Municipally Speaking -News for OPSEU Members, Sector 13 -
Municipalities
November 2011
Scare me back to health...
Attendance Programs are programs that employers use
to address what they see as a problem…excessive absenteeism. These programs
usually involve a benchmark threshold that draws the employee into the
program and a series of steps that may lead to non-disciplinary dismissal.
These programs are often implemented by employers to limit the employees’
use of sick leave.
Employers have a right to make rules about attendance at
work; but, these rules must be consistent with your Collective Agreement,
must be consistent with legislation, must be clear and cannot be used to
discipline you simply for being sick.
Attendance Programs must:
• Be consistent with legislation, i.e. ESA; Ontario Human Rights Code
• Be consistent with the Collective Agreement;
• Not be disciplinary
ASP – Attendance Support Programs
AMP – Attendance Management Programs
ASMP – Attendance Support Management Program
ASMPP – Attendance Support Management Pilot Program
(A duck by a different name is still a duck)
Knowledge is power
The Sector Executive passed a motion at the September 26, 27
meeting to write all Regional VPs asking them to include the SSP/ASMP in
their regional educational offerings.
Speak with your EBM.
Your Executive would like to hear from locals on how they did in
bargaining and who has ratified their CA.
We are working at compiling information to show a comparison
of language in Sector 13 Locals’/Units’ Collective Agreements and will seek
the assistance of OPSEU Research Department. This initiative will be most
beneficial to Locals/Units in bargaining.
WORKING ALONE!!!
Excerpts from OPSEU H&S Unit, Jan 2009
What is “Working Alone?”
Working alone can be defined as “the performance of any work
function by a worker in circumstances where the worker cannot be seen or
heard by another worker in the event of injury, ill health, or emergency.”
Why can it be dangerous?
While it is not always hazardous to work alone, it can be
when other circumstances are present. Whether a situation is a high or low
risk will depend on the location, type of work, interaction with the public,
or the potential consequences of an emergency, accident, injury, etc. This
wide variety of circumstances makes it important to assess each situation
individually….
What does the Law Say?
Unlike most other provinces, Ontario has no specific
regulations that address working alone, other than in specific situations
such as confined space. Ontario workers rely on the general provisions in
Ontario’s Occupational Health and Safety Act (OHSA) that mandates that
employers must take “reasonable precautions” to protect workers….
What are “Reasonable Precautions” for working alone?
Principles::
• First consideration should be given to eliminate working alone;
• Some types of work (or duties) should not be performed alone
Sample Collective Agreement Language
The employer shall, where reasonable, avoid situations
requiring workers to work alone..
Working alone is the performance of any work function by a worker in
circumstances where the worker cannot be seen or heard by another worker in
the event of injury, ill health or emergency.
In cases where a worker is required to work alone, the
employer shall, before assigning the worker to work alone, identify hazards
to that worker, take measures to eliminate the hazard if possible, or to
minimize the risk of the hazard to the lowest reasonable level using
engineering controls, administrative controls, or a combination of
engineering and administrative controls through measures, policies and
procedures, developed in consultation with and regularly reviewed by the
Joint Health and Safety Committee and/or Health and Safety Representative.
In cases where a worker is required to work alone, the
employer shall, before assigning the worker to work alone provide training,
developed in consultation with the Joint Health and Safety Committee and/or
Health and Safety Representative, to the worker regarding actual or
potential hazards arising from the work, and regarding measures, policies,
equipment, and procedures that exist to prevent harm to that worker.
On the Light Side...
If you don’t know what to do; walk fast and look worried.
Words from the Chair
I would like to thank all the members that took the time to
attend the BPS Conference in June. It was an informative and productive
three days and we have already started to work on plans for 2013.
The Sector Executive met at the end of September and have
set ourselves some goals for the next two years. We are looking forward to a
very productive term. Please feel free to contact any of the Executive
members if you have any questions.
Tara
SECTOR 13 EXECUTIVE 2009 – 2011
Chair:
Tara Langford
Vice-Chair:
Peter Pautler
Secretary:
Patti Hicks
Treasurer:
Pam Schmidt
Political Action/Communications Co-ordinator: Diane
DeJong
Original authorized for distribution:
Tara Langford, Sector 13 Chair
Warren (Smokey) Thomas,
President
