Well everyone has read the OPSEU web site that a tentative deal is on the central table. A lot of rumours are out there about the details we need to wait for the facts before forming any opinions of course. And we are still waiting on the employer at the Corrections table. The Local Presidents, MERC members and Moblizers had the opportunity to hear from the chair of our bargaining committee that talks were continuing as of 2050hrs last night.
As negotiations continue not a lot of information could be shared with us other than the employer has not changed their position. The sick benefits continue to be the stumbling block. We have been asked to continue to show the employer we support the bargaining team in order to empower them at the bargaining table.
Things will go into a holding pattern over the Holiday Season. Don’t be alarmed if you don’t hear very much over the next two weeks. During this round of bargaining it was agreed that if no offer was on the table on or about the 23rd of December the two parties would meet again on January 05, 2009 to set essential service agreements. That does not mean our bargaining team is not willing to revisit the bargaining table between now and then.
As Smokey has said we should be proud of the work we have done. We are fighting the good fight.
For the rest of us we need to use the break to rest up for what is shaping up to be a tough fight. We should enjoy this time of year with our families and friends. Have a safe and great holiday, for our work has only just begun.
In Solidarity
Dan Sidsworth
Tuesday, December 23, 2008
Targeted benefits? THIS PLAN IS SICK
Correctional Officers and Youth Workers
are under attack.And eventually,every
member of the OPS will pay a heavy price.
Under the employers ’ proposal,,
Correctional Officers and Youth Workers
will be removed from the current OPS sick
leave plan,and management of their sick
leave will be given to a multi-billion dollar
insurance company.
If the thought of having your health in the
hands of a profit-driven company isn ’t
scary enough,it gets worse :
•Sick time is only accrued at a rate of
five hours per month,only if you have
full attendance that month .
•After four consecutive days of absence,
Correctional Officers and Youth
Workers immediately move to 66 2/3
per cent pay.
•If you do not have any sick time in the
bank,any absence that is less than
five consecutive days is unpaid .
•If the insurance company denies the
claim,the employee gets paid nothing.
•To add icing on the cake,the denial is
not grievable.An appeal must be made
to the Joint Insured Benefits Review
Committee.
Why is the employer doing this? Simple -
it ’s all about money.Correctional Officers
and Youth Workers have extremely high-
stress jobs in 24-7 operations.
Overcrowding,assaults,exposure to
disease and constant shift work all
take their toll.The result?Higher than
average sick time.
The employer wants to solve the
problem by punishing the victims .And
save a lot of money by not having to
replace workers.
This is all very bad.But the bigger
picture is grimmer.If the employer is
allowed to carve off specific workers from
the benefit plan,where does it stop?A
special plan for older workers who use
more drug and dental benefits?A stand-
alone group of OADs who have more
eyeglass claims?The opportunities for the
employer are endless.
The Corrections Team will continue
to fight this deliberate
and callous attack by
the employer.All other
members need to
support Corrections
on this …because
you might just be
next.
http://www.opseu.org/ops/barg2008/index.htm
An attack on sick leave is an attack on everyone
are under attack.And eventually,every
member of the OPS will pay a heavy price.
Under the employers ’ proposal,,
Correctional Officers and Youth Workers
will be removed from the current OPS sick
leave plan,and management of their sick
leave will be given to a multi-billion dollar
insurance company.
If the thought of having your health in the
hands of a profit-driven company isn ’t
scary enough,it gets worse :
•Sick time is only accrued at a rate of
five hours per month,only if you have
full attendance that month .
•After four consecutive days of absence,
Correctional Officers and Youth
Workers immediately move to 66 2/3
per cent pay.
•If you do not have any sick time in the
bank,any absence that is less than
five consecutive days is unpaid .
•If the insurance company denies the
claim,the employee gets paid nothing.
•To add icing on the cake,the denial is
not grievable.An appeal must be made
to the Joint Insured Benefits Review
Committee.
Why is the employer doing this? Simple -
it ’s all about money.Correctional Officers
and Youth Workers have extremely high-
stress jobs in 24-7 operations.
Overcrowding,assaults,exposure to
disease and constant shift work all
take their toll.The result?Higher than
average sick time.
The employer wants to solve the
problem by punishing the victims .And
save a lot of money by not having to
replace workers.
This is all very bad.But the bigger
picture is grimmer.If the employer is
allowed to carve off specific workers from
the benefit plan,where does it stop?A
special plan for older workers who use
more drug and dental benefits?A stand-
alone group of OADs who have more
eyeglass claims?The opportunities for the
employer are endless.
The Corrections Team will continue
to fight this deliberate
and callous attack by
the employer.All other
members need to
support Corrections
on this …because
you might just be
next.
http://www.opseu.org/ops/barg2008/index.htm
An attack on sick leave is an attack on everyone
Sunday, December 21, 2008
Corrections officers protest in Thorold
JAIL GUARDS' CONTRACT EXPIRES AT END OF YEAR
Posted By SAMANTHA CRAGGS, SUN MEDIA
Corrections officers have hit the streets in their bid for a new contract.
More than 100 workers from Ontario's 32 jails gathered outside Niagara Detention Centre in Thorold Thursday to protest what they say is the government's inaction in negotiating an agreement. The current contract for more than 40,000 Ontario Public Service Employees Union (OPSEU) workers, including about 8,000 corrections officers, expires Dec. 31.
The workers held an information picket, chanting, "We want a contract, we want it now." They waved signs reading, "My job, your services, our communities" and, "All I want for Christmas is a fair contract."
The provincial side of the negotiations is handled by the Ministry of Government Services, which represents various ministries in the talks.
"We're here saying, 'Bargain with us,'" said Dan Sidsworth, a member of OPSEU's provincial employee relations committee and a Milton corrections officer.
A main issue for corrections workers is the overuse of "unclassified" officers, who often work full-time hours but are considered part time by the province, said John Mengia, president of OPSEU Niagara Detention Centre local 252. There are about 1,100 officers in Ontario who do not get benefits and are called at early-morning hours to go to work, he said. Some are considered "unclassified" after 15 years.
"I was unclassified for nine years," said 19-year veteran Carol Sousa, also local unit vice-president. "I was a single parent getting 5 a. m. phone calls and trying to arrange for a babysitter."
The province has committed more police officers for Ontario's streets, yet has not boosted the full-time complement of corrections officers to match it, Dave Willis, local chief steward, said. Instead, it hires more unclassified officers. "We don't have unclassified police officers," he said. "We're an arm of the law."
The one-day picket drew workers from jails in London, Toronto and elsewhere.
The workers played Hero by Foo Fighters on repeat and tried unsuccessfully to speak to a Niagara Detention Centre superintendent.
Negotiations have been ongoing, said Ciaran Ganley, a Ministry of Government Services spokesman. As for unclassified workers, Ganley said he could not discuss specific issues that may be part of negotiations. "The government is optimistic it'll reach an agreement that is both fair and equitable to the employees, and that balances the need to provide sustainable and affordable public services," he said.
There are about 150 corrections workers at the Niagara Detention Centre.
Posted By SAMANTHA CRAGGS, SUN MEDIA
Corrections officers have hit the streets in their bid for a new contract.
More than 100 workers from Ontario's 32 jails gathered outside Niagara Detention Centre in Thorold Thursday to protest what they say is the government's inaction in negotiating an agreement. The current contract for more than 40,000 Ontario Public Service Employees Union (OPSEU) workers, including about 8,000 corrections officers, expires Dec. 31.
The workers held an information picket, chanting, "We want a contract, we want it now." They waved signs reading, "My job, your services, our communities" and, "All I want for Christmas is a fair contract."
The provincial side of the negotiations is handled by the Ministry of Government Services, which represents various ministries in the talks.
"We're here saying, 'Bargain with us,'" said Dan Sidsworth, a member of OPSEU's provincial employee relations committee and a Milton corrections officer.
A main issue for corrections workers is the overuse of "unclassified" officers, who often work full-time hours but are considered part time by the province, said John Mengia, president of OPSEU Niagara Detention Centre local 252. There are about 1,100 officers in Ontario who do not get benefits and are called at early-morning hours to go to work, he said. Some are considered "unclassified" after 15 years.
"I was unclassified for nine years," said 19-year veteran Carol Sousa, also local unit vice-president. "I was a single parent getting 5 a. m. phone calls and trying to arrange for a babysitter."
The province has committed more police officers for Ontario's streets, yet has not boosted the full-time complement of corrections officers to match it, Dave Willis, local chief steward, said. Instead, it hires more unclassified officers. "We don't have unclassified police officers," he said. "We're an arm of the law."
The one-day picket drew workers from jails in London, Toronto and elsewhere.
The workers played Hero by Foo Fighters on repeat and tried unsuccessfully to speak to a Niagara Detention Centre superintendent.
Negotiations have been ongoing, said Ciaran Ganley, a Ministry of Government Services spokesman. As for unclassified workers, Ganley said he could not discuss specific issues that may be part of negotiations. "The government is optimistic it'll reach an agreement that is both fair and equitable to the employees, and that balances the need to provide sustainable and affordable public services," he said.
There are about 150 corrections workers at the Niagara Detention Centre.
Monday, December 15, 2008
On the Record
Copied from the Official Records for December 09, 2008
CORRECTIONAL FACILITY EMPLOYEES
Mr. Robert W. Runciman: Back to the Premier. The people of this province are not the dupes you think they are and the police know that the person not doing his job is that minister.
Premier, again, back to the Auditor General's report in speaking to incompetence and mismanagement, which seem to be the order of the day with respect to his commentary. Particularly glaring, I believe, is the blatant abuse of sick leave among jail guards, taking an average of 32 days of sick leave a year. That's an increase of 63% since 2001, costing Ontarians $20 million a year. Premier, how could you have allowed this to happen? Is your minister AWOL on this file as well?
Hon. Dalton McGuinty: I want to thank the auditor as well for this particular advice. Obviously, that rate of sick leave is unacceptable. There is obviously a serious problem associated with this. I've asked the minister to take a careful look at this, but I want to say to Ontario taxpayers that this is an unacceptable rate of absenteeism and sick leave. We're not prepared to accept it. We will do the necessary work to find out more precisely what is causing it and we'll do everything that we can to address it.
1040
The Speaker (Hon. Steve Peters): Supplementary?
Mr. Robert W. Runciman: Well, last time I checked, this government had been in office for over five years. I will admit this has been a consistent problem in the system, but it has doubled on your watch. That's how significant this problem has become. The Auditor General pointed to one corrections facility that was privately operated until your ideological closure. When the government took over operation of that jail, privately operated, absenteeism jumped by 55% in one year. Talk about incompetence and mismanagement. Premier, I ask you again, why should Ontarians have any faith in terms of your government knowing how to manage their tax dollars efficiently? What specific steps are you taking? Let's hear some specific steps today, not these generalities. How are you dealing with this problem?
Hon. Dalton McGuinty: The Minister of Community Safety and Correctional Services can speak to that.
Hon. Rick Bartolucci: I thank the member again for the supplemental question. We have implemented a program to track absenteeism in our correctional facilities. We will continue to do that tracking. We will continue to work in a very, very proactive way with our partners in correction, the union and all levels in the correctional services part of our ministry, to ensure that we reduce that number, because, as the Premier said, that number is too high. It's not acceptable to me; it's not acceptable to this government; it's not acceptable to the opposition. And do you know what? It's not acceptable to the correctional services officers also.
The Speaker (Hon. Steve Peters): Final supplementary.
Mr. Robert W. Runciman: What an enlightening response: "It's not acceptable." The minister, I think, has been in his job for over a year now. I have to suspect-he seemed to be completely caught off guard yesterday when he was asked about this, which has to be surprising, shocking and alarming with respect to this problem.
This problem has grown under his government's watch, dramatically grown. We're looking at this province being in a recession, hundreds of thousands of people losing their jobs, and you have government employees taking over a month off-paid leave, effectively. Over a year on the job, five years plus that this government has been in office, and you don't have anything but generalities, again saying, "We're concerned. We'r e concerned. We're concerned." Well, Ontario taxpayers, hard-working, honest Ontarians, want action, not words like " Concerned, concerned." When are you going to do something? Let us know what the specifics are.
Hon. Rick Bartolucci: Well, let me speak a little bit more slowly, then. We have implemented a program to track absenteeism in our correctional institutions. I think that's very proactive. We will continue to work with our partners in correctional services to diminish that number. I think that is proactive. And we will continue to be very proactive with all our partners to ensure that that number comes down. We've all agreed that that number is too high, and we're going to work together to ensure that the number comes down.
CORRECTIONAL FACILITY EMPLOYEES
Mr. Robert W. Runciman: Back to the Premier. The people of this province are not the dupes you think they are and the police know that the person not doing his job is that minister.
Premier, again, back to the Auditor General's report in speaking to incompetence and mismanagement, which seem to be the order of the day with respect to his commentary. Particularly glaring, I believe, is the blatant abuse of sick leave among jail guards, taking an average of 32 days of sick leave a year. That's an increase of 63% since 2001, costing Ontarians $20 million a year. Premier, how could you have allowed this to happen? Is your minister AWOL on this file as well?
Hon. Dalton McGuinty: I want to thank the auditor as well for this particular advice. Obviously, that rate of sick leave is unacceptable. There is obviously a serious problem associated with this. I've asked the minister to take a careful look at this, but I want to say to Ontario taxpayers that this is an unacceptable rate of absenteeism and sick leave. We're not prepared to accept it. We will do the necessary work to find out more precisely what is causing it and we'll do everything that we can to address it.
1040
The Speaker (Hon. Steve Peters): Supplementary?
Mr. Robert W. Runciman: Well, last time I checked, this government had been in office for over five years. I will admit this has been a consistent problem in the system, but it has doubled on your watch. That's how significant this problem has become. The Auditor General pointed to one corrections facility that was privately operated until your ideological closure. When the government took over operation of that jail, privately operated, absenteeism jumped by 55% in one year. Talk about incompetence and mismanagement. Premier, I ask you again, why should Ontarians have any faith in terms of your government knowing how to manage their tax dollars efficiently? What specific steps are you taking? Let's hear some specific steps today, not these generalities. How are you dealing with this problem?
Hon. Dalton McGuinty: The Minister of Community Safety and Correctional Services can speak to that.
Hon. Rick Bartolucci: I thank the member again for the supplemental question. We have implemented a program to track absenteeism in our correctional facilities. We will continue to do that tracking. We will continue to work in a very, very proactive way with our partners in correction, the union and all levels in the correctional services part of our ministry, to ensure that we reduce that number, because, as the Premier said, that number is too high. It's not acceptable to me; it's not acceptable to this government; it's not acceptable to the opposition. And do you know what? It's not acceptable to the correctional services officers also.
The Speaker (Hon. Steve Peters): Final supplementary.
Mr. Robert W. Runciman: What an enlightening response: "It's not acceptable." The minister, I think, has been in his job for over a year now. I have to suspect-he seemed to be completely caught off guard yesterday when he was asked about this, which has to be surprising, shocking and alarming with respect to this problem.
This problem has grown under his government's watch, dramatically grown. We're looking at this province being in a recession, hundreds of thousands of people losing their jobs, and you have government employees taking over a month off-paid leave, effectively. Over a year on the job, five years plus that this government has been in office, and you don't have anything but generalities, again saying, "We're concerned. We'r e concerned. We're concerned." Well, Ontario taxpayers, hard-working, honest Ontarians, want action, not words like " Concerned, concerned." When are you going to do something? Let us know what the specifics are.
Hon. Rick Bartolucci: Well, let me speak a little bit more slowly, then. We have implemented a program to track absenteeism in our correctional institutions. I think that's very proactive. We will continue to work with our partners in correctional services to diminish that number. I think that is proactive. And we will continue to be very proactive with all our partners to ensure that that number comes down. We've all agreed that that number is too high, and we're going to work together to ensure that the number comes down.
Sunday, December 14, 2008
Picket planned for Niagara DC
Local 252 at the Niagara Detention Centre invites all members to an information picket Dec. 18 from 11 a.m. - 1 p.m. on.
Management prevented unclassified correctional officers from attending the unclassified rally in Toronto on Dec. 10 by scheduling them that day for mandatory four-hour training.
“This is a classic intimidation tactic that is typical of management at NDC,” said Kristy Grahame, Local 252 steward and provincial unclassified mobilizer. “If our officers can’t go to Toronto to support OPSEU, we'll bring OPSEU to them!”
Local media and MPPs have been invited to the rally, and food and beverages will be provided.
Contact Kristy at Kristyrocks24@hotmail.com.
Management prevented unclassified correctional officers from attending the unclassified rally in Toronto on Dec. 10 by scheduling them that day for mandatory four-hour training.
“This is a classic intimidation tactic that is typical of management at NDC,” said Kristy Grahame, Local 252 steward and provincial unclassified mobilizer. “If our officers can’t go to Toronto to support OPSEU, we'll bring OPSEU to them!”
Local media and MPPs have been invited to the rally, and food and beverages will be provided.
Contact Kristy at Kristyrocks24@hotmail.com.
Tuesday, December 9, 2008
SICK DAZE
This article ran today in the Globe and Mail newspaper. I have copied the first part of the article that speaks about the high level of sick time in Ontario Jails.
Prisons under stress from sick leave abuse
KAREN HOWLETT
Globe and Mail Update
December 8, 2008 at 1:21 PM EST
Correctional officers in Ontario prisons took an average of 32 sick days last year and some more than doubled their annual salary by working overtime, the province's Auditor-General says in his annual report tabled on Monday.
The 498-page report covers a range of topics, including a backlog of cases in provincial courts, the loss of an estimated $500-million in tax revenues through the sale of contraband cigarettes and the construction of a hospital under a public-private partnership that cost much more than if the province had done it on its own. In all, provincial auditor Jim McCarter conducted 14 so-called, value-for-money audits in his sixth annual report.
This was not the first time Mr. McCarter examined what he described as “serious problems” with the absenteeism of correctional officers, including those who abuse sick leave and overtime provisions, in the province's 31 prisons. Some of the absenteeism was suspicious, including those who called in sick on the weekend preceding Thanksgiving, only to turn up for work on the Monday, when they earned twice the hourly rate for working a holiday.
The government has been ineffective in dealing with this problem, the report says, which has resulted in the province spending an extra $9-million last year for replacement staff and $11-million in overtime costs for correctional staff.
Substitute officers are paid overtime at 1.5 times the hourly rate. Some have been able to more than double their annual salary to $140,000 by working overtime, the report says.
The auditor blames low morale among officers for the problem, which has only gotten worse. Absenteeism has soared from just 12 days in 1995 to 32 last year and varies widely among institutions. In one, 82 per cent of workers missed an average of 11.5 days.
No one ever gets fired for poor attendance. When excessive absenteeism occurs at a prison, it often has no choice but to impose lockdowns, the report says. In 2007, there were 235 lockdowns because of staff shortages.
The prisons are overcrowded, with some operating at more than 100 per cent capacity, largely because of a backlog of cases awaiting trial in the province's courts. Nearly 70 per cent of inmates are in custody awaiting court appearances simply because it takes the courts longer to dispose of criminal cases, the report says. Over the past decade, the time taken to dispose of cases has climbed 11 per cent to an average of 205 days.
For the complete article go to: http://www.theglobeandmail.com/servlet/story/RTGAM.20081208.wont_auditorreport1208/BNStory/National/home
This is an audit by the provinces Auditor-General. We just happen to be in bargaining, but I’m sure there is no connection. That said all an auditor would care about is how much it costs as apposed to what is the cause.
Factors such as Higher work loads and no increase in staffing levels in more than twenty years; higher levels of violence; aging infrastructure (some jails predate confederation); over crowding; (placing three inmates into cell originally built for one); no joint employee return to work program; no peer assistance program; no post tramatic stress assistance. These are all factors which other jurisdictions have or are currently discussing with their bargaining agents.
For the record sick time in Ontario Jails is not significantly higher then in other provinces in Canada. The question that everyone should be asking is why is it so high and what has the industry done to cope with the causes.
We need to take ownership of the issue. What have we done to help ourselves? The MERC has advocated for positive changes that would have positive impact on sick time. Things like a joint employee / employer accommodation committee; a joint post tramatic stress disorder study; peer counselling; more lateral movement for members in the bargaining unit;
All the employer has come back with is delays in any meaningful discussions, and bargaining for the removal of sick time and limiting compensation for working overtime. With the politicians declaring a hiring freeze in the OPS, things are only going to get worse. Everyone better plan on more lock downs for a long time.
In Solidarity,
Dan Sidsworth
Friday, December 5, 2008
Bargaining Update
The corrections bargaining committee has sent word that they have received an comprehensive package from the employer today. Apparently something across the province earlier this week has changed their mind about bargaining.
The committee will spend the next several days going over the document and will let us know more when they can. Bargaining being like a game of chess, we know not to ask what the strategies are but only when to move… Please remember that when you listen to or spread rumours about bargaining you under mind the process.
In solidarity,
Dan sidsworth
The committee will spend the next several days going over the document and will let us know more when they can. Bargaining being like a game of chess, we know not to ask what the strategies are but only when to move… Please remember that when you listen to or spread rumours about bargaining you under mind the process.
In solidarity,
Dan sidsworth
SOMETHING TO THINK ABOUT
One of our members from Local 369 (CNCC) wrote this, please read…
• Elementary School teachers enjoy summers off.
• Elementary school teachers spend Christmas, march break and every weekend with their families
• Elementary School Teachers eat dinner with their families every night
• Elementary teachers enjoy high job satisfaction
• Elementary teachers have job security, and enjoy a safe work environment
• Elementary school teachers have what is highly regarded as the best pension plan
• Elementary school teachers currently have a deal on the table from our cash strapped government that will see their top rate of pay exceed $95,000 per year, almost a full $3000.00 a month more than us???
• Correction officers work shift work that has been proven to reduce life expectancy and greatly affect quality of life.
• Correction officers miss their children’s school plays and sporting events while they are working on weekends
• Correction officers work in a hostile environment where their safety could be at risk on a daily basis
• Correction officers don't eat dinner with their families every night
• Correction officers do not enjoy high job satisfaction
• Correction officers do not have a high end pension with a built in cost of living index
• Correction officers work family holidays and miss out on numerous important family outings
& gt;
So we die younger (not that our pension is that good anyway), work most holidays, don't get to eat dinner with our families, have a high stress job that places our personal safety on the line each day, yet we get paid $3000 dollars a MONTH less than elementary school teachers. Isn't there something wrong with this picture? This has nothing to do with the Elementary school teachers, they deserve everything they get. But so do we. Knowing the big picture, (shift work, weekends, holidays, pension, safety, job satisfaction etc.) I would still think it was unfair if we made $1000 a month less than them, and that would put us at $83,000 a year base.
If you need something else to think about, please remember that the majority of our members work in the GTA. This is supposed to be a profession that provides a fair standard of living. Anyone bought a house and put their kids in hockey in the GTA lately? Economic back drop aside, I think we are due.
Just my opinion.
• Elementary School teachers enjoy summers off.
• Elementary school teachers spend Christmas, march break and every weekend with their families
• Elementary School Teachers eat dinner with their families every night
• Elementary teachers enjoy high job satisfaction
• Elementary teachers have job security, and enjoy a safe work environment
• Elementary school teachers have what is highly regarded as the best pension plan
• Elementary school teachers currently have a deal on the table from our cash strapped government that will see their top rate of pay exceed $95,000 per year, almost a full $3000.00 a month more than us???
• Correction officers work shift work that has been proven to reduce life expectancy and greatly affect quality of life.
• Correction officers miss their children’s school plays and sporting events while they are working on weekends
• Correction officers work in a hostile environment where their safety could be at risk on a daily basis
• Correction officers don't eat dinner with their families every night
• Correction officers do not enjoy high job satisfaction
• Correction officers do not have a high end pension with a built in cost of living index
• Correction officers work family holidays and miss out on numerous important family outings
& gt;
So we die younger (not that our pension is that good anyway), work most holidays, don't get to eat dinner with our families, have a high stress job that places our personal safety on the line each day, yet we get paid $3000 dollars a MONTH less than elementary school teachers. Isn't there something wrong with this picture? This has nothing to do with the Elementary school teachers, they deserve everything they get. But so do we. Knowing the big picture, (shift work, weekends, holidays, pension, safety, job satisfaction etc.) I would still think it was unfair if we made $1000 a month less than them, and that would put us at $83,000 a year base.
If you need something else to think about, please remember that the majority of our members work in the GTA. This is supposed to be a profession that provides a fair standard of living. Anyone bought a house and put their kids in hockey in the GTA lately? Economic back drop aside, I think we are due.
Just my opinion.
Tuesday, December 2, 2008
RALLY UPDATES
Copied from flyer________________________________________
Hello Union Brothers and Sisters,
On Wednesday, December 10, 2008, there will be a rally in Toronto for ALL Unclassified OPSEU workers to let our voice be heard. I am stressing that this is NOT just a Corrections event, even though the rally starts at that Ministry building. This rally represents all unclassified staff in the OPS. We are hoping that you can get this information to your members and encourage their participation in this event.
DECEMBER 10: "FIGHT FOR OUR RIGHTS" DAY A rally for Unclassified OPSEU workers
12:00 PM -25 Grosvenor St. ( Ministry of Community Safety and Correctional
Services Building)
followed by a solidarity march to
-77 Wellesley Street (Government Building representing several
Ministries)
More than ONE in FIVE OPSEU members are unclassified in the OPS, which 90% of them work full-time hours!!! ENOUGH IS ENOUGH! Let's "RESTORE DIGNITY" to our unclassified members during this round of bargaining.
How can anyone be expected, for years at a time, to balance work, life, health. and family, without having a schedule, benefits, job security, or even a glimmer of hope for a full-time position????
December 10 is a day to LET OUR VOICE BE HEARD!! We need to get the message to the Ontario Government, who claim to be one of the TOP 100 EMPLOYERS, that we deserve EQUAL TREATMENT FOR EQUAL WORK, and that we need STRONGER LANGUAGE in our Collective Agreement to protect us! The government needs to get the message that retaining qualified, skilled employees will continue to be a problem in the Ontario Public Service Sectors, if they do not offer OPSEU members GAINS that are worth staying for!!!
December 10 also happens to be the 60th Anniversary of the Universal Declaration of Human Rights. ARTICLE 23 (2) states that "Everyone, without any discrimination, has the right to equal pay for equal work"!!!
We encourage full time staff to support their unclassified union brothers and sisters on this day, in a struggle that affects almost 14, 000 members. Thank you for your support!
LET OUR VOICE BE HEARD!
UNITED WE BARGAIN, DIVIDED WE BEG!
In Solidarity,
Kristy Grahame
Unclassified OPSEU Provincial Mobilizer
________________________________________
• Brockville jail/SLV is holding an info picket on Dec 10th in front of the courthouse.
• North Bay Jail is having a barbeque in a burn barrel and a porta- potty set up for Dec 10th.
• CECC is having a barbeque in support for the Dec 10th.
• Toronto Jail is holding an info picket and barbeque on Dec 12th.
I will post more rally's as I am notified.
________________________________________
What are you doing to support and empower the bargaining teams?
In Solidarity,
Dan Sidsworth
Hello Union Brothers and Sisters,
On Wednesday, December 10, 2008, there will be a rally in Toronto for ALL Unclassified OPSEU workers to let our voice be heard. I am stressing that this is NOT just a Corrections event, even though the rally starts at that Ministry building. This rally represents all unclassified staff in the OPS. We are hoping that you can get this information to your members and encourage their participation in this event.
DECEMBER 10: "FIGHT FOR OUR RIGHTS" DAY A rally for Unclassified OPSEU workers
12:00 PM -25 Grosvenor St. ( Ministry of Community Safety and Correctional
Services Building)
followed by a solidarity march to
-77 Wellesley Street (Government Building representing several
Ministries)
More than ONE in FIVE OPSEU members are unclassified in the OPS, which 90% of them work full-time hours!!! ENOUGH IS ENOUGH! Let's "RESTORE DIGNITY" to our unclassified members during this round of bargaining.
How can anyone be expected, for years at a time, to balance work, life, health. and family, without having a schedule, benefits, job security, or even a glimmer of hope for a full-time position????
December 10 is a day to LET OUR VOICE BE HEARD!! We need to get the message to the Ontario Government, who claim to be one of the TOP 100 EMPLOYERS, that we deserve EQUAL TREATMENT FOR EQUAL WORK, and that we need STRONGER LANGUAGE in our Collective Agreement to protect us! The government needs to get the message that retaining qualified, skilled employees will continue to be a problem in the Ontario Public Service Sectors, if they do not offer OPSEU members GAINS that are worth staying for!!!
December 10 also happens to be the 60th Anniversary of the Universal Declaration of Human Rights. ARTICLE 23 (2) states that "Everyone, without any discrimination, has the right to equal pay for equal work"!!!
We encourage full time staff to support their unclassified union brothers and sisters on this day, in a struggle that affects almost 14, 000 members. Thank you for your support!
LET OUR VOICE BE HEARD!
UNITED WE BARGAIN, DIVIDED WE BEG!
In Solidarity,
Kristy Grahame
Unclassified OPSEU Provincial Mobilizer
________________________________________
• Brockville jail/SLV is holding an info picket on Dec 10th in front of the courthouse.
• North Bay Jail is having a barbeque in a burn barrel and a porta- potty set up for Dec 10th.
• CECC is having a barbeque in support for the Dec 10th.
• Toronto Jail is holding an info picket and barbeque on Dec 12th.
I will post more rally's as I am notified.
________________________________________
What are you doing to support and empower the bargaining teams?
In Solidarity,
Dan Sidsworth
Saturday, November 29, 2008
A Little Respect
I received this email below recently and decided to post it here. It has some good points. Why is it that only during contract time people start talking about showing "RESPECT" from the employer for the work that we do? Maybe it should start with us honouring those of us who have fallen in the line of duty.
I have said before, we don't need a hunk of rock at Queens Park to stand in front of to honour those who paid the ultimate price. Having a memorial for fallen peace officers does not make a lot of sense when we don’t even have a ceremony for ourselves. Do we want to be taken seriously only once every three or four years? When bargaining is done and we have a contract, we need to show the public and each other that we are serious.
Please read below
Dan,
Earlier this year McGinty took a trip to Las Vegas. He attended the International Firefighters Association (IFFA) convention. He also gave a speech to the membership. McGinty was wined and dined while he was there. All Canadian firefighter associations are dues paying members of the IFFA.
On October 3rd this year the Ontario firefighters started a campaign to raise $500,000 to repair their Memorial at Queen's Park. Earlier this year paint was slopped on it, and now the firefighters want to replace the Memorial. The Ontario government contributed $100,000 to the fund on October 3rd to kick off the campaign.
The government had put up $500,000 in 2000 for the firefighters memorial to be built, and in 2003 McGinty attended the ceremony to dedicate it.
The government had put up $750,000 in 1999 for the police memorial at Queen's Park, and Harris attended the dedication in 2000.
Bill 131 was introduced in the legislature before the last election. The Bill had to be reintroduced after the October 2007 election, and became Bill 51.
Bill 51 is for an Ontario Peace Officers memorial and it has sat at first reading since April 2008, and is not moving.
The total of $1,350,000 has been spent on the police and firefighters memorials. This does not include the additional awards ceremonies that are also held throughout the year to prop up these two bunches to the tune of another $500,000.
There is now a national firefighters memorial being built at Parliament Hill in Ottawa.
It would seem that if McGinty can take trips to big american conventions and be wined and dined, and give out exhorbitant amounts of money to these two groups in tough times, he had better be ready to face up to Ontario's peace officers and other government employees at contract time.
Anyway, the number of fallen correctional officers is now up to 16, and total number of fallen peace officers is up to 36, so far...
Thursday, November 27, 2008
Mobilizing Rally's
Two updates to pass along to everyone.
On December 01 there will be a rally at E.C. Dury School for the Deaf in Milton at 215 Ontario Street South. This is located between Dairy rd. and Main Street. The rally is to show support for the unclassified members in the OPS.
The second being on December 10 will be a rally in support of the Central and Corrections bargaining teams.
The rally is to show “RESPECT” and support for unclassified issues in the OPS and our division as well as bringing media attention to the issues at our table.
The rally will start at 12:00 at 25 Grosvenor in Toronto (MCSCS World Headquarters) with a show of solidarity ending one block over at 77 Wellsley. Busses are being arranged so please contact your local presidents and mobilizer’s.
The two rallies are to show support for each other and to send the message to the employer. On December 10 the bargaining team will have only 13 days left in which to bargain for a new contract. Get informed, get active, get involved.
A strong show of support will send a clear message to the Ministry and to the government. We are serious about getting a renewed C.A. and we will fight for our rights!
In Solidarity,
Dan Sidsworth
On December 01 there will be a rally at E.C. Dury School for the Deaf in Milton at 215 Ontario Street South. This is located between Dairy rd. and Main Street. The rally is to show support for the unclassified members in the OPS.
The second being on December 10 will be a rally in support of the Central and Corrections bargaining teams.
The rally is to show “RESPECT” and support for unclassified issues in the OPS and our division as well as bringing media attention to the issues at our table.
The rally will start at 12:00 at 25 Grosvenor in Toronto (MCSCS World Headquarters) with a show of solidarity ending one block over at 77 Wellsley. Busses are being arranged so please contact your local presidents and mobilizer’s.
The two rallies are to show support for each other and to send the message to the employer. On December 10 the bargaining team will have only 13 days left in which to bargain for a new contract. Get informed, get active, get involved.
A strong show of support will send a clear message to the Ministry and to the government. We are serious about getting a renewed C.A. and we will fight for our rights!
In Solidarity,
Dan Sidsworth
Sunday, November 23, 2008
Listeria Found In Food Supplied To Prisons
Meals at area detention centres could be affected
Cassandra Drudi, The Ottawa CitizenPublished: Sunday, November 23, 2008
Inmates at the Ottawa-Carleton Detention Centre and six other correctional facilities in Ontario have been warned that they may have been exposed to listeria after a food sample from the facility that makes meals for the correctional institutions tested positive for the bacterium.
On Friday, Eurest Dining Services, the operator of the correctional services food production facility located on the grounds of the Maplehurst Correctional Centre in Milton, Ont., informed the Halton Region Health Department that a sample of food had tested positive for listeria monocytogenes. The samples were taken from food that may have been consumed between Nov. 13 and 16.
In a news release issued late yesterday afternoon, Dr. David Williams, the province's acting chief medical officer of health, asked individuals who were incarcerated at the seven institutions between Nov. 13 and 16 to seek medical attention if they develop symptoms of listeriosis, which include vomiting, nausea, diarrhea and severe headache.
Staff at the seven affected correctional facilities were notified last night, said Stuart McGetrick, spokesman for the Ministry of Community Safety and Correctional Services. Notices about the potential listeria exposure have been posted in places where staff and inmates can see them, and inmates have been told to tell staff if they have any concerns.
"We've done everything we can to make sure staff and inmates are informed," Mr. McGetrick said.
The ministry has also stopped serving any food from the production facility as a precautionary measure.
The facility provides 9,000 meals each day to about 4,500 inmates at seven of the province's 31 correctional facilities. Meals made at the facility are frozen and sent to the Ottawa-Carleton Detention Centre, the Maplehurst Correctional Centre and Vanier Centre for Women in Milton, the Central North Correctional Centre in Penetanguishene, the Central East Correctional Centre in Lindsay, the St. Lawrence Valley Correctional Centre and Treatment Centre in Brockville and the Brockville Jail.
While the production facility prepares and implements a plan to sanitize the plant and equipment, Eurest has acquired meals from other producers.
"There's been no interruption at all in meal service to the inmates," Mr. McGetrick said.
Earlier this year, listeriosis outbreak at Maple Leaf Foods sparked a nationwide recall of deli meats.
© The Ottawa Citizen 2008
Cassandra Drudi, The Ottawa CitizenPublished: Sunday, November 23, 2008
Inmates at the Ottawa-Carleton Detention Centre and six other correctional facilities in Ontario have been warned that they may have been exposed to listeria after a food sample from the facility that makes meals for the correctional institutions tested positive for the bacterium.
On Friday, Eurest Dining Services, the operator of the correctional services food production facility located on the grounds of the Maplehurst Correctional Centre in Milton, Ont., informed the Halton Region Health Department that a sample of food had tested positive for listeria monocytogenes. The samples were taken from food that may have been consumed between Nov. 13 and 16.
In a news release issued late yesterday afternoon, Dr. David Williams, the province's acting chief medical officer of health, asked individuals who were incarcerated at the seven institutions between Nov. 13 and 16 to seek medical attention if they develop symptoms of listeriosis, which include vomiting, nausea, diarrhea and severe headache.
Staff at the seven affected correctional facilities were notified last night, said Stuart McGetrick, spokesman for the Ministry of Community Safety and Correctional Services. Notices about the potential listeria exposure have been posted in places where staff and inmates can see them, and inmates have been told to tell staff if they have any concerns.
"We've done everything we can to make sure staff and inmates are informed," Mr. McGetrick said.
The ministry has also stopped serving any food from the production facility as a precautionary measure.
The facility provides 9,000 meals each day to about 4,500 inmates at seven of the province's 31 correctional facilities. Meals made at the facility are frozen and sent to the Ottawa-Carleton Detention Centre, the Maplehurst Correctional Centre and Vanier Centre for Women in Milton, the Central North Correctional Centre in Penetanguishene, the Central East Correctional Centre in Lindsay, the St. Lawrence Valley Correctional Centre and Treatment Centre in Brockville and the Brockville Jail.
While the production facility prepares and implements a plan to sanitize the plant and equipment, Eurest has acquired meals from other producers.
"There's been no interruption at all in meal service to the inmates," Mr. McGetrick said.
Earlier this year, listeriosis outbreak at Maple Leaf Foods sparked a nationwide recall of deli meats.
© The Ottawa Citizen 2008
Friday, November 21, 2008
Tuesday November 18, 2008
I was at the GSB today assisting council and G.O. on a policy grievance dealing with remedy for missed overtime opportunities under the Provincial Overtime Protocol.
The employer’s position in a nutshell is a shift in kind, and that they should not be held accountable under the protocol for making mistakes, whether intentional or by poor management.
The Unions position is simple…the employer cannot provide another method of compensation that would not compound the error, and therefore must compensate an individual who has missed an opportunity monataraly in order to make them whole.
I feel in order to continue to have the P.O.P. appear open and transparent, this remedy must remain in place.
The lawyer assigned to the case is the same council that argued the original GSB decision known as the “Jerry Lee” decision out of the old Guelph C.C. in 2001. We could not have had better council, to present this case.
When the Vice Chair writes her decision I will report it here.
In Solidarity,
Dan Sidsworth
The employer’s position in a nutshell is a shift in kind, and that they should not be held accountable under the protocol for making mistakes, whether intentional or by poor management.
The Unions position is simple…the employer cannot provide another method of compensation that would not compound the error, and therefore must compensate an individual who has missed an opportunity monataraly in order to make them whole.
I feel in order to continue to have the P.O.P. appear open and transparent, this remedy must remain in place.
The lawyer assigned to the case is the same council that argued the original GSB decision known as the “Jerry Lee” decision out of the old Guelph C.C. in 2001. We could not have had better council, to present this case.
When the Vice Chair writes her decision I will report it here.
In Solidarity,
Dan Sidsworth
Tuesday, November 18, 2008
THE MERC MARCHES ON
I am proud to have been re-elected to the MERC for a second term. I am humbled and feel privileged to have been given this opportunity once again.
With the strong connections I have developed with the AIS Locals, and the very close ties to P&P, I feel I have a strong base in which to voice our concerns and issues to the employer.
Whether that is in relation to fighting for more changes in the workplace or advocating on behalf of individuals concerns. I have been given once again the awesome opportunity and responsibility to represent the most dynamic and militant Division in the OPS.
To those who supported me this past weekend, thank-you.
In Solidarity,
Dan Sidsworth
With the strong connections I have developed with the AIS Locals, and the very close ties to P&P, I feel I have a strong base in which to voice our concerns and issues to the employer.
Whether that is in relation to fighting for more changes in the workplace or advocating on behalf of individuals concerns. I have been given once again the awesome opportunity and responsibility to represent the most dynamic and militant Division in the OPS.
To those who supported me this past weekend, thank-you.
In Solidarity,
Dan Sidsworth
MERC TEAM ELECTED
On Sunday, November 16th at the OPS Divisionals the Corrections MERC Team was elected:
Eddie Almeida (Chair)
Gord Longhi (Vice-Chair)
Paul Johnstone
Dan Sidsworth
Eddie Almeida (Chair)
Gord Longhi (Vice-Chair)
Paul Johnstone
Dan Sidsworth
Thursday, November 13, 2008
For The Week Of November 07 2008
I had the opportunity to take my daughter to work as part of the "take a student to work day". She spent the day with me at the GSB. The case dealt with protecting bargaining unit work. After a two hour drive, the day was spent listening to the lawyers and agreeing to identify the issues of the grievance. The employer’s argument having changed is finally on record.
I believe we were successful and have more dates scheduled... of course… Welcome to the GSB!
Before we head into the OPS Divisional meetings this weekend I want to thank everyone I have worked with over these past two years. I feel privileged to have had the honour to represent the division and to have had the opportunity to encage the employer on so many issues.
I have been warmly welcomed at all the locals I have managed to visit in the course of our duties, in both the Community and Institutions. I want to recognize the dedication and work that has been done by the members of MERC, the Provincial Health and Safety Team, and the Systemic and Anti-Racism and Organizational Change Committee members.
In addition I want to thank all the Local Executive Members who without your dedication our Division would not be recognized as the strongest and most militant in the OPS.
I pause, looking back over the past two years and can not explain how fast it has passed by. I recall the accomplishments but my most vivid are the friendships we have made and the loss of strong activists, including Brothers Curt Bishop, and Steve Timmins.
Thank you
In Solidarity,
Dan Sidsworth
I believe we were successful and have more dates scheduled... of course… Welcome to the GSB!
Before we head into the OPS Divisional meetings this weekend I want to thank everyone I have worked with over these past two years. I feel privileged to have had the honour to represent the division and to have had the opportunity to encage the employer on so many issues.
I have been warmly welcomed at all the locals I have managed to visit in the course of our duties, in both the Community and Institutions. I want to recognize the dedication and work that has been done by the members of MERC, the Provincial Health and Safety Team, and the Systemic and Anti-Racism and Organizational Change Committee members.
In addition I want to thank all the Local Executive Members who without your dedication our Division would not be recognized as the strongest and most militant in the OPS.
I pause, looking back over the past two years and can not explain how fast it has passed by. I recall the accomplishments but my most vivid are the friendships we have made and the loss of strong activists, including Brothers Curt Bishop, and Steve Timmins.
Thank you
In Solidarity,
Dan Sidsworth
Thursday, November 6, 2008
News from the Corrections Bargaining Team
The CORRECTIONS BARGAINING TEAM is calling on all bargaining unit members who are acting in management assignments to step down and return to their bargaining unit positions by November 12th.
For Corrections facilities that would include all COs, and other institutional staff in who are acting as Operational Managers , department supervisors or in any management capcity.
For Community Corrections it would include Probation and Parole Officers acting as Assistant Area Managers, Area Managers or any other management assignment.
All bargaining unit members acting in non-management assignments that are in the bargaining unit or are AMAPCEO positions are not being asked to step back.
Please support your Bargaining Team and your Corrections Division.
In Solidarity,
Dan Sidsworth
For Corrections facilities that would include all COs, and other institutional staff in who are acting as Operational Managers , department supervisors or in any management capcity.
For Community Corrections it would include Probation and Parole Officers acting as Assistant Area Managers, Area Managers or any other management assignment.
All bargaining unit members acting in non-management assignments that are in the bargaining unit or are AMAPCEO positions are not being asked to step back.
Please support your Bargaining Team and your Corrections Division.
In Solidarity,
Dan Sidsworth
Message from CNCC
I have been asked by Local 369 (CNCC) to help pass along a message to all Locals. It seems the local administration wants to be on the employers bargaining team. Has the employers bargaining team moved to CNCC ? Management has taken to bargaining directly with the members. They have singled out 14 members suspecting them of abuse of sick time. These fourteen members have been removed from the overtime hiring protocol. They are not permitted by the employer to work overtime.
Staff attendance/sick time is a bargaining issue for the Ministry and they are trying to gage the reaction of the members by giving direction to attack members regarding their attendance. The Local administration is attempting to test our resolve and our willingness to stand up for our rights.
The timing of this action is not appropriate. The membership sees this for what it is, a cheap bargaining tactic to put pressure on the members during negotiations.
Once again management is displaying their belief that the membership is not solid enough to stand together! The members at CNCC will do their part and will react appropriately.
Now is a very crucial time and we will stand together. Both for this issue and others that we will be faced with in the near future. This is the beginning and only the first step by the Ministry in the bargaining process.
They will push us as far as they can to see how much we will stand for!
Contact Local 369 LEC for more information. (705-549-1496)
In Solidarity,
Dan Sidsworth
Wednesday, November 5, 2008
Opening Positions
The Corrections Bargaining Team and the MERC Team is sending out a joint message to all Locals.
By now must of us have read the opening positions at the bargaining table (http://www.opseu.org/ops/barg2008/opening_positions-corrections.htm) or have spoken with one of the bargaining team members. The employers list of concessions with no details or outline of their position as an opening proposal is simply no way to bargain.
If the Government is to bargain in good faith like Dwight Duncan said they were going too, then why not empower their bargaining team to really bargain.
The Corrections Bargaining Team has stated “We can expect that these takeaways will have a drastic effect on the working conditions and rights of our members.” We need to start this round of contract negotiations off on the right foot. This is not the right way to go about it. We need to send the right message to the right people.
As a first step the two teams are asking Locals and all members to not participate in the Deputy Minister Focus Groups. To be clear, cease and desist. We need to send a wake-up call to the Minister.
That message is we are serious about negotiating a new collective agreement and we are outraged at the employer’s proposals. WE will continue to support the members WE elected and are confident in their ability to represent us.
In addition each local president should express their concerns to their local management that if they wish to bargain in this manner, it will have direct impact in the workplace. Labour relations will be tested.
In Solidarity,
Dan Sidsworth
By now must of us have read the opening positions at the bargaining table (http://www.opseu.org/ops/barg2008/opening_positions-corrections.htm) or have spoken with one of the bargaining team members. The employers list of concessions with no details or outline of their position as an opening proposal is simply no way to bargain.
If the Government is to bargain in good faith like Dwight Duncan said they were going too, then why not empower their bargaining team to really bargain.
The Corrections Bargaining Team has stated “We can expect that these takeaways will have a drastic effect on the working conditions and rights of our members.” We need to start this round of contract negotiations off on the right foot. This is not the right way to go about it. We need to send the right message to the right people.
As a first step the two teams are asking Locals and all members to not participate in the Deputy Minister Focus Groups. To be clear, cease and desist. We need to send a wake-up call to the Minister.
That message is we are serious about negotiating a new collective agreement and we are outraged at the employer’s proposals. WE will continue to support the members WE elected and are confident in their ability to represent us.
In addition each local president should express their concerns to their local management that if they wish to bargain in this manner, it will have direct impact in the workplace. Labour relations will be tested.
In Solidarity,
Dan Sidsworth
Tuesday, November 4, 2008
For The Week of October 31st
This week I participated in one of the many Grievance Settlement Board sessions that happen each year. I was asked to assist with a group grievance. The grievance was about the serious misuse of the internet and accessing inappropriate sites in the workplace.
The arbitrator deals with cases like this in the private sector and made it very clear to the employer and the union, that case law in this area is newer and still developing. He was direct in stating that there is little to no tolerance or sympathy for employees that engage at accessing inappropriate sites and materials at work. In most cases this kind of conduct results in dismissal.
The settlement saw a slight reduction in the overall discipline meted out to the members. A joint letter from the Assistant Deputy Ministers and the MERC members was written. The letter reaffirms our commitment to the spirit and intent of the policies regarding the appropriate use of information technology resources and Workplace Discrimination and Harassment Prevention.
We all benefit when the environment in which we work is respectful of the individuals within it. This is something we are all committed to as activists in our workplaces.
In Solidarity,
Dan Sidsworth
The arbitrator deals with cases like this in the private sector and made it very clear to the employer and the union, that case law in this area is newer and still developing. He was direct in stating that there is little to no tolerance or sympathy for employees that engage at accessing inappropriate sites and materials at work. In most cases this kind of conduct results in dismissal.
The settlement saw a slight reduction in the overall discipline meted out to the members. A joint letter from the Assistant Deputy Ministers and the MERC members was written. The letter reaffirms our commitment to the spirit and intent of the policies regarding the appropriate use of information technology resources and Workplace Discrimination and Harassment Prevention.
We all benefit when the environment in which we work is respectful of the individuals within it. This is something we are all committed to as activists in our workplaces.
In Solidarity,
Dan Sidsworth
Friday, October 24, 2008
Week of October 24, 2008
This week the Western Regional Labour Relations Forum (AIS) met for the two days at the OPSEU Regional Office in London. This was the first regional meeting for the locals for this region for institutions. One of the important issues on the agenda was the overcrowding issue. This is not only at critical levels in the Western Region but across the province.
This issue was discussed earlier when the Joint Provincial Health and Safety committee met on June 24th this summer. The employer has not responded to any of the ideas presented to this date. The next H&S meeting is in Windsor on November 04th. This issue will continue to be on the agenda.
Again on Tuesday we discussed modifying working practices and implementing best practices for dealing with overcrowding in jails. The Union identified the lack of any type of regional or provincial co-ordination in the management of empty beds. The union identified the number of empty beds in the system that could be used to house the inmates that sleep on the floor of overcrowded jails. The Western Region being the worst. On that day all could have been placed in empty beds in the system.
We recommended the creation of a co-ordinator to manage the movement of remanded inmates provincially. A co-ordinator would remove the onus of the institution to trade, barter, and beg for beds. With an overview of the whole system inmates could be moved in a migrating fashion to create empty beds closer to where the need is the greatest. This is more than what the institutions, regions, and bailiff department are doing presently.
The Union also identified that there is no regional or provincial co-ordination when it comes to the closing of beds for maintenance or retrofitting cells. When the superintendents identified future plans, it became clear to everyone that part of the overcrowding problem is artificially generated. By better co-ordination of maintenance the impact of taking cells “off line” would be lessoned.
The ministry’s long term plan is to build jails to address the overcrowding. The short term plan is use the empty Y.O. beds in HWDC which will not be opened up until next April. That does not address the need now, over the winter when traditionally the count increases. The ministry does not have a plan other than let’s see what happens.
It is often said you can’t make change until you have a crisis. Only when you cause a crisis can you get the support needed to make the changes. Keeping that in mind…
It is not a giant leap to perhaps conclude the ministry is creating a larger crisis to ensure the government of the day continues to provide the funding for the new jails. By temporarily closing beds a jail saves money, fewer members are needed to work. The money saved can be used to offset budget shortfalls like overtime costs, escorts etc… When jails cram more inmates into each cell the costs per bed/inmate go down, again offsetting overtime costs, escorts, etc… This only increases the risk to our Health and Safety.
We have all seen this tactic played out year after year. So I have to ask, how long are we going to put up with this Ministry generated crisis?
In Solidarity
Dan Sidsworth
This issue was discussed earlier when the Joint Provincial Health and Safety committee met on June 24th this summer. The employer has not responded to any of the ideas presented to this date. The next H&S meeting is in Windsor on November 04th. This issue will continue to be on the agenda.
Again on Tuesday we discussed modifying working practices and implementing best practices for dealing with overcrowding in jails. The Union identified the lack of any type of regional or provincial co-ordination in the management of empty beds. The union identified the number of empty beds in the system that could be used to house the inmates that sleep on the floor of overcrowded jails. The Western Region being the worst. On that day all could have been placed in empty beds in the system.
We recommended the creation of a co-ordinator to manage the movement of remanded inmates provincially. A co-ordinator would remove the onus of the institution to trade, barter, and beg for beds. With an overview of the whole system inmates could be moved in a migrating fashion to create empty beds closer to where the need is the greatest. This is more than what the institutions, regions, and bailiff department are doing presently.
The Union also identified that there is no regional or provincial co-ordination when it comes to the closing of beds for maintenance or retrofitting cells. When the superintendents identified future plans, it became clear to everyone that part of the overcrowding problem is artificially generated. By better co-ordination of maintenance the impact of taking cells “off line” would be lessoned.
The ministry’s long term plan is to build jails to address the overcrowding. The short term plan is use the empty Y.O. beds in HWDC which will not be opened up until next April. That does not address the need now, over the winter when traditionally the count increases. The ministry does not have a plan other than let’s see what happens.
It is often said you can’t make change until you have a crisis. Only when you cause a crisis can you get the support needed to make the changes. Keeping that in mind…
It is not a giant leap to perhaps conclude the ministry is creating a larger crisis to ensure the government of the day continues to provide the funding for the new jails. By temporarily closing beds a jail saves money, fewer members are needed to work. The money saved can be used to offset budget shortfalls like overtime costs, escorts etc… When jails cram more inmates into each cell the costs per bed/inmate go down, again offsetting overtime costs, escorts, etc… This only increases the risk to our Health and Safety.
We have all seen this tactic played out year after year. So I have to ask, how long are we going to put up with this Ministry generated crisis?
In Solidarity
Dan Sidsworth
Thursday, October 23, 2008
Week ending on October 17 2008
This week saw the last meeting of this elected MERC team. Brother Almeida sent his regrets as he was attending the Executive Board meeting in Toronto. This MERC meeting was held in Brockville with Local 440 executive in attendance. Our agenda was again full starting at about ten in the morning and ending around five thirty that afternoon.
This was the last meeting for the members who were present representing the union before elections at divisional in November. It was also the first meeting for the employers co-chair. In the past two years we have seen the employer play musical chairs with four management co-chairs on their side of the table. This lack of commitment has not swayed us in our determination to press forward on our issues. We have I feel accomplished a lot at the MERC level with many new agreements and initiatives over the last two years. Of course there is still much more that needs to be addressed to make our work places better.
We continue to struggle with getting the employer to sign off on the MERC minutes and to have them posted both in a timely manner. We inherited a practice of past MERC teams that had a different point of view on getting the minutes out in a timely fashion. We have improved the process somewhat, but not to the teams satisfaction. The resistance to change has been found to be on both sides of the table. When changes are made people often take time to become comfortable with them. Hopefully these minutes will be signed off before November which would be a record!
In Solidarity
Dan Sidsworth
This was the last meeting for the members who were present representing the union before elections at divisional in November. It was also the first meeting for the employers co-chair. In the past two years we have seen the employer play musical chairs with four management co-chairs on their side of the table. This lack of commitment has not swayed us in our determination to press forward on our issues. We have I feel accomplished a lot at the MERC level with many new agreements and initiatives over the last two years. Of course there is still much more that needs to be addressed to make our work places better.
We continue to struggle with getting the employer to sign off on the MERC minutes and to have them posted both in a timely manner. We inherited a practice of past MERC teams that had a different point of view on getting the minutes out in a timely fashion. We have improved the process somewhat, but not to the teams satisfaction. The resistance to change has been found to be on both sides of the table. When changes are made people often take time to become comfortable with them. Hopefully these minutes will be signed off before November which would be a record!
In Solidarity
Dan Sidsworth
Tuesday, October 14, 2008
Week Ending October 10, 2008
This week the Central Regional Labour Relations Forum (Regional-ERC) met for the first time. This is an Adult Institutional Services committee. The forum is made up of the local presidents; the superintendents; the regional director; and a member of the MERC team. With the regional director present the forum is empowered to discuss problems and reach agreements on local or regional levels. This also gives an opportunity for the local presidents to network with each other. As this is a bargaining year, this can not be overstated. All seven locals in the GTA were represented with all coming away with positive reviews.
On the other hand, the P&P Northern Regional-ERC team walked out of the meeting when the employer told them that they would no longer be covering the expenses for any future meetings. This is a change of practice of more than 25 years. What all of a sudden has changed?
If the northern regional director wants to save a little money at the expense of good labour relations, she will find that a spending a little up front will save a lot of money in the long run. To move in this direction before we even start to bargain will surely cost more than just money for years to come. The damage has been done.
The invisible walls that have kept the union out of the Ontario Correctional Services College since its creation have finally started to come down. The MERC team has been advocating for a long time that we should have the opportunity to go into Bell Cairn to speak with all new recruits. The employer has agreed with us for months at the MERC table but we have been blocked by the administration of the “college”.
I am glad to report we finally have been given a date to go into the classrooms to meet with the first group of soon to be members in November. This is a big win for us, not only is it symbolic but also towards getting some representation in the workplace. Who knows maybe one day we could see a union office on site!
In Solidarity,
Dan Sidsworth
On the other hand, the P&P Northern Regional-ERC team walked out of the meeting when the employer told them that they would no longer be covering the expenses for any future meetings. This is a change of practice of more than 25 years. What all of a sudden has changed?
If the northern regional director wants to save a little money at the expense of good labour relations, she will find that a spending a little up front will save a lot of money in the long run. To move in this direction before we even start to bargain will surely cost more than just money for years to come. The damage has been done.
The invisible walls that have kept the union out of the Ontario Correctional Services College since its creation have finally started to come down. The MERC team has been advocating for a long time that we should have the opportunity to go into Bell Cairn to speak with all new recruits. The employer has agreed with us for months at the MERC table but we have been blocked by the administration of the “college”.
I am glad to report we finally have been given a date to go into the classrooms to meet with the first group of soon to be members in November. This is a big win for us, not only is it symbolic but also towards getting some representation in the workplace. Who knows maybe one day we could see a union office on site!
In Solidarity,
Dan Sidsworth
GETTING THE MINISTRY TO REFOCUS
I received a letter this week from the new Deputy Minister. (D.M.) The letter informed the MERC that his new people are going to hold focus groups in each region of the province. The letter was well written and uses all the right phrases like; anxious to gain an understanding; more in-depth; gain valuable insight; grass roots issues, etc…
My first reaction was here we go again, has no one been listening! I felt frustrated and insulted after reading the letter. We have been on this ride too many times already with nothing to show for it. This is more of the same condescending, and superficial type of rhetoric we have endured for years, with little or no changes.
I understand that the D.M. is new to corrections, and yes I do agree he should be speaking to the “front line employees” as the letter states. The letter hits on all the key phrases. They want to engage in constructive dialogue, they want to know our opinions, our thoughts, and take them to the decision makers. I also realize that the heads of all Ministry’s come and go, but have little impact on the attitudes and the day to day operations of our workplaces.
Why is it we have to resort to doing rally’s and demonstrations to get the bureaucrats in Toronto to take notice of what is actually really happening on the floors of our workplaces? The message is simply not getting to the people who are running the biggest Ministry in the Ontario Public Service.
Then someone said something that stuck with me. Why not go and tell these people we are frustrated, that we are not being heard, that it is the decision makers in Toronto that are resistant to change. We have done this just as recently as the past commissioner, and nothing tangible has improved for the front line members.
While we continue to engage to effect change at the local, regional, and provincial levels, and have made some positive improvements, the culture in corrections remains the same. The over-all philosophy of the ministry is not to consult with the union, not engage in interest based problem solving, and not implement any of the countless recommendations from the numerous reports and studies completed to move towards improving Corrections in Ontario.
The letter lists topics which are to be discussed;
· Role and responsibilities
· Administrative structures
· Educational and developmental opportunities
· Resources and supports available
· Recognition and awards
This is the union’s agenda, this is what we have been saying for years and the ministry has done nothing to address our concerns. We are now in the beginning stages of the bargaining process. Is this the proper time to be doing this?
It is what it is. This is another opportunity to engage with the people who make the decisions for this Ministry, and tell them what we think. Do I think we should participate and support another round of focus groups? I have come to the conclusion that yes we need too. We need to send a clear message that we are frustrated, and angry, that we are cynical of any promises of change. We are tired of Ministry visions and mission statements. At the same time we can send the message that we support and will empower our bargaining teams in this round of bargaining.
The reason we engage with the employer is to effect positive change. If we are to participate in the focus groups we want some assurances;
· We need to know the results of the focus groups,
· We need to be consulted and to be a part of the implementation process,
· We need implementation timelines,
· We need to be able to hold the Ministry accountable if the changes are not implemented,
“You cannot depend on your eyes when your imagination is out of focus. “ Mark Twain,
If we are not willing to think outside of the normal way of doing business we will not move forward.
I have requested the new Deputy Minister meet with the MERC team. We will see if he really does want to engage with us or not.
In Solidarity,
Dan Sidsworth
My first reaction was here we go again, has no one been listening! I felt frustrated and insulted after reading the letter. We have been on this ride too many times already with nothing to show for it. This is more of the same condescending, and superficial type of rhetoric we have endured for years, with little or no changes.
I understand that the D.M. is new to corrections, and yes I do agree he should be speaking to the “front line employees” as the letter states. The letter hits on all the key phrases. They want to engage in constructive dialogue, they want to know our opinions, our thoughts, and take them to the decision makers. I also realize that the heads of all Ministry’s come and go, but have little impact on the attitudes and the day to day operations of our workplaces.
Why is it we have to resort to doing rally’s and demonstrations to get the bureaucrats in Toronto to take notice of what is actually really happening on the floors of our workplaces? The message is simply not getting to the people who are running the biggest Ministry in the Ontario Public Service.
Then someone said something that stuck with me. Why not go and tell these people we are frustrated, that we are not being heard, that it is the decision makers in Toronto that are resistant to change. We have done this just as recently as the past commissioner, and nothing tangible has improved for the front line members.
While we continue to engage to effect change at the local, regional, and provincial levels, and have made some positive improvements, the culture in corrections remains the same. The over-all philosophy of the ministry is not to consult with the union, not engage in interest based problem solving, and not implement any of the countless recommendations from the numerous reports and studies completed to move towards improving Corrections in Ontario.
The letter lists topics which are to be discussed;
· Role and responsibilities
· Administrative structures
· Educational and developmental opportunities
· Resources and supports available
· Recognition and awards
This is the union’s agenda, this is what we have been saying for years and the ministry has done nothing to address our concerns. We are now in the beginning stages of the bargaining process. Is this the proper time to be doing this?
It is what it is. This is another opportunity to engage with the people who make the decisions for this Ministry, and tell them what we think. Do I think we should participate and support another round of focus groups? I have come to the conclusion that yes we need too. We need to send a clear message that we are frustrated, and angry, that we are cynical of any promises of change. We are tired of Ministry visions and mission statements. At the same time we can send the message that we support and will empower our bargaining teams in this round of bargaining.
The reason we engage with the employer is to effect positive change. If we are to participate in the focus groups we want some assurances;
· We need to know the results of the focus groups,
· We need to be consulted and to be a part of the implementation process,
· We need implementation timelines,
· We need to be able to hold the Ministry accountable if the changes are not implemented,
“You cannot depend on your eyes when your imagination is out of focus. “ Mark Twain,
If we are not willing to think outside of the normal way of doing business we will not move forward.
I have requested the new Deputy Minister meet with the MERC team. We will see if he really does want to engage with us or not.
In Solidarity,
Dan Sidsworth
Monday, October 6, 2008
Week Ending October 03, 2008
This week the SAROC steering committee met with the employer over three days. I attended the caucus day on Monday. This is the first time the committee has met since the removal of the past ADM. By all reports the meetings went well.
I spent the Wednesday in Stratford working with the Local President (who is still unclassified after about eight years with no end in sight) to get a proper compressed work week (CWW) schedule for the Kitchen staff. One full time position is forty hours a week; it should not take rocket science to come up with a schedule that will meet the needs of the employer and the members.
The employer has on the “table” a schedule that balances if you break down each shift worked by the minute. So, if a shift is 11.25 hours, you would work 675 minutes per day. That still didn’t add up at the end of the week. By cooking up the math they think they have hidden the real hours needed to work in the kitchen. We presented a twelve hour CWW schedule that balances, is more efficient, and eliminates the three hour shifts the unclassified member is working.
On Friday the employer met with the Job Security Officer and myself regarding the new Toronto South Detention Centre. Nothing new was discussed; this was just a rehashing of the same information that was shared with us on September 22, 2008. The employer did make it clear that the two new facilities would be privately constructed and leased back to the government over thirty years or more, as they have done in the building of the new Public and Private Partnership (PPP) hospitals. These buildings are leased back to the government for a profit.
This will mean a Jail will be maintained and repaired on a day to day basis by a private consortium. It doesn’t take one long to figure out the more repairs made, the less profit made. Fewer repairs equal more money for the big consortium and a lower safety level for the members locked in what will be the biggest Jail in the Country.
It is just another step in the privatization of our public services. If we have learned anything from the past at CNCC with a private company operating a Jail, it is that putting people in jail to make money is wrong. A maximum security setting mixed with a private company interested only in profit for its stock holders, should not be at the cost of our health and safety.
In Solidarity,
Dan Sidsworth
I spent the Wednesday in Stratford working with the Local President (who is still unclassified after about eight years with no end in sight) to get a proper compressed work week (CWW) schedule for the Kitchen staff. One full time position is forty hours a week; it should not take rocket science to come up with a schedule that will meet the needs of the employer and the members.
The employer has on the “table” a schedule that balances if you break down each shift worked by the minute. So, if a shift is 11.25 hours, you would work 675 minutes per day. That still didn’t add up at the end of the week. By cooking up the math they think they have hidden the real hours needed to work in the kitchen. We presented a twelve hour CWW schedule that balances, is more efficient, and eliminates the three hour shifts the unclassified member is working.
On Friday the employer met with the Job Security Officer and myself regarding the new Toronto South Detention Centre. Nothing new was discussed; this was just a rehashing of the same information that was shared with us on September 22, 2008. The employer did make it clear that the two new facilities would be privately constructed and leased back to the government over thirty years or more, as they have done in the building of the new Public and Private Partnership (PPP) hospitals. These buildings are leased back to the government for a profit.
This will mean a Jail will be maintained and repaired on a day to day basis by a private consortium. It doesn’t take one long to figure out the more repairs made, the less profit made. Fewer repairs equal more money for the big consortium and a lower safety level for the members locked in what will be the biggest Jail in the Country.
It is just another step in the privatization of our public services. If we have learned anything from the past at CNCC with a private company operating a Jail, it is that putting people in jail to make money is wrong. A maximum security setting mixed with a private company interested only in profit for its stock holders, should not be at the cost of our health and safety.
In Solidarity,
Dan Sidsworth
Monday, September 29, 2008
NUPGE Correctional Officer Conference
The agenda on the second day was full. Some of the issues discussed were: electronic supervision programs; duty to accommodate; mentally ill inmates; direct supervision model; staff/inmate ratio, related assaults; and security threat groups.
I opened the discussion in relation to the delegate’s interest in co-ordinating our efforts in a similar campaign as the one presented the previous day. An agreement was reached that we would move forward with collecting information to plan for a national campaign that would raise awareness of common interests.
On Saturday we attended the “Punch up at Parliament” The Canadian Emergency Services Boxing Association (C.E.S.B.A.) Monies raised were donated to the CPA-Robert Warner Memorial Fund. OPSEU also donated money to the Fund. I had the honour to help present a plaque to Terrence “TNT Kid Dynamite” Thomas. Terrence received the plaque from C.E.C.B.A. and OPSEU in recognition for his community service over the years with youth. Terrence a P&P officer and former C.O. from Mimico made us very proud as he also won his match. Congratulations again Terrence!
On Sunday I marched in the Peace Officers Memorial Parade in Ottawa. This was my second time in the parade and I felt honoured to carry the NUPGE flag in the colour party. Ontario Corrections is the only Province not to have a memorial dedicated to fallen Peace Officers. Both Community and Institutional need to be more vocal about needing to have one us at Queens Park in recognition for our fallen sisters and brothers. Raising a positive profile for Corrections in the public eye would be a benefit to all of us.
In Solidarity
Dan Sidsworth
Link to NUPGE http://www.nupge.ca/news_2008/n29se08b.htm
I opened the discussion in relation to the delegate’s interest in co-ordinating our efforts in a similar campaign as the one presented the previous day. An agreement was reached that we would move forward with collecting information to plan for a national campaign that would raise awareness of common interests.
On Saturday we attended the “Punch up at Parliament” The Canadian Emergency Services Boxing Association (C.E.S.B.A.) Monies raised were donated to the CPA-Robert Warner Memorial Fund. OPSEU also donated money to the Fund. I had the honour to help present a plaque to Terrence “TNT Kid Dynamite” Thomas. Terrence received the plaque from C.E.C.B.A. and OPSEU in recognition for his community service over the years with youth. Terrence a P&P officer and former C.O. from Mimico made us very proud as he also won his match. Congratulations again Terrence!
On Sunday I marched in the Peace Officers Memorial Parade in Ottawa. This was my second time in the parade and I felt honoured to carry the NUPGE flag in the colour party. Ontario Corrections is the only Province not to have a memorial dedicated to fallen Peace Officers. Both Community and Institutional need to be more vocal about needing to have one us at Queens Park in recognition for our fallen sisters and brothers. Raising a positive profile for Corrections in the public eye would be a benefit to all of us.
In Solidarity
Dan Sidsworth
Link to NUPGE http://www.nupge.ca/news_2008/n29se08b.htm
Friday, September 26, 2008
NUPGE Correctional Officer conference
Well it was a long drive from the GSB to Ottawa but well worth it last night. The NUPGE Correctional Officer conference started this morning. It is a two day conference held once a year in Ottawa in conjunction with the peace officers memorial ceremony on Parliament Hill. The NUPGE corrections component is well represented with members of unions from our counterparts in British Columbia; Saskatchewan; Manitoba; Nova Scotia; P.E.I.; Newfoundland and Labrador.
The agenda started with opening remarks from the NUPGE president. The day was spent going over reports from each province and sharing information on issues relating to bargaining updates; collective agreements; and Health and Safety issues. Many issues are very similar if not the same in each province such as hours of work; equipment; community escorts to overcrowding. The report from OPSEU was presented by Jack Hopkins MCYS MERC chair; Brian Chauvin JPH&SC chair; and myself.
A presentation was made by a staff representative from the European Federation of Public Service Unions (EPSU) who represent 217 unions of which about 300,000 are prison employees. Their role is similar to that of NUPGE in that they coordinate campaigns, education, and research. The presenter discussed issues their unions are struggling with and described a campaign regarding overcrowding.
The conference continues tomorrow with a full agenda, and a tour of OCDC.
In Solidarity
Dan Sidsworth
The agenda started with opening remarks from the NUPGE president. The day was spent going over reports from each province and sharing information on issues relating to bargaining updates; collective agreements; and Health and Safety issues. Many issues are very similar if not the same in each province such as hours of work; equipment; community escorts to overcrowding. The report from OPSEU was presented by Jack Hopkins MCYS MERC chair; Brian Chauvin JPH&SC chair; and myself.
A presentation was made by a staff representative from the European Federation of Public Service Unions (EPSU) who represent 217 unions of which about 300,000 are prison employees. Their role is similar to that of NUPGE in that they coordinate campaigns, education, and research. The presenter discussed issues their unions are struggling with and described a campaign regarding overcrowding.
The conference continues tomorrow with a full agenda, and a tour of OCDC.
In Solidarity
Dan Sidsworth
Thursday, September 25, 2008
Mimico GSB Asbestos settlement
The long battle at the GSB regarding the asbestos case from Mimico was finally settled yesterday. The grievance was first filed in 2004, as a group and policy grievances. The highlights of the settlement are;
- a tracking system for employees who worked at Mimico;
- Asbestos training for members across the Ministry;
- Asbestos monitoring and reports to be provided to all Local H&S committees and to the Provincial Committee.
The employer has admitted it breached the Regulations relating to asbestos and the health and safety provisions of the Collective Agreement. It has not admitted any wrong doing or liability. That said the employer agreed to general damages to be paid to the Union. The money is spoken to in the settlement as to how the union will handle the money. This was done to avoid the money going into the unions general revenues and not coming back to the affected grievors as has happened in the past.
The money will be handled in two ways.
1. $ 60,000 will be paid to the estate of Terry Pollock as general damages;
2. $ 20,000 will be paid as general damages to the union, in trust, for an annual Scholarship fund for the children of OPSEU members. This trust fund is to be named in honour of Curt Bishop who was very compassionate about this issue and worked many hours on this case.
This is a good settlement as it protects future members H&S, tacks members who have been exposed to asbestos, and penalizes the employer for breaching the act and collective agreement.
We will be lobbying the union to contribute to the found and set up a committee to administer what is now the Curt Bishop Scholarship Found.
I want to thank all the people who worked on this grievance file over the years including; Greg McVeigh; John McEwen; Dave Graves; our council John Brewen, our Lisa McCaskell, Teri Aversa; members of the provincial H &S committee.
In solidarity
Dan Sidsworth
Wednesday, September 24, 2008
Toronto South Detention Centre
In May I wrote to the ADM informing him of concerns with the lack of consultation or meaningful input into the process and development of the two new facilities, the Toronto South Detention Centre,(TSDC) and the Regional South West Detention Centre (RSWDC). The Ministry, MERC, and JPH&SC, agreed to participate in joint consultation to ensure that the best possible facility is designed; one that is safe, secure and efficient.
Yesterday we met with the management group developing the TSDC. We agreed to form a committee to facilitate the consultation process and to form sub-committees to include members from the Toronto Jail, Mimico, the Central Region, CECC, and CNCC.
These sub committees will be broken down into specific departmental areas and streams e.g. security, health care, diversity, IT, A&D. Subcommittee members will serve on an intermittent, or “as needed basis”, to attend discussions and work in groups to review design criteria and ensure that best practices and innovative design considerations are employed for the new facility and for the future. We hope to set up a similar process for the RSWDC.
The idea is to include the Local Executive and members of the Toronto Jail, and Mimico as they are most impacted as well as drawing from the experience of our members from other institutions. Up to five members may sit on a subcommittee. As someone who worked at an institution where this was not done during the early stages, this is a great step forward and will be a benefit to both parties. Hopefully, the same pitfalls that happened at CECC, CNCC, MHCC, and others can be avoided.
The next stage of the committee will be to develop operating procedures, and practices for the new institutions. I will be contacting the Local Presidents to discuss inviting interested stewards from these Locals to participate in a positive and constructive manner.
In Solidarity
Dan Sidsworth
Yesterday we met with the management group developing the TSDC. We agreed to form a committee to facilitate the consultation process and to form sub-committees to include members from the Toronto Jail, Mimico, the Central Region, CECC, and CNCC.
These sub committees will be broken down into specific departmental areas and streams e.g. security, health care, diversity, IT, A&D. Subcommittee members will serve on an intermittent, or “as needed basis”, to attend discussions and work in groups to review design criteria and ensure that best practices and innovative design considerations are employed for the new facility and for the future. We hope to set up a similar process for the RSWDC.
The idea is to include the Local Executive and members of the Toronto Jail, and Mimico as they are most impacted as well as drawing from the experience of our members from other institutions. Up to five members may sit on a subcommittee. As someone who worked at an institution where this was not done during the early stages, this is a great step forward and will be a benefit to both parties. Hopefully, the same pitfalls that happened at CECC, CNCC, MHCC, and others can be avoided.
The next stage of the committee will be to develop operating procedures, and practices for the new institutions. I will be contacting the Local Presidents to discuss inviting interested stewards from these Locals to participate in a positive and constructive manner.
In Solidarity
Dan Sidsworth
Sunday, September 21, 2008
H&S Escort sub-committee
I participated in the H&S Escort sub-committee meeting this week in Toronto. This was the first meeting of the JPH&SC since the passing of Curt Bishop. Before the meeting started we observed a moment of silence in honour of his memory and his years of service to this committee.
Some of the issues the employer brought to the table were:
- lack of escort opportunities for trained unclassified COs;
- COs avoiding escort assignments;
- Unclassified COs avoiding or refusing to complete escort training;
The end result was the employer needs to manage the workplace and to follow the protocols as agreed. A list was provided to the union of the unclassified COs not completing or refusing the escort training. That list identified only five (5) in the whole province that have not completed the escort training without a valid reason. Not a major concern by any stretch.
Their real concern was returning members that had retired and not received the training, as they were grandfathered into the protocol. The union stated that the employer did not make it a requirement of employment when they were rehired and as such should not take action against them now as it would be punitive. It was suggested that on a go forward basis the employer may want to make it a known condition of employment when rehiring retired members.
Some of the issues the union brought to the meeting were:
- Delays of escort vests being issued;
- Pre-booking police for hospital watches, mainly in central region;
- Immigration doing bargaining unit work on escorts;
- Access/egress to institutions regarding weapons and equipment, specific examples were OCI and Kenora Jail;
- FleetNet radios, lack of repeaters.
All are serious issues in their own right, and violations of the employers own policies, or agreements with the union.
The last issue is very disturbing in that the idea of the FleetNet radios was intended to provide continuous and uninterrupted contact with the institutions; the repeaters for the radio signal are located in the vehicles. Without the vehicle the radios are useless.
Members at the TEDC did a H&S work refusal upheld by the MOL. The employer was ordered to put in place a compliance plan. The employer has appealed this order and provided cell phones. The MOL has directed the employer that “cell phones were not a viable back-up to communications method and did not meet the intention of the order.”
The Union notified the employer a memo dated July 31 2008, which was not vetted or shared with the committee, directing escort staff to use alternate communication methods, is in violation of the MOL order and as such should be rescinded without delay.
The next JPH&S meeting is scheduled for November fourth in Windsor.
In Solidarity
Dan Sidsworth
Friday, September 19, 2008
Week ending Septeber 19, 2008
The Regional Labour Relation Forums (R-LRF) are set to go for this fall. I have advocated for some form of regional level discussions for some time. They are finally taking place after many delays and obstacles. The first meeting took place in February in the Northern Region and I received positive feed back. In the Western and the Central Region dates have been set, and a tentative date set for Eastern Region.
The gaol of these committees is to empower the Local parties and deal with their issues. This is an opportunity for the Local Presidents, Superintendents, Regional Director, and a member from MERC, to sit down and have some straight forward discussions on issues in our workplace. It’s a chance for the locals to have direct contact with the decision makers and put “Relations” back into “Labour.” If things get bogged down at the local level, we now have an opportunity to start moving the inertia of bureaucracy and use that interest based problem solving we have been told they are interested in using.
At the same time this gives us the opportunity to network and coordinate our efforts. This will benefit the Institutions over time and is important as we head into this round of bargaining.
The conversion (rollover) agreements have been slow to effect changes in the best of cases. In keeping with the spirit of the agreement, vacancies were to be identified and filled by the end of this year. When rollovers have occurred, they are long over due, and very consuming of time and resources. Disclosure has been slow or not forthcoming at most worksites. I have spoken with many Local Presidents and staff and we will be filing a Policy Grievance. Locals like OCI, Sudbury, Stratford, TEDC, have identified vacancies but the employer has not confirmed or shared the BAM’s with the Local. We will continue to chip away on this issue.
Bottom line is we need better language in the collective agreement. Support our bargaining team and let them know this is an important issue.
In Solidarity
Dan Sidsworth
The gaol of these committees is to empower the Local parties and deal with their issues. This is an opportunity for the Local Presidents, Superintendents, Regional Director, and a member from MERC, to sit down and have some straight forward discussions on issues in our workplace. It’s a chance for the locals to have direct contact with the decision makers and put “Relations” back into “Labour.” If things get bogged down at the local level, we now have an opportunity to start moving the inertia of bureaucracy and use that interest based problem solving we have been told they are interested in using.
At the same time this gives us the opportunity to network and coordinate our efforts. This will benefit the Institutions over time and is important as we head into this round of bargaining.
The conversion (rollover) agreements have been slow to effect changes in the best of cases. In keeping with the spirit of the agreement, vacancies were to be identified and filled by the end of this year. When rollovers have occurred, they are long over due, and very consuming of time and resources. Disclosure has been slow or not forthcoming at most worksites. I have spoken with many Local Presidents and staff and we will be filing a Policy Grievance. Locals like OCI, Sudbury, Stratford, TEDC, have identified vacancies but the employer has not confirmed or shared the BAM’s with the Local. We will continue to chip away on this issue.
Bottom line is we need better language in the collective agreement. Support our bargaining team and let them know this is an important issue.
In Solidarity
Dan Sidsworth
Saturday, September 13, 2008
Week ending September 12, 2008
I want to thank the members of Local 719 at the Kenora Jail and the local president for their hospitality. I spent two days in Kenora at the local completing the staff briefings regarding the closing of the Y.O. units.
With Kenora being the most impacted of the adult institutions, it was important the members be briefed in person on all the information. The MERC agreement will save jobs for all eight members who other wise would be out of a job. The disentanglement of the Y.O. units at HWDC, OCDC, TBCC, and Kenora Jail continues and is a work in progress.
The other big news this week was the failure of the OPS negotiations. I expected that someone should'a/would'a have been at least consulted from our division when discussing the reconfiguration of the corrections division. That said a great opportunity was missed to better represent our members. We will move forward together, that is what we do, we are a real union. Perhaps the elected Corrections Bargaining team will have the opportunity to address some of the much needed changes.
In Solidarity
Dan Sidsworth
With Kenora being the most impacted of the adult institutions, it was important the members be briefed in person on all the information. The MERC agreement will save jobs for all eight members who other wise would be out of a job. The disentanglement of the Y.O. units at HWDC, OCDC, TBCC, and Kenora Jail continues and is a work in progress.
The other big news this week was the failure of the OPS negotiations. I expected that someone should'a/would'a have been at least consulted from our division when discussing the reconfiguration of the corrections division. That said a great opportunity was missed to better represent our members. We will move forward together, that is what we do, we are a real union. Perhaps the elected Corrections Bargaining team will have the opportunity to address some of the much needed changes.
In Solidarity
Dan Sidsworth
Wednesday, September 10, 2008
Unclassified C.O. Rally
The Unclassified C.O. group has asked for me to pass the message along to all institutional locals, the Corrections Bargaining team and the EBM’s, that there is going to be a short rally at the Ontario Correctional College (Bell Cairn) on Friday September 26, 2008. Start time is at 1030. This location and date were chosen as the next class of newly trained unclassifieds are graduating on this day. Please share with your members. If no one from your local is able to attend please send your words of support and I will pass them along to the rally.
The purpose of the rally is to bring awareness and support to their unique issues. They are a growing group of officers who have been struggling to obtain full - time positions for far too many years. Come out and show your support.
In solidarity
Dan Sidsworth
The purpose of the rally is to bring awareness and support to their unique issues. They are a growing group of officers who have been struggling to obtain full - time positions for far too many years. Come out and show your support.
In solidarity
Dan Sidsworth
Tuesday, September 9, 2008
End of Summer
Well it’s been a busy summer all around. I will be getting back in the grove having taken some time off for the arrival two additional packages on the home front. The count keeps going up, even at home!
The next few months will be very busy with Bargaining starting in November; The Corrections NUGPE conference in Ottawa with the Peace Officers Memorial; The Regional Labour Relations Forums will be rolled out this fall.
Over the summer the biggest issue at the MERC table was the Y.O. Disentanglement project. This is the removal of the Y.O. units from the adult institutions and involved both MERC chairs from Y.O. and Adult. The goal is to minimize the impact on all staff and the protection of jobs first. The locals impacted are Kenora, HWDC, OCDC, TBCC, as well as all of the youth facilities. The last briefing of impacted members will take place this week in Kenora.
The biggest news right now is the OPS bargaining unit changes. The changes will have significant impact on the OPS as well as the reconfiguration of the Corrections Division to a Correctional Facilities Division. The two MERC teams that make up the Corrections Bargaining unit and the Bargaining team were not consulted or informed of these negotiations and we know little of what is on the table. The Executive Board members will be briefed first this Wednesday, followed by the Bargaining teams on Thursday. The two corrections division MERC chairs will be briefed on the impact on our corrections bargaining unit and we will then communicate with the division. We have many questions as to how this will impact the members and the bargaining team. Stay tuned.
In Solidarity
Dan Sidsworth
The next few months will be very busy with Bargaining starting in November; The Corrections NUGPE conference in Ottawa with the Peace Officers Memorial; The Regional Labour Relations Forums will be rolled out this fall.
Over the summer the biggest issue at the MERC table was the Y.O. Disentanglement project. This is the removal of the Y.O. units from the adult institutions and involved both MERC chairs from Y.O. and Adult. The goal is to minimize the impact on all staff and the protection of jobs first. The locals impacted are Kenora, HWDC, OCDC, TBCC, as well as all of the youth facilities. The last briefing of impacted members will take place this week in Kenora.
The biggest news right now is the OPS bargaining unit changes. The changes will have significant impact on the OPS as well as the reconfiguration of the Corrections Division to a Correctional Facilities Division. The two MERC teams that make up the Corrections Bargaining unit and the Bargaining team were not consulted or informed of these negotiations and we know little of what is on the table. The Executive Board members will be briefed first this Wednesday, followed by the Bargaining teams on Thursday. The two corrections division MERC chairs will be briefed on the impact on our corrections bargaining unit and we will then communicate with the division. We have many questions as to how this will impact the members and the bargaining team. Stay tuned.
In Solidarity
Dan Sidsworth
Wednesday, July 23, 2008
Suspensions
One of the more pressing issues I have had to deal with as a local president and now the MERC chair, is helping members who have been suspended. When I speak with these members each one has their own sense of urgency. Unfortunately members are being suspended more often as a normal course of our duties. It has become a common practice by the employer. Suspensions most often stem from investigations which may result in discipline. The biggest travesty in this is unclassified officers who do the same job as classified officers and are not treated the same, they now work in addition to the ranges, control modules, Admit and discharge, community escorts, and I.C.I.T. , Simple said they should be given the same benefit of the doubt as the rest of us.
A Memorandum of Agreement was given to the employer at the MERC table and to the ADM which would assist our members when serious investigations are being conducted. The proposed MOS has four main points:
1. When an employee is to be removed from their regular duties due to an incident which may lead to disciplinary action;
a. The employee may be assigned other duties with pay; pending the completion of the investigation.
b. The employee may be temporarily reassigned from their normal work site (headquarters) to another ministry facility with pay pending the outcome of the investigation.
c. The employee may be suspended from duties pending the outcome of the investigation with pay.
d. In the case of an unclassified employee the averaging of hours thirteen (13) weeks prior to the suspension shall be used for the purposes of remuneration.
The employer has created two classes of employees. We are both expected to perform the same work but when it comes down to providing some protection for the work we do, only the first class members are given any. An example of this is four members were suspended for a use of force investigation. Two are classified and Two were un-classified. The classified members received pay while suspended. As for the un-classified members, they remained suspended for eight months and did not receive any money. All returned to work.
It is time for the employer to do the right thing and act responsible.
It is time to offer some form of protection to all our members.
It is time to recognize that there are no second class members and that we all do difficult work.
In Solidarity
Dan Sidsworth
A Memorandum of Agreement was given to the employer at the MERC table and to the ADM which would assist our members when serious investigations are being conducted. The proposed MOS has four main points:
1. When an employee is to be removed from their regular duties due to an incident which may lead to disciplinary action;
a. The employee may be assigned other duties with pay; pending the completion of the investigation.
b. The employee may be temporarily reassigned from their normal work site (headquarters) to another ministry facility with pay pending the outcome of the investigation.
c. The employee may be suspended from duties pending the outcome of the investigation with pay.
d. In the case of an unclassified employee the averaging of hours thirteen (13) weeks prior to the suspension shall be used for the purposes of remuneration.
The employer has created two classes of employees. We are both expected to perform the same work but when it comes down to providing some protection for the work we do, only the first class members are given any. An example of this is four members were suspended for a use of force investigation. Two are classified and Two were un-classified. The classified members received pay while suspended. As for the un-classified members, they remained suspended for eight months and did not receive any money. All returned to work.
It is time for the employer to do the right thing and act responsible.
It is time to offer some form of protection to all our members.
It is time to recognize that there are no second class members and that we all do difficult work.
In Solidarity
Dan Sidsworth
Monday, July 21, 2008
Recent MERC MOS related to having copies and access to reports.
Memorandum of Settlement
1. The employer agrees that staff will be allowed to retain electronic or written copies of reports which they have prepared. The copies shall remain in a secure place on institutional property .
2. The employer also agrees that copies of reports may be removed from the premisses where required for official purposes i.e. court, hearings, and investigations.
3. The employer agrees to amend its practices, Standing Orders, and ADI manual to reflect paragraphs 1 and 2 and to issue a directive to all Superintendents advising of the policy agreed to in paragraphs 1 and 2.
4. Upon confirmation that paragraph 3 has been implemented, the Union will withdraw the above noted grievance.
5. Vice chair Owen Grey will remain seized for the purposes of the implementation and interpretation of this agreement.
Signed this date July 08, 2008.
Memorandum of Settlement
1. The employer agrees that staff will be allowed to retain electronic or written copies of reports which they have prepared. The copies shall remain in a secure place on institutional property .
2. The employer also agrees that copies of reports may be removed from the premisses where required for official purposes i.e. court, hearings, and investigations.
3. The employer agrees to amend its practices, Standing Orders, and ADI manual to reflect paragraphs 1 and 2 and to issue a directive to all Superintendents advising of the policy agreed to in paragraphs 1 and 2.
4. Upon confirmation that paragraph 3 has been implemented, the Union will withdraw the above noted grievance.
5. Vice chair Owen Grey will remain seized for the purposes of the implementation and interpretation of this agreement.
Signed this date July 08, 2008.
Friday, July 18, 2008
Lock Talk
July 17, 2008
New OT Protocol a big win for Correctional Officers
The recently renegotiated Provincial Overtime Protocol (P.O.P.) and the computer program Hiring Protocol (HPRO 3.2) is a big win for all Correctional officers. On November 20, 2007, the MERC Team gave the employer 90-day notice of withdrawal from the first HPRO 3 version. The employer then gave notice that it was going ahead and forcing it upon us as a policy, without our endorsement. With the support of many locals (which included Local 582 Toronto East Detention Centre’s boycott of all overtime for the month of February), a new and improved version is now set to be implemented.
The new protocol addresses the concerns the members had with the inadequacies of the first version. Improvements negotiated include:
Agreed to mandatory wait time between phone calls. No rush to the bottom of the list to call who they want
Agreement to have the bargaining unit “scheduling assistant” position continue where it is currently in place and identification of twelve of the larger institutions where it will be implemented. Open and transparent, ensuring it remains fair and equitable to all.
Agreed that all overtime will now be included in the protocol. Shift extensions and escorts now included in HOT numbers.
Agreement to have real-time inputting of all data when hiring. Program modified to make it easier to use and will reduce mistakes by employer.
Agreement to have more computers available to access program. Open access for all members.
Agreed that the maximum HOT hours that can be charged when opportunities are declined is now 12 hours per day (was 24 hours).
Agreed to give local time to review the protocol every month. This ensures that it is open and transparent for all members.
Agreed to shorten the cut-off time for changing members’ availability to eight hours. This is a great benefit: before, the cut off was 24 hours if you wanted to add your name and 48 hours if you wanted to remove your name or be penalized. Members now have more opportunity to make themselves available for possible overtime.
Agreement that the HOT number will be tracked on a continual sliding four-month period. This ensures the overtime is evenly distributed over the course of the whole year. Previously this was reset to zero at the end of every six months.
The process for filling the Bargaining Unit Scheduling Assistant position is to post an expression of interest. The Local Executive Committee will then recommend three names to the Superintendent, who will select the Bargaining Unit Scheduling Assistant. The position is temporary for up to twelve months.
The new protocol creates a better system of distribution of the overtime. This protocol will be reviewed at the MERC sub-committee and modifications will be negotiated as concerns are identified. The P.O.P., like our collective agreement, will require that all members monitor and enforce the language of the agreement. This will ensure the protocol will be a fair and equitable method of overtime distribution.
In Solidarity,
Dan Sidsworth
New OT Protocol a big win for Correctional Officers
The recently renegotiated Provincial Overtime Protocol (P.O.P.) and the computer program Hiring Protocol (HPRO 3.2) is a big win for all Correctional officers. On November 20, 2007, the MERC Team gave the employer 90-day notice of withdrawal from the first HPRO 3 version. The employer then gave notice that it was going ahead and forcing it upon us as a policy, without our endorsement. With the support of many locals (which included Local 582 Toronto East Detention Centre’s boycott of all overtime for the month of February), a new and improved version is now set to be implemented.
The new protocol addresses the concerns the members had with the inadequacies of the first version. Improvements negotiated include:
Agreed to mandatory wait time between phone calls. No rush to the bottom of the list to call who they want
Agreement to have the bargaining unit “scheduling assistant” position continue where it is currently in place and identification of twelve of the larger institutions where it will be implemented. Open and transparent, ensuring it remains fair and equitable to all.
Agreed that all overtime will now be included in the protocol. Shift extensions and escorts now included in HOT numbers.
Agreement to have real-time inputting of all data when hiring. Program modified to make it easier to use and will reduce mistakes by employer.
Agreement to have more computers available to access program. Open access for all members.
Agreed that the maximum HOT hours that can be charged when opportunities are declined is now 12 hours per day (was 24 hours).
Agreed to give local time to review the protocol every month. This ensures that it is open and transparent for all members.
Agreed to shorten the cut-off time for changing members’ availability to eight hours. This is a great benefit: before, the cut off was 24 hours if you wanted to add your name and 48 hours if you wanted to remove your name or be penalized. Members now have more opportunity to make themselves available for possible overtime.
Agreement that the HOT number will be tracked on a continual sliding four-month period. This ensures the overtime is evenly distributed over the course of the whole year. Previously this was reset to zero at the end of every six months.
The process for filling the Bargaining Unit Scheduling Assistant position is to post an expression of interest. The Local Executive Committee will then recommend three names to the Superintendent, who will select the Bargaining Unit Scheduling Assistant. The position is temporary for up to twelve months.
The new protocol creates a better system of distribution of the overtime. This protocol will be reviewed at the MERC sub-committee and modifications will be negotiated as concerns are identified. The P.O.P., like our collective agreement, will require that all members monitor and enforce the language of the agreement. This will ensure the protocol will be a fair and equitable method of overtime distribution.
In Solidarity,
Dan Sidsworth
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