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Challenging AusterityQuestions and answers for supporters of good jobs, quality public services, and healthy unions in Ontario For a while now, leading business groups and their allies have been using the recent recession as an excuse to call for big changes to the way Ontario runs.......Read moreDownload the PDF version of Challenging Austerity2011 Bargaining Bulletin #2 - Wake up Time for Management
> Download the PDF version of this BulletinInformation Sheet from our Chief Steward GIVE YOUR BARGAINING TEAM A STRONG VOICE 1 - 2 - 3
Check your local website DAILY @ www.OPSEU245.org
YOUR BARGAINING TEAM IS ONLY AS POWERFUL AS THE NUMBER OF MEMBERS BEHIND THEM
THIS GIVES YOUR BARGAINING TEAM A STRONG VOICE AT THE TABLE. On July 14th You will be asked to give your bargaining team a strong voice. The only way we can empower them is with a strong strike mandate Download the Word version of this Information Sheet Members get ready for strike, in case!! On June 18, 80 members gathered to update their picket training and strike finance training. The first item on the agenda was an update from their bargaining team Chair, Rod Bemister. Rod explained the reasons behind the decision to call for a strike mandate and these members as leaders responsible for strike preparation and administration in every college, gave him a great reception. Randy Robinson, OPSEU Political Economist, presented new material on Fighting Austerity, linking college workers with workers facing the onslaught by governments and employers everywhere. He spoke about the education sector where the replacement of good, full-time jobs with lower-paying, part-time or contracted out employees, is one of the biggest threats labour has to face and CAAT Support members are at the forefront of this struggle right now. What they are fighting for is the future of jobs at the colleges and the future of jobs for the young people of today. The education sector makes up eight per cent of all jobs in Canada, but has 22 per cent of all contract temporary jobs. The Colleges have been consistently hiring more and more part-time employees, work-study students and contracting out work. The result is the loss of good, full-time jobs with decent wages. At lunchtime, OPSEU members took to the streets to practice their picket line skills at the CUPW picket line and then had mock drills back in the classroom to hone in on their skills. Finance training participants took to their computers and practised the precise skills needed for the financial coordination in each local if we cannot get a deal by August 31. OPSEU participants were fired up and ready to go at the end of their training. They were positive and upbeat about the upcoming strike vote announced this week as July 14, 2011. Click here for the full story with photos.College workers set July 14 strike vote Members of the Ontario Colleges of Applied Arts and Technology Support Staff (CAAT-S) have set a strike vote for July 14, the Ontario Public Service Employees Union announced today. "Working people must defend good jobs today to ensure that we have good jobs in place for future generations," said Rod Bemister, chair of the OPSEU bargaining team on behalf of more than 8,000 staff members working at 24 colleges in the province. "It seems clear to us that from the time we sat down at the bargaining table with college management on June 7 there has been almost no interest from their side to engage in serious negotiations "This is a wake up call to management," added Bemister. "Roll up your sleeves and get down to the serious business of reaching a contract settlement. We came to the table prepared to do so; now it's time that the colleges exhibited the same determination." The July 14 strike vote does not mean a walkout by college support workers represented by OPSEU. A majority vote in favour of a strike mandate would authorize a walkout only when the bargaining team determines a contract settlement cannot be reached at the negotiation table. "We do not want to settle this contract on the picket line, but we are prepared to step in that direction if the colleges refuse to negotiate those issues that our members have identified as being most important to them," said Bemister. Details on the strike vote will be released shortly. Analyzing management's contract offerOn June 7th, your bargaining team met with management to exchange proposals. While management's way of presenting proposals had changed, their message still remains the same: We want to take items away from you and introduce things that may look harmless now but could erode your jobs, the strength of the bargaining unit and, quite frankly, the quality of your life. When we exchanged documents with management, we heard about the government's compensation restraint program and other union-management negotiations for about a half hour. The colleges talked about how they needed us to help them achieve a balance. What they failed to say is that in order to achieve their balance it's going to cost you. We can honestly say that we want the colleges to be successful; we want our students to be successful, and we want the future of Ontario to be successful. However, the cost of that success must never be achieved on the backs of the lowest paid full-time workers in the colleges. Your team has analyzed management's contract proposals - and its lack of proposals. We don't see any really positive messages in their proposals. Article 4.3 - Review the frequency of the preparation of the part-time list The preparation of these lists should be an easy task. In the past this may have been a time consuming task but now, with the use of computers and databases, this should be be produced daily without much trouble. We've heard in the past how this is time consuming and that's why they would like to change the frequency of providing this list. Determining complement is all part of the colleges' routine work. Instead, it is simply an example of management's unwillingness to do their job. This proposal will reduce the ability of locals to accurately monitor and challenge the employer's misuse of this article. It would enable the colleges to manipulate the lists and prevent the part-timers from organizing. In 2009, we received all the part-time lists from the Locals for the previous year but when application to certify was tabled with the labour board the lists the employer provided were 50 per cent different than the ones that the union received. Not having part-timers unionized directly impacts our job security. When we allow the colleges to abuse part-time and precarious work, it allows management to threaten the integrity of the bargaining unit by replacing us with part-time workers. Article 5.1.2 - Leave of Absence - Union Representatives This proposal seeks to restrain the union's ability to represent you at a provincial level. There are a number of committees which directly impact our members and we must have time off to attend on your behalf. These include: Joint Insurance (which deals with your benefits), Joint Classification (which deals with classification issues); Grievance scheduling (that ensures your complaints are heard in a timely manner); Pensions (that ensures your retirement future) and Employee/Employer Relations Committee, which with enforcement of our collective agreement. Management is paid to manage the college and this is one of their duties, paid at 100 per cent because this is their job. As unionists, we have other responsibilities in the college that do not coincide with meeting with management on these issues. These are joint committees where the union has the opportunity to represent members provincially and the cost should be jointly shared. Article 5.2 Time Off This proposal seeks to restrain the local union's ability to represent you. The colleges have human resource departments that employ workers full time. Our locals, meantime, have persons who are available up to 18 hours a week to work on these issues. The demand that the locals keep attendance further shows the colleges' unwillingness to do what they are paid to do. It is their responsibility to keep track of attendance, not ours. They would rather see us keep track of our attendance instead of carrying out our responsibility to represent you. This - and the fact that the colleges believe they can restrict the union from properly representing you - is a MAJOR concession. Article 6.1.1 Normal Hours of Work This proposal seems to work in our favour and has been presented that way in order to get us to buy into it. A four-day week is something we probably could all appreciate. However, their side hasn't pointed out that it also could work the other way around. You could work more days of the week and you could have more disparity in your work schedule. When you couple this with their demand for overtime and double-time for working seven consecutive days (changes proposed for Article 12.2) you can quickly see what they are trying to do: eliminate any overtime and reschedule shifts so that people are "flexible," which puts you at the beck-and-call of the college. Their real plan might be to reduce the number of hours you work to 25 - enough to keep you in the bargaining unit, but not enough to live on. Article 6.7.2 Retention of Standard Hours This proposal claims to be presented because the job families are obsolete. This is not the case. This proposal, in fact, deals with not having to pay overtime as management would like people to average their hours. It could mean you might work overtime as straight pay. Article 7.7 Special Allowance Review This proposal claims that management just wants to look at the 'Special Allowance.' We don't think so. We know that management would like to change the special allowance and given the speech we listened to about a zero-and-zero compensation freeze we can't imagine that management might look to increase this. Since they have presented this in the non-monetary package it would have to be another concession as they certainly don't plan on increasing the special allowance. This is another example where management would like you to take a pay cut of approximately one-to-two per cent per year. Article 8.1.3.1 Short Term Disability This proposal introduces the possibility of a two-tier benefit system. New employees would be entitled to less than what we now receive. In order for us to maintain good jobs now and in the future we need to fight the notion of two-tier systems. Once we start down this path there is no turning back; from this point onwards we will be fighting two tiers on every benefit, wage or right under our collective agreement. Article 13.4 to 13.4.5 Remove VDT from these articles, and remove the Letter of Understanding VDT and EERC This proposal could threaten your health and safety at work. In respect to repetitive strain injury, the built-in breaks from working with video display terminals lessens the possibility of carpal tunnel and tendonitis as well as overexposure to possible electromagnetic fields that have been found to be related to various cancers. Article 14.1 Probationary Period This proposal seems to point to lengthening probationary periods. The question is: why does it need lengthening? Management has not demonstrated any rationale for this proposal. This period is designed as a period to measure someone's suitability for a position. If it takes longer than six months then we would question how the manager made it past their probationary period. It may be that management wants to extend the start rate as well, so new employees on probation would be frozen for a longer period of time. Article 14.5 Pro-ration of Part Time Service Management would like to perpetuate injustice to former part-time employees with this change to the collective agreement. We saw how management blocked - and continues to block - every effort by part-timers to unionize, so that they could continue to exploit this category of workers. They now want to continue that exploitation in the language of our collective agreement by decreasing the amount of service part-timers would carry into the full-time bargaining unit. This would delay entitlements like vacation, the special recognition allowance and pensions. Article 15.4.2 Notice Period for Layoffs Management would like to lay off staff at the drop of a hat and without notice. Further, they want to add that in the event of a faculty strike they would have the right to lay off members without notice. This proposal would only serve to reduce the ability to be fairly represented in employment stability discussions. Article 18.4.3.1 and 18.7.2 - Review the List of Arbitrators While this is generally done every round of bargaining, we are particularly concerned with management's agenda. The agenda they have demonstrated eliminates our ability to represent you fairly. With that in mind we can imagine that management would try to do away with arbitrators who seem to be more union-friendly. Article 18.5 - Working Conditions and Terms of Employment This article speaks to the grievance process: the number of steps and timelines. Management wishes to reduce the number of steps (which could be good), but also wants to shorten the timelines for responses. Overall, this will reduce the ability for you to be represented and puts more pressure on a grievor and the union to respond more swiftly. Each college has a human resources department. They have a number of people who work full time to represent the college in these matters. Grievors and union representatives have real jobs to do; their job is not to respond to human resources matters. The colleges would also like to limit the amount of time it takes grievances to be scheduled from when they are referred to arbitration. This proposal would put grievances of lesser priority (i.e. termination vs. removal of a disciplinary letter from your file) at a greater risk of being lost, solely on the basis that higher priority issues were scheduled. Letter of Understanding - Less than 12 Month Positions - The employer would like to further erode the rights of employees who work under this Letter of Understanding, by lessening the amount of vacation they would receive. This is another example of management introducing the idea of a two-tier system. Time off St. Lawrence College Letter - The union is studying this proposal. Letter of Understanding - Supplementary Arbitrators - Management would like to delete this letter. This could mean in the future that when arbitrators come off the main list there would be no secondary list from which to choose arbitrators. This would mean delaying the ability to schedule arbitrations and their demand to reduce the time to have arbitrations scheduled would further put grievances at risk. Initiatives/Opportunities Letter of Understanding Management introduced this as a trial letter during the last round of bargaining. Now they want to permanently embed this into the collective agreement. The union has reviewed the use of this letter since its introduction. We've monitored the use of it and we want to remove it. It has led to a number of issues: a) the improper evaluating of the position for determination of paybands; b) the improper hiring of these temporary positions from outside of the college rather than professional development for our members; and c) management's inability at some colleges to plan. First the position is for six months, then they extend it. The extension runs out and they want to extend it again. We would prefer to remove this letter as the trial period has expired and the use of these positions has been improper in many cases. Appendix G - Summer Student Workers Management would like to introduce a rolling period for these positions. They do not wish these to be associated with students looking for summer jobs; they want to introduce new short-term, full-time positions to be allowed annually. With this proposal, you can kiss our jobs good bye as they would be replaced by temporary full-time workers. Letter of Understanding re: a market study of wages and benefits for support staff Management would like to throw away the last 11 years of work on our evaluation system and the last 43 years on our benefits plan. Over the years, a lot of hard work has been undertaken to ensure that support staff have been compensated properly in terms of wages and benefits. Management now wants to look at the lowest common denominator to tie our future to that. We already have a wage compensation plan that is equitable internally; why would we need to go outside of the colleges to compare? In regards to the benefit plan, we have a good benefits plan right now and it would be an excellent one if management agreed to our proposed changes. Why would we change it to provide less benefits? There are also groups within the college with which we can compare wages and benefits. We all work for the same employer; why should we be treated less than others? Wages and Benefits to be discussed later Management will share a wage package with your bargaining team at a later time. We can only imagine why. We provided an in depth document including our wage and benefits proposals. Management made it very clear that this is a whole new way to bargain and the pressure is on due to the shorter negotiating timelines. In 2008 management tabled a monetary package on June 10 and the rationale they gave to delay it until then, was they had to wait for their budget. This time we asked them to provide the details before we made the decision to take a strike vote; they refused. The only reason we can see for their refusals (based on their non-monetary positions and from statements they have made at the bargaining table), is to drive down wages and benefits, introduce a two tiered system for wages and benefits and introduce other changes that would negatively affect our wages and benefits. Let's be honest: if the wages and benefits they plan to introduce were of greater benefit they would be waving those in front of you trying to show how generous they were. Your team hopes to achieve a collective agreement that strengthens your rights, your job security, and your representation. We also hope to protect the conditions we currently have now that results in good jobs today, tomorrow and into the future. We need a 100 per cent strike mandate! We must draw the line in the sand. At this point management has indicated that a strike vote is a normal part of bargaining. They are correct. We would say that voting in favour of a strike is also a normal part of bargaining, one which the colleges would expect. Let's show the colleges that we are support staff: we don't just meet expectations, we exceed them. Support staff can exceed management's expectations by giving your team an overwhelming vote in favour of a strike. We exceed expectations everyday in our jobs. The team is calling on you to exceed expectations in the upcoming vote. Bargaining team calls for 100 per cent strike mandate On June 7th we were pumped and ready to start bargaining. We had done our homework. We knew the timelines we faced. We had visited the colleges to prepare you for this round of bargaining. We presented management with a full and comprehensive exchange document including our monetary expectations. We knew that we had to move fast and disclose our positions more swiftly than ever, thanks to changes to the Colleges' Collective Bargaining Act (CCBA) which now imposes shortened timelines during the bargaining process. In short, our preparations were in order. On the same day we received an exchange document from management that contains no monetary position, and a whole lot of vague-sounding concessions that the colleges would like us to cough up. In our view it is an incomplete document that will take weeks to decipher. We took to heart the shortened-timeline changes that are contained in the new CCBA and prepared ourselves accordingly. The colleges didn't. Brothers and sisters, we do not have the time nor the energy to allow management to proceed this way. The colleges called for changes to the CCBA; they got those changes, but they insist on insulting our intelligence by going forward with bargaining as if itwas business as usual and nothing had changed even though they reminded us of those changes at the bargaining table. They believe they can distract our attention away from the negotiating table by, instead, having usfocus on the games they are playing inside our locals. Most of the colleges' have denied our book offs for mobilizers. Some have denied our access to meeting rooms for member meetings related to bargaining. Others have denied local time off and dictated what local time off can be used for. They have even tried to force local executives to declare what union business our members were undertaking during the requested local time. This is the game the colleges have elected to play. They're trying to make the rules for us as they go. One problem: they're neglecting to take YOU into consideration. We have made a decision that best reflects our ability to get you the best possible contract we can. Management's decision and actions show they have the opposite goal in mind. Your team has taken the decision to ask you for a strike mandate. We've made this decision for a number of reasons. First, because of the disrespect management has exhibited against our members prior to our Notice to Bargain on June 3rd and again on June 7th with their vague and ambiguous proposals. We came to the table with specific demands, including a clear position on monetary issues. They replied with no meaningful proposals. Second, we've taken the decision to call for a strike mandate because, otherwise, the tight legislative time lines do not give management any incentive whatsoever to engage in meaningful negotiations. The team strongly recommends that you back your team with a strike mandate of 100 per cent. We need to send a message to the Colleges that states unequivocally: respect us and take us seriously or face the consequences of your actions. In the next little while we will be meeting with the Ministry of Labour to set up vote procedures and dates. We will try and influence the vote date as much as we can to get an earlier date rather than a later one. This will ensure that when we receive a strong strike mandate from you we will have plenty of time to do what management should have wanted to do.......negotiate a fair contract. Read our Q&A! For more information on this round of CAAT-Support bargaining, read our Q&A. It's online at www.opseu.org/caat/caat_sup/bargaining2011/qanda.htm Contact your team! If you have any questions at all about bargaining, feel free to e-mail your team at any time. Our address is bargaining@rogers.comOPSEU Women' s Conference Saturday November 4th - 6th 2011 Taking Root: The Hum an Righ ts of Food and Water The tentative goals of our conference are as follows:
Don't miss this opportunity to network, learn, share experiences and have some fun. Please join us as we enjoy the camaraderie of our peers from across the province. With your participation, passion and insight we can make this one of the best women's conferences yet. Please download and submit a completed application to the Equity Unit at Head Ofice by the deadline of July 14, 2011 by midnight. Please note that we will be using an anonymous selection process and will be applying the criteria for selection as set out on pages 4 and 5 of the application. Incomplete applications will not be considered. Region 2 Weekend Educational Saturday June 4th and Sunday June 5th 2011 All Region 2 OPSEU signed members are welcome to attend. Stewards are strongly encouraged to take part! Offered courses:
To register complete the necessary rgistration forms and return before May 17th. Delta Meadowvale Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
Region 2 Weekend Educational Saturday October 16th and Sunday October 17th 2011 All Region 2 OPSEU signed members are welcome to attend. Stewards are strongly encouraged to take part! Offered courses:
To register complete the necessary rgistration forms and return before February 10th. Delta Meadowvale Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
Region 2 Weekend Educational Saturday October 16th and Sunday October 17th 2010 All Region 2 OPSEU signed members are welcome to attend. Stewards are strongly encouraged to take part! Offered courses:
To register complete the necessary rgistration forms and return to the Owen Sound Regional Office before September 15th. Delta Meadowvale Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
Local 245 General Membeship Meeting Thursday September 9th 2010 Elections will be held to select Delegates, Alternates and Observers for the upcoming CAAT Support Pre-Bargaining Conference that is being held on October 16 - 17 2010 at the Radisson east hotel, 55 Hallcrown Place, Toronto. All Local 245 members are eligible to be elected. More information about the Conference can be found on the OPSEU site. Need a ride? Ask a steward. You can find contact information on the Stewards page.
Region 2 Weekend Educational Saturday May 29th and Sunday May 30th 2010 All Region 2 OPSEU signed members are welcome to attend. Stewards are strongly encouraged to take part! Offered courses:
To register complete the necessary rgistration forms and return to the Guelph Regional Office before April 23rd. If you require childcare you will need to complete the consent form. Delta Meadowvale Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
Canada's National Day of Mourning Worker memorial day will emphasize criminal code provisions for corporate killing of workers Oakville, ON - On April 28, workers, their families, labour leaders and others in Oakville will gather to demand improvements to workplace health and safety laws and better enforcement of existing laws. This includes enforcement of Criminal Code provisions for corporate killing of workers. Bill C-45 amended Canada’s Criminal Code in 2004. It created requirements that hold organizations and individuals within the organization criminally liable for death or bodily harm caused at work. Specifically, Section 217.1 of the Code establishes a legal duty for persons directing the work of others to take reasonable steps to ensure the safety of workers and the public. To date, one company has been convicted under these provisions. The first C-45 charge in Ontario proceeded to court on March 22, 2010. Millennium Crane Rentals of Sault Ste. Marie was charged with criminal negligence causing the death of a worker. A criminal investigation into the December 24, 2009 construction incident that killed four workers and shattered the legs and spine of a fifth worker is now underway. According to Workplace Safety & Insurance Board statistics, last year the families of 488 workers filed death claims and more than 317,000 workers filed occupational injury and disease claims. The outcomes of countless other workplace incidents and exposures go unreported, especially occupational disease claims. In 1984, the Canadian Labour Congress, and its affiliated unions, established April 28th as the day to honour workers killed, injured or made ill. Today the day is recognized in more than 100 countries. Here in Ontario, Day of Mourning events will take place in more than 40 Ontario communities and many more workplaces. Local Event Information:
For Additional Information: Contact: Dave Millar
PUBLIC FORUM THE OAKVILLE HOSPITAL THURSDAY APRIL 8, 2010 7 pm Galaxy Hall Do you have questions? Do you want answers? Organized by the Concerned Citizens of Oakville Contact: 905-844-3574
Local 245 General Membership Meeting (GMM) Main agenda items for the meeting will be to elect from the steward body, your officers of the Local. These are two year terms and we have just concluded the previous term of office. We will also be electing two members who are not stewards as trustees of the Local. The second main agenda item will be to elect from the membership, delegates, alternates and observers to the annual OPSEU Convention which is held in Toronto. This year it is also being held a little later than usual being May 6 to 8, 2010. Given that our GMM is being held around the normal dinner time, the Local will be providing food and beverages. (also to be confirmed but it is usually pizza and pop) Monday March 22 Start time will be 5:30 p.m. Get the Meeting Agenda here. If you would like to add business to the agenda contact info@opseu245.org Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
Open House for the new Oakville Hospital Republished for your information and in support of the CCOHCHC Concerned Citizens of Oakville & Halton for Community Health Care Greetings, Our group had hoped to be in touch with you much sooner but the New Oakville Hospital management has been holding meetings with little or no notice. They held a public meeting about the variances needed for the site last February, refused to discuss finances, said that that would be discussed at a later date in the Spring and took email addresses so that we could be informed of future public meetings. However, they did not hold any meetings until a hastily called meeting in October, about which they did not inform us. This meant we did not have time to inform you. They have now switched from the concept of a public meeting at which questions can be asked in the hearing of all present to one of Open Houses, at which questions are asked one on one of Board members or staff without an audience. However, if you can attend and ask the right questions, the responses you get can be shared with the group at a later date. On Wednesday, November 25th an Open House for the new Oakville Hospital is being held from 6:30 p.m. to 8:30 p.m. at Loyola High School, 1550 Nottinghill Gate (Upper Middle Road and 4th Line). Oakville needs a new hospital but there are many questions left unanswered. We, the residents of Oakville and surrounding area need a public forum to address our concerns. A public forum on the role of the Private Sector, on the issue of 80% private rooms (are they private- user pay beds?) and on costs related to the construction and operation of our new hospital must be addressed to provide transparency and public confidence. Residents of Oakville are also being asked to pay $200 million through additional taxes. This is to be voted on by Oakville Town Council on December 14th 2009. We need to have our say now before contracts are signed and construction begins. Please make every effort to attend this open house on November 25th. It concerns each and every one of us. Do not hesitate to pass this email on to your Oakville and surrounding area contacts. We need to let the government and the Hospital officials know that we need a public forum! Sincerely, Linda Jones and Ken Robertson, Co-organizers of CCOHCHC Click here for a Google Map of the location. Oakville and District Labour Council Awards Night The Oakville and District Labour Council will host an awards night, November 9th, 2009. This evening will be a celebration for the Trade Union Movement and the start of an annual acknowledgement of the extraordinary service, dedication and achievements for Trade Union and Community Activists. The celebration will recognize individuals who have won the recognition from their peers for excelling in one of five different categorie. Description of awards and nomination details here. The Dinner will be held at: Will Include - Guest Speakers, Presenters, Entertainment and a Great Dinner Date - November 9th, 2009 Time - 7:00 P.M. Tickets will be $25.00 per person or a table of 10 for $225.00. Tickets can be purchased through the Oakville and District Labour Council Don’t miss out, get your tickets today, tickets are limited to 100, on a first come first serve basis. Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page. Part-time support staff certification vote On Sept. 2, 2009, the Ontario Labour Relations Board ordered that a union certification vote be held to determine if the majority of part-time support staff at Ontario’s community colleges want the Ontario Public Service Employees Union to be their agent in collective bargaining with the colleges. The vote will take place from Oct. 5 to Oct. 27, 2009. Labour Relations Officers of the Ontario Labour Relations Board will supervise the vote and the ballot boxes. Officers will travel to college vote locations around the province. College part-timers may vote at any vote location in the province. Voting will be held at Sheridan campuses on the following dates: Oct. 13 Oct. 19
Please note that some vote locations may be subject to change. Watch for official vote notices at your college or visit www.collegeworkers.org before you vote. Encourage your co-workers to vote!
OPSEU Reigon 2 Educational A two day event where you can learn the basics or improve your skills.Plan to attend both days. Courses offered:
The union pays for your accommodation, meals and travel. If you have kids, they also have childcare but you need to register in advance. The hotel rooms are based on shared accommodation, but our local 245 will pick up the other 1/2 of the room so you can have a single accommodation, or bring somebody if you like. What you need to do:
Meadowvale Delta Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
2009 Labour Day Events Once again, it is time for the annual Labour Day Parade/Family Picnic OPSEU members and guests will be lining up starting at 9:30 am between Ray and Queen St on York Blvd in Hamilton. The parade is to start at 10:30. Free barbecue, t-shirts (first come basis), prizes for kids and adults, and fun, fun, fun for everyone Don’t miss out on the musical performances and special guest speakers!!
Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
General Membership Meeting The main purpose of the meeting is to Delegates, Alternates and Observers to the CAAT Support Divisional Meeting/Educational that is being held in Toronto May 23/24, 2009 at the Delta Chelsea hotel. Pizza and drinks will be available. Monday April 20 Start time will be 6:00 p.m. Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
Please be advised that your Local Executive has decided to hold a general membership meeting on Monday, February 23 2009, with a start time of 6:00pm. The meeting location will be the Delta Meadowvale Hotel which is about half way between Oakville and Brampton Campuses (401 and Mississauga Road area) The meeting room is being confirmed and will be published in the second notice. The main purpose of the meeting is to call for nominations and have elections for Delegates, Alternates and Observers to the OPSEU Regional Meeting that is being held on March 28, 2009, and also the OPSEU Annual Convention that is being held on April 23, 24 and 25, 2009. Also at the meeting the membership may move motions for Convention Resolutions and Constitutional Amendments. We are currently exploring the possibility of providing refreshments at the meeting. Meadowvale Delta Start time will be 6:00 p.m. Sign in at the front desk with your vehicle plate number and your parking fee as well as your milage will be covered by the Local. Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
As you likely know by now our bargaining team has come to a tentative agreement in negotiations with the colleges and are recommending the membership vote to accept it. The results of the upcoming poll will mean either acceptance of the college's offer or strike. It is important that you make an informed decision and vote your mind. On Tuesday Sept. 23rd at 5:30 p.m. your local will be holding an Information Meeting. Rick Nemisz, CAAT-S Bargaining Team Member assigned to our local, and Rod Bemister, Chair of the CAAT-S Bargaining Team will be in attendance to discuss the tentative agreement and to answer your questions. Meadowvale Delta Start time will be 5:30 p.m. Sign in at the front desk with your vehicle plate number and your parking will be covered by the Local. Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
Labour Day 2008 The Hamilton and District Labour Council Labour Day Parade Local 245 members are invited to participate! See the Region 2 2008 Labour Day Celebrations Flyer for a summary of weekend events or for more details, times and locations visit the Hamilton Labour Coucil's web site. Other events are listed on the OPSEU Labour Day 2008 web page
Sign & Dine Members of Sheridan Support Staff Local 245 are invited to join your fellow members for pizza. Where:
When:
Why: OPSEU requires each member to sign a "Form B" so that the member can receive strike pay. Note: Even if you filled out the Strike Survey you must sign the "Form B" to receive your strike pay.
Be Prepared to Vote! July 10th Advanced Poll July 16th Regular Poll Poll Locations and times TRAFALGAR 10:00 to 4:00 DAVIS 10:00 to 4:00 STC 10:00 to 12:00 Mississauga Day Care 1:00 to 2:00 Job Connect Brampton 3:00 to 4:00 There will be two seperate ballots:
Don't forget to fill out your Strike Survey Form!
GOT QUESTIONS? GET ANSWERS. On Tuesday July 8th your local will be holding a meeting for this purpose. Rick Nemisz, CAAT-S Bargaining Team Member assigned to our local, and Rod Bemister, Chair of the CAAT-S Bargaining Team will be in attendance to bring you up to date and answer your questions. Tuesday July 8th Sign in at the front desk with your vehicle plate number and your parking will be covered by the Local. Click here for a Google Map of the location. Need a ride? Ask a steward. You can find contact information on the Stewards page.
Wear BLACK or BLUE to work day. Our work is critical to the future of Ontario. If you want the RESPECT you deserve - show your support for the CAAT-S Bargaining team. Wear BLACK or BLUE to work! Wednesday June 11, 2008 Mark it in your calendar and don't forget.
Membership Meeting Thursday, May 29, 2008 Guest speakers: Smokey and Rick are coming at our local's request so you the members can hear them speak and ask questions directly. Come find out the latest news on negotiations. In an effort to include al our members the location of this meeting was chosen as a medium between Brampton and Oakville. If you need transportation ask around or contact you local steward. You are the U in Union, Wear BLUE to work day. Day of Mourning: This April 28, is the National Day of Mourning. More than twenty years ago the Canadian Labour Congress declared April 28 a National Day of Mourning for workers who have been killed, suffer disease or injury as a result of work. Every year since, unions, labour councils, families and community partners gather by the thousands to 'mourn for the dead'. What began through the efforts of Canada's labour movement is now observed in more than 100 countries. This nationally recognized day locally is recognized at the monument in downtown Oakville by the main library at 6pm. Local 245 annually lays a wreath at the ceremony along with other labour unions. Following the formal portion of the event, refreshments and food will be served. See you there! |
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