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
Wednesday, July 23, 2008
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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