Deadline day!

Season's greetings, brothers and sisters.

As of 1700 hrs today there is nothing new to report.

That is sad news for the holidays, and the four issues that are sticking points are as follows:

1. Surplus factor 80
2. Termination rights
3. Reasonable efforts to find you work
4. The employer mishandling SICK TIME!!

When we, the Union, offered to help the employer deal with officer stress at MERC and Provincial health and safety they shrugged us off and continued to mishandle the issue.

When we, the Union, explained to the auditors all the factors that we believe cause high sick time totals they dismissed us as abusers of a benefit instead of coming up with solutions.

When we, the Union, tried to be a trilateral resource to enact the duty to accommodate properly they stalled to avoid exposing their mishandling of return to work protocols and post traumatic stress issues that continue to cause high sick time levels.

This issue can't ever be dropped by us as a bargaining issue to stave off a strike or we will lose more than we ever hope to gain.

I stress that you support the Union in defeating any offer that guts our ability to look after ourselves since the employer refuses to offer any assistance that is meaningful in our high stress environment.

In solidarity, Emidio.

BIG TIME THANKS!!

Good day brothers and sisters.

Thank you for the show of support on Friday morning during the information picket, and thanks to the members who stopped and joined me on the line.

I also want to remind you of the countdown and date of the deadline for a contract offer.

We are going into the holidays and I want to wish you and your families a Merry Christmas and Happy Holidays. I hope to report we are having a Happy New Year with a contract we can live with, too!

Remember that the the federal and provincial governments just gave auto companies billions to bail them out for doing nothing more than asking so we should be demanding a fair deal to keep the economy strong and our families secure.

Remember that other public service workers are getting three percent raises per year and we do a hard enough enough job so that should be a start.

In solidarity, Emidio.

Bargaining update.

Good day, brothers and sisters.

Nothing to report in the way of a contract!!

Our local is now mobilizing for a strike/lockout!

In the meantime I hope that the holidays are good to you and your family and that the employer is good to us too.

I wonder what the holdup is?

WE WANT A FAIR CONTRACT,
NOT A SHAKEDOWN!!!

In solidarity, Emidio.

Letter to Joyce Savoline MPP Burlington

Good day to my brothers and sisters in corrections. Here is a sample of the letter I sent to the above-mentioned MPP who was quoted on CTV news. I also wrote a revised one for Dalton, as he doesn't seem to know facts either.

"Good day.
As a Correctional Officer, President of the largest OPSEU local in the corrections division and an employee member of the Provincial Joint Occupational Health and Safety Committee, I wish to address your comments in the media.
First of all, I am appalled to have sick and injured workers slandered in the media during a bargaining period. Our jobs are not cushy, and, at the Milton area complex I work in, there are roughly 1400 inmates to contend with.
Our officers work twelve hour shifts and the days you quote are based on eight hour equivalency. You also quote that an officer made 140,000 dollars, but you fail to mention that the officer worked well over their scheduled shifts to keep this system running.
As far as working conditions go, many inmates enter with significant health and hygiene issues that front line staff come into direct contact with. Some of these inmates collect bodily waste as weapons and use it on our staff and put it on surfaces to contaminate our work areas.
When the unfortunate death of an inmate occurs on our shift there are no automatic days off to come to grips with the event.
After a fight for your very life the employer asks for reports and sends you right back to work, as if this is normal.
The stress of being under attack is a constant work environment, much like soldiers on the front line. We do this in a system that was revamped by the Tory regime in the 1990's as a cost saving measure.
Many of our staff who are injured, contract sickness or are victims of assault use sick time instead of WSIB due to ease and because of a lack of a post-traumatic stress plan.
Perhaps the employer side at the bargaining table, who received the Union's request to study this issue, would bargain in good faith instead of using you and the auditors to harass the vast majority of staff who don't use high amounts of sick days.
I would like to invite you to attend our facility during peak times to see what we deal with and smell the aroma of a cell of an inmate who urinates in Styrofoam cups to hurl at you.
Perhaps you would like to do this "cushy" job day after day instead of sitting in Queen's Park?

Respectfully
Emidio Casullo
Correctional Officer
Maplehurst Correctional Complex
Milton, Ontario"

I sent these today and urge you to start the calls to these politicians if you haven't already!

In solidarity, Emidio.

Local News

Good day, brothers and sisters.

There is a lot of questions about what is going on at the bargaining table and I hope you are checking out the OPSEU web page for information. News should be posted there as it becomes available.

I attended the Maplehurst Christmas Party yesterday to emcee and it was a great party. Thanks to all the people who help to put it on and fund raise throughout the year.

I hope the Vanier Party is a success and wish you all a happy beginning to the season!

I attended the EC Drury rally today and extended them our support as they are having intimidation issues around the number of unclassified members and job security. We also have the same issues in corrections and need to show a united front in this cause for full time jobs.

The Local SAROC training was held over the last two weeks and the committees should be up and running in the near future. This is a highly charged issue and I will speak more about it as time goes on. It is years in the making and has potential to make changes in the entire ministry.

Also, please keep visiting the blog as I have more information that will only be posted here as bargaining develops!

In solidarity, Emidio.

Updates

Good day, brothers and sisters.

A number of things are happening and I urge you to visit here and the OPSEU website to keep up to speed. In case you have missed things, here goes:

• Bargaining is under way, and we have asked acting managers to step down in solidarity. Some have, some have said they will and when, and some are stubborn. I guess they have forgotten what gets the best contract for them.
• Dan and I stood for re-election to our Provincial committees, and we have both been re-elected. Dan is still on the MERC team and I have been elected Vice-chair on the Provincial Joint Occupational Health and Safety Committee, known as PJOHSC.
• Ingrid Ricketts(VCFW) is doing a fantastic job as a Region 2 mobilizer. Let's be proud!
• I have informed both administrations that we have effectively ceased the Local ERC process in support of our bargaining teams, and we will continue to fulfill our health and safety obligations to the members.
• Meetings are being organized to begin the mobilization process for a possible labour disruption and they will be posted here and on the union boards.
• Members of the Local Executive are now undergoing joint training with the employer for the Systemic Anti-Racism Organizational Change local committees.

As you can imagine, this will be a stressful and trying time for us all. I work beside you and I am hearing your concerns about what you see and hear.

LET US KNOW WHAT YOU SEE AND HEAR!!

This is a very important time for us to put aside the issues that some would use to divide us as a local and come together as a local.

If an acting manager wants to derail your contract then let them know how you see things.

If a full time manager wants to know what the union is doing, let them know that we are preparing to do what we have done in the past.

MOBILIZE!! MOBILIZE!! MOBILIZE!!

In solidarity, Emidio.

Remembrance day update

Good day, brothers and sisters.

On this day I remember that soldiers have died, and continue to die for Canadian society to have freedoms. Freedoms that extend to the right of labour unions to conduct business.

Our local has had brothers and sisters go off to warzones as well.
We wish them safe journeys back!

My family moved here to make a better life for the next generation and we respect the sacrifice Canadians made for all its' citizens. My family members have been Canadian soldiers, cadets and public servants. I was born in Canada and I have lived in the east and west of this great nation. I have seen it from far and wide, and know what makes us the true north strong and free.

I have been an OPSEU member since 1992, and a part of two strikes with many of you.
We braved cold picket lines, hot burn barrels and frozen food to eat.
Members were charged by police, hit by vehicles and sued.

We felt the ravages of the TORY cuts and the meager increases while costs went up and managers made huge sums when they locked us out.

HERE WE GO AGAIN, FIGHTING FOR RESPECT!

OPSEU's President says the offer is a slap in the face, I AGREE!

The employer told us that we are "valued."
This offer makes it seem like we are "undervalued!"

The bargaining team has asked members seconded to management to step into their bargaining unit positions tomorrow.

Simple messages support the bargaining teams!

STEPPING DOWN IS STEPPING UP!!

Show those members who do your respect.

In solidarity, Emidio.

Stepping down IS stepping up!!

Good day to my brothers and sisters, locally and in the division!!

I wish to speak to the members being asked to step down to support the membership.

You realize you are still a UNION MEMBER.
Your contract is fought and won by ALL OF US!!
You need to MAKE A STAND WITH US!
That is why I am adamant that STEPPING DOWN IS STEPPING UP!

It is a true test of COURAGE AND LEADERSHIP to do this, putting the needs of the many to the forefront in the belief that the best contract is out there.

You can't expect to make gains on our backs.

Many of us are VOLUNTARILY giving our time by devoting long hours to achieve labour relations gains and better workplaces for us all. YOU ARE NOT DOING THIS ALONE!!

Let us get this bargaining cycle done quickly and decisively by LEADING!

If you don't, you are leaving wage increases and benefits on the table. These gains will go to everyone who is in this organization and to their families including non-union staff who wish they had the right and ability to bargain collectively for better conditions.

SOLIDARITY BENEFITS US ALL!!

JOIN THE FIGHT, YOU ARE NEEDED AND WELCOME!!

In solidarity, Emidio.

Bargaining has begun!!

Good day, brothers and sisters!

This is a very tense and exciting time for our union members!

The process of collective bargaining for the next contract is under way.

We are collectively looking to our bargaining teams to bring us a document that is our financial base for years to come. Please click on the OPSEU link to the right for updates.

We are also looking to the employer to do what is right for our members after the sacrifices we have made for all these years to keep the Ontario Public Service cost effective.

We want FULL-TIME jobs in our communities and the ability to ensure that our pensions will be there when we need them.

We want our families to know we can provide for them as the costs of living increase and with our benefits intact.

It is with this in mind that Local Presidents in our Corrections division call to the membership that are in acting positions to step down into their bargaining unit positions effective November 12, 2008.

In the simplest terms, NO MORE ACTING, in support of the bargaining teams.

It is time for the employer to come to the table with a positive contract offer.

WE ARE WAITING!!

In solidarity, Emidio.

New updates

Good day to everyone who is reading and sharing the information.

Please pass it around and I will keep the info coming as time and confirmation of the info occurs.

Up this week is med/arbs at MHCC, and the health and safety meeting as well.

Bargaining is fast approaching and more info is coming up this week. I will post what I can this weekend after the meeting sessions occur. Hopefully, firm time lines will be forthcoming so the members know what dates to watch for.

Next week is proving to be a transition week as the local executive has, what will most likely be, the final ERC meetings before bargaining begins.

Please support your issues by supporting the bargaining process. Support includes:

• letting the employer know we want to negotiate a better collective agreement
• aiming for a dignified and fair contract
• sticking up for members who are being pressed for information by supervisors
• calming fears and showing strength in numbers
• giving a strong mandate to the bargaining teams when asked
• not buying into the employer wanting us to settle for nothing!!!

In solidarity, Emidio.

Upcoming issues for Local 234

Good day, brothers and sisters.

The following issues are unfolding at our local, and I will have more to write as time unfolds;

• systemic anti-racism committees,
• post picks for both institutions,
• mediation/ arbitration dates at MHCC,
• fixed term availability meetings with the employer at MHCC,
• ERC dates,
• health and safety committee changes at VCFW,
• potential rally dates to come for job creation,
• Region 2 educational,
• OPS divisional meetings,
• and the upcoming round of bargaining.

The first step is that I am asking the members to pass on this web log to each other because I will be updating it as often as information becomes available in this important few months.

Take care.

In solidarity, Emidio.

Rally at Bell Cairn/ OCSC

Good day.

The rally at the Beach Road site was well attended and Local 234 provided hot dogs and hamburgers on the BBQ for all who attended. I estimate at least 80 members from area institutions were in the crowd.

Many of the Executive Board members and institution presidents were in attendance to support the issues we are addressing, and we were fortunate to have the chair of the Corrections bargaining team and the Unclassified bargaining team representative on hand to give some words of encouragement and support. Many thanks go out to them for attending.

The Local will continue to bring the issue to the employer and we are planning more events in the future with the opportunity for other institutions to join us.

Please continue to check the different sites listed to the right for updated rally times.

As always, we welcome all of the member's support at the functions.

In solidarity, Emidio.

The Week That Was...and Coming Up

Good day, all.

It seems that the members got through a week that tested everyone!!

I had a meeting with some members and the Officers of the Local executive to address the issues that seem to be causing everyone to feel a division in the membership. I also asked the MERC chair and the OPSEU Staff Rep to attend and we were able to have a frank discussion about the state of the Local.

From the meeting, the one issue that I wish to state is my commitment to showing members why it is important to attend our meetings free from harrassment and allow them to participate in the Local business without feeling like there are factions and sides to align with. I hope to see as many of you as possible attend the meetings to ensure issues are represented.
I am also asking the members to coexist on either side of an issue and support the decision of the majority of members who vote in elections and local meetings.

In the next week, and the near future, here is the list of what is upcoming...

1. Post pick discussions are underway for both sides and we have had good input about what people want to see, and I look forward to seeing the result of the one or two year option.
2. The unclassified/fixed term rally is coming up on Friday. I expect to see members who have the day off show up and let the employer know that we are serious about making staff full time and having appropriate staffing and budgeting.
3. Divisional meetings for OPSEU, where the MERC team and Provincial Health and Safety Committee will be elected.
4. BARGAINING!!! of course, since everyone is asking me.
5. There isn't any news of an offer to report as of yet and the recent publicity with AMAPCEO hasn't helped, but we will let you know as the talks begin.

In closing, I wish to express to the members that the next few months is important to us all. We will bargain for what may be the most important financial document we have the ability to negotiate and your support of the Local, and the Union as a whole, will make the difference.

In solidarity, Emidio.

Meeting Agenda for Unclassified/Fixed Term Members

Good day to you all.

I have seen a few postings up on the walls about the meeting but they are not made by me.

The agenda for the meeting is as follows:

1. Call to order
2. Statement of respect
3. Background information about unclassified issues
4. Update on positions on both sides of the facility
5. Future discussions and directions to pursue
6. Adjournment.

As in the posting, the meeting is at the Milton Membership Centre at 1945 hrs on Thursday, August 14, 2008.

Looking back and looking forward...

I have intentionally waited a few days since this posting due to members asking me many questions regarding the emergency meeting and what my stance is on the HPro3, version 2, issues and ramifications.

I still maintain that the members have to read and use the new protocol for what it is intended to do:

• To get all workers on one protocol so we can normalize relations at each local site,
• To show the amount of overtime to eventually negotiate immediate triggers to create jobs for fixed-term(unclassified) staff,
• To take all of our member's barriers in signing up for overtime into account as we keep negotiating the terms of the protocols,
• To keep moving the protocol past what is already in any agreements, both locally and beyond our provincial agreement.
• To move us past the first version of HPro3.

I can appreciate that members want a great protocol in the end.

I am confident that the new version is better than the first version of HPro3 and that the end result will be better than the local hiring protocol.

As far as the need for job actions and what we should do next, I would propose a motion to withdraw availability for overtime to attain an agreement to rollover all our staff and have a real complement increase to reflect staffing needs.

Would you?

In solidarity, Emidio.

What Is KAROSHI?

I ran across an interesting article in the newspaper.

KAROSHI is a Japanese term for death by too much work. The problem is highlighted by the following reactions:

• a national hotline to report it
• self help books to handle it
• a law to funnel money to the widow and kids of someone who dies for the good(??) of the company they work for if they die of overwork.

A ruling in the Aichi prefecture by the Labour Bureau ruled that a 45 year old man died of too much work. In the six months before his death of heart failure he was putting in up to 114 hours a month of overtime.

Does overtime kill? Hard to say for sure, but...

According to the Japanese government's 2007 statistics on claims for death and disability, of the 2207 work-related suicides, the most common reason in 672 cases was listed as overwork.

It is a wonder that when there is paid work available that we are still trying to convince the employer that we need more members to be full time.

In solidarity, Emidio.

Hpro3 information and general comments

The last week has been interesting and quite a shock to me from what I perceived as finally putting some issues to rest. Namely, having copies of agreements posted on the walls of the workplace portraying me and union members with quite unflattering language for the voluntary work we do.

I am unsure if the sentiment is due to being sore at my reelection or purely a personal need for an unsigned document to affect change but it has been duly noted and is under review.

Whatever the reason I don't believe I or any other member would support being referenced in those terms. In a union, we are supposed to be working as a team. I wonder if those members who are distributing their opinions and foul display of the language really understand the agreement they are criticizing and the people they are attacking, as it isn't just me they criticize. I write freely to you now, and, if I write it down on paper, I sign it. I stand behind it.

So, further to that, I advise the members to keep an eye out on the OPSEU website for an upcoming issue of Locktalk. It will address the hiring protocol from a global view.

From a local view, I wish to clear up some misconceptions and put some issues to rest.

1. The protocol is a standard for the province and is being refined and revisited quarterly by the union and the employer. The changes will be negotiated provincially. Some issues may be locally permissible,if the employer agrees, after the roll out and testing of the system.
2. It is still based on signing onto a computer and picking your availability.
3. Hiring is based on hours already accumulated, least first with respect to classification.
4. The computer still displays who is next. The manager can make an exception in certain cases. This will generate a report that will be available to be viewed by the Local President and/or their designate and is for grievance disclosure.
5. The entries are now supposed to be done in real-time, not two days after the fact.
6. Shift hires will be done in advance so you can plan your life and members who are taking one shift and trying to come in for something other than that shift without being totalled correctly should be stopped. That allows for true equality of distribution as the hours totals should be in order.
7. The new protocol is supposed to be easier to use and the employer shouldn't be making mistakes.
8. The new Hpro3 has a wait time between calls which differs from the original Hpro3.
9. The protocol is still able to be viewed by members to see if they were bypassed.
10. The new protocol allows for a change to availability from the local standards down to eight hours.
11. The new protocol allows for a four month sliding scale, not a six month total.
12. There is no penalizing for a message left, only for a true declining of an opportunity.

The Local, and OPSEU's MERC, still contend that all grievances seek the remedy that the LEE decision set out. We are not interested in a shift down the road as compensation as it creates a further issue for another person's opportunity.

Members who have concerns that the protocol isn't the same as the local version need to be aware that the employer would not agree in whole to the local version.

In fact the original Hpro3 was imposed after the MERC withdrew from it. The efforts from our Local and the efforts from outside our Local brought some weight to bear to bring the protocol to where it is today. As a group we are moving to where we wish to go with this putting aside the need to bring political animosity into the mix. I am also dismayed at the contempt that members are putting on our unclassified staff and making them feel like they are interfering in people getting overtime. They are members who have rights as members and the unclassified staff don't even have a true schedule and job to rely on.

I challenge the members to look at job creation for those members as our focus, as there is overtime over and above the numbers needed to create those jobs.

In response to the desire for some members to talk further an emergency meeting is scheduled for Monday July 21st, 2008 at 2015 hrs at the Milton Membership Centre. The address is 42 Bronte Street South, Unit A10. The agenda is as follows;

1. Call to order
2. Statement of respect
3. Opening statements by President
4. Invited guest, MERC chair
5. Hpro3 discussion
6. Adjournment.

In solidarity, Emidio.

Rollovers and HPro3

The place is full of questions on these two issues. The following answers should clear them up.

ROLLOVERS

The reason it is posted as a competition is to satisfy the process of filling the positions from an administrative point of view. The jobs have a file number attached and the posting states the positions will be filled as per the appendix 24 language. It is a rollover as per the MERC agreement stated.

In a nutshell, the amount of straight-time hours combined with a response of wanting to be considered for the position is the way they will be filled, up to eleven positions.

I am contacting the members who are most likely affected to let them know what is happening.

HPro3

The protocol is being implemented locally and member concerns over some issues are being addressed. The protocol is a new benchmark for the CO's across the province and many improvements can still be adopted as time goes on, but, for now, the version is going live. Some members are confused that it is the older HPro3 and I am stressing to the members that they need to read the new version to see it is not. If you want to work overtime, please practice the new version.

Please be aware that the protocol has quarterly review meetings to discuss changes that the employer and/or union wants to discuss. Please forward the issues to me and hopefully we can negotiate the best practice for the future.

Finally,
As a side note, on the topic of overtime, I hear different takes on the issue.
As a rule, I don't negotiate for more overtime.
I won't advocate for members to come to work more than their schedule dictates.
I advocate for full time positions to fill vacancies and create jobs for the members who are waiting to be rolled over.
Looking at the members who are unclassified and working over 40 hours a week proves deficient staffing practices that need to be addressed by job creation, proper relief in the schedules and time-off entitlements in the schedule.
As a matter of cautioning the members I have to state...

Overtime is not a guarantee under our collective agreement.

I am concerned for members who are counting on the present reality of having plentiful overtime being a permanent reality.
It may last a while longer.
If it does, great for those that want it, but, think of what you can do if it isn't.
With bargaining on the horizon and the recent audit of the complex, anything could happen, and it usually does.
I feel obliged to raise the issue, as a matter of importance for those that may not be aware of the possibility of a pay without overtime.
Some members have expressed the notion that the employer has to ensure overtime because they created this environment. I don't know where that is written in law and it is shaky ground to stand on as an argument.

Perhaps we should adopt a full-time jobs only attitude as we all do the same job.
We would all line up for fair and equitable distribution of overtime if you want it.
We wouldn't have a 40 hour threshold for unclassified staff to stress them out.

I wonder if we can focus on that for the next two years? I think it is worth it.

In solidarity, Emidio.

Weekly happenings

There are some new developments to announce today, so let's get to it...

1. Eleven members are slated to be rolled-over as per the recent job posting. These are all being done as per Appendix 24 of the C.A. and do not involve transfers.
2. There is a new HPro3 protocol being implemented that mirrors the demands that we forwarded after the voluntary overtime withdrawal. Please take the time to read and use the new version. It is an important agreement for all C.O.'s and is closer to the HPro2 we currently use.
3. I am forwarding our condolences to the family and co-workers of Curt Bishop, a C.O. at the Algoma Treatment and Remand Centre, and, the co-chair of the Provincial Joint Health and Safety Committee for the worker side. Curt and I worked side by side on the committee. He was a a great help and ally and wanted to understand our issues at the superjails. He was warm and jovial and welcomed me as a team member from the start. I will miss him.
4. Some members are asking me about elections two months after the fact, and, sincerely, I am stunned that this issue is still out there. There is no plan to hold elections again and OPSEU has confirmed with me that there is no issue regarding the way the election took place or the results. They are not coming to hold them over and are satisfied with the way we conducted our elections.
5. Canada Day came and went and I hope you and your family enjoyed the day!

Once again, I hope to have more news for you as time and space permits. Take it EZ.

In solidarity, Emidio.

New workers and accident prevention

According to the Association of Workers' Compensation Boards of Canada, 50,700 workers under the age of 24 lost time from work after being injured on the job in 2006. Many of these could have been avoided if proper training and supervision were in place and the government had more enforcement in safety laws as part of the work scene in Canada. For our members who are unclassified that is a double edged sword due tot the fact they have to wait for their claims to be approved before seeing a pay cheque.

Many mishaps aren't reported and can have long-term effects and lost time effects. Often new workers don't ask questions, are eager to please and aren't aware of their rights and the health and safety requirements in their workplaces. Also, a lack of on the job experience in accidents, and their outcomes, can contribute to a sense of fearlessness. Safety training in the initial phase of employment should be as important as the training in how to perform the work efficiently. It is the employers' responsibility to ensure that the new worker is trained and evaluated for their ability to do the work before they start working.

As a worker you can participate in your health and safety by informing your committee of concerns, helping in the training of new staff and, ultimately, your right to refuse unsafe work if it exists. It is the province that is responsible for enforcing the laws and fining employers that don't comply with the law, including the compliance that new workers are adequately trained and supervised. Workers, after all, should go home as they arrived.

In solidarity, Emidio.

Weekly update

It' been a few days since I updated and many developments are in the works, namely:

• Locally, we are setting up the dates to go through the rollover agreement and disputes to sign off who is getting rolled over;
• A meeting is set to discuss overcrowding in the Ministry;
• The concerns arising from the threats against staff have been forwarded;
• Preliminary discussions are under way regarding staffing, new hires and overtime levels;
• Proposals have been tabled regarding the large area Vanier staff have to cover for their escorts and the time that it takes to return to the workplace from the hospitals; and,
• The bargaining teams are getting ready as they have been elected.

Many thanks to the stewards who have assisted in the above areas and we will keep you up to date as information comes out.

In solidarity, Emidio.

Region 2 Bargaining Conference

Just a quick note of thanks and to inform our members of the results.

Elected to the unclassified delegation, Ron Scane
Elected to the tech/maintenance delegation, John Kesner
Elected 2nd alternate corrections, Jim Richards
Elected 3rd alternate corrections, Bill Yole
Elected 2nd alternate institutional health care, Ingrid Ricketts
and, finally,

After three rounds of balloting, a three way run for the Central Table occurred and I was eliminated going to the fourth ballot. I gave my support to the eventual winning delegate then stood for 3rd alternate status as a sign of support for our region for the Central table.

It was a great showing from our members and I hope to eventually elect more members to represent us at further events.

Thanks to you all!!

In solidarity, Emidio.

Workplace threats

As you may be aware, we are in a different era when it comes to what people think is inherent in our job. Terrorism and security threat groups need to be addressed.



As a unionist I don't accept that we are supposed to just assume the risk that our job places on us without the employer taking all reasonable precautions under the Health and Safety act to protect us.



Certain events have unfolded and with respect to our member's need for confidentiality I won't discuss the details in this forum, but will state that we are actively involved.



I can share that the Local executive has met with the employer to react to the threat and be proactive toward the future of what might be happening in our workplaces. A number of concerns were raised with the physical structure, the policy surrounding the assessment of a threat, and the communication to the staff of what is occurring and who needs to be notified.



OPSEU's head office is also aware and assisting us in dealing with this issue at the MERC level.



The local executive members who are on the Provincial Health and Safety Committee also shared a conference call with the employer to discuss the matters and to set up an emergency meeting to further discuss the issues. Further details will be forthcoming as they are available.



I also wish to remind members to be aware of your role in the health and safety aspects of what we do. I would recommend some of the following;

• Wait to put your uniform on when you are in the building


• Park in different areas


• Take different routes home and to work


• Leave at different times to get to work


• Add one extra turn to your route to confirm if you are being followed


• Report suspicious activity, don't discount it


• Report threats to the employer and the union so we can act


• Don't discuss your life and co-workers in front of strangers or our clientele


• Be a maximum security proponent, not its' opponent

As always it is up to us to take care of each other.

A favourite saying I have goes like this-

We are the keepers of the kept, but who watches the watch person?

In solidarity, Emidio.

Why Union?

I have been hearing the same dreaded question about why we need unions since I've been active and I think people forget some of the things unions stood behind, such as:

• 2 day weekends, 8 hour days and compressed workweeks;
• shift premiums and overtime/STAT wages;
• building the middle class with living wages, benefits and job security, ;
• job loss packages when companies are downsizing;
• health and safety laws and worker compensation when injured;
• organizing rights and buffering the employees from employers; and,
• universal health care.

It is up to us as union members to reach for higher levels of inclusion.

We are the people doing the work that serves the people.

We are the people who need to fight for a fair share for earnings, benefits and insurance so we can reduce taxation and debt load.

We can build a stronger middle class with financial clout, investment in workplace organizing and smart voting tactics when governments ask for support.

Our kids, current students and the lowest paid in society have the most to benefit from our solidarity as a union.

If you need anymore reason to wonder "why union?" please consider these words

"The test of our progress is not whether we add more to the abundance of those who have much, it is whether we provide enough for those who have too little."

-Franklin Delano Roosevelt

In solidarity, Emidio.

Demand set results

On May 20th, 2008 the local meeting was held and the following were the demands forwarded to the bargaining teams as our local top issues:

CENTRAL- classification grievance resolution, vacation entitlements, 10 emergency days, unclassified benefits, and improved pension language. There are also a number of lumped benefit improvement demands to improve coverage and remove fees for other coverage.

UNIFIED- wages, custodial responsibility allowance, and shift premiums.

CORRECTIONS- $75, 000 dollar base pay by the contract end, Factor 75 or early retirement improvements, time and a half weekend shift premium to existing premiums, overtime protocol in contract language, 1 year probationary period then classified status. As well a point system for uniform and dress uniforms was added and parity for recreation officers with correctional officers was tabled.

On June 7, 2008 the members elected at this meeting will attend the Delta Meadowvale to begin electing regional bargaining team members. The members as elected were:

DELEGATES- John Kesner, OPM/Tech; Jodi Wilson, OAD; Ingrid Ricketts, IHC; Ron Scane, unclassified rep; Emidio Casullo, COR; James Richards, COR; Dan Sidsworth, COR; and William Yole, COR.

ALTERNATES- Paul Kesner, OPM/Tech; Rick Sampson, IHC; Roger Guichelaar, unclassified; Shari Archdekin, COR; Fawad Dhami, COR; Phread Longstreet, COR; and Roger Lalonde, COR.

Many thanks to Laura Josephson for her hard work in collating and organizing the results for the Local. Please relay the thanks when you see her.

In solidarity, Emidio.

Defeating a Rumour Mill,

On a daily basis I am asked to weigh in on rumours and partial information that may or may not be factual. Here is some hard learned tips on how to wade through the minefield of workplace political traps:

• Ask the person where they heard it from, because the source is usually the first place to check the truth of the information. If someone can't name a source be careful!
• Ask to see the agreement, ruling or settlement. Each document has signatures and/or people attached to it who can clarify the issues. Usually the document is pretty clear on what is the moment in time that applies. If the person can't explain what they read they probably didn't see it.
• Think about what the person is trying to accomplish by spreading the information. Also, why are they sharing it with you if they don't have their facts straight?
• Are there political motives behind the person sharing it? Are they trying to set you up? Are they thinking about the fallout?
• What is your liability for being a recipient of the information?
• Go to the person who should know the information and ask them the basis of the rumour. Chances are there is more to gain by being up to date and spreading the right information.

Whether it is Local politics, union-management relations or department personalities, try to spread the right information to the person beside you. Hopefully it will be like planting seeds in fertile ground instead of weeds taking over.

As for transfer agreements, rollover positions, and grievance settlements and awards ask someone who can interpret the document and has to implement it, such as the Local President and Vice-Presidents. We all work together and share information back and forth. We usually see the paper and keep copies of what we have to enforce. The agreements are also kept with the employer as they also signed them. If neither party has them the document probably doesn't exist.

If you have any questions about agreements please email a steward or get in touch with me at work.

In solidarity, Emidio.

Work refusal rights

Under the Ontario Occupational Health and Safety Act, Section 43 of the Act gives workers the right to refuse unsafe work if they have reason to believe it is likely to endanger their immediate or long-term health or that of another worker. Section 50 gives further protection to the worker by enshrining the restriction that there shall be no reprisal against the refusing worker.

Workers in a correctional institution have limited rights to refuse but it isn't a bar to exercising the right to refuse.

Under the Act, three important rights are implied in the intent of the legislation, specifically:

• the right to participate in your workplace health and safety;
• the right to know the hazards in the workplace;
• the right to refuse unsafe work.

A few tips to doing a work refusal correctly are:

• refusing worker immediately notifies supervisor of refusal under section 43 of the Act;
• the supervisor investigates the situation immediately in the worker's presence and their worker representative being present;
• during the investigation the refusing worker can't be reassigned other work;
• if resolved, get the facts and resolution in writing and return to work;
• if the worker still believes the issue is unresolved, and feels they have reasonable grounds to refuse, a Ministry of Labour inspector is notified.

Once the inspector is involved they will consult with the worker, supervisor and the worker representative.

The inspector will make findings and provide a written decision to either order remedial action or deem it safe to continue working. The worker can be assigned alternative work that is reasonable in the course of the investigation.

No other worker can be assigned the work being refused unless they are informed of the refusal and the specifics of the issues surrounding the refusal. This notification must be done in the presence of the worker representative.

Either party can appeal the inspector's order within 30 days to the Ontario Labour Relations Board.

If you have any further questions please feel free to contact a member of the Local Health and Safety Committee.

In solidarity, Emidio.

Fire safety committee

I attended the Central East CC as the co-chair of this sub-committee of the Provincial Health and Safety Committee.

It is quite a daunting task and includes input on training and equipment for the institutions in Ontario. As CO's we should all be up to date on this very important emergency aspect of our job. We are all responsible in an emergency fire situation for evacuation and preservation of life. The potential for fires in our setting can be a deadly tactic from the population we are in charge of and it can be a quick transition from the initial fire to the smoke filled range that has the potential for catastrophe. The need for drills, training and equipment will be an ongoing development and I hope to talk to you about the updated material as it is sent out.

In solidarity, Emidio.

Election results

As of May 15, 2005 your Local 234 Executive has been chosen by the membership.

The results are as follows:

• President- Emidio Casullo


• Vice-President(MHCC)- Fawad Dhami


• Vice-President(VCFW)- Shari Archdekin


• Treasurer- Kerry Maxwell


• Secretary- Nancy Hart-Day


• Chief Steward- John Kennedy

My sincerest congratulations and best wishes to all the members as we endeavour to gain the best contract possible during the next round of bargaining.

I hope this is the fastest way to get information out there so please visit often.

I will try to post information as it is available.

In Solidarity, Emidio.