OPSEU Local 440

2010-03-29T18:50:00.001-04:00

With heavy hearts, staff from Local 440 (St.Lawrence Valley Correctional & Treatment Centre/Brockville Jail) announce the sudden passing of C.O. Howie Greer. Howie began his career in Corrections at the Perth Jail. From there he transferred to OCDC. Upon the expansion of the Rideau Correctional & Treatment Centre, Howie transferred to Rideau, then moved on to the Brockville Jail after Rideau's closure. Howie then transferred over to the St. Lawrence Valley Correctional and Treatment Centre in Brockville. Our deepest sympathies go out to his wife Angie and their two daughters, Ciara and Shannon.

From the Barclay Funeral Home in Brockville ON -

"Entered into rest at his residence on Saturday March 27, 2010. Howard Kenneth Greer of Brockville age 51 years. Beloved husband of Angela (Curran) Greer, loving father of Ciara and Shannon. Dear son of Kenneth and Muriel (Warrington) Greer, brother of Jeffrey Greer and Patti Greer (Christopher Strong). Survived by his mother-in-law Pauline Curran, his sister-in-law Cindy Cummings (Ernie), his brother-in-law Raymond Curran and nieces Sydney and Megan Greer, Lilli Strong, Julie and Lisa Cummings, Rebecca Curran and his nephews Davidson Strong and Jake Curran. Also survived by several aunts, uncles, cousins, and best friends Ken and Heather Adams, Don and Helen Desjardine, all of his Rock Lake hunting buddies, his Govan Lake fishing buddies and all of his co-workers and friends. Howie will be missed by his loving dogs Lady and Boots. Predeceased by his father-in-law Raymond Curran.

Family and friends may call at the Barclay Funeral Home 137 Pearl St. East, Brockville on Tuesday from 2-4 & 7- 9 p.m. The Funeral Service will be held in the Chapel on Wednesday March 31, 2010 at 11 a.m. In memoriams to the Heart & Stroke Foundation would be gratefully acknowledged by the family."

General Membership Meeting

2010-03-12T07:39:00.001-05:00

TO ALL LOCAL 440 MEMBERS.
NEXT GENERAL MEMBERSHIP MEETING IS
MARCH 24TH, 2010
1900HRS AT THE BROCKVILLE REGIONAL OFFICE.AGENDA INCLUDES BYLAW ADOPTION AND CONVENTION DELEGATES.
Gareth Jones VP, Local 440.

ASMPP News

2010-02-14T13:17:00.001-05:00

GSB#2009-2821 & Appendix “A”
UNION#2009-0368-0190 & Appendix “A”
IN THE MATTER OF AN ARBITRATION
Under
THE CROWN EMPLOYEES COLLECTIVE BARGAINING ACT
Before
THE GRIEVANCE SETTLEMENT BOARD
BETWEEN
Ontario Public Service Employees Union
(Benko et al) Union
- and -
The Crown in Right of Ontario
(Ministry of Community Safety and Correctional Services/
Ministry of Children and Youth Services) Employer
BEFORE Brian M. Keller Vice-Chair
FOR THE UNION Brian Gould
Ontario Public Service Employees Union
OPS Supervisor
FOR THE EMPLOYER Lori Aselstine
Ministry of Government Services
Director Employee Relations
HEARING January 28, 2010.
Decision
[1] The Union filed a number of grievances, on behalf of its members, dealing with the
Attendance Support and Management Pilot Program. Given the number of
grievances, and the importance of resolving this matter as expeditiously as possible,
the parties agreed on an expedited process to deal with the grievances. Essentially,
it was agreed that the parties would provide me with whatever materials they
considered relevant, and would then make submissions on the matter. I was asked
to, after considering the materials, as well as the submissions. issue a bottom line
decision, without reasons. I was requested, as well, to issue the decision in point
form, for ease of understanding based on the parties submissions. After considering
the submissions of the parties, as well as the documents submitted, I hereby make
the following Orders:
1. The Attendance and Support Management Office of the Ministry of
Government Services shall exercise reasonable discretion to deal with nonculpable
absenteeism on a case-by-case basis at progression through levels of
the program.
2. The Employer shall give proper consideration of implications arising under
the Ontario Human Rights Code and preclude the consideration of absences
that flow from a Disability as defined by the Code.
3. The Employer shall preclude the consideration of WSIB absences in making
any determination at Level 4 of the ASMPP.
4. In the event of a declared pandemic by the World Health Organization or the
Ontario Chief Medical Officer of Health, the Employer will consider whether
to suspend the ASMPP, and notify OPSEU of their decision.
5. The Parties shall meet to negotiate a dispute resolution process to deal with
grievances arising out of the ASMPP.
6. All of the grievances identified in Appendix A are hereby dismissed.
Dated at Toronto this 5th day of February 2010.
Brian M. Keller, Vice-Chair

2009-11-28T12:43:00.004-05:00

ROLLOVER AGREEMENT…November 27th, 2009
Greetings Presidents and Division

Please see attached Communiqué and agreement regarding rollovers.

In Sol., Corrections

Ministry of Community Safety and Correctional Services

Correctional Services Division Office of the Assistant Deputy Minister 16th Floor25 Grosvenor Street

MEMORANDUM TO: Superintendents

Correctional Managers

Correctional Officers

FROM: Marg Welch

Ministry MERC Co-Chair

Eduardo Almeida

OPSEU MERC Co-Chair

DATE: November 27, 2009

SUBJECT: Rollovers of Fixed Term Correctional Officers

As you may be aware, a joint Employer/Union Rollovers Committee, a subcommittee of Ministry Employee Relations Committee (MERC) recently reached an agreement for Rollovers in accordance with COR 9 of the Collective Agreement. A copy of the agreement is attached.

Members of this Committee met on several occasions to discuss various ideas, options, and recommendations concerning the Rollovers in order to the change the status of long-term fixed- term Correctional Officers to regular status and to fill existing vacancies

As a result of the agreement, by late December, Superintendents will provide notification to the Correctional Officers who will be rolled over into the regular service at each of the 31 institutions.

We would like to thank all of the members of the Rollover Committee for successfully reaching an agreement on the Rollovers. Our thanks are also extended to the fixed-term employees for their patience during this process.

Originals signed by: Marg Welch & Eduardo Almeida

Go To: http://correctionsmerc.com/ for Full Details of the Agreement

ROLLOVERS (from MERC Adult & Youth Website)

2009-11-24T07:46:00.001-05:00

11/23/09
ROLLOVER UPDATE… November 23rd, 2009

Greetings Presidents and Division,

We are happy to announce that we have come to an agreement regarding rollovers/COR 9 in the MCSCS Division.

We understand that there is much anticipation over this agreement, please be patient and details will follow soon.

In Sol., eddy

No Dalton Days, McGuinty Says Now

2009-11-19T09:56:00.001-05:00

11/18/09

Premier Blames Media for Fuelling Speculation

The Toronto Star Nov 18 2009

Robert Benzie

Premier Dalton McGuinty has popped his own trial balloon of using unpaid "Dalton Days" for public servants to slash Ontario's record $24.7 billion deficit.

After weeks of musing about reviving former NDP premier Bob Rae's "Rae Days" – even though the Supreme Court of Canada has since ruled that unilaterally reopening collective agreements is unconstitutional – McGuinty has backed down.
"I never said we were going to do that," the premier said Tuesday, blaming the media for fuelling speculation on how the Liberals would cut spending in the March budget.
"There's been lots of guessing and there's going to be all kinds of guessing between now and budget day, and speculation – that's a lot of fun. One of the things that life experience has taught me is that most guesses are wrong," he said.
Two weeks ago, while speaking to a business audience in Niagara-on-the-Lake, McGuinty lamented that the private sector has borne the brunt of the global recession while public servants have been "sheltered."
Asked about so-called Dalton Days on Nov. 4, he said: "I like the alliteration, but we're going to have to sit down with our public sector partners."
On Oct. 21, when asked if he would resurrect Rae's 1993 "social contract" that mandated 12 days of furlough, McGuinty coyly said: "We're just beginning this discussion."
The premier was unrepentant Tuesday after dangling the threat of Dalton Days for weeks.
"Why should I now say I'm not going to do something when I never said I was going to do it?" he said, emphasizing a special committee of six cabinet ministers and three backbench MPPs would study where government could find savings and report back to Finance Minister Dwight Duncan in time for the budget.
Ontario Federation of Labour president Wayne Samuelson said he has been assured there would be no forced unpaid holidays.
"They have said to me that they weren't going to do it. Having said that, they've said they are so many times that I'm a bit nervous," he said in an interview.
Samuelson said workers should find comfort in the 2007 Supreme Court decision striking down British Columbia legislation that dismantled union contracts and stripped job protection.
"A lot has happened since the early 1990s, a lot of water under the bridge. I think we've all learned a lot," said the OFL chief, whose organization represents 700,000 union members in the province.
Warren Thomas, president of the Ontario Public Service Employees Union (OPSEU), said labour plans to closely watch the government's cost-saving exercise.
"But I don't think there will be Dalton Days. I never, ever did think there'd be Dalton Days," said Thomas, who represents 130,000 public service workers.

IMPORTANT!!!

2009-11-10T17:20:00.002-05:00

General Membership Meeting/Elections

General Membership Meeting and Election of President/Executive/Stewards will be held Tuesday November 24th at 1900hrs at Regional Office on California Avenue.

Increase in Pension Contributions

2009-09-24T07:24:00.001-04:00

-----Original Message-----
From: OPSEU Communications Department
Sent: Friday, September 18, 2009 9:18 AM
To: @All OPSEU Employees; @All OPSEU Executive Board
Subject: OPSEU Executive Board endorses pension contribution increase

OPSEU Executive Board Endorses Pension Contribution Increase

The OPSEU Executive Board has endorsed recommendations by OPSEU Pension Trust trustees that there be a one per cent increase in contributions by OPT plan members in each of the next three years.

After lengthy discussions, the Executive Board made the decision to endorse the increased contributions due to the massive global economic downturn which placed the pension fund into deficit.

The increase will protect pension payments and benefits for plan members. Maintaining this protection was a major concern for both OPT trustees and the Executive Board.

The first one per cent increase will occur on January 1, 2010, and subsequent one per cent increases will occur on January 1, 2011 and January 1, 2012.

The OPT will review the status of the plan deficit annually, and will re-evaluate the increases if the plan moves out of deficit.

Only active OPT plan members are affected by these contribution increases. The increases do not apply to current retirees and deferred plan members, who will still receive their full pension and benefit entitlements.

SURPLUS FACTOR 80

2009-08-18T10:38:00.001-04:00

From OPTrust

Surplus Factor 80” Provision Approved by Plan’s Sponsors

Toronto (August 14, 2009) – OPSEU and the Government of Ontario have approved an amendment to the OPSEU Pension Plan extending the temporary “Surplus Factor 80” option for eligible members in the Ontario Public Service (OPS).
Surplus Factor 80 is an early retirement option that is available to eligible plan members who are permanently laid off. The provision allows affected members to qualify for an unreduced OPTrust pension if their age plus their credit in the Plan total 80 years or more by the time they leave their employment.
The plan amendment also enables employers and bargaining agents outside the OPS to negotiate agreements to provide a Surplus Factor 80 option to members in other bargaining units.
Surplus Factor 80 in the OPS
If you work in the OPS, you may qualify for the new Surplus Factor 80 provision, if:
• you are a member of the Plan and are covered by the Central Collective Agreement
• you receive a notice of layoff under the collective agreement and end your employment before January 1, 2013, and
• your age plus your credit in the Plan equal 80 years or more on the date your employment ends.
The new Surplus Factor 80 reflects changes in the OPS collective agreement ratified by OPSEU and the Government of Ontario in early 2009. The provision applies retroactively to eligible members who received a notice of layoff before February 26, 2009.
For members who receive a layoff notice after February 25, 2009, there is one additional eligibility requirement. For these members to qualify, the employer must provide OPTrust with confirmation that the layoff is consistent with the new OPS collective agreement. Under Appendix 17 of the collective agreement, a laid-off member is eligible for Surplus Factor 80 only if the available options for reassignment or redeployment to a permanent vacancy have been exhausted.
The additional cost to the Plan for the extended Surplus Factor 80 provision will be paid by the Government of Ontario.
Surplus Factor 80 in non-OPS bargaining units
For members of other bargaining units, employers and OPSEU may negotiate an agreement to provide access to the Surplus Factor 80 option or other similar provisions. In these cases, the parties must notify OPTrust of the terms of any such agreement.
Pension bridging
Plan members who receive a notice of layoff may also be able to “bridge” to an unreduced pension.
Like the Surplus Factor 80, bridging requires special provisions in your collective agreement. These provisions allow laid-off members to use leaves of absence, the surplus notice period and the period represented by their severance payments to reach their eligibility date for an unreduced pension.
Eligible members can use bridging to qualify for a pension under the Plan’s Factor 90 (age + credit = 90 years) or 60/20 (age 60, 20 years of credit) early retirement options. Where the necessary agreements are in place, bridging can also be used to qualify for a pension under Surplus Factor 80.
Eligible members in the OPS can use bridging to qualify for Surplus Factor 80 as well as Factor 90 and 60/20.
For more information
If you receive a notice of layoff and think you may be eligible for Surplus Factor 80 or pension bridging, please contact your human resources representative and OPTrust for more information.
• Contact OPTrust Member and Pensioner Services

Update from MERC .....

2009-08-12T11:10:00.003-04:00

Policy Grievance Update…
August 12th, 2009
Greetings Corrections

The union is forwarding two policy grievances;

One is being started due to management at CECC requesting ALL EMPLOYEES who were absent weekend of August 8th and 9th to retain doctors/sick notes. We encourage local executives, if the same thing has occurred in your work site to inform the grievance department so we can file ASAP.

The other Policy is in regards to the Attendance Support and Management Pilot Project (ASMPP).

WHY DOESN'T OPSEU HIRE THIS LAWYER??????
2009-08-07T06:39:00.005-04:00

The London Free Press - August 6/09

City's Attendance Policy Buried for 'Intimidation'

By JONATHAN SHER

An arbitrator has torpedoed efforts by London city hall to reduce high worker absenteeism, voiding an attendance policy adopted last year after a public uproar. Arbitrator Wesley Raynor, a former dean of the University of Western Ontario's law faculty, has ruled the policy could be used to intimidate employees to go to work even when they're legitimately sick or hurt. "Misleading employees with the threat of termination so that they come to work when they are ill is impermissible . . . the (policy) has crossed the line from proper encouragement to intimidation," he wrote. "The use of mandatory language, the repeated references to possible termination at each step, the limited explanation of the need for discretion and the factors to be considered when it is exercised . . . create a definite tone of intimidation." City officials asked Raynor to suggest changes rather than void it entirely. He chose the latter. The changes required were too major, Raynor wrote. City hall brass circulated an internal memo about the setback the day it occurred, July 29, but no public announcement was made. The ruling leaves London without an attendance policy for at least the next six months, chief administrative officer Jeff Fielding said this week. "We'll go back to the drawing board and redraft it," he told The Free Press. "It's clearly a setback." City hall has suspended a training program for managers on how to implement the attendance program, and until a new one is adopted, employees will be expected at work. "We'll have to depend upon the good graces of our employees," Fielding said. It was 18 months ago that Coun. Paul Van Meerbergen first questioned absenteeism after city brass tried to hire an attendance manager. A subsequent review by KPMG found city hall employees missed an average 19.4 days of work last year, more than double the national average of 9.7 days for civic workers compiled by Statistics Canada. Senior management began to implement a new attendance management policy just more than a year ago, a policy aimed only at employees who miss work because of legitimate illness or injury -- those with unexcused absences are subject to discipline. Under the now-voided policy, employees who missed more than six days of work in either half of the calendar year were flagged for review. Several later complained about being singled out, Fielding said. Under the terms of the program, managers were to help those with serious illness that might be deemed a disability, such as cancer or multiple sclerosis. But others, while offered help, were to be told to find ways to miss no more than six days in subsequent, half-year periods. If not, they'd face an escalating set of six meetings, which after three or more years, could lead to termination. Fielding acknowledged he had some concerns about the policy when it was drafted because it was overly legalistic. "I wasn't totally satisfied," he said. The new policy, which will be drafted in consultation with city hall unions, will include plainer language, he said. Despite the voiding of its policy, city hall has had some improvement since revelations about high absenteeism. Absentee rates among London firefighters plummeted last year, reaching levels not seen in a decade, a drop of 18.5% compared with 2007. "Drawing attention to the issue was probably the biggest factor," Fielding said. A day after the short-lived attendance policy was officially implemented, it was challenged by inside workers at city hall who form Local 101 of the Canadian Union of Public Employees. While the arbitrator's ruling dealt directly with that challenge, city hall has suspended the use of its attendance policy against all of its employees, which include 2,200 unionized and 300 non-unionized workers. The lawyer who represented the union over the policy was not available to comment yesterday.

MERC Team Meeting ......

2009-08-03T11:13:00.003-04:00

From the MERC Website .....
Lock Talk

A Publication of the OPSEU Corrections Division

August 5, 2009

Welcome to ASMPP
(Another Slipshod Ministry Pilot Program)

Starting Aug. 10, 2009, the employer will implement their new Attendance Support Management Pilot Project (ASMPP) to replace the Attendance Support Program (ASP).

The MCSCS and MCYS MERC teams met with the employer on July 29 as part of the new Joint Attendance Strategy and Implementation Committee (JASIC). However, the employer representatives appeared to be powerless and without the authority to make any type of decisions.

Both the MCSCS and the MCYS MERC Teams and OPSEU are extremely concerned with much of the content of the new ASMPP. We are also very aware of the overwhelming negative response and the many concerns expressed by corrections bargaining unit members when this program was announced .....

... Meanwhile, the employer continues to raise the issue of sick time with the union, while doing nothing to improve conditions that are the major factors behind attendance issues. Instead, they appear to be doing exactly the opposite. OPSEU has tabled and is emphatically addressing all of the concerns that have been raised about this punitive program, and we are awaiting responses from the employer. We also fully intend to put this policy to the test at the GSB and any other forums where it can and should be challenged.

OPSEU President Warren (Smokey) Thomas said that the government should re-think the ongoing battle they are waging against members in the OPS, especially those in Corrections.

“Our Corrections members do not throw in the towel at the first sign of a fight,” Thomas said. “The employer has learned this time and time again. If the employer needs another lesson in how strong our members can be, we are more than willing to show them.”

Stay tuned.

Management Not in Compliance with Policy Grievance Decision on the Attendance Support Program.

2009-07-12T08:15:00.004-04:00

Wednesday, July 8, 2009

(As Posted on T.W.D.C. Local 517Managements New Attendance Support and Management Pilot)

Program (ASMPP) is not in compliance with a Policy Grievance decision of GSB Vice Chair Abramsky regarding the Attendance Support Program. The local executive will be following up with this issue.

POLICY GRIEVANCE DECISION OF GSB VICE CHAIR ABRAMSKY, DATED MAY 31, 1999GSB #1925/96, 0341/98

Conclusion:The arbitrator concluded the ASP did not violate any article of the Collective Agreement or the Human Rights Code. However, the ASP did have to be rewritten so that the following are clear:1. Although the initial Ministry threshold for putting employees into the ASP is not unreasonable, more flexibility may be necessary within the Levels. In the Levels, a manager can and should, where necessary in order to accommodate a person’s illness or injury:-Set a personal absenteeism goal above the Ministry’s absenteeism threshold;-Reset an employee’s absenteeism goal based on new information;-Extend the time to a Level, including more than one extension at Level Three;-Where an employee with a disability leaves the ASP but it is anticipated they cannot meet the Ministry absenteeism average, management should establish a personal absenteeism threshold so that the employee does not face constantly re-entering the ASP.2. In job competition or other developmental situations, a person’s inclusion in the ASP or their accommodation may not be considered, although their attendance record may be.3. The ASP improperly treats a single 12-hour shift as an absence of 1.5 days. The ASP should be refined to minimize the discrepancy between 12-hour shift and 8-hour shift employees in arriving at the Ministry thresholds.

The New Attendance Support and Management Pilot Program

2009-06-28T14:04:00.001-04:00

The following document was "leaked" by management recently.

This is a management document and was not negotiated by the union. It falls under managements rights to come up with such a program and in so much, it is no different than the previous program, in that we have the right to grieve this management program.

The ASP committee has yet to meet, MERC has sent dates to management and we are waiting to hear back. I am sure that is where management first intended to present this document to us.

In other news; section 22 training started with staff today. This project is supposed to be rolled out to the province over the next year to give Presidents from corrections some training in defending our members.

In Solidarity,

MCSCS MERC

The NEW ASMPP Document

New Memorandum of Agreement:

2009-06-03T06:30:00.002-04:00

MEMORANDUM OF AGREEMENT
BETWEEN
ONTARIO PUBLIC SERVICE EMPLOYEES UNION
(OPSEU)
(MCSCS CORRECTIONS MERC)
AND
CROWN IN RIGHT OF ONTARIO AS REPRESENTED BY THE MINISTRY OF COMMUNITY SAFETY
AND CORRECTIONAL SERVICES
(“THE EMPLOYER”)

In an effort to improve labour relations, the parties have agreed to enter into this Memorandum of Agreement:

1. The Parties agree that local labour relations and business practices ought to be normalized.
2. The Union agrees to encourage its locals to rescind all notices recently served to their respective Superintendents.
3. Notice will be provided by the Union to the locals within three (3) business days of the signing of this Memorandum of Agreement.
4. The Employer agrees to accept the locals’ intent to rescind its notice of withdrawal from the local Compressed Work Week Agreement.

Signed this _____ day of _________, 2009

FOR THE UNION (OPSEU) FOR THE EMPLOYER (MCSCS)MCSCS CORRECTIONS MERC

8-Hour Shifts .......

2009-05-30T16:14:00.011-04:00

YOU WANT US TO SIGN ...... WHAT ?????

MEMORANDUM OF AGREEMENT

BETWEEN

ONTARIO PUBLIC SERVICE EMPLOYEE'S UNION, LOCAL __________

("THE UNION")

AND

CROWN IN RIGHT OF ONTARIO AS REPRESENTED BY THE MINISTRY OF

COMMUNITY SAFETY AND CORRECTIONAL SERVICES

("THE EMPLOYER")

"In an effort to improve labour relations, the parties have agreed to enter into this Memorandum of Agreement:

1. The Parties agree that local labour relations and business practices ought to be normalized.

2. The Parties agree that delaying courts, and not being available for work, including not signing up for overtime, is harmful to the normal business operations of the institution.

3. The Union agrees to direct their members to do the following:

a. perform their jobs efficiently and without delay;
there will be a complete discontinuance of "working safe"
which is slowing down preparation of inmates for court.

b. sign up for the HPRO computerized overtime distribution system, make themselves available for
overtime, and work overtime.

c. answer their telephones when called for overtime, as per the HPRO policy

d. (fixed-term employees - casuals) answer their telephones when called for shifts, particularly when they have not yet worked their 40 hours in that week.

e. work shift extensions.

f. return to their acting as operational managers (OM) positions.

g. return to their acting as associate trainers.

h. participate on ICITs.

i. participate on CETs.

j. return as offender programs facilitators.

4. The Employer will agree to accept the Union's intent to rescind its notice to withraw from the Compressed Work Week Agreement. This will allow Correctional Officers to continue with their current twelve (12) hour schedules.

5. The parties agree that upon a breach of this agreement, the Employer will provide the Union with a minimum of 15 days notice that it is accepting the Union's original notice of withdrawal from the Compressed Work Week Agreement."

Signed the ____day of ________2009, in ___________________.

FOR OPSEU LOCAL _________ : FOR THE EMPLOYER:

________________________ _______________________
________________________ _______________________
________________________ _______________________
________________________ _______________________

From TWDC

2009-05-25T06:36:00.001-04:00

Saturday, May 23, 2009

New Acting Managers At Toronto West Detention Centre????

We just received confirmation that managers, including acting managers, can still bank and use CTO. We need to thank our new acting managers at Toronto West Detention Centre for stepping up to the plate at this particular time. The full time managers will appreciate being able to take time off using CTO during the summer months because now they will have acting managers filling in for them.

Solid like soup!

From Local 467 (Quinte DC) Website

2009-05-17T06:46:00.003-04:00

May 2-8 2009 Social Worker’s Week
May 3-9 2009 Probation Officer’s Week
May 11-17 2009 National Nursing Week
May 10-16 2009 Police Officer Week
??? ???-?? ???? Correctional Officer Week

Occupationalism defined by Andrew D Carson (McGill University) is discriminatin against individuals based solely on their occupations. Occupationalism can be equated with other social ID’s such as Racism, Sexism, Ageism and Religious, Prejudice and bigotry,

This is very strange behaviour for a Deputy Minister (who) travels around the Province talking about diversity.

From The Toronto Star

2009-05-16T07:06:00.002-04:00

Delay in Getting Prisoners to Court on Time Riles Judge

May 15, 2009 10:46 AM

Brian Caldwell/ Liz Monteiro THE RECORD OF WATERLOO

KITCHENER – A judge has warned that he'll free prisoners on bail if they don't start getting to Kitchener on time for their court appearances.
"People who should be in jail are going to be on the street because the government can't get them to court," Justice James Ramsay said yesterday.
"That's going to happen and it's going to happen soon."
For the last two weeks, prisoners have arrived several hours late from the Maplehurst Detention Centre in Milton each day because of a work-to-rule campaign by jail guards.
Ramsay ordered the superintendent of the jail, Doug Dalgleish, to appear before him yesterday to explain the delays.
He also blasted jail guards — members of Local 234 of the Ontario Public Service Employees Union — and the provincial government for letting the situation drag on this long.
Ramsay said it's unfair, illegal and "every other thing in the book" to deny prisoners their right to appear for scheduled court proceedings.
"You can't just lock someone up and leave them there," he said. "That's not English justice."
Ramsay threatened to throw guards in jail for "deliberately interfering with the administration of justice" and warned some criminal cases might be tossed out because of delays.
Dennis Brown, a lawyer for the Ministry of the Attorney General, also appeared in court.
He said the province applied yesterday to the Ontario Labour Relations Board to have job actions by jail guards declared an "illegal strike" and to get an order forcing them to stop.
"Hopefully, it will be dealt with expeditiously," he said.
Dalgleish said the dispute stems from an agreement between guards and the government on overtime.
During negotiations that led to ratification of a new contract in March, he said, the province said it was planning to withdraw its consent for guards to bank overtime and use it for days off.
When the government followed through after the contract was settled, Dalgleish said, it led to a "groundswell of anger."
Guards have since been refusing overtime and meticulously following procedures for the transportation of prisoners.
Dalgleish said the union characterizes it as "working safe," while administrators consider it "working slow."
"I would say it's a sham," Ramsay shot back.
At least four local judges have voiced concerns about delays gumming up the court system, meaning cases start late or aren't reached at all.
While Ramsay was trying to get answers in Superior Court, Justice Gary Hearn ruled in Ontario Court down the street that the delays amount to contempt.
Deciding on a motion brought before him last week, he found the delays were "deliberate" and showed a "wilful refusal to comply with court orders."
Hearn didn't actually cite anyone for contempt, however, and is expected to deal with the issue again next week.
Despite talking tough, Ramsay also took no direct action. Instead, he put the union and the government on notice that he is running out of patience.
"That sounds likes the Ontario government I know," he said after being told how the province is handling the situation. "In other words, they aren't doing anything about people trampling on the rights of people who have already had their liberty taken away."
Ramsay said nobody seems concerned about the prisoners, whom he described as "mostly drug addicts," but he vowed to do what is necessary to protect their rights.
"I'm proposing to bide my time — but not for long," he said.
Union officials have not returned calls.

— Torstar News Service

From The Canadian Press

2009-05-16T06:54:00.002-04:00

May 15, 2009 Allison Jones And Keith Leslie, THE CANADIAN PRESS
The Canadian Press, 2009

TORONTO - Several judges across Ontario are slamming jail guards for delays in getting prisoners to courthouses, which they say has stalled trials and hearings, and the government has referred the issue to the province's labour relations board.
A bail hearing Friday in Brampton, Ont., for a veteran Ontario Provincial Police officer accused of corruption and fraud was delayed more than two hours because Sgt. Michael Rutigliano was the last prisoner brought to the court.
"I'm not sure what message was being sent," Ontario Court justice of the peace Neil Burgess said when the hearing scheduled for 9:30 a.m. got underway at 11:45 a.m.
Burgess said it was "reprehensible" and an "ongoing problem" that prisoner transfers are often delayed until noon.
"Something has to be done," he said. "We are confronted with this every single day."
Crown attorney Richard Peck replied that he would bring the matter to the attention of the attorney general's office.
There have been delays out of Maplehurst Correctional Complex and the Elgin Middlesex Detention centre near London, Ont., said Laura Blondeau, a spokeswoman for Correctional Services Minister Rick Bartolucci.
Prisoners making appearances at courts in several different regions are held at those detention centres.
In Kitchener, Ont., several judges have voiced concerns about the delays, including one judge who warned this week he would free prisoners on bail if guards didn't start bringing them on time for court appearances.
Justice James Ramsay called it a "sham" and threatened to throw guards in jail for "deliberately interfering with the administration of justice."
He ordered Maplehurst superintendent Doug Dalgleish to appear before him to explain the delays, and Dalgleish said the dispute stems from issues about overtime.
Blondeau said the government is aware of concerns expressed by judges about delays caused by a work-to-rule campaign by corrections officers.
"We are very well aware of the delays and we agree that it is unacceptable," she said.
"At this point, senior ministry officials have referred the matter to the Ontario Labour Relations Board, who will make a determination whether there's been illegal strike action.
"The government and the union signed a collective agreement a couple months ago, at which time both sides agreed that the employer would take measures to curtail what both sides agreed was excessive overtime."
Both the government and the union said they would not resolve matters through the media, but Ontario Public Service Employees Union spokesman Don Ford said his members are not engaged in an illegal strike.
"We don't have a work-to-rule campaign instituted, not from central union," he said.
"There's been issues for quite some time with regards to overcrowding of inmates, how the inmates are processed (and) the amount of staff we have to do it."
Ontario's 5,500 corrections officers were severely criticized by Auditor General James McCarter for taking an average of 32 sick days each year.
At the end of January, corrections workers voted 89 per cent in favour of strike action, mostly due to a government proposal that would have restricted sick time. However, in March members voted 84 per cent in favour of a four-year contract.

-With files from the Waterloo Region Record

Justice Delayed

2009-05-15T09:44:00.001-04:00

Judge Blasts Jail Guards and Government After Work-to-Rule Campaign at Maplehurst Detention Centre Slows Pace of Court Cases

May 15, 2009 Brian Caldwell and Liz MonteiroRECORD STAFF

KITCHENER

A judge warned yesterday that he'll free prisoners on bail if they don't start getting to Kitchener on time for their court appearances.
"People who should be in jail are going to be on the street because the government can't get them to court," Justice James Ramsay said.
"That's going to happen and it's going to happen soon."
For the last two weeks, prisoners have arrived several hours late from the Maplehurst Detention Centre in Milton each day because of a work-to-rule campaign by jail guards.
Ramsay ordered the superintendent of the jail, Doug Dalgleish, to appear before him yesterday to explain the delays.
He also blasted jail guards -- members of Local 234 of the Ontario Public Service Employees Union -- and the provincial government for letting the situation drag on this long.
Ramsay said it is unfair, illegal and "every other thing in the book" to deny prisoners their right to appear for scheduled court proceedings.
"You can't just lock someone up and leave them there," he said. "That's not English justice."
Ramsay threatened to throw guards in jail for "deliberately interfering with the administration of justice" and warned some criminal cases might be tossed out because of delays.
Dennis Brown, a lawyer for the Ministry of the Attorney General, also appeared in court.
He said the province applied yesterday to the Ontario Labour Relations Board to have job actions by jail guards declared an "illegal strike" and get an order forcing them to stop.
"Hopefully, it will be dealt with expeditiously," he said.
Dalgleish said the dispute stems from an agreement between guards and the government on overtime.
During negotiations that led to ratification of a new contract in March, he said, the province said it was planning to withdraw its consent for guards to bank overtime and use it for days off.
When the government followed through after the contract was settled, Dalgleish said, it led to a "groundswell of anger."
Guards have since been refusing overtime and meticulously following procedures for the transportation of prisoners.
Dalgleish said the union characterizes it as "working safe," while administrators consider it "working slow."
"I would say it's a sham," Ramsay shot back.
At least four local judges have voiced concerns about delays gumming up the court system, meaning cases start late or aren't reached at all.
While Ramsay was trying to get answers in Superior Court, Justice Gary Hearn ruled in Ontario Court down the street that the delays amount to contempt.
Deciding on a motion brought before him last week, he found the delays were "deliberate" and showed a "wilful refusal to comply with court orders."
Hearn didn't actually cite anyone for contempt, however, and is expected to deal with the issue again next week.
Despite talking tough, Ramsay also took no direct action. Instead, he put the union and the government on notice that he is running out of patience.
"That sound likes the Ontario government I know," he said after being told how the province is handling the situation. "In other words, they aren't doing anything about people trampling on the rights of people who have already had their liberty taken away."
Ramsay said nobody seems concerned about the prisoners, whom he described as "mostly drug addicts," but he vowed to do what is necessary to protect their rights.
"I'm proposing to bide my time -- but not for long," he said.
Union officials have not returned repeated calls.

bcaldwell@therecord.com lmonteiro@therecord.com

More from The Kitchener-Waterloo Record

2009-05-14T17:59:00.002-04:00

Judges Fume Over Court Delays

Detention Centre Superintendent Ordered to Explain Jail Guards' Behaviour

May 13, 2009

Dianne Wood and Brian Caldwell RECORD STAFF

KITCHENER

A Superior Court judge in Kitchener has ordered the superintendent of the Maplehurst Detention Centre to come down here and explain why prisoners aren't getting to court on time.
Justice James Ramsay issued the order yesterday after a prisoner scheduled to be sentenced at 10 a.m. was not brought to the Weber Street courthouse on time. Leando Rose didn't arrive until almost 2 p.m.
"I'm going to order the superintendent to appear before me Thursday,'' Ramsay said. "It's fundamental that when someone is incarcerated, they have to be brought to court.''
While Ramsay was making his comments, another Superior Court judge two floors down was expressing similar frustration after a prisoner scheduled for a morning sentencing arrived from the Milton detention centre almost four hours late.
"Someone, somewhere outside this courtroom, determined that my court order ought to be totally ignored,'' said Justice Pat Flynn. "Maybe there's some logical explanation that amounts to a reasonable excuse, but I somehow doubt that.''
Prisoners have been arriving late to courts in Kitchener and other cities for almost two weeks.
Unionized jail guards and the ministry of Community Safety and Correctional Services are trying to resolve a dispute related to a recently ratified contract which has left guards unhappy.
Earlier this week, a provincial court judge in Kitchener called the situation "unconscionable'' and urged lawyers to call corrections minister Rick Bartolucci.
Another provincial court judge, Justice Gary Hearn, is scheduled to rule tomorrow on a motion by criminal lawyer Harold Cox to have jail officials cited for contempt for not getting prisoners to court on time.
Ramsay apologized to Leando Rose, the man who arrived late for sentencing on a drug matter. He told Rose that he'd ordered the Maplehurst superintendent, Doug Dalgleish, to explain the delays tomorrow.
"I'll ask a few questions,'' the judge said.
"I'll see if there's anything that can be done about it.''
Ramsay said he doubted the delays were the fault of the superintendent, but since his name was on the prisoner remand, he was the one being summoned.
Justice Flynn said the delay of the prisoner in his court may constitute contempt. It was unfair to the prisoner, lawyers on the case, court staff and the victim, he said.
"It's an atrocious situation -- not the worst atrocity in the world, but atrocious,'' he said. The delays mean some people may spend extra time in custody, he said.
Flynn said he hasn't been given any reason for the delays and needs some explanation to decide what to do about them.
Superintendent Dalgleish declined to comment when reached yesterday. He referred all questions to a spokesperson for the corrections ministry who repeated remarks he made last week that the ministry and guards are discussing "labour issues.''
"Obviously, we're concerned about the number of delays we've been having in terms of getting inmates to court, and we're working closely with the union to try and get these issues resolved and get back to normal operations,'' said Stuart McGetrick.

From The The Kitchener-Waterloo Record

2009-05-11T20:28:00.001-04:00

Labour Dispute at Jail Prompts Call for Action

May 09, 2009

Brian Caldwell RECORD STAFF

KITCHENER

After six straight days of delays, a local lawyer wants jail officials cited for contempt for not getting prisoners to court on time.
People in custody normally arrive from the Maplehurst Detention Centre in Milton for trials, sentencings and guilty pleas in Kitchener court before 10 a.m.
Since last Friday, because of labour action by unionized guards at the facility, they've been getting here between 1 p.m. and 2 p.m.
"It's an intentional matter to disrupt the courts to achieve their ends," said Harold Cox, who brought a motion yesterday on behalf of the Local Criminal Lawyers Association.
Cox argued that the superintendent of the jail is under court order to get prisoners with scheduled appearances to court on time.
Failing to do so, he said, is therefore a breach of a court order.
Cox said jail officials should be required by a judge to come to court to explain the delays.
And if their explanation isn't satisfactory, he said, they should be punished for contempt.
The late arrivals have delayed trials and other proceedings, and some cases haven't been reached at all.
"It is also putting clients in custody under so much strain that there are going to be real problems (at Maplehurst)," Cox said. "Whether it's a riot or not, I don't know."
His motion was supported by Bill Wilson, the Crown attorney for Waterloo Region, who agreed the delays might constitute contempt.
Cox said it's his understanding that guards at the jail are on a work-to-rule campaign over a contract issue.
Stuart McGetrick, a spokesperson for the Ministry of Correctional Services, would only say there are "labour issues," which he said ministry and union officials are now discussing. He couldn't say how much longer the delays will last.
"We're working to get it resolved as quickly as possible, obviously, so we can get back to normal operations," McGetrick said.
Guards at Maplehurst are represented by the Ontario Public Service Employees Union, Local 234. Emidio Casullo, president of Local 234, would not comment when contacted yesterday.
He referred calls to Don Ford, communications officer of the union, but Ford said he did not know what was going on at the jail.
Prisoner transfers could be delayed "for all kinds of reasons," he said, including security problems, labour issues and other problems.
Justice Gary Hearn is scheduled to rule on the motion Thursday.
Maplehurst also hold prisoners making court appearances in Peel Region, Brampton and London.
Other provincial facilities are also affected by the labour problems, but McGetrick wouldn't say how many or where they are.

bcaldwell@therecord.com

MAYDAY PAYDAY for Corrections Managers ....

2009-05-02T17:08:00.007-04:00

It seems the Ontario Government was concerned about some MAYDAY activity that MAY have taken place this week/end (May 1, 2, 3)

ALL Corrections Managers are earning "standby pay" from 1800hrs Thursday until 0700 Monday morning - effectively earning half their hourly rate AROUND THE CLOCK.

They were also put on emergency deployment lists meaning they could be sent anywhere in the Province in the event of a Mayday emergency!

No doubt this will cost the Ontario taxpayers (including ourselves) a LOT of money .... for WHAT???

8 hour schedules, coming soon

2009-04-30T23:27:00.002-04:00

Management is committed to an 8 hour schedule as of June 29th, 2009 at both SLVCTC and Brockville Jail.
They and management at other institutions are going ahead with 8 hour scheduling.

Below is the response to our withdrawal from our local compressed work week agreement.

"April 2, 2009

Dear Gary,

This will acknowledge receipt of your notice to withdraw from the local Compressed Work Week Agreement, which was implemented on October 2, 2006.

I suggest that the appropriate procedure would be to sit down and discuss this issue with you on May 14th, 2009 at our Employee Relations Committee meeting or arrange a meeting date sooner if you would prefer.

Under our Compressed Work Week Agreement, there is a 90-day notice period. Since
you have given notice to terminate the Agreement, the compressed work week arrangements for correctional officers will end effective June 28, 2009.

Therefore, in accordance with the Collective Agreement, article COR2.2, the normal hours of work for correctional officers will be 8 hours per day and 40 hours per week.
The effective date for this new schedule will be Monday June 29th, 2009.

Management will be working on a new schedule that reflects the 8 hours shifts. I am hoping to have a draft of this schedule by May 17th, 2009 and would be happy to review it with you shortly thereafter. As always, your comments would be appreciated.

Regards,
Jim Empey, Superintendent"

All members will be contacted by stewards informing them of the 8 hour shifts. We all need to know.
Read the blogs and keep informed, this is province wide.

Gareth Jones
Local 440.

Message from Dan Sidsworth(MERC member)

2009-04-21T17:52:00.001-04:00

I have not written anything for fourteen days, that being on April 04, 2009. In that entry I gave my opinion of what I saw developing and where I thought we should be going. I wrote:“From the information I have, each local is setting up General Membership meetings. I believe these meetings can be used to empower all of us as a united group to discussed strategies for change. I prefer to see us move forward united and with strength. We should turn this situation into a positive one. You may have a fresh start any moment you choose, for this thing that we call 'failure' is not the falling down, but the staying down. ~ Mary Pickford“If we choose to rescind our notification of withdrawing from the CWW agreement at this time we should all do it as one collective. We have shown our resolve. We have forced the employer back to the table to negotiate. We have shown we will fight hard for our CWW agreement. We wanted an action for CTO and are still on high alert. We have a lot more fight left in us.We can use this as an opportunity to move forward. We can all hold our heads up knowing how difficult this is and that we need to remain united”
Since that time the employer has met with OPSEU and after what sounds like posturing on both sides, the employer decided to walk away from the meeting with no desire to discuss and resolve the CTO issue. CTO is a negotiated benefit and this dispute will need a negotiated settlement.We have not achieved our gaol of impacting the employer on how important this issue is to us collectively. Waiting for something to happen at the GSB will take too long. We must show the employer that we continue to have the resolve to influence a positive outcome for both sides.I do understand the employer’s need to save money during this economic time. The various layers of bureaucracy have all been given their mandate to cut costs. We understand.The number of Correctional Officers has remained stagnate for decades, with our workplaces falling into disrepair. When the too few facilities were built by the Ministry they cut corners to save costs on design, security and the number of Correctional Officers. (Maybe that’s why the pods are not square?) During this same time the numbers of police officers, judges, and crown attorneys have all increased, which resulted in an increased number of remanded inmates in the system. The irony being additional beds were never added to the system despite the new buildings.The added workload has never been addressed with additional resources or modified procedures, so that we may continue work in healthy and safe workplaces. As we know there are many problems within Corrections. As Smokey has stated:“We remain willing and ready to work with the employer to solve these problems. In the meantime, our members are refusing to take any more chances with their jobs…and their lives. I will always support my members who are following the rules – even if the system breaks down because of it." There is a reason Corrections in Ontario is one of the few provinces that hasn’t had a major disturbance in the last five years. The members have gone above and beyond the call of duty on a daily basis. In the past we have taken the short cuts, strived to make things work when we know if we did things by the book, the resulting impact would have negative outcomes. Whether that be getting inmates out to court on time, working in over crowded ranges without proper staffing levels, or getting the bare essential duties completed just to be able to placate the inmate population.This coming week OPSEU will be having its annual convention. This opportunity for the Corrections Division to Caucus together again is very timely and does not happen very often. The employer knows we will be taking full advantage of this. We will be organized, we will move forward together, and we will remain determined to resolve this issue.Like the trains that run past the windows at my post like clock work, the time now has come that we can no longer ensure that the “trains run on time” in Corrections. Knowing that the sacrifices we make are at our expense. The time has past where we can turn a blind eye to all the short cuts we take on a daily basis. Our job is to make sure that we all get home to our families safely. It is the employer’s job to make sure all the resources are available for the system to operate and run on time.Smokey hit the nail right on the head…without the memberships buy-in, the system will break down.Stay safe,
In Solidarity, Dan Sidsworth

COT Update

2009-04-19T10:20:00.001-04:00

Check Local 517 website for update.
Ministry will re-visit issue in 6 months.

CTO UPDATE

2009-04-16T08:42:00.004-04:00

4/16/09

(From Local 108 Website)

Greetings Presidents. Corrections Youth MERC Chair Glenna, Brothers Ron Lavigne, Bob Eaton, Adult MERC Vice Chair Gord and myself, met with the employer this date to conduct further discussion on the CTO issue.
Management arrived shortly after 1000 hours at Head Office and it was quite noticeable that their side consisted mostly of the same managers who were at the bargaining table, Dave Logan (MGS), Mark Dittenhoffer, Barry Thomas, Rose Buhaghiar, Lisa Nowak (MCYS), JoAnne Miller Reid(MCYS) and Steve Small. You may or may not have known that David Logan was involved with bargaining in his capacity as ADM of Management Government Services (MGS).
David Logan was clearly the lead and he commenced by reiterating their position that the union was given notice during bargaining of the withdrawal of all CTO agreements and that it was within their right to give notice during bargaining. With that said, management stated that they hoped we could move forward on this issue.
We countered that we were not conceding that notice was properly given and in fact that it was not within any proper time limits. We also indicated that we wanted to move forward and we tabled our initial proposal in the spirit of negotiating a resolution to the issue.
We offered the employer time to caucus and they borrowed one of our computers to work on the draft. After approximately an hour they called us, informing us that they were now ready to reconvene.
David Logan reported that they could not offer a counter because they could not reach either Ron McKerlie or Jay Hope, the Deputy Ministers for MGS and MCSCS. When we pressed Mr. Logan about the general thoughts on the proposal, he stated that they actually had “no appetite” to deal with any CTO accumulation and that they were not going to counter offer at this time.
David Logan stated that he would try and speak to their “principles” and would get back to us by tonight. The door was not closed on negotiating this issue further although it appears that the sticking issue will be the banking of CTO time as it exists. Mr. Logan did make the comment that there was other “ways to slice the pie” seemingly suggesting that there may be some other compromise available.
David Logan did call back later and claims that he has not been able to reach the deputies for further comment and that he would call back tomorrow.
Where do we go from here?
The CTO agreement withdrawal is really just an extension of the sick time issue from bargaining. The employer blames sick time for creating overtime cost expenditures. They then blame the banking and use of CTO for creating further OT accumulation and staffing shortages. They also insist that the increased availability of OT is an incentive to use sick time illegitimately.
One of the initial opening remarks was the “noise in the system” had brought them to the table today. That means that the pressure we have been applying has provided an impetus for them to meet. It is clear that they will not concede the return of CTO accumulation easily, as we anticipated.
The fact that they worked on the draft and that we have not been given a definitive negative response suggests there is room for movement. Furthermore it is peculiar that an ADM could not get hold of their Deputies within a few hours, particularly when they know the issue would have serious repercussions. They are delaying for some reason.
The issue boils down to being a continuation of bargaining. Our response to the issue and the actions we take in our local worksites is our leverage to save this benefit and others that may soon be on the chopping block. As always, our strength is in the solidarity and sacrifices we take together to protect our collective agreement.
For the many locals who have given notice on the CWWA, I encourage you to stay strong and hold the line. It is our strongest bargaining chip and it will cause the deepest cut for the Ministry, that is why they are at the table at all. For those locals who are going to employ other methods of pressure we need a concerted effort on as many fronts as you can muster to push the employer.
Movements afoot within the division to encourage locals to withdraw their notice and back down is damaging to our ability to negotiate. The employer clearly has their sources just as we do and they are aware of the strains that this issue has placed on the Division. The employer is watching and waiting for Corrections to break. That in my opinion is the reason for the delay at this table. It has been suggested that they are waiting for our caucus at convention, which they believe will demonstrate our strength or weakness as a Division.
As the leaders and elected representatives, we have taken a strong stand with the employer on a serious issue, all that were on the conference call agreed. We all need to understand that this is the ultimate test of the division and for the most part I believe that the local leaders understand this. If we back down or demonstrate that we are vulnerable by withdrawing we will have shown the employer that the division is no longer able to protect its interests.
Once that break is evident, the employer will force it’s will on each and every local. There will be little sense in sitting with the employer at any table, we will have no leverage. Your bargaining team can tell you how difficult this round of bargaining was and you can draw your own conclusions as to what the future will hold if we do not hold together now.
The employer has admitted that they came to the table in response to the “noise” in the system. It is time to crank up the volume and get them to start moving on resolving this problem as well as others.
Another conference call of the presidents will be scheduled and will be sent on a separate email to discuss strategies on how to move forward and give the employer the "appetite" to negotiate in good faith.

In Solidarity, eddy

More Takeaways

2009-04-10T19:46:00.002-04:00

Effective immediately, we will now be allowed to bank a total of 96 hours stat time in a year. IF you work 12 hours on a stat, you will be allowed to bank a total of 8 hours only, the remainder must be taken in pay.
Please check Local 517 for update on COT issue.

MERC UPDATE FROM H.W.D.C. Local 248

2009-04-08T06:46:00.002-04:00

Tuesday, April 7, 2009

Greetings. Grievance Officer Brother Scott Andrews, MCSCS Vice Chair, Brother Gord Longhi along with myself met with Regional Director Marg Welch and three Employee Relations Staff today for the Stage 2 meeting on the above subjected matter. Thank you to the brothers for their assistance and support.The parties went through a comprehensive two hour meeting where the Union emphasised the need for staff to be allowed to continue to bank compensating time off. Some of the reasons presented included:Mutually beneficial for the parties due to:a) High stress levels associated with rotating shift work;b) Poor work environments;c) Aging work force;d) Family care, elder care, and our own health issues;e) The Employer’s need for staff to be willing to perform overtime work;We asked the Employer to explain the change to the long standing practice of allowing locals to negotiate CTO agreements (similar to CWWA) and the Employer stated that they had concerns regarding an inability to staff the institutions without incurring significant additional costs through pyramiding, i.e. having to pay overtime to cover the hours that staff are off on compensating leave. As well, the lack of consistency in CTO agreements across the province has caused the Employer concern.We emphasized that there are numerous agreements on CTO across the province and that the language of Articles COR8.5 and COR8.6 as well as Article 16 of the Collective Agreement supported such agreements and are similar to the locally negotiated CWWA:COR8.5 Where there is mutual agreement, employees may receive compensating leave in lieu of pay at the overtime rate or may receive pay at the overtime rate in lieu of compensating leave.COR8.6 Compensating leave accumulated in a calendar year which is not used before March 31 of the following year, shall be paid at the rate it was earned. The March 31date may be extended by agreement at the local or ministry level.ARTICLE 16 - LOCAL AND MINISTRY NEGOTIATIONS16.1 It is agreed that all ministries may enter into local and ministry employee relations negotiations such that are appropriate as not being excluded by the provisions of the Crown Employees Collective Bargaining Act, 1993. Such negotiations shall not be subject to the mediation and arbitration procedures under the Act, provided however, that nothing shall preclude a grievance alleging a violation of the Central Collective Agreement, as provided in the said Act.We took the position that if the MERC table, which is where this issue belonged from the beginning, cannot come to an amicable agreement then:1. We expect the Employer to abide by those local agreements, a number of which do not have expiry dates or caps attached to them. In total, we will be reviewing 31 adult institutions and 4 youth facilities to determine the contents of each agreement, which includes various notice period for change. A Policy Grievance for the Youth facilities has also been filed.2. No corporate direction can nullify all of the bona fide local agreement where the Collective Agreement language (which did not change), and the long-standing history supports these very agreements.3. Compensating time off allows staff to decompress and to cope with life/workplace stressors which is important to avoid further absences due to illness which could push the total absences over the target thresholds. Failure to meet the threshold on January 1, 2010 is a lose-lose situation for everyone. 4. We are not conceding at this point in time that proper notice was provided to the Union prior to the ratification of the current Collective Agreement. 5. A labour dispute that eliminates CWWA and the HPRO system are again in no one’s best interest and that chaos will ensue within the institutions if a resolution is not agreed to.Marg Welch assured us that there would be a speedy response to the Stage 2 meeting.During our conversation we also questioned why the line staff were being treated one way, yet managers and others were not being treated the same way in regards to compensating time off being removed, as the management rank have the same issues as the correctional officers regarding sick time and "pyramiding"?They informed us that management is governed by different policy and that’s why they were not given the same letter/memo.Our response was; "Are they still not ultimately governed under Ministry of Government Services"....after some thought the answer was "yes managers are still managed by MGS". The Ministers Office of MCSCS has contacted the Presidents office, we are still waiting to confirm on a meeting date with Minister and the Deputy. Spoke with Glenna and she has her first MERC meeting with employer tomorrow.
Posted by Stephen Smith-President at 20:21

News From The MERC Team - April 4/09

2009-04-05T11:32:00.001-04:00

Saturday, April 4, 2009

I have been following what has been transpiring and here is an update on what we have accomplished so far.1.We have gotten the attention of MGS who made this decision.2.Our policy grievance will have a stage two hearing this coming Tuesday.3.The heads of Corporate OPSEU and the Ministry are meeting this coming Week.4.The MERC will soon table CTO at the first meeting scheduled.

From the information I have, each local is setting up General Membership meetings. I believe these meetings can be used to empower all of us as a united group to discussed strategies for change. I prefer to see us move forward united and with strength. We should turn this situation into a positive one. 'You may have a fresh start any moment you choose, for this thing that we call 'failure' is not the falling down, but the staying down'. ~ Mary Pickford

If we choose to rescind our notification of withdrawing from the CWW agreement at this time we should all do it as one collective. We have shown our resolve. We have forced the employer back to the table to negotiate. We have shown we will fight hard for our CWW agreement. We wanted an action for CTO and are still on high alert. We have a lot more fight left in us.We can use this as an opportunity to move forward. We can all hold our heads up knowing how difficult this is and that we need to remain united.

In Solidarity,Dan S.

Retro And Salary Increases

2009-04-02T08:36:00.005-04:00

The employer has notified the Union it will be proceeding with the payment of retroactive salary revisions and adjustments pursuant to the ratification of the 2009 – 2012 OPSUE Collective Agreement.

The implementation schedule for these revisions is as follows:

May 14, 2009(Unified Bargaining Unit and Correctional Bargaining Unit)· Across-the-board salary revisions and retroactive adjustments· Retroactive payments of special adjustments

June 25, 2009 (Unified Bargaining Unit)· Retroactive payment of general notes and allowances.

Local 440

2009-03-30T06:39:00.002-04:00

Please Be Advised Local 440 Will Be Giving Notice to the Employer:

1. Thirty days notice for the withdrawal of the HPRO protocol.

2. 90 days notice for the withdrawal for the compressed workweek agreement.

3. All acting managers to step down from acting assignments immediately.

Original signed by local executive committee.

Corrections Fights Back

2009-03-27T12:06:00.001-04:00

Lock Talk

A publication of the OPSEU Corrections Division

March 27, 2009

In the wake of the government’s repugnant and idiotic move to stop allowing employees to take compensating leave in lieu of overtime payments, Corrections Bargaining Unit members are fighting back.
Correctional leaders met via conference call this week, and after much discussion have decided on a plan of action, a plan endorsed by both the MCSCS and MCYS MERCs.

Effective immediately, locals are asked to do the following:

1. Serve their local employer 30 days notice on their intent to stop participating in the HPRO (overtime protocol) agreement.

2. Serve their local employer notice to withdraw from their local Compressed Work Week (CWW) agreement. The length of that notice is specific to that local’s agreement.

3. Demand that all acting managers who are members of the Corrections Bargaining Unit immediately step down from their positions.

These actions, while extreme, are an appropriate response to the employer’s complete lack of respect for the elected MERC teams, and the employer’s attempt to subvert a newly-signed collective agreement.
“Both ministries knew the protocol on withdrawing from any agreement means they notify the MERC chairs in advance,” said Eddy Almeida, MCSCS MERC chair. “Up until now, we have always operated on the basis of mutual respect. This move, which the employer has still not provided any reason for, is a slap in the face to the MERC teams, and an even bigger slap to our local presidents, as it cancels all of the local agreements. It is completely disgusting.”
MCYS MERC chair Glenna Caldwell says she is both shocked and angry at the complete disregard shown by the employer.
“This goes to the very foundation of labour relations,” Caldwell said. “The employer has now blown any goodwill and trust they may have generated over years of meetings. To completely ignore the elected MERCs is unprecedented, and indicative that there are bureaucrats in the Ministries that are accountable to no one.”
Beyond the lack of respect is a larger issue of the employer immediately trying to sabotage a new contract before the ink has even dried.
A significant component of the new Corrections Bargaining Unit agreement is incentives for improving sick time. By removing the compensating time off (CTO) option from the contract, the employer has eliminated one of the methods in which sick time could be reduced.
“Our members could have had the option to take CTO instead of a sick day to keep the average down,” Almeida said. “By taking that option away, the employer has just confirmed they will do everything in their power to make sure our members never meet the targets set out in the collective agreement. It also removes an option our members have to get away from the horrifying working conditions in our facilities, even for a day or two. This is not just underhanded; it also shows the distaste the ivory tower bureaucrats have for our front-line staff.”
The actions, agreed to by almost all the local leaders across the province, are to send a strong message to the employer: If you aren’t agreeable, neither are we.
“The employer depends on our members to work overtime in order to keep facilities running,” Almeida said. “HPRO makes the employer’s lives easier. That is a two-way street. And it looks like the employer only wants to make our lives worse.”
Withdrawing from CWW agreements is also a serious move, one that will hopefully give the employer pause, considering all of the facilities are set up to run on 12-hour shifts. But Caldwell assures the employer this is not an empty threat.
“If the employer wants to play hardball with us, we are ready to come right back at them,” she said. “They are playing games with our lives. Well, this isn’t a game. We promise to make the employer’s lives just as hard as they’re making ours.”
Lastly, the Division hopes that ALL actors will step down from their positions. Both Almeida and Caldwell agree that as long as members continue to act as managers, the employer will never hire permanent managers. And that prevents unclassified members from getting full time jobs.
Both MERC chairs said they are proud of their members for coming out loud and strong on this issue.
“We don’t know why they want to go to war with us, but Corrections never backs away from a fight,” said Caldwell. Almeida agrees. “We will see who is still standing at the end,” he said. “I’m putting my money on our members, men and women who actually protect this province. Not mindless bureaucrats who push pencils and look down their noses at those of us on the front line.”

Ontario Public Service Employees Union, 100 Lesmill Road, Toronto, Ontario M3B 3P8
http://www.opseu.org/

Original authorized for distribution by Warren (Smokey) Thomas, president, Eduardo (Eddy) Almeida, MCSCS MERC Chair, and Glenna Caldwell, MCYS MERC Chair.

Ministry Axes Compensating Leave - OPSEU Response

2009-03-24T13:06:00.001-04:00

Information by Ministry: Corrections Division

Lock Talk: A publication of the OPSEU Corrections Division

March 24, 2009

Ministry Axes Compensating Leave

Just weeks after ratifying the new Corrections collective agreement, the employer has unilaterally decided to stop allowing employees to take compensating leave in lieu of overtime payments.
In a memo dated March 18, Lori Potter, Director of the Management and Operational Support Branch, intimates that formal notice of this move was provided to the bargaining team during contract negotiations. The Corrections Bargaining Team disagrees.
“The employer came to us and said they were planning on withdrawing from the agreement on compensating leave,” says Dave Kerr, team chair. “Since they were not proposing a change to the collective agreement language, we told them that this was not a bargaining issue.”
Under Article COR8.5 of the Collective Agreement, compensating leave can be accumulated if there is mutual agreement between the parties to do so. Normally, the employer will provide advance notice in writing to the OPSEU President at least 60-90 days before if they intend to withdraw from such an agreement.
“The Corrections Bargaining Team in no way negotiated an end to compensating leave,” Kerr says. “We told the employer two things. First, that if they decided to unilaterally withdraw from the agreement in COR8.5, it wasn’t a bargaining issue…it was a MERC issue. Second, we told them, in no uncertain terms, that if they did this it would cause extreme labour relations problems in Corrections. Obviously, they couldn’t care less about labour peace.”
Kerr said that the Corrections and Children and Youth Services MERC teams will now deal with the issue at their respective tables.
Eddy Almeida, chair of the Corrections MERC, says this is a totally unnecessary attack on his members.
“This move by the Ministry does nothing but destabilize labour relations across the province,” Almeida says. “We have now raised the issue with the employer, and OPSEU is filing a policy grievance.”
The Corrections MERC will discuss with local presidents strategies on dealing with the Ministry’s latest tactic.
“In the meantime, we ask that every local demand an immediate local ERC and put this issue as the number one item on the agenda,” Almeida says. “This is just another blow to the well-being of our members, and shows the complete and utter disrespect and contempt the Ministry has for the people who keep this province safe. These ham-fisted decisions will backfire…and badly.”
The Children and Youth Services MERC is currently scheduling to meet with their employer on the same issue.

Ontario Public Service Employees Union, 100 Lesmill Road, Toronto, Ontario M3B 3P8

Managements Hidden Memo Regarding CTO

2009-03-24T07:19:00.000-04:00

FROM Local 517 website:

Update: ACCRUAL OF COMPENSATING LEAVE BY EMPLOYEES IN THE CORRECTIONAL BARGAINING UNIT
During the recent OPSEU collective agreement negotiations with the Correctional Bargaining Unit, the employer provided notice that employees will no longer be able to receive compensating leave in lieu of pay for overtime.As a result, you are now advised that all hours of compensating leave banked by employees in the correctional bargaining unit, during the 2008 calendar year and all compensating leave banked from January 1, 2009 up to March 31, 2009 will be paid out concurrently at the rate it was earned.Approvals for the use of compensating leave that there given prior to the date of this memo will be honoured as the only exception.Your assistance in the implementation of this direction is appreciated and should you have any questions about this change, please contact your Human Resources Advisor.
Yours truly,Lori Potter.
Please feel free to contact Lori Potter and tell her how you really feel. Contact info: lori.potter@ontario.ca or (416) 327-9918
Update: We have been informed that OPSEU filed a Policy Grievance today.

Correctional Officers Break Off Talks In Newfoundland

2009-03-24T07:18:00.001-04:00

Correctional officers break off talks in Nfld.Province demanding long list of unacceptable concessions, including the issue of sick leave which nearly led to a province-wide strike by Ontario correctional workers. St. John's (13 March 2009) - Contract talks between the Newfoundland and Labrador government and the province's correctional officers have broken down over the province's demands for concessions. The correctional officers, represented by the Newfoundland and Labrador Association of Public and Private Employees (NAPE/NUPGE), had been in talks for the past several weeks. Concessions involve issues such as protection for casual or temporary workers, seniority, scheduling and time off in lieu of overtime, which correctional officers cannot access or get paid for despite the fact that it is on the books. The officers have also been asked to accept concessions on sick leave, an issue they took to arbitration and won after being cut from 24 days to 12 in 2004 when the province legislated public employees back to work following a province-wide strike. Ontario correctional workers recently settled a dispute with the Ontario government in which sick leave was also a major issue. The province ultimately backed down in the face of a united front by officers in all parts of the province. The National Union of Public and General Employees (NUPGE) is one of Canada's largest labour organizations with over 340,000 members. Our mission is to improve the lives of working families and to build a stronger Canada by ensuring our common wealth is used for the common good. NUPGE

Settlement Ratified by Corrections Bargaining Unit

2009-03-07T14:37:00.003-05:00

Corrections workers ratify collective agreement

March 7, 2009
TORONTO – Nearly 6,000 Corrections workers who work in Ontario’s correctional facilities and supervise offenders in the community have ratified their collective agreement with the Ontario government. In votes held March 4-6, Corrections members voted 84 per cent in favour of the four-year contract. Members include correctional officers and youth workers in Ontario facilities, as well as probation/probation and parole officers supervising offenders in the community. At the end of January, members voted 89 per cent in favour of strike action mostly due to a government proposal that would have restricted sick time to only five days per year, as well as a monetary penalty for going over that amount. “Members made it clear that an attack on their sick time was unacceptable, especially due to the long-standing unaddressed issues of overcrowding, working conditions and exposure to diseases,” said David Kerr, chair of the Corrections bargaining team. “This offer protects members who are ill, and, considering the economy, gives our members a fair wage settlement over the life of the contract.” Highlights of the deal include a base wage increase of 7.75 per cent over four years, along with special case adjustments for certain classifications. There is also new language to cooperatively address absenteeism (and its root causes) as well as language to deal with workload issues for members supervising offenders in the community. Warren (Smokey) Thomas, President of the Ontario Public Service Employees Union, says he is pleased that Corrections members have ratified the agreement, and now wants to focus attention on working conditions in Ontario’s Corrections system. “For over 20 years successive governments have ignored the deteriorating conditions in our jails and the unmanageable workload in community supervision,” Thomas said. “We have called for a probe in Correctional services, and we want real commitments from this government to start fixing the problems.” Thanks to all who came out and voted. We now have to stand behind the will of the majority and continue our fight for better working conditions on other fronts. Gareth Jones, VP Local 440

Details of Tentative offer

2009-03-01T20:49:00.003-05:00

The link is to the full text of the Tentative agreement.
Highlights are below.

March 1, 2009

Corrections reaches tentative agreement

Your Corrections Bargaining Team has reached a tentative agreement for the Corrections Bargaining Unit 2009-2012 Collective Agreement.

In the early hours of March 1 the team signed the agreement with the employer, an agreement that the team unanimously recommends to the members.

The team gives full credit to the members of the Corrections Division for their incredible assistance in getting to the tentative contract.

“The bargaining team asked the members for support, and that’s exactly what we got,” said David Kerr, team chair. “The employer knew they weren’t just dealing with the seven members at the bargaining table; they were dealing with all 6,000 members in our division, supported by the entire union.”

Team vice-chair Pete Wright says he’s proud of the backing the team received.

“The employer’s proposal on sick time was the main stumbling block throughout negotiations,” Wright said. “Our members delivered a massive strike vote, and then continued to give us their full support. We couldn’t have reached the agreement without it.”

OPSEU senior negotiator Rob Field believes this agreement will go a long way in promoting a more positive atmosphere in Corrections. “Both the union and the employer came to the table with specific problems that had to be addressed. This agreement shows we can work cooperatively so that all members benefit.”

Team members David Kerr, Pete Wright, Paul Johnstone, Tom O’Neill, Dave Graves, John Mearini and Richard Cunningham salute all members of the Corrections Bargaining Unit, and thank OPSEU staff members and mediator Gerry Lee for their invaluable assistance.

Highlights of the agreement

Wages

All classifications in the Corrections Bargaining Unit will receive general wage increases as follows:

Jan. 1, 2009 1.75 per cent

Jan. 1, 2010 2.00 per cent

Jan. 1, 2011 2.00 per cent

Jan. 1, 2012 2.00 per cent

Special Adjustments

Special adjustments are in addition to the general wage increase and will be applied to the existing wage rates prior to the general wage increases.

Correctional Officers will receive a 2 per cent increase effective Jan. 1, 2009. Youth Workers will also receive a 2 per cent increase effective Jan. 1, 2009.

Probation Officers will receive a 1 per cent wage increase effective Jan. 1, 2009 and another 1 per cent increase on Jan. 1, 2010.

Recreation Officers, Industrial Officers, Provincial Bailiffs, Trade Instructors, Hairdresser Instructors, Rehabilitation Officers, Correctional Locksmiths and Grounds/Maintenance Workers will receive a 1 per cent increase effective Jan. 1, 2009.

Absenteeism Target Incentives

Key to the tentative agreement was the elimination of the employer’s proposal on sick time for correctional officers and youth workers. Under the tentative agreement, classified correctional officers and youth workers will receive lump-sum payments if the provincial sick time average for classified correctional officers and youth workers is less than or equal to the targets set out in the agreement. These targets are:

Target A: 192 hours (16 X 12-hour shifts)

Target B: 176 hours (14.66 X 12-hour shifts)

Target C: 160 hours (13.33 X 12-hour shifts)

Target D: 144 hours (12 X 12-hour shifts)

The plan works as follows:

In the first year of the agreement (Jan. 1, 2009 – Dec. 31, 2009) classified correctional officers and youth workers will receive:

A 2 per cent lump-sum payment if the provincial sick time average is less than or equal to Target A;
A 3 per cent lump-sum payment if the provincial sick time average is less than or equal to Target B;
A 4 per cent lump-sum payment if the provincial sick time average is less than or equal to Target C;
A 5 per cent lump-sum payment if the provincial sick time average is less than or equal to Target D

NOTE: For the first year, the targets and lump-sum payments are pro-rated to reflect the period from the date of ratification to Dec. 31, 2009.

In the second year of the agreement (Jan. 1, 2010 – Dec. 31, 2010) classified correctional officers and youth workers will receive:

A 2 per cent lump-sum payment if the provincial sick time average is less than or equal to Target B;
A 3 per cent lump-sum payment if the provincial sick time average is less than or equal to Target C;
A 4 per cent lump-sum payment if the provincial sick time average is less than or equal to Target D

In the third year of the agreement (Jan. 1, 2011 – Dec. 31, 2011) classified correctional officers and youth workers will receive:

A 2 per cent lump-sum payment if the provincial sick time average is less than or equal to Target C;
A 3 per cent lump-sum payment if the provincial sick time average is less than or equal to Target D

In the fourth year of the agreement (Jan. 1, 2012 – Dec. 31, 2012) classified correctional officers and youth workers will receive:

A 2 per cent lump-sum payment if the provincial sick time average is less than or equal to Target D

Absenteeism Targets

The second part of the absenteeism targets affects overtime premium payments. Under the agreement, if the average provincial sick time for classified correctional officers and youth workers is less than or equal to:

Year 1 (Jan. 1 – Dec. 31, 2009): 192 hours (16 X 12-hour shifts)

Year 2 (Jan. 1 – Dec. 31, 2010): 176 hours (14.66 X 12-hour shifts)

Year 3 (Jan. 1 – Dec. 31, 2011): 160 hours (13.33 X 12-hour shifts)

Year 4 (Jan. 1 – Dec. 31, 2012): 144 hours (12 X 12-hour shifts)

then overtime premium payments are not affected. NOTE: For Year 1, the target is pro-rated to reflect the period from the date of ratification to Dec. 31, 2009.

If the average provincial sick time for all classified correctional officers and youth workers exceeds the target in any given year, then the ability to work overtime for premium pay for individuals is reduced in proportion to the amount of sick time used by that individual. This is in effect for the next 12 months following the year the target was not met. Here’s how it works:

Any sick time used over the course of two pay periods (four weeks) is recorded. If you work overtime in that same period, you will only receive straight time pay for overtime worked until the number of overtime hours worked equals the number of sick time hours taken. Any overtime hours worked in excess of the sick time hours taken will be paid at premium pay.

For example, if a correctional officer takes two 12-hour sick days within the two pay periods, the first two 12 hours shifts worked as overtime will be paid at straight time. The third overtime shift will be paid at premium pay.

Joint Attendance Committee

A Joint Attendance Strategy and Implementation Committee has been established between the employer, the MCSCS MERC, the MCYS MERC and the MGS CERC. This committee will monitor the new attendance plan along with any other issues that the Committee agrees to deal with. The union complained that the employer was not managing the current attendance program. The employer has told the union they intend to change the program, and the committee will monitor the changes as part of their mandate.

Probation Officers’ Allowance

Probation Officers now have the ability to accumulate their allowance days up to a maximum of 21 days, but no more than 14 days can be carried over past Dec. 31 of each year.

Probation Officer and Probation and Parole Officer Workload

New language in the agreement confirms that workload issues for Probation Officers and Probation and Parole Officers will be discussed between the employer and the MCSCS and MCYS MERCs.

Unclassified Rollovers

A new Letter of Understanding will result in the rollover of 30 unclassified Youth Workers and 220 unclassified Correctional Officers from unclassified to full-time. The timing and locations of these rollovers will be established at MERC tables. This Letter also extends the MCSCS MERC rollover agreement for the life of the collective agreement.

Unclassified Suspensions

In the event an unclassified member is suspended, that suspension can be with pay based on the averaging of straight-time hours worked over the previous 13 weeks.

Surveillance Technology

The union has gained language that will require the employer to notify the union in the event surveillance technology is being used. If the surveillance technology is used to discipline members, the employer must provide the evidence to the union.

Other improvements

The team has also negotiated slight improvements to on-call pay, meal allowances, the recognition clause and posting of shift schedules.

Some takeaways in the agreement

There are some slight takeaways in the tentative contract. In the agreement, members who work on a statutory holiday must also work the scheduled shift immediately prior to and immediately after the holiday in order to receive the compensating 7.5- or 8-hour day off. Members who are ill and provide a medical certificate for the missed shifts will still receive the day in lieu for the statutory holiday. Members who work the holiday will continue to receive premium pay as before. In addition, members can no longer use statutory holiday lieu credits to top up sick leave pay. Vacation and overtime credits can still be used.

Also, overtime will only be offered once non-overtime classified and unclassified staff are used, even if part of the shift becomes overtime.

Ratification votes moving quickly

Ratification votes will occur from March 2-7. Watch the OPSEU website for details.

Breaking News---Settlement reached for Corrections

2009-03-01T10:13:00.004-05:00

The title pretty much says it all. Here is the initial news release from OPSEU.
N.B. I stress that this is a tentative agreement and I have received word that meetings are still ongoing.
Further details will be posted here immediately as we get them.

Bargaining 2008

Tentative settlement at Corrections table

March 1, 2009

The union and the OPS employer reached a tentative settlement at the Corrections bargaining table early Sunday morning,
March 1.

The team is unanimously recommending that members ratify the

settlement.

“This settlement reflects the hard work anddetermination of members

to protect our sick leave plan,” said team chair David Kerr. “Our

thanks to the members who helped us achieve it.

Kerr said any activities to support the team should be put on hold

pending ratification.

“We will get details of the settlement posted on the OPSEU website as

soon as possible. We encourage everyone to take the time to read it.

Locals will be organizing information and vote meetings very

soon,” Kerr said.

McGuinty Mania/Watson's Wuss-out

2009-03-01T08:55:00.002-05:00

Part 1: Premier passes on constituents

Friday February 27th,1030hours1795 Kilborn avenue: members arrived at the new OPSEU office immediately beside Dalton's constituency office(also the family law firm,oh my).

Jump to 11:30hours: despite it being constituency day, no sign of Dalton as our numbers grow with the addition of COs, P&P,Auditors,Clerks, OPSEU executive board members, mobilisers, and more.

Despite a wet and miserable noon hour about 80 members showed up to demonstrate peacefully and air their concerns.
As signs and jackets slowly wilted members were upbeat and cheerful.
The police were both present and professional and the uniforms seemed to enjoy the demonstration.
After an hour or so, a welcome reinforcement in the shape of pizza arrived which went pretty fast as it was hot and demonstrators were not.
Finally around 1300 hrs or so it wrapped up and a sigh of relief could be heard coming out of Dalton's office from his staff.
Apparently Dalton had no constituent concerns that day as he was nowhere to be found.

Great turnout especially considering the weather, well organized, a range of members from all sorts of workplaces and experience.
Our message was put out there and there were a lot of people honking and waving to show their
support.
P.S. We will be back Dalton, will you?

Part 2: The case of the canceled meeting.

1400hrs 2249 Carling Avenue unit 201: This one is much smaller with most local members unable to attend due to time.
A small group materialized outside, cased the joint, and found Mr Jim Watson's office.
After working out protocol with the present and professional police and requesting a meeting with Mr. Watson, he agreed to meet with a P&P Officer, a CO, and an OPSEU rep.
Somewhat mysteriously he then changed his mind and would only consent to accepting some literature.

No problem, Jim, expect not only future visitors but many more of them.

To all who were able to attend , thanks.
Please stay tuned as there will be more information to come and we will need your support to send a message to our employer.

Some Corrections Humour .....

2009-01-12T19:49:00.003-05:00

You Might Have Been in Corrections Too Long If:

1. You have the bladder capacity of five people.
2. You have ever restrained someone and it was not a sexual experience.
3. You believe at least 50% of people are a waste of skin.
4. Your idea of a good time is a cell entry at shift change.
5. You do a strip search on anyone who seems remotely friendly towards you.
6. Discussing dismemberment over a gourmet meal seems perfectly normal.
7. You find humor in other people's stupidity.
8. You believe in aerial spraying of Prozac.
9. Your idea of comforting an inmate is placing him in full bed restraints.
10. You believe that "shallow gene pool" is sufficient grounds for a conduc treport.
11. You believe the government should require extensive testing and permits prior to reproduction.
12. You believe that unspeakable evils will befall you if anyone says "Boy, it sure is quiet around here."
13. Your diet consists of food that has gone through more processing than a computer can track.
14. You believe chocolate is a food group.
15. You have contemplated holding a seminar titled "SUICIDE - Getting It RightThe First Time."
16. You believe that "Too Stupid to Live" is a valid verdict.
17. You have to put the phone down before you begin laughing uncontrollably.
18. You think caffeine should be available in IV form.
19. Your favorite hallucinogen is exhaustion.
20. When you mention "vegetables," you are not referring to the food group.
21. It occurs to you one night that you really have entered, "The TwilightZone."
22. You find out a lot about paranoia just by following inmates around.
23. You're escorting a smurf to clinical and find yourself carrying on an intelligent conversation with him.
24. You believe it's not a good riot unless it involves overtime.
25. You are the only person introduced by profession at a social gathering.
26. You walk into places and people think it highly comical to seize a co-workerand shout, "They've come to get you Frank!"
27. People shout, "I didn't do it!" when you walk into the room in uniform and they think they are being hysterically funny and original.
28. You believe in involuntary sterilization.
29. You had to work 18 years to earn what the rookies are starting at now.
30. When you mention "Bugs", you are not referring to insects.