Local 234 The Turnkey Daily

GENERAL MEMBERSHIP MEETING

2010-02-16T19:02:00.002-05:00

Good day readers.

The next meeting is:

TUESDAY, MARCH 2nd, 2010 at 1930 hrs

at the Best Western Milton.

The agenda is posted in the workplace and will be at the meeting.

Please ask a steward if you can't find a copy.

In solidarity, Emidio.

News events of November 24, 2009

2009-11-24T15:39:00.001-05:00

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

2009-11-21T10:42:00.002-05:00

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

2009-11-16T18:47:00.002-05:00

Good day readers.

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

www.correctionsmerc.com

In solidarity, Emidio.

Rollover agreement?

2009-11-15T11:34:00.005-05:00

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

2009-11-11T18:28:00.002-05:00

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

2009-11-05T01:00:00.002-05:00

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

2009-09-07T11:42:00.002-04:00

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...

2009-08-19T17:37:00.003-04:00

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:

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.
Start planning your meetings and getting documentation regarding your medical issues. Talk to your doctor about what is going on.
Canvass the stewards and find one who is knowledgeable about the duty to accommodate, return to work, WSIB and disciplinary actions.
Know them as well.
Have a rep attend and explain the need for confidentiality!!
Don't fear calling in sick if you are truly sick. Someone will probably send you home anyway to avoid being sick themselves.
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

2009-07-13T12:30:00.004-04:00

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??

2009-06-03T11:57:00.001-04:00

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

2009-05-26T13:05:00.003-04:00

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

2009-05-26T13:02:00.001-04:00

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

2009-05-19T06:55:00.003-04:00

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

2009-05-15T10:13:00.003-04:00

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.

2009-05-14T00:44:00.002-04:00

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:

Call to order.
Statement of respect.
Update on the status of the issues and labour relations.
New business.
Adjournment.

In solidarity, Emidio.

CTO, CWWA and HPro3 and actors

2009-03-30T11:16:00.003-04:00

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

2009-03-04T19:21:00.003-05:00

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

2009-03-02T20:44:00.005-05:00

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

2009-03-01T10:29:00.008-05:00

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

2009-03-01T10:12:00.002-05:00

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

2009-02-25T19:46:00.002-05:00

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

2009-02-25T18:50:00.003-05:00

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

2009-02-22T18:38:00.003-05:00

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

2009-02-21T15:58:00.002-05:00

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!!

2009-02-21T15:48:00.002-05:00

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

2009-02-18T17:01:00.003-05:00

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

2009-02-17T09:06:00.004-05:00

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

2009-02-11T11:15:00.004-05:00

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

2009-02-09T10:23:00.003-05:00

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

2009-02-05T21:56:00.004-05:00

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!

2009-02-02T17:28:00.002-05:00

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

2009-01-19T11:50:00.002-05:00

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!!!

2009-01-08T22:46:00.003-05:00

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!

2009-01-07T22:24:00.002-05:00

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!!!

2009-01-06T19:43:00.007-05:00

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.

Deadline day!

2008-12-23T18:11:00.003-05:00

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:

Surplus factor 80
Termination rights
Reasonable efforts to find you work
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!!

2008-12-20T21:45:00.002-05:00

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.

2008-12-17T14:48:00.003-05:00

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

2008-12-11T15:30:00.003-05:00

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

2008-12-01T22:48:00.003-05:00

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

2008-11-24T18:01:00.003-05:00

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

2008-11-11T20:06:00.006-05:00

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!!

2008-11-10T20:00:00.010-05:00

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!!

2008-11-06T21:48:00.003-05:00

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

2008-10-28T18:54:00.004-04:00

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

2008-10-16T23:16:00.004-04:00

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

2008-09-26T18:18:00.002-04:00

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

2008-09-21T21:06:00.003-04:00

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...

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.
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.
Divisional meetings for OPSEU, where the MERC team and Provincial Health and Safety Committee will be elected.
BARGAINING!!! of course, since everyone is asking me.
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

2008-08-04T18:03:00.003-04:00

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:

Call to order
Statement of respect
Background information about unclassified issues
Update on positions on both sides of the facility
Future discussions and directions to pursue
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...

2008-07-27T20:44:00.002-04:00

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?

2008-07-23T12:11:00.002-04:00

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

2008-07-16T10:16:00.003-04:00

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.

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.
It is still based on signing onto a computer and picking your availability.
Hiring is based on hours already accumulated, least first with respect to classification.
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.
The entries are now supposed to be done in real-time, not two days after the fact.
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.
The new protocol is supposed to be easier to use and the employer shouldn't be making mistakes.
The new Hpro3 has a wait time between calls which differs from the original Hpro3.
The protocol is still able to be viewed by members to see if they were bypassed.
The new protocol allows for a change to availability from the local standards down to eight hours.
The new protocol allows for a four month sliding scale, not a six month total.
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;

Call to order
Statement of respect
Opening statements by President
Invited guest, MERC chair
Hpro3 discussion
Adjournment.

In solidarity, Emidio.

Rollovers and HPro3

2008-07-03T16:47:00.005-04:00

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

2008-07-02T19:28:00.003-04:00

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

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.
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.
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.
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.
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

2008-06-25T10:40:00.004-04:00

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

2008-06-18T09:59:00.003-04:00

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

2008-06-09T17:35:00.004-04:00

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

2008-06-09T15:25:00.003-04:00

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?

2008-06-05T13:14:00.003-04:00

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

2008-06-03T00:08:00.003-04:00

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,

2008-05-28T10:24:00.005-04:00

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

2008-05-24T10:20:00.003-04:00

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

2008-05-22T19:13:00.003-04:00

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

2008-05-19T20:11:00.002-04:00

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.