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.