Defeating a Rumour Mill,

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

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

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

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

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

In solidarity, Emidio.

Work refusal rights

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

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

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

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

A few tips to doing a work refusal correctly are:

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

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

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

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

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

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

In solidarity, Emidio.

Fire safety committee

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

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

In solidarity, Emidio.

Election results

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

The results are as follows:

• President- Emidio Casullo


• Vice-President(MHCC)- Fawad Dhami


• Vice-President(VCFW)- Shari Archdekin


• Treasurer- Kerry Maxwell


• Secretary- Nancy Hart-Day


• Chief Steward- John Kennedy

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

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

I will try to post information as it is available.

In Solidarity, Emidio.