why are we so behind? No parachutes for long-term
OPSEU members. New dog...old tricks. Spotlight on your work: Program
Review Officer, Systems Officers. The Sunshine Club - 13th edition.
April
1, 2005 Issues
bargaining begins in earnest. Correctional workers deserve fair
treatment. Bargaining Glossary - Part 2. Phone polling now underway.
Spotlight on your work: Transportation Enforcement Officer, Income
Support Specialist. The Sunshine Club - 12th edition.
March
24, 2005 OLRB
rules employer is guilty of non-compliance. Bargaining Glossary.
Spotlight on your work: Corridor Management Officer, Rehabilitation
Officer. The Sunshine Club – eleventh edition.
March
18, 2005
Government still stuck on zero option. Light at the end of the
tunnel. Joint committee meets on Appendix 25. The 'Black and Blue'
campaign stirs controversy. Spotlight on your work: Environmental
Officer, Verification Officer. The Sunshine Club - tenth edition.
'American Sign Language' to tell McGuinty government - No More Cuts!
March
11, 2005
Members voices heard, employer comes to the table. Employer refuses
to bargain issues with Corrections Team. Diary response
overwhelming. News from the employer 'compound'. Spotlight on your
work: Court Clerk/Court Registrar Office Administration - OAG 6/OAG
8; Client Services Representative - Courts Office Administration -
OAG 8. The Sunshine Club - ninth edition.
March
4, 2005 Bargaining
the members' agenda. Inmates bribed during last strike. Are You
Ready? Spotlight on your work: Outreach Co-ordinator, Oakridge
Attendant. The Sunshine Club - eighth edition.
February
25, 2005
Are
we really bargaining for what is essential? Is the government
planning to lock us out? The Sunshine Club - seventh edition. Meet
the staff at the OPS Bargaining Centre. E-mail Alert. MBS confirms
the obvious.
February
18, 2005 THE
SOURCE: The factual report from the OPS Bargaining Teams Chair of
the OLRB decides on Corrections ESAs. Essential Services
Negotiations Ongoing. The Sunshine Club - sixth edition. This week's
team member profiles: Bob Houston, Len Mason.
Feb 13, 2005
Local 232 General Meeting
February 16, 2005 at
12 Noon
Room 301 - 1 Stone Road
Complex (Guelph)
|
Agenda: |
Election
of Delegates to the Regional Meeting - Mar 19 and Convention
April 14 to 16 |
|
Bargaining
Update |
The Source
(previous editions) - the factual report from your OPS bargaining
teams
Click on
the date to download a pdf copy of "The Source"
February
11, 2005 Essential Services negotiations continue. Where are the
Ontario Liberals going with privately-operated jails and youth
centers? The wait continues. Hide-a-manager program (HAMP). The
Sunshine Club - fifth edition. Do not use government e-mail! This
week's team member profiles: Moira Cowan, Ken Fraser
February
4, 2005 Rotation
Round Two! CO-START - Rip Off? The Sunshine Club -
fourth edition. This week's team member profiles: Rheal
Delaquis, Dave Graves
January 28, 2005
Union
Proposals for Renewal of the Collective Agreement. Employer demands
"Wage Freeze" for Corrections. Manager tells probation
staff that McGuinty message is "unprofessional". The
Sunshine Club - third edition. Team profile: Linda Thibert, Joe
Wright.
January 20, 2005
OPSEU responds to "zero"
application for corrections. A Short History on Rotation. Team
profile: Beth Anich, Brian Chauvin.
January
14, 2005 Tory friendly law firm delivers Liberal government
message. Employer Refuses To Discuss Issues. What's Happening, Eh?
More sunshine! Will your community be safe? Team profile: Paul
Myers, Jack Hopkins.
January
7, 2005 Management credibility at Essential Services Table
non-existent. "Essential Service" surveys needed. Good day
sunshine! OPS Bargaining Teams make a donation. Team profile: Doug
Peebles, Glenna Caldwell.
December
17, 2004 Demanding the demands. Corrections
demands. Access allowed to OPSEU website. Mobilizing - a great
start. Team profile: Sandra Noad, Carl Thibodeau.
December
10, 2004 Essential Services: we don't
like them either. Right to Strike versus Binding Arbitration. Team
profile: Eric Morin, Robert Curran.
December
3, 2004 OLRB rules on essential services framework.
Policy on leaves of absence for locals with 750+ signed members.
Unclassified working group plans strategy.
November
26, 2004 - Issue 1 of "The Source": the factual report
from your OPS bargaining teams. The clock is ticking.
Government claims legal right to use SCABS during a strike/lockout.
Member mobilizers integral to bargaining. Black Tuesdays.
Team profile: Marg Simmons, John Watson.
For previous postings from
2004 -
