LBED to MPPs: Keep the LCBO public!
As the McGuinty government prepares to receive the findings of a study into
the possible sale of Crown corporations, members of the Liquor Board
Employees Division hosted a Feb. 17 reception at Queen’s Park where they
told MPPs the LCBO must stay in public hands.
Several dozen MPPs and political staffers attended the event where they were
treated to some of Ontario’s finest wines. The effort by LBED was intended
to promote the “LCBO experience,” which customers enjoy when shopping at
their local outlet.
The MPPs also received a blunt message from LBED members: the LCBO isn’t for
sale and it’s time to repatriate dozens of privately-owned and operated
“The MPPs got an earful from us,” said Rick Woodall, chair of LBED’s
privatization committee. “We told each and every one of them that selling
off the LCBO would be a terrible mistake. We would lose hundreds of millions
in future revenues and the LCBO’s role in promoting social responsibility
would be damaged.”
LBED chair, Denise Davis, said MPPs were very receptive to LBED’s pitch.
“Certainly the NDP MPPs and many Liberals appeared to support us. They
recognize that the LCBO is a valuable public asset and it shouldn’t be
sold-off just to reduce the deficit,” said Davis.
“Even a couple of Conservatives indicated some support, especially around
the importance of the LCBO and social responsibility.”
In December, the premier announced that his government has retained the
services of two banking investment firms to advise it on the possible
privatization of several Crown corporations, including the LCBO. LBED’s
Queen’s Park reception on Wednesday was a reminder to MPPs that OPSEU will
mount a vigorous campaign to keep the LCBO in public hands.
The MPPs who attended included NDP leader Andrea Horwath (Hamilton Centre),
former leader Howard Hampton (Kenora-Rainy River) and most of the party’s
caucus. Mario Sergio (York West), the Hon. Steve Peters
(Elgin-Middlesex-London) and Bruce Crozier (Essex) were among a small
handful of Liberal MPPs, while a surprising number of Conservatives showed
up, including Robert Bailey (Sarnia-Lambton), Garfield Dunlop (Simcoe North)
and Julia Munro (York Simcoe).
OPSEU president Warren (Smokey) Thomas stopped by and reminded LBED members
the fight is never over when the issue is LCBO privatization.
“We’ve been down this road before and we’ll probably go down it again,” said
the president. “LBED knows first-hand that the people of Ontario have no
interest in selling-off the LCBO.
LBED members also used the occasion of the Lobby Day to present visiting
MPPs with an update on LCBO agency stores. The new findings, conducted by an
independent consultant, show that the LCBO is losing more than $20 million
per year in revenue from its most profitable agency stores – an amount that
will grow to more than $340 million, in total, over the next 10 years.
New casual benefit coverage begins April 1, 2010
All casuals who qualified for benefits effective Apr. 1, 2010 should have
received a benefit package information kit which included a casual benefits
booklet, information on the enrollment process and an enrollment form.
This form should have been returned to the LCBO Human Resources by now.
If a casual member did not complete and return the enrollment to the LCBO
Human Resources, the Employer will have then registered the member with
single coverage. If required, the Employer will update your information as
soon as they receive the enrollment form.
It is essential that members send in the correct information to ensure that
your beneficiary is properly recorded and that if you are eligible for
family coverage your spouse and children are listed. There is no extra cost
for family coverage.
Single and family members and their dependents are covered under the plan.
Members will have to qualify initially or re-qualify annually by working
1300 hours in each calendar and have at least five years seniority.
Qualified members will direct 4 per cent of their lieu payments to cover the
cost of the plan. The plan is mandatory for all casuals.
You will be receiving your prescription card by April 1, 2010.
In your package you received copies of the dental form and health form for
prescriptions, these can also be found on the “Great West Life”
website. This website is a great source of information such as dental
timelines. We suggest that all employees sign up on the
“Great West Life” website at:
New benefit book on its way!
An updated LCBO benefits booklet that reflects changes in our new
Collective Agreement is at the print shop and will soon be sent out
to members. The booklet covers benefits that apply to permanent,
full-time employees. The booklet will not include information about
the casual benefits package. The Employer assures us that the books
will be in the mail shortly.
Collective Agreement to be released soon
An editing committee made up of members who were on last year’s bargaining
team is currently proofreading our Collective Agreement to ensure it is
consistent with the negotiated settlement. Once their task is finished the
CA will be sent to the printers and copies will be distributed to all LBED
OP Trust opens door to pension buy-back
OPSEU and the Government of Ontario have approved a change to the OPSEU
Pension Trust buy-back rules. The change creates a new ‘open option’ for
eligible members to buy back credit after the plan’s customary 24-month
application deadline has passed.
As a result, members who missed the OP Trust’s 24-month deadline to buy back
past-service credit can now obtain a cost quote from OP Trust and complete
their purchase. Effective Feb. 1, 2010, eligible OPT members have an
opportunity to boost their pensions in retirement and, possibly, retire
Details of the change differ from member-to-member. Visit
www.optrust.com for more information.
Have you taken the Union Counseling Course?
The benefits and pension committee is putting together a list of all LBED
members who have successfully completed the Union Counseling Course. If this
included you, then please send your name, Local number, Store number,
telephone number and email address to:
Chair, Benefits & Pension Committee
APPLY TODAY! – DEADLINE IS MARCH 12
LBED looking for new committee members
Employment Equity Committee – 2
The Division is currently looking for two (2) members for positions
on the Employment Equity Committee. This committee is a
sub-committee of the provincial labour-management committee and its
mandate is to review employment equity issues, to promote an
atmosphere and policy framework that will facilitate program
The committee will:
review employment policies and procedures
recommend measures to promote fairness
recommend measures to eliminate barriers impacting women, the
disabled, francophones, Aboriginals and workers of colour
Employee Assistance Program (EAP)
Committee – 2 members
The Division is currently looking for two (2) members for
positions on the Employee Assistance Program (EAP)
The Guidelines and Criteria for Appointing Committee Members according to
Appendix “A”, Article 6 and Article 6.4 (b) specifically, of the Liquor
Board Employees Divisional Bylaws, empowers the Executive Officers to make
appointments to positions on some Standing Committees and Ad Hoc Committees
of the Division.
In so doing, the Officers will ensure that the appointing process is as
fair, equitable and transparent as possible. To assist in accomplishing
this, the Officers are guided by the following criteria in considering
members to be appointed:
Geographical and regional representation
Gender and equity balances
Search criteria and candidate qualifications
Proper notice and posting to membership and locals
Nomination process, including self-identification of interest
Submission of resumes
Committee chair recommendations
Decision to be communicated to candidates and locals in a timely manner
Interested members should send their resumes by email to the following three
email@example.com and Rob Field
firstname.lastname@example.org . If you do not have access to the internet, please
mail your resume to Rob Field 100 Lesmill Road North York, Ontario M3B 3P8.
DEADLINE: Friday March 12, 2010
LBED bylaw changes now in place
On Nov 28, 2009, your elected officers and delegates voted on a
number of LBED bylaw amendments that will shape how we, as a division of
OPSEU, move forward. Before the vote took place, local members had the
opportunity to put forward motions on proposed changes and amendments. Once
all of the proposed changes were received the bylaw committee, consisting of
Vanda Klumper, Denise Davis, Paula Sossi, Jennifer Van Zetten, Craig
Hadley and staff rep Rob Field, went to work reviewing both our bylaws and
our negotiating procedures.
There were a number of housekeeping changes in the bylaws and negotiating
procedures that needed to be addressed. There were several language issues
that required updating to ensure that terminology was consistent throughout
both documents and compliant with the OPSEU Constitution. The sections
affected in the Bylaws were 5(1), 5(3), 5(4), 5(5), 5(6), 5(12), 5(21),
5(25), 5(27), 5(29), 5(30) and in the negotiating procedures, Sections 6(1),
On an operational basis there were a few key changes to the duties and
responsibilities of the Secretary/Treasurer. The Secretary/Treasurer is now
officially responsible for maintaining the various locals’ executive
membership information. The Secretary/Treasurer is also responsible for all
financial transactions within the control of the Division. Lastly, the
Secretary/Treasurer must now send all locals divisional financial
information prior to Division membership meetings.
The bylaw review committee has itself changed. Instead of meeting separately
from the divisional leadership, the committee (when called for) will now
join the divisional meetings in order to avoid duplicity and to streamline
The regional labour-management committees will forward all minutes of its
meetings to the Secretary/ Treasurer which will aid the divisional
leadership in isolating and addressing common issues throughout the
The grievance committee has undergone a significant change. Previously, the
grievance committee consisted of two appointed members who would be replaced
every six months. It was adopted that the grievance committee shall now
consist of 2 elected members-at-large – one from retail and the other from
non-retail. This change will assist the committee’s operations and
eliminate the interruption of changing committee members.
The privatization chair and committee have been revamped to reflect the
importance of the positions. Previously, the chair and committee were ad
hoc positions. Delegates voted to make the privatization chair a permanent
position on the Divisional Executive committee. This position and the
committee members will now be elected positions. The threat of LCBO
privatization will never disappear altogether and as such the change will
assist the Division in strategic planning and future campaigns.
Communication & Education Committee
No place for bullying and harassment in the workplace
In 2004, Quebec became the first jurisdiction in North America to pass an
anti-bullying law. Ontario recently passed similar legislation, Bill 168,
which will take effect June 15th 2010.
The effect of a weakening economy on many workers is often a rise in stress
levels. This can be the result of personal financial losses. Or it can be
the result of employers who expect more productivity from fewer staff.
Cumulatively, these factors can also lead to an increase of bullying and
Incidents of bullying can be between customer and employee; employee to
employee; or, management to employee. Some employers use the practice of
micro-managing as a tool for intimidation and bullying. Bill 168 protects
workers against such inappropriate behaviour and holds the employer legally
accountable, thus ensuring that the work environment for employees does not
become toxic or poisonous. This legislation makes it clear that bullying and
harassment should not be “part of the job.“
Bullying is about power. The workplace bully controls and overpowers people
with their size, status or privilege. Bullying is an act of aggression. Bill
168 makes it clear that any behaviour that intimidates, threatens and
humiliates a worker must not be tolerated.
Studies have concluded that when employees work for bullying managers the
outcome often leads to negative consequences on the employee’s health.
Working in a toxic workplace has been proven to increase absenteeism,
increase stress levels, and can lead to sleeplessness, depression, digestive
problems, panic attacks and feelings of nervousness. It can also increase
injuries on the job.
If you think that you are being bullied you need to document the
circumstances. Let the bully know that his/her behaviour is inappropriate.
It is necessary to know how to identifying and recognize the signs of
bullying behaviour. Behaviours can include, but are not limited to, verbal
attacks, yelling, shouting, finger pointing, spreading rumours and
exclusion. Talk to someone you trust. Your union steward or EAP
representative will be able to get you help, including counseling. They can
also assist in filing a complaint with the Ministry of Labour.
Remember: everyone is entitled to work in a harassment-free workplace.
Encourage everyone in your workplace to treat each other with respect and
Get on the list!
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Authorized for distribution by Denise Davis, Chair and Warren (Smokey) Thomas, President.
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