In Solidarity
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Cuts hurt us all
Starting this summer, Premier Dalton McGuinty
will eliminate 1,900 vital public service jobs. At the
same time, he is giving away billions in tax cuts to
rich corporations. If the Liberals are re-elected
October 6, more job cuts are planned for next year.
As well, the Liberals aim to contract out or privatize
services.
If elected, Conservative Leader Tim Hudak will
cut even more jobs and privatize services.
Public services are delivered by people. Whether
a job is eliminated by attrition – not replacing a
retired employee – or by a layoff, there is an impact
on the services that people rely on.
A job cut is a service cut.
Public service cuts pay
for corporate tax cuts
All the money the government will save from
cuts to public services will pay for corporate tax
cuts, monster bonuses and sky-high wages of
corporate CEOs.
Dalton McGuinty is giving away $2.4 billion a
year in tax cuts to profitable corporations.
Conservative Leader Tim Hudak will do the same if
he becomes Premier.
The latest figures from Statistics Canada show
that private companies in Canada are sitting on
$471 billion in cash – and that doesn’t
include the profits held by the banks.
Companies aren’t using their cash reserves to
invest in their businesses and create jobs. They are
hoarding the money. So why are we giving them
even more cash to sit on?
The Liberal Plan
(as outlined in the 2011 Ontario Budget):
·
$1.5 billion in spending cuts over 3 years
·
review of all programs directly delivered by
government for possible privatization
·
review of all programs funded by government
for possible privatization
·
further 1,500 job cuts for total job losses of
5,000 by 2014
The Conservative Plan
(according to their election platform):
·
2 per cent annual cut to spending, leading to
$2.3 billion in cuts by the fourth year, say the
Liberals
·
require public sector workers to compete with
the private sector for government contracts
·
evaluate government assets for sell-off
·
cut an undisclosed number of jobs
The latest figures from Statistics Canada
show that private companies in Canada are sitting on $471 billion in cash – and
that doesn’t include the pr
Members of the OPS have mounted a widereaching
campaign to bring to light the effects of
these job cuts. The plan is to make the cuts a
pivotal talking point going into the October 6
provincial election.
To learn more, go to
http://www.opseu.org/ops/
campaigns/cutshurtusall/index.htm
I am a public service worker
and damn proud of it!
Felicia Fahey, In Solidarity
Picture this:
·
an Ontario with no teachers; your kids are home
schooled.
·
an Ontario where you can’t drink your own tap
water.
·
an Ontario where you can’t call 911 in an
emergency because there are not enough
paramedics to respond to emergencies.
·
an Ontario where criminals walk free because
our jails are too full and we don’t have enough
correctional officers.
·
an Ontario where the government decides
when you get married because licenses take six
months to get as there is not enough staff to
keep up.
·
an Ontario where a loved one dies alone and
afraid because we cut the budget in palliative
care homes.
·
an Ontario where you are diagnosed with
breast cancer but you can’t get the treatments
because we no longer have
health coverage.
Just picture it.
Can you see it?
Now picture…
·
an Ontario where the
Government cares about its
people and our public services.
·
an Ontario where teachers have
small class sizes and an
educational assistant to help
teach our children and help to
make them the best that they
can be.
·
an Ontario where we feel safe
walking the streets.
·
an Ontario where everyone has a family doctor
and access to health care.
·
an Ontario where a post secondary education
doesn’t give our children a “second mortgage.”
·
an Ontario where we have affordable housing
and people are not living below the poverty
line.
·
an Ontario that cares about our environment
and helps to protect it.
·
an Ontario with affordable, accessible daycare.
·
an Ontario where we are proud of our province
once again.
That is the Ontario I want to live in, and there is
no reason we can’t. At the end of September 2010,
I had the privilege of attending a training session
with the National Union of Public and General
Employees (NUPGE). The training was for a
campaign we are working on called “Champions
for Change.” The campaign asks all of us to think of the job we do and why it is so vitally important to
our communities. We are not stopping there
though. We must promote the great job we do and
tell people why we are proud of it.
This campaign also asks us to join the
grassroots word-of-mouth campaign and fight for
tax fairness across the country. Currently, our
taxation system favours the rich, and the middleand
lower-classes’ tax rate is almost 20 per cent
higher. The system is getting worse every year, and
the income gap between classes is growing. We
(Continued from page 3)
have to speak up now and say, “It has to stop. We,
as Canadians, are no longer going to take it.”
Champions have been trained in areas all over the
country and they are having town hall meetings to
spread the message.
Join the campaign as it comes to your
community. Champions will be holding
demonstrations and days of action until the
government finally listens. Follow us on our
website www.alltogethernow.ca. Take time to talk
to your family, friends, coworkers and whoever you
can to make this campaign work. The time is now.
We cannot wait. Stand up and take back your
country. Stand up and say, “I am a public service
worker and I am damn proud of it.”
Labour’s
poster girl
NUPGE/CALM
THE 17-YEAR-OLD Michigan factory worker who
inspired the iconic World War II poster of Rosie the
Riveter beneath the famous “We Can Do It!” slogan,
died at age 86.
Geraldine Doyle passed away on Dec. 26 in
Lansing, Michigan.
A Washington Post obituary says Doyle
happened to be on the job in a metal factory just a
few weeks after graduating from high school in
1942 when a United Press International
photographer shot a picture of her leaning over a
piece of machinery. She was wearing a red and
white polka-dot bandanna over her hair.
At the time, Westinghouse Corp. had
commissioned artist J. Howard Miller to produce
several morale-boosting posters for display inside
its buildings.
Taken with the photo, Miller decided to base
one of his posters on the anonymous, young metal
worker.
The poster
and the name
“Rosie the
Riveter” came
to symbolize
the millions of
women who
entered the
World War II
workforce and
who worked in
war industries
such as
shipyards,
munitions
plants and
airplane
factories.
With millions of men away fighting the war,
women performed these vital jobs in droves,
forever changing the nature of the workforce in
North America and around the world.
“Rosie the Riveter is the image of an
independent woman who is control of her own
destiny,” said Gladys Beckwith, former director of
the Michigan Women’s Historical Center and Hall of
Fame. “She was a gracious, beautiful woman. Her
death is the end of an era, and we need to take
note of that. We need to respect what she stood
for.”
WORKPLACE INJURIES AND WSIB - SECOND OF A
THREE PART SERIES
Appealing a Workplace Safety
and Insurance Decision
Lisa Bicum, In Solidarity
I n the last issue of In Solidarity, we examined the
process of reporting workplace injuries and
how to initiate Workplace Safety and Insurance
Board (WSIB) claims. Although there are many
steps to initiating a WSIB claim, the process all
seems straight forward; however, there are
additional steps to take if your claim is denied.
What's my first step?
According to OPSEU WSIB Fact Sheet #2, your
first step is to notify WSIB in writing that you would
like to appeal the Case Manager’s decision. Your
letter needs to include the following:
·
Claim number
·
Decision maker's name
·
Date of ruling
·
A clear explanation of what it is that you are appealing
·
Why you think the decision is wrong
From there, make sure to attach any additional
information (medical reports, witness statements,
etc.) that will support your appeal. Also, make sure
to ask for a copy of your WSIB claim file and an
Objection Form. Once the letter is complete, it
needs to be faxed to the Case Manager. It’s always
wise to keep a record of the fax transmittal and to
follow up that the fax was received.
***Please note: there is a time limit to this process.
There is a strict deadline for your appeal, and if the
deadline is not met, the appeal will not be considered.
What happens next?
Once the appeal has been received, the Case
Manager will review supporting evidence and will
make a decision to award or to not award WSIB
benefits. If the decision stands at no award, you can
fill out the Objection Form. Your claim will then be
addressed by the Appeals Branch of the WSIB
where an Appeals Resolution Officer (ARO) will be
assigned to your case.
If your ARO upholds the original decision, you
have the right to send your claim to the Workplace
Safety and Insurance Appeals Tribunal (WSIAT).
This set of forms (WSIAT Notice of Appeal) must
reach the WSIAT within six months of the date of
the final WSIB decision. This form is available on
the WSIAT site: www.wsiat.on.ca. The same process
follows: fill out the form, keep copies, send the
forms to WSIAT, and check that the forms have
been received.
What if the WSIAT does not rule in my favour?
In the end, if the WSIAT does not overturn the
decision to deny benefits, the process is over as
decisions made at this level are final.
Is there anything else OPSEU can do to help?
If you have any additional questions, the OPSEU
Benefits Unit can be reached at (416) 443-8888 or
1-800-268-7376 ext. 8662. Also, if your claim makes
it to the ARO or WSIAT level, it is wise for you to be
represented by someone from OPSEU Benefits.
Finally, WSIB Fact Sheet #3 “OPSEU Assistance
with WSIB Issues” is available to help you with any
other questions you may have. Contact the OPSEU
Resource Centre.
Landlord fined for
anti-gay discrimination
NUPG/CALM
A LANDLORD in the Northwest Territories who
refused to rent an apartment to a gay couple has
been fined more than $13,000.
Human rights adjudicator, James Posynick,
writing on behalf of an arbitration panel, has
ordered William Goertzen of Yellowknife to pay
$6,500 each to Scott Robertson and Richard
Anthony for discriminating as a landlord against
them.
The two men filed a complaint in June 2009,
alleging discrimination on the basis of sexual
orientation. Goertzen did not deny the accusation
but defended himself on the basis of religious
beliefs.
In its ruling, the panel found that Goertzen had
originally agreed to let the two move into the
apartment, receiving a deposit cheque of $1,125,
but upon hearing they were in a long-term samesex
relationship, he changed his mind.
“Goertzen had no intention of honouring his
agreement with the complainants because he
believes that same-sex relationships are ‘unnatural
and against nature’ and ‘the Bible warns against
being associated with such wickedness and there
would be undue hardship upon him’ if he would let
them live there,” the decision said.
The adjudicator said he found no evidence in
the Bible or in encyclopedia excerpts filed by
Goertzen to show he would suffer such harm if he
rented to the couple.
The landlord was ordered to pay the couple
$5,000 each “for injury to dignity, feelings and selfrespect”
as well as $1,500 for punitive damages. In
addition, Robertson was granted $400 for wages
while pursuing the complaint.
OPSEU report
from Wisconsin
March 11, 2011 - In Solidarity
(Madison, WI.) What began three
weeks ago here as an unprecedented assault by the Governor of this state on the
wages, benefits and collective bargaining rights of public sector employees has
extraordinarily transformed itself into a struggle with profound implications
for working people across North America.
That much has become apparent this week as thousands of ordinary
people in Wisconsin and beyond have joined with public service unionists in a
fight against a Republican state government which no longer bothers to disguise
the fact that its decision to crush labour rights is dictated by the interests
of Corporate America.
In short, Wisconsin has become the battle field between the
working class and the ruling class. It is no longer simply a labour fight to
protect collective agreements, but a struggle that affects the social, economic
and political well being of all common folk.
The evidence of this is apparent on the streets that border the
State Capitol building in Madison where virtually all sectors of society,
unionized and otherwise, have joined forces in common cause to oppose the
historic undermining of labour rights. Students, the elderly, independent
business owners, people of faith, military veterans, retirees, law enforcement
officers and a host of others have joined with state employees, teachers, health
care givers, college and university educators, emergency services providers and
private sector unionists in a remarkable spirit of solidarity.
To walk the streets around the capitol building is to observe signs in dozens of
shop windows that proudly declare “This Business Supports Working Families!”
It’s hard to imagine similar declarations on the main streets of our own cities
and towns.
While the anger on the streets of Madison is undisputedly real,
there is, too, joy on the faces of many that one suspects is the result of
joining forces is such overwhelming numbers. There is, indeed, strength in unity
and the unshakeable belief that history is on the side of working people and
their hopes and aspirations for a better quality of life for themselves and
their families.
This vast demonstration of worker unity is certain to have
profound implications for what could unfold in Ontario in the not so distant
future.
While there are significant differences between Wisconsin and
Ontario – the overall rate of unionization is higher in Ontario than it is here,
for example – there are underlying factors at work that suggest the two
jurisdictions may have more in common than what might appear at first glance.
Foremost among those factors that link Ontario and Wisconsin are
governments that clearly place corporate interest above the interests of working
people. Like in Ontario, the Wisconsin government insists that its budget
deficit is the product of public sector wage and benefits and that those
negotiated terms must be rolled back if budgets are to be balanced.
This, of course, is nonsense, but it is an effective tool to
arouse hostility against public sector workers.
Another factor common to both jurisdictions is the unshakeable
belief by the ruling political elite that corporate tax cuts are the panacea to
all economic ills and that they will somehow magically lift the economy by its
bootstraps. In Wisconsin the governor boasts that his tax-cutting scheme will
create a quarter million jobs. Where have we heard the same misguided
declaration in Ontario?
Then, too, there is the hidden political agenda. In Wisconsin
the governor insists he campaigned last year on a platform of contract rollbacks
and union busting. The evidence, as uncovered by the state media, reveals that
no such strategy was advocated during the election campaign. With an election
only seven months away in Ontario, every pronouncement by the Liberals and
Conservatives under Tim Hudak must be thoroughly investigated to ensure that
there is no “gotcha” moment under our next provincial government.
In the meantime public sector unionists in Ontario can take a
considerable measure of delight and gratification in the working class forces at
work today in Wisconsin. Despite legislative setbacks in the State assembly, the
real voice of democracy is on display on the streets of Madison. It’s a voice
that won’t be silenced any time soon.
Acceptance of
gender profiling
Tim King, In Solidarity
People of the world have been victims of stereotyping, gender
misalignment, and unfair rewards and recognition practices. Not long ago
employers and society categorized women in the workplace as lesser beings, not
worthy for equal pay and benefits and not able to perform the same duties and
tasks of those of the male persuasion. For more than a century, this has been
the accepted practice and has gone unchallenged.
The World Wars occurred. Women were told they could not fight in
the wars, but they were equally skilled in replacing men in manufacturing plant
and munitions factories, expected and able to produce the same quality of work
(though for lesser pay).
Years have gone by while our union sisters and brothers
untiringly fight employers and society for equal pay, equal treatment and equal
respect. Though we are much closer to the desired result, the battle continues.
People are more aware that it is no longer acceptable to discriminate against
race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex,
sexual orientation, age, record of offences, marital status, same-sex
partnership status, family status and disability.
Despite increased awareness, the average consumer is forced to
accept discrimination on a daily basis. Big businesses, marketing firms and
service providers continue to be guilty of promoting discrimination through
gender profiling. Consider these examples.
Many car dealerships and automotive garages take advantage of
women in regards to service costs. Women’s toiletries and hygiene products are
more expensive than most men’s similar products. “His and hers” jackets are not
usually the same price. Why are tool kits marketed for women more expensive,
than the same tools in a general hardware store? Why can a man’s haircut to
remove inches of hair cost around $30 and a woman’s trim can cost up to $50? Why
are there only twenty hair dyes for men and a whole aisle for women at drug
stores and major department store chains ? These are a few of the “accepted”
injustices we ignore or just accept.
One last question: Why do male drivers pay higher insurance
premiums than women do? It is arguable who really is worse, men or woman
drivers. Both equally have flaws… big flaws… but should it matter?
Doesn’t the law recognize that people are innocent until proven
guilty? The public service and many private organizations pride themselves as
equal opportunity employers. Employees are individually recognized and not
grouped together and generalized. To generalize an entire gender is going back
to decades and centuries past that, “Men are good labourers and woman cannot
handle the same work.” Thankfully this stigma had mostly been removed.
Each driver should be treated and recognized individually with
insurance premium increases or reductions based on their driving history alone.
No one likes it, but the whim of capitalist big business calls the shots.
When will the public stand up to corporate consumerism and
service industries alike and tell them to treat everyone as equals and without
penalty? The culture has changed regarding gender equality in the employment
world – when will the rest follow suit?
A giant step to FULL and EQUAL participation
OPSEU’s CHILD/ ELDER/DEPENDANT CARE POLICY
Cindy Haynes, Chair of Provincial Women’s Committee
Coverage amounts and guidelines for this
care is according to OPSEU policy found on the back of every Expense Claim Form
which is in line with Ontario Human Rights Commissions accommodation based on
Family Status.
Thinking back to my early activism days - way back in the 1980s
- I was a single mother of three young daughters. I struggled with barriers. I
experienced numerous challenges balancing home and work life.
One of those challenges was my ability to participate in union
activities. I wanted to attend everything I could—local meetings (which were
then held at a nearby bar & grill), educationals, conferences, and the annual
convention. My first convention was in 1984, when my youngest daughter, Chivon,
was five months old (she’s now 27). The day care staff in Toronto were so happy
to have such a small baby in their care. I must remind you that, in those days,
maternity leave was seventeen weeks. If a woman took three weeks before her due
date, she had only fourteen weeks after the birth before she was required to
return to work. A baby was just three months old when a mother had to have
everything in order to return to work. Our OPS Collective Agreement included
wage top-up for classified employees, which helped ease the financial burden of
being off to bond with your newborn.
As a correctional officer, I worked shift work—weekdays,
weekends, days, and nights. There was continued confusion over child care. That
was challenging! Time management, life/work balance, and union involvement were
a struggle. Due to my commitment, focus, and tremendous support from my local
executive, I managed to juggle enough to participate in and educate myself
through the union’s educationals. I progressed enough to involve myself in
Systemic Change/Anti-Racism training for Corrections, Human Rights, and Women’s
Issues for OPSEU.
The Provincial Women’s Committee recently celebrated 25 years of
a structured, growing women’s movement, and we now make up 70 per cent of
OPSEU’s members. Like me, many OPSEU women want to progress, grow, and
participate in the labour movement. It all starts at the local level. All union
meetings, regional educationals, union picnics and family events are stepping
stones to individual growth, and every member needs barriers lifted in order to
become involved. Child/elder/dependant care is a huge challenge today.
As stewards, local executives, and local presidents, we all
represent OPSEU and take the oath to uphold the union policies, principles, and
the Constitution. We are supportive and accountable as activists of our union.
We must accommodate members who need assistance based on family status. We must
also comply with the Ontario Human Rights Code for accommodations. We must make
our meetings and events accessible for those with disabilities, and we must
accommodate our members for child/elder/dependant care (Family Status) even at
the local level. Locals must cover the expenses of their members who need this
care in order to participate. Within our often blended family structures,
today’s modern family includes elders, children, grandchildren, step and half
children, adoptive children and family members with special needs. Coverage for
members is done by filing an expense claim and submitting it to the local
executive or OPSEU member organizing the meeting or event.
Our child/elder/dependant care policy is stated on the back of every OPSEU claim
form:
“Members are entitled to reimbursement of reasonable costs of
family/dependent provided by someone other than his/her partner, spouse as a
result of absences from home arising from the conduct of union business. Such
allowance is not intended to reimburse the claimant for dependant/family
expenses he/she would have normally incurred as a result of employment except
where the absence exceeds the normal workday or week.
Family/Attendant care will be reimbursed at the rate of $6.00
per hour to a maximum of 12 hours. The overnight fee is $40.00 to a maximum of
$112.00 per 24 hours period and must be signed by the child care provider(s).
Members who bring their children to union events will be entitled to single
accommodations and meal expenses. Claims for these expenses should also be
included in the family care column of the form and described appropriately.”
Expense claim forms are available from local presidents or any regional office.
The regional office address can be found on the OPSEU website.
Any member who requires family/dependant care in order to participate in any
local general membership meetings, union activities, or events is entitled to
this coverage. It is extremely important that members are aware that full
participation is encouraged, promoted and allowed.
Local executive members and stewards are conducting business on behalf of OPSEU
and are required to uphold the OPSEU Constitution and policies, which include
the child/elder/dependant care policy, as well as, removing barriers to full
participation.
If any local is experiencing financial concerns or difficulties about
accommodating members based on family status, it should contact the OPSEU Equity
Unit which oversees the accommodation fund. This fund is established to assist
members and locals who have special concerns or needs, relating to Ontario Human
Rights Code grounds (disability, family status, gender, creed, etc.). This will
in turn alleviate locals from undue hardship and will allow for full
participation for all members.
If members experience any unreasonable denials for child/elder/dependant care
assistance from their local executives for participation in OPSEU events,
meetings or activities they are to contact
·
Any advisor for OPSEU Harassment/ Discrimination Prevention policy
·
A regional equity member - PWC Representative, HRC Representative or YWC Representative.
·
The OPSEU Equity Officer at Head Office, 1-800-268-7376
·
His or her Executive Board Member
(All contact information for the above can be found on the OPSEU website,
www.opseu.org)
The Provincial Women’s Committee is pleased to support our union in its efforts
to accommodate today’s modern family, and we encourage full participation for
all members at union functions.
Point/Counterpoint
PROPOSITION : BLOGGIN IS FREEDOM OF SPEECH
‘We must be responsible in what we blog’
Lisa Bicum, In Solidarity Committee
When presented with this quandary regarding blogging, I couldn’t
help but think of some famous words of Eleanor Roosevelt which were brought to
my attention:
“Freedom makes a huge requirement of every human being. With
freedom comes responsibility. For the person who is unwilling to grow up, the
person who does not want to carry his own weight, this is a frightening
prospect.”
In this quotation lies what could be the answer: our responsibility. When we
blog or post anything to the Internet, we walk along the fine line of what is
appropriate and what is not. We also walk a fine line between freedom of speech
and censorship. The answer to the question of whether or not blogging is
appropriate may never be answered in my lifetime; however, all of us can do our
best to protect our rights and freedoms while functioning in this digital age.
Never before have we seen such a surge of information coming at us from all
directions. In the Internet age, anyone can be a rock star, super hero,
celebrity, harbinger of information, or journalist. Do I think it’s all good?
I’d be lying if I said I did. Still, I realize the slippery slope we traverse
once we start imposing limitations on a person’s right to give his or her
opinion.
Fortunately, our freedom of speech is nicely outlined in Canada’s Charter of
Rights and Freedoms. Along with freedom of religion, peaceful assembly, and
association is our “freedom of thought, belief, opinion and expression,
including freedom of the press and other media of communication.” Did the people
drafting this document know what kind of anonymous turd sandwiches were about to
be served on the Internet? Nope. However, media is media.
Importantly, we need to think of how we can apply these rights for good and not
for evil. I’m very thankful for my rights and freedoms as a Canadian, and I
wouldn’t want to be told how to think, who to vote for, or not to organize.
Heck, if I wasn’t allowed to organize, you wouldn’t be able to read this glowing
op-ed piece. Yet, I agree that many people, especially in these years of instant
fame via the Internet, cross the line of propriety and enter into hateful,
useless bashing.
Can blogging be good? Yes. The internet showcases excellent examples of how
credible information and eloquent writing can be combined to aid providing
instant information for many, but with the good we must take the bad.
Nevertheless, it is important to remember that we must be responsible in what we
blog as we must be responsible in what we say and do.
Perhaps each time we post we can think of these intrinsic rights we have. Maybe
we can think before we hit “enter.” I hope that we can think twice so that we
can preserve the rights we have for those who will come after us.
‘Blogging is bringing down our society’
OPSEU’s CHILD/ ELDER/DEPENDANT CARE POLICY
Felicia Fahey, In Solidarity Committee
The thought of blogging being freedom of speech is a poor excuse
to allow people to bully one another. The fact of the matter is that blogging,
or online commenting, is bringing down our society. There is no way that
newspapers province-wide would ever publish an anonymous letter to the editor,
but they have no problem allowing people to write whatever they want on online
websites for their papers. Any given day you can go to the Toronto Star website
or the Sudbury Star website, or any media website for that matter, and you can
find people putting down and criticising others they do not even know.
There has to be something said about editorial policy in the
print media to ensure even when they may not agree with the writer that they
still ensure the letter is a viable piece before they publish it. Having a name
on a letter verifies who wrote it, and it makes the author accountable for his
or her words. It is fine to say blogging is freedom of speech when that speech
has no author, no consequence, or reason— it just doesn’t cut it.
I think blogging was specifically designed so that right wing
companies and politicians could hire people to spread their disease and
propaganda. These newspaper and media outlets started the comments section and
allowed it to run out of control; it is their responsibility to moderate these
sections. They could hire or use some of their journalists to work these comment
sections if it is, in fact, open and insightful dialogue they are seeking; if
they are not willing to do that, then it must be shut down. Many news sites link
up with third party companies who will look after the comments section, moderate
and take control of the direction of the section. These uncontrolled sites are
not doing anyone any good. Imagine if the newspaper owners ran their papers like
they run their comment section – just the paper but no writers. Businesses do
not work without employees; it would be like opening a coffee shop but not
hiring staff for it. Until blogging is somehow regulated, I do not think it
should be allowed on media websites at all. Having a personal blog is one thing;
at least people have the option of visiting the site if they choose. The idea,
however, of going to a media site to view the daily news and being bombarded
with wild opinions and unaccountable bullying should not be allowed. I say we
lobby our local media outlets to take responsibility for these reckless sections
or shut them down.
HEALTH AND SAFETY SERIES
‘Have a safe and
healthy day’
Lisa McCaskell, OPSEU Health and Safety Officer
Whenever OPSEU Local 500 members receive an e-mail from Jackie
McKenzie, it always ends with, “Have a Safe and Healthy Day.” Everyone who knows
Jackie and who has worked with her on health and safety issues knows she doesn’t
say that casually – she really means it! For more than ten years, Jackie has
been working tirelessly at the Centre for Addiction and Mental Health (CAMH) to
try to ensure that OPSEU members and all employees at CAMH have a safe and
healthy day at work. Union members at Local 500 could not have a better advocate
to act on their behalf every single day.
Jackie, who works as an Education Consultant, first joined
CAMH’s Joint Health and Safety Committee (JHSC) in 2000. Five years later she
became the Worker Co-chair of the committee. The CAMH committee has been
steadily making progress during these years despite major challenges posed by an
employer who has often been reluctant to address health and safety issues
head-on.
Jackie’s strengths are many and they are perfectly suited to the
often difficult environment at CAMH. Her quiet persistence and unflappable good
humour, combined with her knowledge and ability to research, have helped her
meet one challenge after another. Also crucial is her ability to work as part of
a team – this is critical at CAMH where decisions on every issue always seem to
require input from a wide array of departments and individuals. Her ability to
work effectively and cooperatively with the other trade union at CAMH – the
Ontario Nurses’ Association – is also key. As with most hospitals in Ontario,
there is more than one union present to represent different classifications of
workers. This can often add an extra layer of complication to JHSC activities.
At CAMH, the two unions have learned they must work together. Their successes,
especially recently with workplace violence issues, are proof of the importance
of cooperation and coordination between unions.
Jackie describes her approach to teamwork: “I do not work in
isolation to make these accomplishments happen but instead work alongside the
employer, managers, workers and the members of JHSC to understand the workplace
and to put in place policies, procedures, safe work practices, personal
protective equipment… to create a safe and healthy workplace.”
During Jackie’s tenure, the JHSC has had a number of important
accomplishments. After a long fight that involved a work refusal, complaints to
the Ministry of Labour, an employer appeal to the Ontario Labour Relations
Board, and endless committee and subcommittee meetings, forensic clients
requiring transportation to and from CAMH are now properly assessed for the risk
of violence before being transported. And when they are moved, they travel in a
customized CAMH vehicle, thus protecting the safety of the escort staff and the
driver.
Another major accomplishment during the time Jackie has been on
the JHSC, also involves forensic clients. Previously, when a client was being
admitted to CAMH directly from the court system, he or she could arrive at CAMH,
transported by court officers, with little warning and insufficient information.
This practice put staff and other clients at risk if the forensic client had the
potential for violence that staff were unaware of. Again, after much hard work
over more than a year, involving the Ministry of Labour, an employer appeal of
MOL orders and hours of meetings, CAMH agreed to assign a staff person from the
Law and Mental Health Unit to the court to assess clients and to provide that
assessment and other important information to the forensic unit before the
client arrives. This practice has resulted in a measurable improvement to safety
conditions for workers in this unit.
It is important to note that these improvements were made before
the introduction of the workplace violence provisions to the Occupational Health
and Safety Act in 2010, when the Ministry of Labour was reluctant to get
involved with workplace violence issues involving hospital patients/clients and
employers were more resistant to addressing workplace violence.
The employer’s agreement to issue personal alarms to all staff
who work in client areas is another important victory. Not only nursing staff,
but support staff such as housekeeping, maintenance and food services, now wear
personal alarms when they enter a hospital unit or client program area, thanks
to the dedicated work of the JHSC chaired by Jackie.
Local 500 President and Regional Vice President, Nancy Pridham,
describes an incident at a local union membership meeting where she was
discussing staff complaints about filling out detailed electronic incident
reports (called SCORE reports) when there had been an event affecting staff or
patient safety. Staff were complaining about the time it took to fill out yet
another form. Jackie leapt out of her seat at the meeting to convince members of
the importance of the information provided on the SCORE. She pointed out that,
“This is how the committee tracks all the incidents that occur in the workplace.
We see how many assaults take place; where they happen; what areas; if there are
common themes or triggers?” Nancy reports, “Suddenly, those forms had meaning,
and members recognized that the way to get assistance was to fill out a SCORE
report, which was sent to the JHSC Committee and would come to the attention of
Jackie.”
Although Jackie is known for her patience and persistence, she
is also knows when it’s time to call the Ministry of Labour (MOL) for help – to
lodge a new complaint if the JHSC can’t move an issue forward; when the employer
has failed to comply with an MOL inspector’s order; or if there has been a
particularly serious health and safety event involving staff. There have been a
number of serious assaults of staff at CAMH in recent years, resulting in
numerous MOL visits and orders. In 2008, the MOL launched a prosecution of CAMH
for violations of the Occupational Health and Safety Act after a number of
serious assaults and near misses in 2007 and 2008. In 2009, this prosecution
resulted in fines of $70,000 to the hospital.
Through all of these events, Jackie and her sisters and brothers
on the JHSC have never stopped pressing their employer to fulfill its
responsibilities under the Act. Because of her dogged persistence, realistic
optimism, humour and ability to work so effectively with the whole committee,
all employees at CAMH are working in a safer environment. As Jackie says, she
just wants a workplace where “all staff can return safely to their homes and
families at night.”
Shun the sun to
reduce skin cancer
Canadian Centre for Occupational Health and Safety
Outdoor workers exposed to sun at high
risk for skin cancer
What do sailors, surveyors, landscapers and postal carriers have in
common? They all work outdoors and are regularly exposed to the sun for long
periods of time.
This puts them at a high risk for developing skin cancer,
according to the Canadian Dermatology Association (CDA). Adding to the danger
for outdoor workers is the fact that they are often in the sun when the sun's
harmful ultraviolet (UV) radiation is at its strongest, between noon and 2 pm.
Who Is At Risk?
· agricultural
workers
· farmers
· construction
workers
· pipeline
workers
· ranchers
· athletes
· fishermen
·
landscapes
· police
· ski
instructors
· brick
masons
· lifeguards
· oilfield
workers
· postal
workers
· sailors
· loggers
·
open-pit miners
· surveyors
How To Reduce The Risk Of Skin Cancer
From Sunlight
It is important to be aware of the risks and take precautions while
under the sun from as early in life as possible. The good news is that skin
cancer is largely preventable. You can protect yourself in these ways:
Reduce exposure to sunlight. Try to limit the amount of time you work outdoors
in the sun, especially from 11:00 am to 4:00 pm when the sun's rays are the most
intense. Seek shade from buildings, trees, canopies, etc., as much as possible,
especially during lunch and coffee breaks. Be aware that water, white sand or
concrete, snow, and ice can reflect from around 10 percent to 85 per cent of the
sun's ultraviolet radiation. Your skin may require extra protection against
these indirect, reflected rays. Wear protective clothing and
sunglasses. Wear clothing that covers as much of your body as possible, made
from fabrics which do not let light through. Not all clothing offers the same
protection. For example, a white cotton T-shirt may have an SPF of 7 while a
long-sleeved denim shirt has an estimated SPF of 1700. Some fabrics like cotton
lose about 50 per cent of their SPF rating when they get wet. For additional
protection, wear wrap-around sunglasses that absorb UVA and UVB radiation, and a
wide-brimmed hat (more than 8 cm or 3 inches). If you wear a construction
helmet, attach a back flap to cover the back of your neck and a visor for the
front of the face. Use protective sunscreens. You should
generously apply a broad spectrum (UVA and UVB protection) sunscreen of SPF 30
or higher to all areas of exposed skin, 20minutes before working in the sun.
Reapply it as directed by the manufacturer's instructions (usually every two
hours) or more often if you are perspiring heavily. Remember your lips and apply
a broad spectrum, SPF 30 lip balm. Sunscreens should be used in
addition to, not instead of, working in shade and wearing suitable clothing,
hats, and sunglasses. Sunscreens are not intended to extend the exposure time to
sunlight, but rather to reduce the effects of sunlight when you have to be in
the sun. Examine your skin regularly for any unusual changes. The
danger signs include any wound, sore, or patch of skin that won't heal or
constantly scales. Also examine for any growing lump, particularly if brown or
bluish in colour. Get medical care for anything that looks suspicious rather
than wait until the problem becomes untreatable. *** Source: Health and Safety Report, (volume 8, issue 4),
Canadian Centre for Occupational Health and Safety
(CCOHS), 2010. Reproduced with the permission of
CCOHS, 2010.
- Keep yourself informed on union business,
policies and activities. Know your union
contract and where to find answers when
you need them.
- Attend union meetings, educationals and other union
affairs. At the same time, encourage and take other members to these events.
- Personally welcome new union members. Have them sign membership cards, and talk up the union.
- Be a leader and role model. Do not allow your personal likes and dislikes prejudice your actions when dealing with members.
- Keep accurate records, and meet deadlines when filing grievances. Treat each grievance as if it were your own.
- Be politically active. Encourage members to get involved in political elections; attend town hall meetings, and ask social justice/ labour friendly questions. Encourage them to vote for labour-friendly parties.
- Show your union pride. Wear union buttons and clothing, and encourage your brothers and sisters to do the same.
- You are management’s equal. When dealing with local issues, you are your members’ advocate and can question and request information from management.
- Do not shy away from anti-union animosity. Fight it head on.
Killer Coke...still deadly?
Lisa Bicum, In Solidarity
If you are reading this publication, chances are good that you
have a sound social conscience. If you are like hundreds of your OPSEU brothers
and sisters, you try to keep up with news of which employers offer the worst in
working conditions and workers’ rights. A few years ago, many of us were made
aware of the “Killer Coke” campaign which asked us to refrain from consuming
Coca-Cola products in support of improving deplorable human rights violations
against South American Coke workers (bottlers). Each year at convention, and
through other media releases, we get word of underhanded employers and
corporations whose products we need to refuse to purchase. OPSEU even goes as
far as to launch formal boycotts against corporations. However, in the back of
our minds is the nagging question, “How do I know whom or what we are still
boycotting?” Good question.
Don Ford, OPSEU communications officer, notes that we take our
direction from NUPGE (our big national sibling), the Ontario Federation of
Labour and the Canadian Labour Congress. According to the NUPGE website, as of
November 1, 2010 OPSEU, NUPGE, and the CLC remain diligent in boycotting or
signing petitions against the following corporations:
Sklar Peppler (Alan White furniture/ AW Manufacturing
Inc.) for closing the company’s Canadian plant, moving its manufacturing to
Mississippi, and continuing to sell their product under the Canadian brand name.
Rol-Land Farms, Inc. (Essex Kent Mushroom, Essex
Continental Distributors Inc. and/or Unionville Farms) for failing to recognize
the United Food and Commercial Workers (UFCW) as their workers’ bargaining agent
even though 70 per cent of the workers signed union cards in 2003. These workers
face long hours, health and safety concerns, no grievance procedures,
harassment, unfair wages, and discrimination.
Philips Electronics Products for transferring production
from Quebec to Brazil thus potentially eliminating 125 Steelworkers’ jobs
Motts (Clamato) for using Canada’s name in marketing a
non-Canadian product. This American company is guilty of forcing wage and
pension cuts on 300 workers in their Williamson, NY plant.
Museum of Civilization for not providing workers with a
fair collective agreement
So, in the end, is Coke still “deadly”? Although Coca-Cola
doesn’t currently show up on NUPGE’s website as a corporation to boycott, it
doesn’t take much of a search to find that Coke’s employment and human rights
practices remain unforgivable. Also, OPSEU continues to take a stand by refusing
to serve Coke products at any of its functions. As for other boycotts and their
currency, it’s easy to keep track of whose products we should refuse. Check out
the “Supporting the Struggle” tab in the lower right hand column of the NUPGE
home page (www.nupge.ca) for information on current strikes, boycotts, community
actions, and citizen campaigns across the country.
Stewards and Workplace Rage
Steward Update
The workplace can be a violent place, and angry and frustrated workers are providing a whole new set of problems for a union steward.
In August 2010, JetBlue flight attendant Steve Slater became an instant working-class folk hero when he grabbed two beers, cursed out an offensive passenger, and took the plane’s emergency exit slide into instant fame. The phrase “pull a Slater” jumped into popular usage, generating pages of “last straw” stories about bad working conditions.
If Slater was comedy, Connecticut beer warehouse worker Omar Thornton was tragedy. Thornton was called to a disciplinary hearing for allegedly stealing beer. He killed eight people, including his local union president, and then committed suicide.
The cases are hugely different, of course, but for a union steward, they can serve as a reminder that you can never predict when the next episode of workplace rage will take place.
Workplace violence, of course, is nothing new and more often than not it starts with the boss. It has always been a basic function of the union to defend workers against management violence—by defending safety conditions, for example, or blocking harassment—but sometimes the emotions of our co-workers become a potential threat as well.
Our terrible economy and the relentless pressures working people are facing are increasing stress that can lead to destructive actions by workers.
What can a steward do?
First of all, check your own stress levels. The pressures that are driving some
of your co-workers over the edge can affect you as well. Plus, you have a whole
group of people to worry about. Be alert to signs of your own anger. Some of the
remedies for workplace violence may involve challenging your own members and
friends about their behaviour—obviously, a stressful activity.
Live by the steward’s slogan: Prevention and Proactivity. In the
Thornton episode, the support for the company’s discharge action was videotapes
of Thornton allegedly stealing cases of beer. The union can bargain over an
employer’s use of video cameras and warn its members about surveillance.
More important, in Thornton’s case there appear to have been
serious race issues and incidents at the warehouse, making a bad situation
worse. “This all could have been avoided.” Thornton’s uncle Will Holliday told
CBS News. “He went to the union a couple of times with issues concerning what
was going on, and it was not dealt with appropriately.” Not only did Thornton
use his cell phone to document and transmit racist conversations among some of
his co-workers, but he felt that his rights under the contract were being abused
by his work assignments. It’s essential that unions enforce the contract
impartially for every member and make sure that workers know the limits of its
protection.
Clearly, if workers are harassing their co-workers, by hanging
nooses or by sexual harassment, a steward needs to step up and speak both to the
offending members and to management, which is legally responsible for providing
“a safe and health workplace.” There is no place for a bashful steward if basic
relations among co-workers are not maintained. After all, a steward would not—or
should not—allow a supervisor to harass a member in any way, so the same
standards must be maintained among our co-workers.
Does your employer have an Employee Assistance Program (EAP)? If
so, a steward should know the procedures and thoughtfully encourage troubled
co-workers to make use of it. Often a steward is reluctant to “rat out” a
co-worker about troublesome behavior, but the protection of all workers is the
steward’s first responsibility. A worker who has personal problems that seem to
be deeply unsettling could be the next violent offender.
Listen carefully to casual conversations. Do any of your
co-workers repeatedly muse about ways to bully or torture a co-worker? While it
might seem like workplace horseplay, the joking threats might be a reflection of
a more serious problem.
Do any of your co-workers have serious problems off the
job—romantic or financial, for example—that might provoke them to resort to
violence? Once again, if you have an EAP program, urge your co-worker to set up
an appointment. Be thoughtful in your approach.
Demand that management take immediate action. Should a steward
recommend that at co-worker be suspended? This is obviously an ethical dilemma
that will raise the blood pressure of any steward, but once again, you’re
responsible for the safety of all members and may need to act.
Do any of your co-workers have weapons, either in the workplace
or in their nearby vehicles? While there may be some constitutional issues about
banning weapons from all work premises (including parking lots), and it’s a
cultural issue among hunters, having weapons nearby can be a problem.
Most important, the solution to a bad boss, or to bad working
conditions, is not to quit as Slater did or to start shooting. The whole point
of unionism is an organized effort by workers to make conditions on the job
better and safer. While many in the non-union blogosphere cheered for flight
attendant Steve Slater and wished they had the same nerve to quit a lousy job,
unionism tries to make a lousy job better so that workers are not faced with the
no-win choice: submit to a bad job and a bad boss, or quit.
*** This article is reprinted courtesy of Union
Communications Services Inc., 1633 Connecticut Ave. NW, Suite 300, Washington,
DC 20009. To order a subscription, you can call 1-800-321-2545. By agreement
between In Solidarity and Union Communications Services, this material may not
be reproduced. ***
Don’t let the Bed Bugs Bite
By Felicia Fahey, In Solidarity Committee
The bed bug epidemic has hit Toronto, and residents and members
alike are becoming more and more afraid to come to the big city. Fear is being
perpetuated by the media and online blogging, adding to the hype. We at In
Solidarity thought we would do what we could to get some facts/myths surrounding
the little critters.
Bed bugs have been around since ancient Greece. Around World War
II they became almost obsolete when the invention and use of pesticides became
more popular. In the United States in 1996, a law banning some pesticides was
passed, and the debate over the link between that and the re-emergence of bed
bugs began.
Bed bugs are insects that are about the size of an apple seed
and feed on human or animal blood. They are most active at night and tend to
hide during the day. They reproduce very quickly and can live without a feeding
for up to six months. Bed bugs do not jump but are often carried from one
location to another; they are often described as, “hitchhikers.”
If you think you have bed bugs, or for information on reported
cases, call your local health unit or the unit of the town you will be visiting.
Myth: Bed bugs are too small to see.
Fact: Although they may be difficult to find because
they hide well, they are big enough to be seen with the naked eye.
Myth: Bed bugs are only found in shelters; only poor
people or dirty people get them.
Fact: Bed bugs can be found in hotels, motels,
dormitories, apartments, condos, private homes, and even in some public
places such as businesses and offices. Anyone can get bed bugs.
Myth: Walking into a room that has bed bugs means you
will get bed bugs.
Fact: Bed bugs do not jump. They spend 90% of their
time hiding and are usually active at night. Bed bugs avoid light and do not
like to be disturbed.
Myth: Bed bugs cause disease.
Fact: There is no evidence that shows bed bugs
transmit disease. Bed bug bites, however, can cause allergic reaction in
some people similar to a mosquito bite. Frequent scratching of the bite
marks or picking the scabs can cause infections. Also, people with severe
and/or repeated infestations can feel anxious, worried or ashamed.
Myth: Chemicals/pesticides will kill bed bugs.
Fact: Pesticide application alone will not kill bed
bugs at all stages. Successful treatment depends on an Integrated Pest
Management approach to bed bug control which involves vacuuming and
steaming, laundering belongings, sealing areas and gaps where bed bugs can
hide. Do not use over the counter pest control products or home remedies
such as kerosene.
The long and the short of it is this: yes bed bugs are in
Toronto, but they are everywhere. The most important thing is to keep clutter at
a minimum so they have fewer places to hide. Keep sheets and linens clean,
practice hygiene, and take a look around the hotels you are staying at. If you
are still worried, call the hotel prior to your arrival, and ask for any reports
and for the date of their last inspection.
Retiring? Your activism doesn’t have to end
Laurie Sabourin, In Solidarity
If you are one of the thousands of OPSEU members retiring over
the next few years, you will still have the opportunity to stay involved in
union activities. Just because your career ends, doesn’t mean your involvement
with your union must.
In 1981 three retired members asked the Union’s Executive Board
to create a Retired Members Division. Now the division is thousands strong and
growing. This involvement allows you to follow and participate in OPSEU.
There are seven Regional Executive Committees who hold regular
meetings in your region. The chairs of those committees form the Retired Members
Division Executive Committee. The executive produces a quarterly publication,
Autumn View, with articles on benefits, finances and current issues for
retirees. They monitor policy changes affecting their members and assists in
educationals to prepare OPSEU members for retirement.
As a member of this division, you will
·
Receive regular information on OPSEU issues,
campaigns and events;
·
Meet regularly to discuss issues concerns with
fellow retirees;
·
Propose and discuss Resolutions and
Constitutional Amendments to be brought to
Convention;
·
Be eligible to become a delegate to Area
Councils, either as a delegate from your old
local or a delegate from Retirees Division;
·
Be eligible to become a delegate to District
Labour Councils if elected by your local;
·
Be eligible to hold executive positions in both
Area Councils or District Labour Councils.
Membership in the division is open to all OPSEU members and
staff who retire from their workplace directly to a pension earned in their
workplace or by retiring from a bargaining unit without a pension plan.
You can become and remain a Retired Member by paying $10 for a
lifetime membership. Some locals pay for their retired members to become
lifetime members.
Application forms are available from OPSEU at www.opseu.org/retirees/index.htm,
your Regional Retiree Chairperson, your Regional OPSEU Office, or OPSEU Head
Office in Toronto at 1-800-268-7376.
Identity self-defense
Tim King, In Solidarity
This isn’t about physically fighting to protect your identity,
nor is it sparring with the government – it comes down to your most important
document you can own…your Birth Certificate.
Roll your eyes, but it’s true. Of any document you own, this is
the ONE document that is needed in order to apply and obtain any other
identification or document. You need it in almost every aspect of your life –
from health care, to licenses to retirement. Since it is that important, care
and caution needs to be taken to that one single piece of paper.
Use this analogy: if you have a thousand dollars, would you
freely count it in public? Would you carry it in your wallet or purse
“just-in-case?” No! You will probably leave it safely at home or in a financial
institution and would take it out only when needed.
How about leaving your PIN numbers written on a paper in your
wallet for debit or chip cards? Of course you don’t. So why not protect the
document that could take a lot more from you than just money—your identity!
In general, we are walking pack-rats carrying our lives with us.
We keep piles of receipts, photos, library cards, SIN cards,
expired grocery rewards cards, faded coupons, membership club cards, phone
numbers and perhaps a recipe or two.
We want things to be easy, on hand and on demand. Whenever you need something,
you have it at a moment’s notice. The problem is that what is easy for you is
also easy for a thief. He or she could easily get to know who you are, where you
go to the gym, your habits, where you live, your banking patterns, credit cards,
maybe school loans, who your family is, etc. The same goes if you carry your
spouse and children’s information with you.
Since it is that easy to map someone’s life, we must take simple
precautions to not let our personal information be easily accessible.
Around the world, birth certificates issued in Ontario and other
Canadian provinces are the most sought after. The government works hard to
protect the identity of Ontarians. It isn’t hard to protect ourselves. For tips
on the protection of your identity, please see the Digital Death Wills and
Social Networking articles in past In Solidarity editions.
Mission: Take Back Canada!
CALM
OPERATION MAPLE is an online social media project (with a special brand of humour) that points out that the people we elect do not always have Canadians’
best interests at heart.
Every week, Operation Maple posts creative funny, informative videos that
educate and entertain. Short, sharp webisodes are accompanied by articles and
helpful links.
You can join Operation Maple’s Facebook fan page, follow it on Twitter or visit
their YouTube profile to watch and share funny, irreverent takes on Canadian
politics and business.
www.operationmaple.com
Unionization in Canada has risen up to
4.2 million
NUPGE/CALM
Statistics Canada says more than 4.2 million workers belonged to
a union in Canada during the first half of 2010, up 64,000 from the same period
last year.
Union membership has risen at a slightly faster pace than total
employment. As a result, the nation’s unionization rate edged up from 29.5 per
cent in 2009 to 29.6 per cent in 2010.
The gap in unionization rates between men and women widened
slightly in 2010. Women experienced disproportionately more gains in unionized
jobs. Consequently, their unionization rate inched up to 30.9 per cent, while
the rate for men remained constant at 28.2 per cent.
Just more than 2.2 million women belonged to a union in 2010,
compared with just under 2.0 million men.
The unionization rate for permanent workers increased to 30.0
per cent between 2009 and 2010 while it decreased to 27.3 per cent for those in
non-permanent jobs. The rate rose in larger firms (100 workers or more),
declined among those with 20 to 99 workers and remained constant for firms with
fewer than 20 workers.
The provincial picture was mixed.
Unionization rates fell in Nova Scotia, Quebec, Saskatchewan and
Alberta. The largest gain in rates occurred in B.C. while the rate was highest
in Newfoundland and Labrador (37.9 per cent
Among industries, rates were highest in public administration
(68.5 per cent) and education (67.0 per cent). Notable declines occurred in
agriculture, health care and social assistance and education. Notable increases
occurred in transportation and warehousing and public administration.
An average 288,000 workers were not union members but were
covered by a collective agreement in the first half of 2010, down from last
year’s total of 300,000.
In 2009, there were 157 strikes or lockouts that involved a loss
in working time of at least 10 person-days. This was the second lowest number on
record. At the same time, 67,000 workers were involved in these strikes or
lockouts and just under 2.2 million person-days in working time were lost—the
highest number of days lost since 2005.
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