This is a partial and general summary only. Refer to the full text of the agreements for exact details which may apply to your particular situation. The full agreement can be found on the OPSEU website at http://www.opseu.org/ops/barg2004/index.htm  . All agreements are subject to ratification by the Employer and the Union. 

Central Collective Agreement: Major issues

Contract retroactive to Jan. 1, 2005; expires Dec. 31, 2008.

Major gains in job security

Job security was the number one bargaining issue this round, and this agreement reflects that. Qualified surplus members can now redeploy into different ministries. Employees can now redeploy “up”, to a maximum of five per cent of their pay band. There is now mandatory retraining for members who are not able to redeploy or bump.

A “reasonable efforts” committee is now established for members in the developmental services facilities that are slated for closure. This committee will ensure the affected members get every opportunity available in the new collective agreement, and assist those who leave the OPS.

And, thanks to your efforts, the employer’s proposal to freeze termination payments in Article 53 is history.

The (drug) card IS on the table

For years, OPS members have tried to make significant gains in benefits. This round, your team has finally achieved the one benefit that has been so elusive – a drug card. Beginning Nov. 1, 2006, members will have a $3 per prescription drug card.

That’s not all. Vision care benefits are increased to $340 every two years and can be used for laser treatment and one routine eye-exam every second year. VDT eye exams are also available every two years, capped at $50 (slightly above OHIP rates) and this includes the initial test for new operators. There is also assistance for the purchase of insulin pumps and supplies.

Unclassifieds start getting overdue improvements

Appendix 25, conversion language specifically for the court reporters, court registrars, court monitors, court clerks and court service officers working within the provincial court system has become a reality. Approximately 1,400 unclassified employees will be converted to Flexible Part-time Classified employees.

The new language will entitle these employees to benefits, vacation entitlements and a more standardized work schedule. This program, upon ratification, will be implemented throughout the provincial courthouses by October 2006. Court workers get schedules of work hours that reflect the current reality of their jobs, and if those need to be adjusted, the union has a right to be involved.

Unclassified employees will now have access to a modified bereavement leave provisions and special and compassionate leave entitlements.

One gain that will have significant impact is a newly created Letter of Understanding that will reduce a percentage of unclassified employees within the public service each year for the life of the collective agreement by conversion to the classified service. This language was created to help prevent unclassifieds from being “shuffled” to avoid the 18-month rule for conversion to full time. By preventing this “job shuffle,” more unclassifieds will be able to convert to full time.

Other unclassified improvements include student wage increases that incorporate the increases to the minimum wage over the life of the collective agreement.

Classification backlog will be finally addressed

The employer has agreed to address long-standing classification problems. Mediator Gerry Lee has been appointed to help address the backlog of 4,000 complaints. Work on this project will begin 60 days after ratification.

Pay equity plan in place

The union made significant gains in pay equity. There will now be a job evaluation system that is compliant with pay equity laws. Work will now be valued against a common standard that is gender-neutral. Also, seven classifications will receive pay equity adjustments ranging from $.10 to $1.40 an hour. These are: Cartographer Technician; Dental Assistant; Hairdresser; Lab Attendant 1 and 2; Operator 1, 2, 3, 4 Microfilm; Pharmacy Technician 1, 2; and Psychometrist 1.

Workload issues recognized

A letter of understanding is now in the collective agreement that says workload issues can be referred to the appropriate MERCs for resolution. This is an acknowledgement by the employer that workload issues are a growing concern in the OPS and must be resolved through mutual cooperation.

MERC Teams enshrined in agreement

Terms of reference for Ministry Enforcement and Renewal Committee are now enshrined in the collective agreement for the first time. This will ensure that all MERCs will be operated more consistently across the OPS, and will enhance contract enforcement and labour relations.

Increase to LTIP Benefits

LTIP recipients will receive an increase to their benefits equal to the general wage increase negotiated.

Bargaining Unit Integrity - More protection

When a new level of work is created, the employer must provide the union with a copy of the job specification.

As well, the employer is longer allowed to re-classify work out of the OPSEU bargaining unit.