News events of November 24, 2009

Good day readers.
An unfortunate turn of events today in Hamilton gives us cause to reflect on our chosen job.

Please understand that on any given day, anything can happen, so be alert on the inside and the outside. In consideration I also ask we practice the vigilance that keeps us safe at all times.

I have sent a note of support to Local 248 through their President, and, if you know anyone who is feeling stressed about it, please lend a hand.

In solidarity, Emidio.

Crossroads

Good day readers.

I came across this awesome signpost on another website and it made me think about the everyday atmosphere we are facing.

The fear, confusion and doubt about our new contract and the relationship between each other, the union and the employer is at the crossroads.

From my conversations with many of you some ideas have become routine areas of hope and wonder, and the first and foremost is that the issues need to be out on the table and problems solved together based on the wellness of the organization and solidarity of the union membership.

The first area that can be worked on is participation at all levels in your union so that you are aware of our structure and how your issues are handled.

Secondly, GET INVOLVED, INFORMED AND ACTIVE !!!

We have three years to get REORGANIZED for the next contract and ensure that this level of frustration doesn't happen again. Much to think about...

In solidarity, Emidio.

MERC team

Good day readers.

Get the message out, the MERC team posts info on their site...

www.correctionsmerc.com

In solidarity, Emidio.

Rollover agreement?

From the Local 234 Executive and fixed term employees working side by side as Correctional Officers to our brothers and sisters in every institution, classified or not, it is about time we get away from casualization of our work! No matter what deity you pray to!!

In solidarity, Emidio.

H1N1

Good day readers.
Here are some articles regarding CO's and flu shots

http://www.healthzone.ca/health/newsfeatures/swineflu/article/723825--ontari

http://www.torontosun.com/news/canada/2009/11/11/11706991-sun.html

More to come...
In solidarity, Emidio.

Sick time policy issues

Good day readers.

Many members are asking me about the policy and direction to follow and I offer the following opinions to the local as a whole.

The meetings are the employers to hold and as such are not an agreement between them and OPSEU. You have every right to ask questions, challenge the language and grieve the process and policy as a whole. The employer has been lax in answering questions regarding the program.

As I see it, you have two issues to deal with:

● Entry into the program; and,

● progression through the program.

Both situations have employer hosted meetings and it is imperative that you participate in them to raise your concerns and objections to effectively handle any grievances that may arise.

You may not agree with the process, the policy and the employer so you should actively participate in the meeting and document the process and follow up with your representative.

PRIOR TO A MEETING

Read the applicable program, the Duty to Accommodate and any other quoted policy and Act.

If you are unclear about what is happening find a representative who can explain it to you.

Arrange for the representative at the earliest possible moment to ensure you have a global view of the situation and have time to get documents in order. Be prepared!

THE MEETING

It is important for you and your representative to know who is taking notes. These should include who was there and the time and date the meeting occurred. These should eventually be part of the grievance process so please try to have them. It is imperative to start this process at the inclusion into any program as it begins the continuity of facts to draw from.

Due to the type of meeting, please ensure you have a representative who has knowledge of the issue and ask for confidentiality. This is important due to the experience level of having prior knowledge of what is happening and what has occurred previously in other cases. Also, if you have had meetings without a representative it is advisable to have the representative view what has happened to date to ensure you haven't missed a piece of the process and were dealt with fairly. The meeting will have preliminary discussion and may seem trivial or one-sided but it is advisable to ensure you understand what is happening and what you will be receiving as follow up in any case. If you leave the meeting and the follow up letter doesn't include a point of discussion send an email to clarify what was said.

Since this is a new program there are issues you should be raising and documenting in your notes and ensure the employer notes your points. If they don't, you can send an email confirming what was raised and left out.

Issues such as the following:

● objecting to the lower threshold of four occurrences or seven days, as it is unclear and inconsistent with the past threshold of 11.5 days and the rationale behind the 11.5 days as one of the highest ministry thresholds in the Ontario Public Service(OPS);

● that the employer is being political rather than treating staff across the OPS in a non-discriminatory way;

● that the threshold of four occurrences or seven days leads to the belief that the minimum trigger for inclusion and progression is seven days. The term is occurrences or days, not occurrences means days;

● that WSIB should not be included at any level;

● that the policy is perceived to be in bad faith in that it is contrary and, in essence, a denial of negotiated benefits for short term sickness and the accrual and use of attendance credits;

● that the policy is perceived to be by some as a case for constructive dismissal, in essence, your absenteeism can be the same year in and year out and under a threshold and now it is able to be used in a program as over a threshold.

Also, be aware that the employee side of the Provincial Joint Occupational Health and Safety Committee raised six points to discuss at the last meeting in October, three of which are:

● solely basing inclusion in the program on numbers of days absent without considering the cause;

● absences caused by disabilities shall have considerations with respect to the duty to accommodate;

● and consider the individual's circumstances on a case by case basis, including any provisions made in the duty to accommodate.

Don't be afraid to ask for accommodation if you require it or the Employee Assistance Program information and discuss the options clearly. You should be asking for consideration on the threshold based on the duty to accommodate. A copy of the policy should be at the meeting.

The last thing that should be clarified before you leave the meeting is whether you are being considered for termination, especially considering what level meeting you are at. Have it documented to put the issue to rest. If the employer states you are at risk, ask for it to be documented as part of the meeting and outline why. If the employer doesn't wish to write it down ask for it to be clarified in a follow up email.

These are simply my opinions on how to effectively handle these meetings until any decisions of the Grievance Settlement Board come down. I hope it helps.

In Solidarity, Emidio.

Happy Labour Day

Good day readers!

Just a quick note to say have a relaxing day if you are at home and a good shift if you are at work today.

In solidarity, Emidio.

Set adrift in a sea of discontent...

Good day readers!

Summer has finally shown us a few good days and a lot of wet days.

As many of you know I like to kayak. This was on a website I like reading. Being out in open water is quite a thrill at times.

Does this look like what you are going through with the new policies and the feeling you have to aim for the rocks because there is a spot to aim at?

Many members are asking questions and seeking a quick resolution but the answers really need to come from the source of the policies.

Make sure you read the new policies and ask for clarity in writing before you attend the meetings. Also:

1. If you feel aggrieved please speak to a steward about the grievance that was drafted for our local membership. Grieve at the start, not when you are in the levels and sinking.
   
2. Start planning your meetings and getting documentation regarding your medical issues. Talk to your doctor about what is going on.
3. Canvass the stewards and find one who is knowledgeable about the duty to accommodate, return to work, WSIB and disciplinary actions.
4. Know them as well.
5. Have a rep attend and explain the need for confidentiality!!
   
6. Don't fear calling in sick if you are truly sick. Someone will probably send you home anyway to avoid being sick themselves.
   
7. You still have the short-term and long-term coverage and it doesn't hurt to understand the EAP.
   

One thing I have been wondering though...does anyone else remember what the 11.5 day threshold was based on for our ministry?

In solidarity, Emidio.

Back in the game

Good day readers!

Many people asked why I haven't blogged in a while, and if I am still around after the month of May.

Rest assured I am back in the game, and I have some memories I can take with me of this time in corrections.

Good or bad, it is always interesting to watch the action and be part of it.

We have a new attack to deal with so let us begin...

Sick time policy
I thought the ministry and auditor were all up in arms about our sick time.
In essence, they made the case we have issues to deal with.
Now, someone leaks a document that shows we are only needing a little, as if the issue has gone away.
The issue is why are the averages high, not just that they are high.

Was the previous policy based on allotting thresholds for higher risk and averages?
Did the stress and risk go away?
Does a person working in a new building with little stress and contact with diseased persons living off the street get the old program? How nice...

The duty to accommodate still applies here, right?
Did the employer forget to include the unions' role as set out in the policy of the Human Rights Commission?
Does the threshold have a sliding scale? I hope so...

How are we supposed to have fulsome discussions about anything if we don't have access to meetings and our members are put through the levels as a result of being unable to attend due to absence?
How about the return to work issues?

I guess we will be grieving this all over again.

In solidarity, Emidio.

Surprise??

Canadian prison system 'at breaking point'

June 03, 2009
The Canadian Press
OTTAWA (Jun 3, 2009)


Canada's prison system is stretched to the breaking point and any sudden influx of new inmates would be "dangerous," says the federal correctional investigator.

Howard Sapers' stark warning yesterday comes amid concern that the Harper government's tough-on-crime agenda could swamp already-strained prisons.
Sapers said the country's 58 institutions are barely managing about 13,500 inmates and another 8,000 prisoners are under varying degrees of supervision on the outside.
Adding more inmates could tip the scales toward disaster, Sapers said.

In solidarity, Emidio.

Violence in the Workplace

Good day readers.

Proposed amendments to the Ontario Health and Safety Act specify harassment and violence as hazards.

This would require employers to identify the hazard and carry out prevention and response. Violence would be a reason for a refusal to do unsafe work.

The employer would need policies, measures and procedures for the assessment and management of the risks.

Employers would also have to assist and report incidents or threats and provide training to workers regarding the hazard.

In solidarity, Emidio.

CUT ME A SLICE

Good day readers.

Please check out the latest from the National Union of Public and General Employees

www.peoplesresponse.ca

In solidarity, Emidio.

OLRB DECISION-0476-09-U

0476-09-U The Crown in Right of Ontario as represented by The Ministry of Community Safety and Correctional Services, Applicant v. Ontario Public Service Employees Union, Ontario Public Service Employees Union, Local 234, and Emidio Casullo, Responding Parties.

BEFORE: Kevin Whitaker, Chair.

DECISION OF THE BOARD: May 16, 2009

1. This is an application under section 100 of the Labour Relations Act, 1995, S.O. 1995, c.1, as amended (the "Act") that was filed with the Board on May 14, 2009.

2. Having regard to the submissions of the parties and the agreement of the parties to the process used to adjudicate and dispose of this application, the Board makes the following findings of fact, declarations and orders:

i. Declares that OPSEU Local 234 encouraged and certain employees participated in an unlawful strike contrary to sections 81 and 79(1) of the Labour Relations Act, 1995;

ii. Orders and directs that Maplehurst employees represented by OPSEU Local 234 and OPSEU Local 234 and its officers, officials or agents cease and desist from encouraging an unlawful strike and/or participating in an unlawful strike;

iii. Orders and directs that the Maplehurst employees represented by OPSEU Local 234 not engage in an unlawful strike;

iv. Declares that a concerted refusal to work voluntary overtime and/or a concerted slow down relating to the movement of inmates within the institution for the purpose of facilitating their court appearance would constitute an unlawful strike;

v. Orders that the Maplehurst employees represented by Local 234 shall not engage in the concerted refusal to work voluntary overtime;

vi. Orders that Maplehurst employees represented by Local 234 shall not engage in a concerted slow down relating to the movement of inmates within the institution for the purpose of facilitating their court appearance;

vii. Orders and directs OPSEU Local 234 to communicate to the employees represented by OPSEU Local 234 that a concerted effort of refusing voluntary overtime and a concerted slow down relating to the movement of inmates within the institution for the purpose of facilitating their court appearance would constitute an unlawful strike;

viii. Orders and directs OPSEU Local 234 to provide a copy of the order of the Board to all employees represented by OPSEU Local 234;

ix. Orders and directs OPSEU Local 234 to post a notice setting out the order of the Board on the Union bulletin board at Maplehurst and provide a link on the Union Local 234 blog to the order of the Board;

x. That there are no orders and/or declarations and/or findings specifically against Emidio Casullo or any specific individual member of OPSEU Local 234;

xi. It is the position of OPSEU, OPSEU Local 234 and Emidio Casullo that neither the concerted refusal to work overtime, nor any slowdown of movement of inmates within the institution as alleged by the Employer in its Application, occurred for the purpose of delaying or interfering with the court appearance of any or all inmates;

xii. There shall be no discipline of any member of OPSEU Local 234 for any action or inaction for any matters related to the Application up to and including May 19, 2009;

xiii. That OPSEU Local 234 and Maplehurst employees represented by OPSEU Local 234 have issues regarding staffing, inmate capacity and health and safety;

xiv. That the Provincial Joint Health and Safety Committee will conduct an health and safety meeting at Maplehurst in order to deal solely with OPSEU Local 234 health and safety issues as noted in paragraph xi above, to be held within 45 days hereof. The subject matter of the health and safety meeting will include, but is not limited to, issues related to the safe and expeditious movement of inmates within the institution;

xv. That the Ministry Employee Relations Committee (MERC) will conduct a meeting at Maplehurst in order to deal solely with OPSEU Local 234 staffing, inmate capacity issues and concerns, to be held within 45 days hereof. The Employer will consider any request that OPSEU Local 234 be made a priority in terms of implementing the Letter of Understanding dealing with Roll Overs;

xvi. That there will be a meeting of the local Joint Health and Safety Committee scheduled for May 19, 2009 to discuss the issue of the process associated with releasing inmates to the day room for purposes of pick up and escort to A and D;

xvii. That the employees, Employer and Union have rights, responsibilities and obligations under the Occupational Health and Safety Act and that nothing herein restricts or prejudices those rights, responsibilities and obligations;

xviii. That the Board is seized with this order and its enforcement and either party may request that this matter be heard by the Board expeditiously.

"Kevin Whitaker"
for the Board
2

NOTICE TO MEMBERS OF LOCAL 234

Good day readers.

Further to the posting in the workplace I am posting this update.
On May 14, 2009 at the Ontario Labour Relations Board a decision was made in the matter of File number 0476-09-U.
As directed to take all reasonable steps in bringing this decision to your attention please read the email sent to you by the employer and if you require a copy please ask me at work.

NOTICE TO MEMBERS OF LOCAL 234
Thursday, May 14, 2009

An emergency meeting of the steward body occurred today and we so advise the following:
1. The Crown in Right of Ontario has served OPSEU, Local 234 and the President of the Local by name to appear before the Labour Board tomorrow.

2. The Local Executive advises that any refusal by staff, in combination or in concert or in accordance with a common understanding, to slow down processing of inmates for court and / or refusal to work overtime is, in law, an unlawful strike.

3. We also advise that staff who engage in unlawful strike activity may be disciplined by the employer up to and including dismissal, subject to the grievance process and just cause provisions.


As such, I am advising the members to sign up for overtime if you so choose. I also advise that if you are able to notify anyone who is at home of this notice to please do so.

Finally, I advise the members to work in a safe and expeditious manner in day-to-day operations.

If a health and safety issue arises that is of imminent danger please advise your manager and follow the procedures as outlined in the Ontario Health and Safety Act.

In Solidarity,
Emidio Casullo.

Meeting Tuesday, May 26, 2009.

Good day readers.

As a result of the meeting held May 12, 2009, we have set meetings to further update the members.

Date: Tuesday, May 26, 2009
Location: Best Western Milton.

Stewards meeting at 1830 hrs, and,
General Membership meeting at 2000 hrs.

The agenda is as follows:

1. Call to order.
2. Statement of respect.
3. Update on the status of the issues and labour relations.
4. New business.
5. Adjournment.

In solidarity, Emidio.

CTO, CWWA and HPro3 and actors

Good day readers!!

It was great to have a March break and rest for the battle that the employer has touched off.

Figures that someone would do this by memo from afar so this is what was hand delivered face to face to the Vanier Superintendent, with a similar letter to Maplehurst. The Bailiff boss was sent one as well by email ...

" As you may be aware, the employer unilaterally withdrew Correctional Officers and Bailiff's ability to accrue compensating time for overtime worked. This has caused an undue financial burden by paying out members earned time in one check without their involvement or planning.

Some members will now have issues to deal with as a result of this decision, and our local Executive is shocked that this decision was done without local contact, consultation or a transition period. Our local labour relations have been built on communication and a level of professional respect. The manner in which this change in policy was done undermines that ability to build on our past achievements.

The employees affected by this change will now have issues, namely:

• To utilize accommodations where CTO could have been used,
• Unclassified staff are going to lose hours and possibly rollover status,
• Staff will lose pay and time off for stress relief to offset sick time losses due to the inability to top up sick time benefits,
• Further feelings of harassment and discrimination by an employer who feels sick time is a central part of our work mentality, in essence, convincing us we are bad employees.

Effective today Friday, March 27, 2009, I am providing you with formal written notice of Local 234's withdrawal from the compressed work week agreements in place for Correctional Officers at the Vanier Centre in ninety days.

Furthermore, we are advising our members to withdraw from using the HPRO3 when making themselves available for overtime. This will take effect in thirty days. We are also asking members to step down from any and all acting assignments immediately.

Please feel free to contact me, as we are interested in assisting you in devising eight hour based schedules that provide for the health and safety of the members.

Sincerely,

Emidio Casullo

President, Local 234

OPSEU"

In following with this, Local 234 will have an emergency meeting on Tuesday with two sessions, one at 1700 hours and one at 1930 hrs, for night shift and day shift to have questions answered. Please check the right side column for details.

In solidarity, Emidio.

Local 234 Voting

Good day to all who are reading, whether you are union or not.

As the Local voting is coming to a close this Wednesday night I wish to thank the members who attended our emergency meeting on Tuesday evening. Everyone expressed their views respectfully and with passion and I hope every Local gets to do the same by Friday.

The bargaining team position was reiterated and discussed at length. It was great to hear opposing views and the usual intelligent discussion by all. It affirms my faith in our Local and our ability to deal with anything that will come our way. I stated my beliefs openly and hope everyone left with their questions answered, because the members deserve it. Time will tell in the results, which will hopefully be revealed Saturday evening.

The time period since Sunday to now has been a wild ride for all of us and I am delighted to see all the Local blogs expressing the views of Presidents, members and a person named anonymous in the comments who has lots of time to write. We are always joking about which comments are from managers since we know they are reading.

When I started this blog process, and let others know what I was doing, I was hopeful it would be the way for Locals to be in contact over long distances. It ensures our division is faster to react and could potentially set the course for our division and for OPSEU leaders to be transparent and share information right away. Not every leader is doing it yet, but it should come.

As always, be careful of hype and think for yourself!

Some argue it may be detrimental to strategy and labour relations for the employer to read our views, but at least they are getting a better handle on how we have a brain of our own and aren't automatons. Many times we have solutions that they don't.

Perhaps the employer will also see what information isn't making its way to policy makers, such as how many casuals are looking for full time jobs at our Local and have worked forty hour weeks for more than three years.

In closing, I would like to reiterate to the Local, and the division at large, that we keep up the momentum no matter what the results. Above all else, if the contract is ratified, we have a lot of work ahead of us to protect our members.

In solidarity, Emidio.

EMERGENCY MEETINGS AND VOTE

EMERGENCY INFORMATION

MEETING

TUESDAY, MARCH 3RD, 2009

BEST WESTERN

161 CHISHOLM DRIVE

MILTON, ONTARIO

1600-2100 HRS

DROP-IN FORMAT FOR QUESTIONS

VOTING DAY

WEDNESDAY, MARCH 4TH, 2009

MILTON MEMBERSHIP CENTRE

42 BRONTE STREET SOUTH, UNIT A10

0630-2000 HRS

In solidarity, Emidio.

Big thanks for the Friday Rallies

Good day, brothers and sisters!!
I wish to thank all the members from Local 234 and the Locals from Region 2 and The GTA jails for the various rallies we attended on Friday, February 27th, 2009.

The day started at Central Region Office at 0900 hrs to protest the suspensions of members and the show of solidarity throughout our locals.

We headed to Waterdown next to picket the office of Ted McMeekin, Liberal MPP, and the apparent controller of the purse strings.

Next we headed to Joyce Savoline's office, Tory MPP, to deliver seat cushions and ask her if she would like to do our cushy job.

Finally, we headed back to our local for an announcement of solidarity and a parade.

Once again thanks to everyone for braving rain, cold and wind for the show of support.

We showed how, as a division, we are...

In solidarity, Emidio.

Tentative Offer for Corrections

Great Day!!

Looks like we have a tentative deal.

Keep checking the OPSEU website for the details...will be updated with the details.

In solidarity, Emidio.

Letter from Smokey Thomas

Dear sisters and brothers,

As you know, our 6,200 members of the Corrections bargaining unit are without a collective agreement.The Ontario government is trying to push through a sick time plan that would penalize two classifications in the bargaining unit, correctional officers and youth workers, for taking more than five sick days a year.

If the employer is successful with its punitive sick plan, all OPSEU members in the Corrections bargaining unit and the entire OPSEU membership in the Ontario Public Service (OPS) are next.The Corrections Bargaining Team has been clear that its goal is to come to a negotiated settlement. However, the employer’s position at the bargaining table fails to address long-standing and systemic problems with working conditions in corrections facilities and community offices.

The Corrections Team has the full backing of the union as they pursue a fair settlement for their members.The Ministry of Government Services is in the midst of conducting the 2009 Ontario Public Service Employment Survey.We ask all OPSEU members in the OPS to not participate in any or all voluntary activities of the employer’s, including the completion of the OPS Employment Survey, until such time as Corrections has a negotiated settlement.

Please pass this guidance along to your members in OPS worksites.

Thank you in advance for your solidarity and support of our Corrections sisters and brothers so they can reach a fair and reasonable settlement.

In solidarity,
Warren (Smokey) Thomas
President, OPSEU.

Local news

Good day, brothers and sisters.

News from our meeting last night is that the three motions passed and we have a new chief steward, Laura Josephson.

Congratulations to Laura from the local executive and keep up the great work you have been doing.

Also, a GSB decision by Felicity Briggs from last week regarding overtime remedy is being distributed, and supports our position of financial remedy as per the Lee decision, not a shift at another time. When it is online, I will post a link.

Mobilizing
There are a few spots left for this Friday's rally trips and we hope you attend one at some point. Get a hold of me or Jim Richards to confirm a spot for one of the following:

• One trip is for the morning and will leave Milton around 0730 and return by 1030.
• The second trip is leaving at 1030 from Milton and returning later in the evening, much later.

The transport and food will be taken care of and all we ask is that you dress warm.

Please make sure your local contact information is up to date and let everyone know the site is up as things seem to happen quickly and I will try to keep it up to speed.

In solidarity, Emidio.

February 20th rally

Good day everyone.

The sign says it all.

Thanks to Local 517 and Local 530 and to the members from Local 234 who took the day to protest the unfair treatment this employer is trying to call bargaining.

Thanks also to the board members and Dan Sidsworth from our MERC for their support on a cold and windy day.

Please check out the Local 530 site for a cool little video...

In solidarity, Emidio.

Indoor Air Quality Reports

Good day brothers and sisters.

In an effort to file proper reports for health and safety, we ask you to submit any issues with air quality in your area to the committee with the following information included:

Initial Data
Name-
Position-
Location of concern-
Shift worked in the area-
Number of people in the area-
Nature of complaint-
Details-circle any of the following
cough, sneezing, shortness of breath, asthma, bronchitis,
sore throat, watery eyes, nausea, rash, hives,
dizziness, headaches, other_____
Please explain any items circled:


When did the symptoms start?
How often do they occur?
What time of the day do they usually start?
What time of the day are they the worst?
Is there any time you are symptom-free?
What details, if any, can aggravate the symptoms?
When the symptoms first started, had anything changed in the building (construction, renovation, new carpet, new furniture, etc...)?

Are there any other details that you feel may help in resolving air quality issues?

Please forward these as soon as possible if there is an issue and ask about WSIB exposure forms as well.

In solidarity, Emidio.

Improved conditions will reduce sick time!!

Letter to the editor, Simcoe Reformer.

I am not a hero and you won't hear about me in the paper.
I am trained in first aid, but I am not a paramedic.
I am trained in fighting fires, but I am not a firefighter.
I deal daily with stress, but I am not a soldier.
I keep the community safe, but I am not a police officer.
I have stopped suicides, broke up fights, and been assaulted.
My family has been threatened, and I have helped stop a riot.
Judges call some of my workplaces twice as bad as others.
Amnesty International calls for improved conditions.

I work in the provincial correctional system.
I help to rehabilitate those in my correctional facility.
Former clients have gone on to train professional athletes, become city councillors, and lead productive lives. Many other clients have anger, addiction and mental health issues.
During my working day I can be exposed to volatile and dangerous situations.

The Ontario government presently is in contract talks with my union, OPSEU.
They want sick time reduced, and so do I.
I think improving conditions that cause sick time will reduce it.
The government just wants to reduce our coverage.
Sick time in a normal workplace shouldn't be abused.
Elevated sick time in an abnormal workplace shouldn't be seen as abuse.

If you were assaulted at work or put under the stress of death threats to you and your family would you want to be put under the additional stress of having no sick time?

This is a letter to the editor from a Sprucedale employee local 220 from Feb. 19\09

I urge you all to get political and get the word out there.
Liberal MPP's need to hear from their constituency and their opposition party on the issue.

In solidarity, Emidio.

Videos

Good day everyone.

Still no update from the table but two videos every administrator and politician who hasn't walked the line should see...and understand!




and this great ad




A CO's experience isn't different from day to day with violence, death and the aftermath of blood and other body fluids being left behind to remind us of the day?

Harsh, I know, but let's be real here...

In solidarity, Emidio.

New Week

Good day brothers and sisters.

A new week in the bargaining process is underway and the team has stated they are returning to the table. Meanwhile, the employer has issued a notice to negotiate essential services agreements as a matter of process.

I would suggest it is a tactic to intimidate us into accepting an offer to avoid a strike and I hope you will see through that manoeuvre.

If a strike is unavoidable you will know it.

In the meantime keep working to health and safety to show the employer what is essential to do our jobs.

This week I ask you to contact the Liberal Party of Ontario in your riding and express that you as a union member will no longer support their candidates. Get involved in the riding and make your presence felt.

After all, there is a point when you can't laugh it off anymore...

In solidarity, Emidio.

Youtube videos

Good day brothers and sisters.

As we are in a work to safety I thought I could pass along some interesting video about why we need to respond to patronizing comments from people who think our job is easy.



The next time someone tells you we don't need a security mentality to do this job, think again.

The next time someone who doesn't deal with the inmate's face to face hostility says we are overly security-minded, think again.

Why do they want you to drop your guard?
Have they ever fought for their life?

The next time managers try to sell you a line about why it can't happen here, think again.

When you entrust the wrong inmates with access to unit cleaning status, deny maximum security settings or can't understand why doors should be closed, think again.

When you bitch at an officer for keeping the flow safe, think again.

When you don't see the danger and risk, what next?

Don't think this can only happen in American jails, after all, the gang-banger wannabes are going to be, as our trainers are saying.

Ask staff from CNCC, Guelph, Niagara, Hamilton or Maplehurst to name a few.

RIOTS ARE REAL!

Anywhere there are inmates en mass, there is a chance for all hell to break loose.
We happen to be the gatekeepers so keep the gates strong and secure.

In solidarity, Emidio.

Contract talks

Good day brothers and sisters.

The week begins with information from the bargaining team that they have been at the table last week and that they plan to keep negotiating this week. We hope that there is progress being made and hope that an update will be shared as soon as possible.

I am asking all members of the Local to follow these guidelines:

• be careful of spreading rumours that have no merit,
• demand your rights under the collective agreement,
• document your health and safety concerns,
• and work to the safest way under the standing orders.

The next week should be interesting, so please keep checking the OPSEU website and sites from the various locals.

In solidarity, Emidio.

Passings

It is with a heavy heart that our local is fighting through the day.

With the everyday stress of our job and the contract negotiations we also add the loss of a fellow CO from Maplehurst.

Steve Dickson will be missed by all those who knew him.

Please take the time to reflect on what is important in life and those we have our special bonds with. Support each other.

Time for a CO is counted on a shorter scale as we cram more into our lives knowing what we can lose just by showing up to work.

It is our way.

It is what makes us run to assist each other and stand together in bad times.

It is what solidarity is about.

We need it now, more than ever.

Sincerely, in solidarity, Emidio.

Voting results are in!

Good day, brothers and sisters.

We have had a vote and the results are in.

It is time to get ready for the next phase.

I thank the members who helped mobilize the local and I extend to the bargaining team a good luck wish to get us a good contract.

As more info becomes available it will be posted.

Take care.

In solidarity, Emidio.

Voting Info

OPSEU LOCAL 234 VOTES

JANUARY 28, 2009

0630-2030 HRS
MILTON MEMBERSHIP CENTRE
42 BRONTE ST SOUTH, STE A-10
MILTON, ONTARIO PH. 905-693-9329


ALTERNATE TIMES AND DATES IF YOU CAN'T BE THERE

JANUARY 27-

WATERLOO INN- ROSEDALE,
475 KING ST. N, WATERLOO
1000-2000 HRS, PH. 519-884-0220 OR

GUELPH REGIONAL OFFICE,
400A SPEEDVALE AVE. W, GUELPH,
0800-1900 HRS, PH. 519-837-3330

JANUARY 29-

TONY ROSE MEMORIAL SPORTS CENTRE, BANQUET HALL,
40 FEAD STREET, ORANGEVILLE
1600-2000 HRS, PH. 519-941-0120 OR

CENTURY GARDENS LAWN BOWLING CLUB,
340 VODDEN ST. E., BRAMPTON
0700-2000 HRS, PH.905-874-2814


PLEASE HAVE I.D. AND TELL THEM YOU ARE FROM LOCAL 234.

In Solidarity, Emidio.

NO WAY!!!

JUST SAY NO!!! TO THIS OFFER

At the end of January you will be voting on the future four years.
The Corrections bargaining team recommends you vote no to the
initial and only offer from the employer at the corrections table.

Why, you may ask?

Please follow the list:
● This isn't negotiated, it is the employers' offer.
● Bailiffs, Rec. staff and Industrial Officers were left out, again.
● We don't get anything unless we agree to the sick time plan.
● If we fail to meet averages set by the employer we go to their plan.
● You start with a one time bank of 60 hours, not 60 hours per year.
● You accrue five hours a month if perfect attendance is reached.
● You can carry over 144 hours but you can't reach that in the first year.
● You can only cash out at 50% what is over 144 hours.
● Short-term disability then goes to a private carrier, on their timeliness.
● You submit information to a private, for-profit company. Will they pay?
● If the parties don't submit paperwork on time, do you get paid on time?
● If you don't have credits, you don't get paid!!
● If the carrier denies your claim you have to repay the employer.
● You may have to pay premiums to enjoy?? this benefit.

If you are unclassified, or enjoy the overtime opportunities, or like
the healthy environment you are already in what happens next?

Hours dwindle for schedules, OT dries up, and members who
should be home recuperating end up coming to work.
Staff who have the flu or a cold come to work and “presenteeism”
rates, staff sick at work, cause you to be sick and use credits.

And don't be impressed by the promise of 250 rollovers.
The MERC negotiated more than that in the last few years.
Why settle on such a small number like that?

VOTE NO!!! to receive better!!!

In solidarity, Emidio.

JUST SAY NO!

Good day, brothers and sisters.

The following link will give you the reason why this offer should be turned down...

http://www.opseu.org/ops/barg2008/tabletalk/table-talk-update-corrections-jan6-2009.htm

It only takes a few minutes to read, and it will be the most important choice you make, so be informed!

Don't be fooled by a plea to settle to avoid a strike.
We are not in a strike position and the teams are not negotiating to get a strike.

A "NO" VOTE MEANS WE WANT TO NEGOTIATE!!!

WE WANT OUR ISSUES RESOLVED TOO!!!

NO DOESN'T MEAN WE ARE GOING TO STRIKE!!!
NO MEANS WE ARE READY TO FIGHT!!!

Remember that all the things you think are good in this offer are paid for by selling out our part in the short term sickness plan that nurses, maintenance and office staff will still have.

In as blunt a manner as I can put it, the offer means take a long term hit for little gained!!!

Why?

• Casual hours will be reduced if staff don't use sick time they need,
• You will pay premiums for a benefit you won't want to use,
• You might not get paid if you do get sick, and,
• If the employer drags their heels in processing their part of a sick time claim you might not get paid for months.

As for the casual rollover language, why limit it to 250 when we can justify more than that. We've rolled over more than that in the last few years.

We need to fight for job security so that all of our officers are full time, just like the police.

I don't want a discount store version anymore!

When you vote...

JUST SAY NO!!!

In solidarity, Emidio.

NO, NO, NO!!!

Good day, brothers and sisters!

Seems like old times.
I am getting my strike clothes in the wash.
I have a number of new toys for the picket lines.
Do you?

Why, you may ask?

IT IS TIME TO VOTE NO!!!
THIS IS AN ASSAULT ON YOU AND YOUR CO-WORKERS!!!
IT IS NOT THE UNION'S FAULT IF SICK-TIME IS HIGH!!!
THIS IS BAD NOW AND FOR THE FUTURE OF OUR YOUNGEST MEMBERS!!!

If this isn't bad enough, managers at CECC appear to be doing blue flues to show the employer the problems in the business too.

Do you think they finally realize who's next??

Hope the message is getting through!!!

We can't let the vulnerable be attacked!!!

Vote no for this first offer, as the team hasn't endorsed this as a bargained agreement!

For more information, please go to the OPSEU website for the latest and the offer that is posted.

In solidarity, Emidio.