Summary of Membership Meeting Nov. 25, 2009

I know these aren't the greatest copies, but I have posted a download link in the union folder on the right hand side panel of this Blog. Click where it says union and look for a link that say membership meeting minutes.

Cell Phones

There is a lot of controversy surrounding the new cell phone package that was tabled and passed at our last general membership meeting. From what I have heard the big issue is the cost of the plan that was chosen. I have also heard many say that they don't really need to have cell phones at all.
Well as a person who has held four positions in this local, I can tell you that they are necessary. We work in a twenty four hour operation, as members of a union we should also have access to our representation twenty four hours a day. If for example a serious incident involving us occurs, ie. Minor on the gaming floor, upper levels of management are immediately notified regardless of the time. We also should have this ability. If there is a problem that requires immediate attention I should be able to contact all members of the executive with the push of a button , the same way our management team does. Many believe that the expenditure is not worth what we are getting. The process that was used was above board and transparent, and was voted on by general members of this local. The motion for the phones was tabled, voted on, and passed. I believe that this expenditure is worth every penny that is going to be spent on it. Simple reason being, that is what I pay union does for. My rights are worth every penny that this is going to cost. Why should my executive, for my union, not have the best possible tools to do the job that they were elected to do.?

As with any expenditure of cash there needs to be strict guidelines and conspicuous transparency. All of the unions financial books must be made available, and the bills for the these phones must be made public and posted for all to see.

I think it is also very unfair to saddle this executive with mistakes that were made in the past. This is almost a completely new group and they should be given the opportunity to show what they can do. The ironic thing here is that everyone in this local wants the benefits of a collective agreement and all the protection it provides, but they refuse to understand that everything has a cost. For me personally I would rather have an executive that has the Cadillac of communication devices with all the bells and whistles than an executive that dosnt, have any communication at all.
Also I can tell you from experience that I have submitted cell phone charges that were in the hundreds of dollars. So consider that I used my own hydro, paper, internet service, cell phone, car, fuel, and not to mention personal time away from my own family. All of these services came out of my own pocket, and way less than half of which I was reimbursed for. In a nut shell, I believe that this expenditure is justified and necessary for the operation of our local, provided that the proper financial safe guards and transparent accountability practices are in place.
"Freedom Is Not Free"

Maclean's: Malaysian model caned for drinking

---------------------------
Malaysian model caned for drinking
By: Tom Henheffer

Six lashes—that's Kartika Sari Dewi Shukarno's sentence for quaffing a beer with a few friends in a Malaysian bar. Kartika, a part-time model, will be the first woman caned there, and her case has divided the Southeast Asian country. Drinking isn't technically illegal in Malaysia, but since Kartika is Muslim she is subject to Islamic sharia law, under which the consumption of alcohol is a punishable offence.

Moderates and non-Muslims say the ruling establishes a dangerous precedent by disregarding human rights and undercutting the mainstream Malaysian legal process. According to Hamidah Marican, executive director of Sisters in Islam, which works to strengthen women's rights in Malaysia, "Kartika's case has . . . caused damage to Malaysia's reputation as a model Muslim country."

Meanwhile, Islamists support the decision, saying it's needed to deter others from breaking sharia law. "Sharia in Malaysia is not strong, so maybe Kartika is the first person to help spark the needed change," Shah Rizul Ayuni Zulkiply, spokesperson for the conservative University Malaya Student Representative Council, told a Malaysian news website. "Now [young people] will know what the punishment is if they do the same as Kartika."

Kartika has refused to appeal, but she is protesting her punishment in another manner. She wants to be caned in public—not behind closed doors in a prison, as the sharia court plans to do—in order to show the world the senselessness of her government's actions. "My daughter wants to be whipped in public, not in prison," says Kartika's father, Shukarno Abdul Mutalib. "We're supposed to be an open country. She wants the world to see."

Shukarno says Kartika will get over the physical pain quickly, but he's worried about the long-term effect the lashing may have on his country's image. "I'm in an Islamic country. I must obey the rules here," he says. "[But] our government must work hard to show the world that they're not the Taliban."

"Freedom Is Not Free"

Local Executive Committee Meeting

There will be a Local Executive meeting on Nov. 4, 2009. Main points of discussion will center around scheduling a general membership meeting. Along with that the topics of discussion for the general membership meeting will be placed on a formal agenda.

If there any topics that you would like on the agenda for the next membership meeting please see a union representative.
"Freedom Is Not Free"

Making Waves

During my time as chief steward for this local, the bane of my existence and the cause of untold hours of aggravation, and frustration was when a member said, “I don't want to make waves”. Every time I heard that phrase it mad my blood boil. The reason being, that the member would come to me with what they thought was a violation of the collective agreement, and as soon as I said that they  would have to file a grievance out came that phrase.

There are a couple of thing wrong with this line of thinking. First off a person has the ability to disagree with something that they feel is unfair. In every aspect of life we have the ability to disagree with decisions that are made. If you are over charged for your water bill, you file a complaint to get your money back. If you feel that you have wrongfully been given a parking ticket, you can go to court and have it overturned. You wouldn’t say “Oh well, I don't want to make waves so I will pay the extra to the water company”. So why should our place of employment be any different ?  

Another thing is that when we all started working here, the employer made a deal with us. In a nut shell they said we will pay you this much money and you will give us a certain type of conduct. They did not make a deal, that in any way gives up your right to disagree with something that may be unfair or a violation of our collective agreement. They did not make a deal to purchase your heart, mind and soul with a paycheque. If that is what you allowed them to purchase from you, you gave up entirely too much for the amount of money they are paying you.

Having said that, let me make something very clear, in no way am I suggesting that you commit violations of our S.O.P.,I.C.M., or any other rule or law.

In any club, business or government, Change does not occur by remaining silent. I understand that silence is safer and without risk, but if change is expected you must assume some sort of risk 

Unions protest against retirement age rise < Community News | Expatica The Netherlands

 

Unions protest against retirement age rise < Community News | Expatica The Netherlands

Just some labour news form another  part of the world, thought someone might find it interesting.

Fresh Start

Well hello there everyone, it has been a while since I have written anything here. I have been asked by the new president to continue this blog in the spirit that it was intended and that is to inform and communicate.

First let me say welcome and congratulations to the new executive, they have a lot of work ahead of them and I wish them all the luck in the world. I know that they are already working diligently among themselves and with the management team to further our agenda.

It is now time to look ahead and see what can be accomplished by this local. That is where you, the members come in to play. All though it may not appear so, the members have a large part to play in the operation of the union. So having said that, the Union needs to accommodate that role by holding  regular membership meetings. The purpose of the meetings is to discuss issues and to address concerns that the members may have. General membership meetings provide the members with a venue out side of work to air  their problems.

I know that meetings are in the works in the near future. As many of you know I have always said communication is key to any success, so when communication fails so will our issues. If there are members that have issues that they would like to have addressed at a membership meeting, they need to get the issue put on the agenda of the next meeting. That can be done by putting in a formal request to the secretary of the local.

In the coming weeks I will put different types of information here to help our members to understand how our union should operate .

Some Things to Consider

Now that the collective agreement is being drafted and put into usable form, I will take this opportunity to put forward a few thoughts on its enforcement and interpretation.

As with any organized and structured group, its strength comes from its members and the calibre of the people in charge. Each of these two groups have different roles that are equally important. For the leadership of the group, the passing of information is a key role, and more of a responsibility, then just part of the job. Information and communication is a major factor in maintaining stability and cohesiveness within the larger group. Information is a tool that can be used to dispel misinformation and uncertainty which are both major solidarity killers.

Vigilance is the reasonability of all, but more so, for the members.  Our members are all over the place and see everything. You are the eyes and ears of the union. For the most part employers tend not to aggravate the executive or the stewards. So they tend not to see violations of the collective agreement. General members on the other hand have the tendency to see more because there are more of them. Members must learn to be vigilant, and learn to recognize violations of the collective agreement  when the happen so they can be dealt with quickly and efficiently.

A responsibility that both groups share is that of education. Educating yourselves in the proper application of the collective agreement and relevant  provincial legislation, can arm you  against their improper use.  Education should be an ongoing and continuous process especially for Stewards and the Executive. Becoming educated on labour issues can also help the regular member as well. Education has the ability to de-mystify the process of arbitration and the legal process that leads up to it. When a person understands something it is no longer frightening and it gives them control of what is happening. We must all understand that grievances have the ability to change labour law and create precedent setting Labour Board rulings, that the employer must be bound by. Our employer is well aware of this fact.

Opportunities that can be used to enforce this agreement, must be used, and used to the fullest extent possible. Failure to use the CBA to the fullest, will only result in weak language and weak consecutive agreements. 

Another major factor in enforcing a collective agreement is a strong and aggressive Executive Committee. A committee that knows what its responsibilities are and what its roles are and what is required  from each position. The CBA is a collection of demands  put forward by the members, and it is the members that all Stewards and Executive must answer to. If your executive is incapable or unwilling to enforce the demands of the members in the way that the members want, then the executive must be removed from its office in its entirety.  

A Collective agreement is a tool that all members must learn to at least understand and learn how it governs your day to day working life. It is the play book that we all must use, management and union alike. The employer agreed to the terms just as your bargaining team did and they are as equally bound by it as we are.

LiveJournal Tags: union,labour,labor,rights,unions

The Votes are In

Well the votes are in and the tentative contract has Been accepted

We have a new collective agreement

The team wishes to thank all the members that came out to vote. 

Voteing continues

16:18 The voting contines, roughly half the members have turned up for the vote.
Sent from my BlackBerry device on the Rogers Wireless Network

Voting has started !!!

Well the voting has begun, and already there has been a brisk turn out of members. Many questions are being asked, this is a usual occurrence during any vote of this nature. One thing I will ask is that you do not allow anyone to influence your vote. This includes union members and management staff.
The bargaining team has been hearing rumours that mangers are influencing members to vote no for this agreement. In any event the choice is yours and yours alone. Make it on your own for yourself and your family. The Union is recommending acceptance of this agreement.


Sent from my BlackBerry device on the Rogers Wireless Network

Local businesses, agencies unsure how tourism season will unfold - Niagara Falls Review - Ontario, CA

 

Local businesses, agencies unsure how tourism season will unfold - Niagara Falls Review - Ontario, CA

 

This a sign of the times guys, hope the rest of the people at work are reading this and looking seriously at it.

BARGAINING MAY 26 04:38 AM

IT IS 4:38 AM AND WE HAVE ANOTHER TENTATIVE DEAL,

THE TEAM IS CURRENTLY WORKING ON SETTING UP DATES FO RATIFICATION AND WE WILL HAVE THE INFO OUT TO YOU AS SOON AS POSSIBLE. WE WILL FORWARD DATES TO YOU AS SOON AS WE HAVE THEM.

PLEASE UNDERSTAND THAT THE TEAM HAS BEEN AWAKE FOR NEARLY 24 HOURS, SO PLEASE CONSIDER THIS. AS I SAID WE WILL FORWARD ALL THE INFO TO YOU AS SOON AS POSSIBLE.

ON BEHALF OF THE BARGAINING TEAM THANK YOU FOR ALL YOUR SUPPORT.

Bargaining May 26 02:29

WE ARE STILL HERE, AT 02:29 AM AND STILL THE STRUGGLE CONTINUES.

BARGAINING, MAY 25

WE ARE STILL HERE, AT 11 PM AND WE ARE STILL GOING, NOT MUCH TO TELL, THINGS ARE CHANGING AS WE SPEAK. iT IS A VERY STRESSFUL EVENING.

Bargaining May 25

We are still here at the table, and it is going to be a very long night.

some of you have called for an update that I cant give you just yet. so please be patient we are working to a deal. So let us do what we have to do. You all will know as soon as I can get it out.

Bargaining May 25

We are still at the table, we are going forward. We are progressing slowly. it is proving to be the most difficult day of bargaining yet.

Just for your info

I know that the employer has put a memo in your files indicating that they are available to bargain everyday next week. I'm not really sure how they plan on doing that.  Monday is a holiday, Tuesday, Wednesday and Thursday of next week the employers bargaining team will be at the labour board, dealing with a termination  grievance. So the only day that they are really available, is possibly Friday. Unless they plan an cancelling the Labour board dates. It just doesn't make any sense to offer dates that you wont be able to make.

The results are in

The results of the ratification vote are as follows,

The current tentative package has been rejected, by the majority.

The voter turn out was over 85%

I want to thank everyone for attending the ratification vote and showing support for the team, ultimately it was the members that decided their own fate that's what  a union is all about.

Please stay tuned for follow up information.

Please respect the vote of the majority. This is a true representation of what the members want.

WE HAVE A TENTATIVE DEAL

We have a tentative deal. so what

needs to happen  is this everyone

needs to make an effort to attend

the meetings on May 13. On that day

at the meeting you will receive  a

document to consider ask questions

at this time if you have them. The

following day Thursday May the 14

2009 voting will take place at the

Fonthill office. Again if you have

questions ask them prior to voting on

that day. You will have the

document in your hand for 24 hours

prior to voting. The bargaining team

and the employer are under a gag

order until Wednesday the 13.

 

Conciliation 3 May 8 10:00 PM

We are still here at 10 pm and it is far from being over. We are Contemplating another long evening. We are running a pool on our finish time.

1. Rob Edwards figures we will be done here at 3 am
2. Tony Aston figures 11:45 ..tony is out time check 11:45
3. Jack Profijt figures we will be done at 4 am
4. Rob Gale's guess is 04:30 am
5. Lynne's prediction 12:48 am
6. Pat figures 01:45
7. and Pattie figures that we will be completed at 12:40

and as you can see I didnt specify a finish date

Conciliation 2 May 8, 9pm

Ok guys we are still at bargaining, it is now almost 9 PM and we are still at the table. we just came back from dinner. The employer is being difficult, and we are try to stand fast on your demands. I will try to keep you posted through out the night

Casino security guards take to the streets - Niagara Falls Review - Ontario, CA

This is us have a look at this we are in the news again 

Casino security guards take to the streets - Niagara Falls Review - Ontario, CA

Conciliation 1

LiveJournal Tags: union,labour

Right now we are talking to the conciliator and describing our issues. It is around 10:38 am in the morning. The conciliator is about to go to the employer and hear their issues.

TheStar.com | Ontario | Addict who stole millions sues OLG

 

TheStar.com | Ontario | Addict who stole millions sues OLG

Bargaining update Membership Meeting

Bargaining up date

When: Wed. May 13, 2009

 

Where: Americana Hotel

         Lundy's Lane,

         Niagara Falls

 

Time: 9 am, 1 pm and

         5 pm

 

 

Strike Vote Results: are in

87% In favour of a

strike

With the highest voter turn out that this local has had to date. With this vote the support for the bargaining unit is clear.Very simply put, we have the support. 

The bargaining team wants to thank everyone that came out today. We know that the Fonthill office is out of the way, but still you came. We thank those that came on their day off as well as those that had to travel from a distance. So again on behalf of the team we thank you for your attendance and continually showing your support for us.

Strike Vote: update 2

The day is progressing well, and it is still a steady stream of guys coming in the door. There are many questions being asked  about   some of the issues, and as always we prefer to answer your questions in person, with good conversation and and honest answers. We encourage discussion and even if necessary disagreement, We do not want you to feel as though you are a captive audience and encourage you to ask your questions prior to voting.

STRIKE VOTE: update

So far the turn out has been steady, the polling station has  been open for Just a little over an hour now. The whole team is hear and we have read the employers memo, and we wish to thank the the employer once again for being reactionary, and  producing a memo that is assisting us in our mobilization efforts.

The team remains committed to the whole Unit. I will be posting up dates through out the day, and I will also be posting the results here shortly after 8 PM

Strike Vote

where : Fonthill OPSEU Office

Hi-way 20

When: April  16, 8am to 8 pm

The Fonthill Office is located on Hi-way 20. Just before you get into Fonthill on the left hand side of the road if you are coming from the falls.

Info Picket #1 April 11, 2009

The info picket was a big success, and I want to say thanks to all those that attended. We were joined by activists from Hamilton, St Catharine's, and  Niagara falls. Three unions were in attendance , and a special thanks goes out to CAW and UNITE. We had a good turn out and the events will only get better the more we do.  We handed out flyers and pamphlets to the patrons on the street, and they were very supportive of our issues. They were very surprised at the fact that with all of the cash that our employer has made over the year they want us to take a wage freeze and a role back of our benefits.

Our demonstrators conducted themselves in cordial an law abiding manner, despite the video surveillance from the vehicles across the street and from the employer. I hope they enjoy the photos that were taken, it will give them a taste of what is in store for them.

  

LiveJournal Tags: union,labour,labor,CAW,OPSEU,UNITE,work

Breast Cancer and Night-Shift Work

 

This may be of interest to some of you ladies,

March 23, 2009 — Denmark has become the first country to pay government compensation to women who developed breast cancer after long spells of working at night.

Breast Cancer and Night-Shift Work

 

LiveJournal Tags: cancer,breast,compensation,union,labour,rights,Denmark

More than 600 workers begin strike at National Steel Car in Hamilton, Ont. - Business - 570News - ALL NEWS RADIO

 

More than 600 workers begin strike at National Steel Car in Hamilton, Ont. - Business - 570News - ALL NEWS RADIO

They want these guys to take 25% wage cut and to give up seniority rights, How does seniority effect the profitability of a company? Can someone explain this to me please.

Info Picket

Info Picket

 

Location: Fallsview Casino

Time: 5pm and 8pm

When: April 11 2009

Be there, this is your

future.

"PAIN IS TEMPORARY, PRIDE

IS FOREVER"

 

Bargaining Info meeting

The meetings today were a resounding success, and I want to thank all of you for attending this important day. Attendance was well over 60% of the department. What we wanted all of you to come away with today was a better understanding of the unions position, and what the employers response to your demands were. Also the big point was that we wanted to tell you all in person, and we thank you for giving us the opportunity to do that.

You all now have a better understanding of what is at stake and what we were willing to do to get a deal. You saw it in black and white with no punches pulled. You saw the facts as tabled by both sides, no fancy words or creative writing exercises involved here. You all made up your own mind on the facts and it was pretty clear what those facts told you. Then many of you told us what your opinion was, and we have heard you, and we will move forward from here.

If today's meetings are any indication of the support the team has then we are doing just fine, and our course of action has been correct from the start.  With the info that we gained from our connections with other unions, you are all now aware that this is not just a fight for us, but for the  industry as a whole. If we fail, we all fail. The employer knows it, the CAW knows it, and now you know it too.  With your continued support we will continue to move forward with your demands.  

Employer Spin on The Way

In the Near future the employer will be putting out a memo to inform you of what their truth is about what is happening at the table. At times like this I like to bring back an old mantra that one of our former directors used to use "Perception is Reality". The explanation that he used to give for this statement was this, that if people think something is true, it really doesn't matter if it really is true. The belief that it is true, is enough.  We must all  keep in mind that there are two sides to everything. There is a side that they want you to know and a side that they don't.

You picked the negotiators for their inelegance, and there commitment to the members as a team.  The employer will more than likely paint a picture that the union is being unreasonable. But there is one thing that you all must remember, you are the union and you are part of the team.

The people that we have working here are all good people, we have single mothers, fathers, mothers, students the list goes on and on. The team that you have put into place, is looking out for your interests and the interests of your families. The employers interests are all business related and related to the bottom line, we are all numbers.

It is a recognized fact, in any conflict that a person that  stands for and defends their rights  and the ability to provide for their family, is a far more formidable opponent then someone who has nothing to lose. The people that sit across the table from us have nothing to lose. We have the power here, all we need to do is recognize it. 

The union is currently working on a response to this memo and it will be out shortly. In the mean time consider the source of any negative information that you hear and weigh it carefully.         

Negotiations have Broken Down

NEGOTIATIONS HAVE BROKEN DOWN

The negotiations with the employer have broken down. The employer and the team were at the table until 04:00 am on Saturday morning. The Team, after showing a considerable amount of good faith  to the employer with no tangible result on the main issues, we have decided to file for conciliation.

I have posted previously what the conciliation process is and how it works and what the purpose of it is. Also I would like to add that because we have gone down this road, does not mean that we can not communicate with the employer as we have been doing up until this point.

We have set up urgent membership meetings for

Friday April 3, 2009

Where: Dunn St. Hose Brigade (PENDING CONFERMATION)

When : 900 - 1300 - 1700

We will do our best to address and inform you of all outstanding issues.

   

Day 10 Negotiations March 27 2009

02:17  a.am. on Saturday morning we are still at it and going strong, we have just sent a a response to back to the employer and we are waiting for them to take a look at what was tabled.  

Day 9 update

We are still at the table 01:00 in the morning. Still going at it, the employer is being difficult, and we are being cautious . It is difficult going ...
Sent from my BlackBerry device on the Rogers Wireless Network

Day 9 Negotiations March 26 2009

It is around 7:30 in the evening, and we have just stopped for dinner. We are still going at it and will continue to doe so for as long as is necessary. This team is tired, and it has been a very difficult day with some hard questions being asked across the table. There has been some movement on some issues and we hope to have a something solid by the end of the evening. We are going hard at this and so is the employer. There will be more to follow in this as soon as I can get it.

10:30 ...We are still here at the table waiting for a response from the employer

DAY 8 NEGOTIATIONS MARCH 20

Well here we are at day number  8. The day started of a little rough and with a lot of frustration for both parties. we spent the day going over the the employers proposal and considering the next coarse of action that we are going to take. We worked through our lunch to try and better understand the employers position. Both parties  were prepared to leave for the day in frustration. At the end of the day we were called back to the table by the employer,  and then made cautious and guarded progress in moving towards a deal. 

LiveJournal Tags: union,work,rights,fight,employer

DAY 7 Negotiations MARCH 17 2009

This morning we put forward another proposal in a effort to get to a deal, the employer has not yet responded to it.  it is difficult going but we remain committed to getting you the best deal that we can get. There isn't a lot to say here today other than the negotiations are on going.  We are meeting with the employer again on Friday the 20th of March.     

Day 6 Negotiations March 13 2009

LiveJournal Tags: union,labour,movement,employer,employment

Today we tabled our   monetary proposal to which we have had no in depth response from them. The employer also tabled there monetary proposal. Well it is safe to say that there is some work to be done to get both sides together on some of those issues.The employer has maintained from the beginning that they are interested in getting  a deal quickly. In response to this your team has told the employer repeatedly that there is a necessary process that must be followed to address the demands of the members.  The members demands are why we are here, and they will not be sacrificed for a speedy settlement.

Communicate to Motivate

Collective bargaining can be stressful.  Its never easy to predict how things will turn out. People worry about the financial and personal cost if there is a strike. Few people enjoy confronting the boss.

         After years of cut backs, workers are already under  enough stress on the job.And if that's not enough, family responsibilities mean most people don' t  have any spare time to start with.These    days, all of us have a lot going on in our lives. It all adds up to not getting involved.

members tend to get involved in bargaining for three reasons:

1. self-interest: the issue affects them directly
2. personal commitment to individuals: they help their friends
3. a vision beyond bargaining: they see themselves as part of a larger social cause, and bargaining is on way to advance that cause.

Success in mobilizing depends on tapping in to these motives, and communicating with each member in a way that is meaningfully to him or her. Of coarse, it doesn't hurt if you're asking someone to do something easy and fun, rather than a difficult chore

DAY 5 MARCH 12 2009

LiveJournal Tags: union,labour,work,employer

The day was a long one, didn't finish until around 8pm. Today the team sent most of the day going over over the employers response. We met the employer this morning and discussed some of their responses to your demands. Again I think at least our team came away  from bargaining today tired but in a positive frame of mind. I think that we did some good things today but the ultimate decision is up to you, the members. What we as a team have to keep in mind is that we may think the deal is good,  but you guys may not. 

BY JACK PROFIJT What you all need to consider  is, what do I want and what do I need, out of this deal. The reason that this is important is because it will start to frame in your mind, what to you, will make a good collective agreement. What will be right for some, may not be right for others. Ultimately the decision to settle this agreement  will be up to you, not the bargaining team. All we can do is recommend the deal or not .  Ultimately what you receive in this collective agreement will be based on what you, the member are willing to settle for. If you are wiling to settle for Junk you will be stuck with it for the life of that collective agreement.  So if you think the deal is junk let us know, because the team that you elected will be more than happy to do do this all year long.

So I guess what am saying is, use your head and not your heart when it comes time to ratify a deal.

DAY 4 MARCH 11 2008

I can honestly say that today was a positive day on all accounts, the whole team is in agreement that the day was productive. Both sides showed a willingness to move towards a deal. We met twice today once in the morning and then in the afternoon.They did table a counter proposal which was a response to your demands. We re moving closer to tabling your monetary demands.

 

KNOWLEDGE IS POWER

BY JACK PROFIJT

One of the biggest ways that you as a member of this union can better support your bargaining team, as well as your selves is through education. The need for the average member to be educated in labour law and your collective agreement has never been more important than right now. Even a basic understanding of these two documents can go along way to ensuring your rights, and the rights of others at work.  The employment Standards Act is a key piece of legislation, that holds a lot of weight and you must remember, it is a provincially legislated document which means... it is the law.

Educational and reference material comes in many forms, and can be found in variety of places around the workplace. It is the employers responsibility to make these items available to you.

Did you know that you as an employee you have the right access this information upon request from the employer.  For example, if there is  a question of how breaks are being administered and you do not believe that you have been given a satisfactory reply from your Sup. or Manager.  You have the right to ask for, and receive upon request, access to the Employment Standards Act. In more serious cases you could get access to a Ministry of Labour representative for things like injuries or serious accidents.  On top of this you can not be disciplined or suffer any retribution for making the request. 

As I said education is key, not just for right now but for your entire working career. Documents like the Occupational Health and Safety Act, although very dry reading, can protect you against harm or injury.  Knowing these PROVINCIAL LAWS and your Collective Agreement and how they are applied, and how they can protect you, is a must for every person in our department.  The employer knows what strength these laws hold, so should you.

 

LiveJournal Tags: union,labour,law

Day - 3 Negotiations March 5 2009

Today the employer responded to our demands, and lets just say that they are being difficult, However in there opinion it was us being difficult. The team spent most of the day going over there responses to your  demands. The employer once again mentioned the 31st of March as a deadline. They once again mentioned there intent to push past the non monetary and deal with monitory issues. But keep in mind that the bargaining team that you put into place will not allow our members or your demands to be bought. This echo's  what a large majority of members have voiced to the bargaining team, that you will not sacrifice your demands for money.

The team also spent much of the day finalizing the monitory proposal. We have a collection of  a large number of collective agreements that we are currently checking and re checking to help tweak our proposal in the right direction.

Having said all of this I think it would be a good idea to explain the next step in the process that we may have to follow.  The employer mentioned to us that it was our responsibility to keep members informed.  So not to cause alarm but more in the spirit of information and knowledge I have included a description of the Conciliation process.

Watch for a bargaining bulletin in the near future.

 

What is Conciliation?

Conciliation is a process by which a trade union or an employer can ask the Ministry of Labour for help in resolving their differences so that they can reach a collective agreement. Either party may apply to the Ministry. If parties are in negotiations, conciliation is mandatory in the sense that the parties must use the government's conciliation services before they can get into a position to engage in a strike or lock-out.

How do you request the appointment of a Conciliation Officer?

The applicant must complete the Request for Appointment of Conciliation Officer form and forward it to:
Dispute Resolution Services
400 University Avenue, 8^th Floor
Toronto ON M7A 1T7
Attention: Intake Officer
Application forms are available upon request. Please call (416) 326-7358.

What if the employer and the union cannot reach agreement in conciliation?

The conciliation officer informs the Minister of Labour that a collective agreement was unable to be effected. The Minister would then generally issue a notice informing the union and the employer that he or she "does not consider it advisable to appoint a conciliation board" (cl. 21(b) of the Act). This notice is known colloquially as the "no board". [Conciliation boards are exceedingly rare. They have not been appointed since the 1960s.]

What further assistance is available to the bargaining parties after a "no board" gets issued?

If the parties have not reached a settlement in the Conciliation stage, the Ministry offers to provide the services of a Mediator who will confer with the parties and endeavour to effect a collective agreement. Mediation is also a process by which a third party attempts to help a trade union and an employer in reaching a collective agreement. Since mediation is discretionary, the service is only used if both parties are amenable to it.

43 Things Tags: Union OPSEU negotiations

LiveJournal Tags: union OPSEU negotiations

Have a look

Have a look, you will find something very interesting just about half way down the page, I apologize about the length of the article, sometimes politicians are a little long winded. Check session 38.2 Date: 20061012
http://www.ontla.on.ca/web/house-proceedings/hansard_search.jsp?searchString=casino+employees&go=Search&locale=en

The Importance of Grievances

By -Jack Profijt  One of the biggest and best mechanisms that a union has to defend itself, and its members, is the grievance procedure. Every union or association has its own different version of this process. The one consistency throughout all agreements is the right of the member to grieve violations of the collective agreement.

In some cases it has become clear that some members don't understand the importance of this fundamental right of union membership.

It is important to remember that grievances have the ability to effect the present and the future. When a grievance is filed, starting from the complaint step, it is the first step towards a potentially legally binding award from a provincial court.

If in the event you file a grievance and it makes it to the Labour Board and it is won or lost, it can be used as a precedent in other arbitrations or grievances.

Our employer has stated on many occasions that it reserves the right to weigh each incident or discipline on a case by case basis. This means that they want to be able to choose who gets what discipline, and how severe it will be. This flies in the face of the legal process that has made up this country's legal system for hundreds of years.  An arbitrator or judge, must look at previous awards and ruling's to help ascertain the proper application of the law.

Another thing to remember about grievances is the fact that you cannot be disciplined for filing one. It is a recognized right of union membership, and no negative impact should arise from you exercising your right.

Grievances are not limited to the collective agreement. The process can be used for violations of the ESA, OSHA, and the HRC, just to name a few.

Grievances also have the ability to shape and influence negotiations. In some cases the employer will ask for evidence or proof to support a claim or an item that we have tabled. If we can provide proof, that's one more push in our favour.

The grievance process is  here for the betterment of the union and, our working lives. I encourage you to use this process.  Just remember that it is your right to file a grievance and to have access to the grievance procedure. Never wave your right to this process, it is something that has been fought over ever since unions began. Grievances,

Technorati Tags: union,grievanes,arbitration,cases,employer

and the procedure belong to you, the member, and  it can not be taken away.

Day 2 - Feb 19 2009

Ok day two was again a long day. First off we have more dates for bargaining.They are March 5,11,12,13,17,20,26. Today we received the employers response to your proposals. In our view the day was productive, they employer as well as the union did show some flexibility on some issues and put forward an intention to commit to further discussion on others. Most of the day the team pored over language in different collective agreements to help us work through some issues that we are facing at the table. For the whole team it was a long day as we were there at around 8 am and not finished until around 5:30 PM. Bargaining is continuing, and the teams task now, is to go over the there responses, and to decide how to best move forward while still minimizing the risks.

Now having said all of that, on behalf of the team I want to say a heart felt thank you to all of you who have wished us well, and expressed your thanks to the team for the job that we are doing. The words of encouragement really mean a lot. However I must also add, that we are all part of the same team, but we are just acting in different capacities.

Union Membership in Canada 2008

 

Union Membership

This is a very interesting link to say the least it has a lot of information. Its worth a look.

Day 1 Feb 13

Ok we are at the end of our first day. We presented our first proposal today and we went over the changes with the employer that we would like to see. The employer is in the process of going over some of our issues and has given there assurances that   they will have responses at the next bargaining date. All things considered the say went well.

Also on the positive side the employer has stated that they will begin filling some of the full time positions that have come available. They didn't indicate a date but did imply in the near future. You will see this in the Security officer news letter that is coming out on the Feb 14. 

Also I will take this time to address issue of secrecy and the need for confidentiality at the bargaining table. They need for this is necessary because the team needs to be able to operate with out interference from the out side. We as a team cannot discuss with you the things that go on in the caucus room, because they have a funny way of ending up on the other side of the table.   Also another  reason is, that if we say that the employer is offering this really great thing at the beginning of negotiations and then by the end we don't get that thing, it usually results in very pissed off members. It also prevents the team from getting manipulated by the rumour mill.  I will do my best to keep you all informed to the best of my ability. We do have bargaining bulletins that will be coming out when the time is necessary.  

I Can See You !!!

For those of you that are not tech savvy, what these are hit reports that I use to keep track of how many visitors I get to our blog so that I can determine how effective it is. Although I can not see exactly who is visiting the blog, I can see the IP address and who owns the server. The first image is self explanatory but the second one is a little more interesting. Hicks Morley is the name of the law firm that represents our employer.

How ever this kind of stuff is common and to be expected. It should not be a cause for alarm. I just posted it so that you all can see and that you are all aware of what is going on.

 

Have a look at this

Casino Security Guards May Form Union
The International Union of Security, Police and Fire Professionals of America (SPFPA) has filed paperwork with the New Jersey Casino Control Commission to begin a labor drive for security officers in Atlantic City.
http://www.associatedcontent.comarticle/160820/casino_security_guards_may_form_union.html

First Contact...

By Jack Profijt  Ok the meeting with the employer went as expected. Not much came out of it, as I have already mentioned to many of you. Basically the employer stated their position on the current state of our collective agreement. Their position is that everything  is great in the department and they stated that they believe that they treat all employees fairly, and that it is a great place to work.  They also feel that we have a really good collective agreement. They asked us to consider the possibility that we role over our current language into  a new collective agreement.We responded in turn stating that we answer to our members, and that our members  have expressed issues that they would like us to address. Neither side went into any specific  detail as this meeting was not intended as a negotiating session.

The employer expressed the desire and intent to come to a quick and equitable resolution to the current contract negotiations.  The team mentioned to the employer that they, as well as the union, share in that reasonability. It was also mentioned  that they have the ability to control to a certain degree, the length of time that these negotiations take. The employer passed us some of the information that was requested in our Intent to Bargain, such as seniority lists and benefits information. As in both previous negotiations the monetary issues are going to be dealt with last and non monetary issues will be up front.

The meeting lasted about an hour. We then proceeded to the Fonthill office, to consolidate the demands. and believe me we did a lot talking with our staff reps.  and we have come up with a good first draft of a proposal.

Moving forward we have two dates set up already Feb.  13  and the 19. We have also proposed four dates in March 6,12,13 and 17. We are waiting on a response from the employer on those dates. We finished up at Fonthill around 5:30. 

Just a Reminder

Just a reminder to everyone that the bargaining team has a meeting to day with the employer and some of their team members. I don't suspect that there will be a lot coming out of this meeting. we are not doing any negotiating this morning, but we will be laying down some ground rules. Also today we will be doing some training in the Fonthill office and going over the surveys again to come up with your final list of demands.
I suspect a long day today and I will see all you guys tomorrow. If there is anything that is news worthy I will let you all know

On their web site

This is a partial screen shot of what they have posted on there "info"  web site. they hate the fact that we are unionized but they love to use our collective agreement when it suits them.  How they love there little games. it is unfortunate that some associates will buy into this. My union dues that I pay is well worth its weight in gold. some of you will remember this one perception is reality' that was a favourite of one of our former CEO's  

Propaganda Machine in Full Swing.

BY- Jack Profijt Well the propaganda machine has started again. The first letter filled with only half truths and innuendo hit the floor around 10:00 am this morning.  The letter claims that the associates have the right to chose, to be unionized or not, this is true, they do have the right. But the amount of fear and control that exists in our place of employment  kills any notion of democratic process. Just take the comments of shift managers and supervisors in different departments, this is a quote "we have been told that we have no opinion" How's that for democratic process.

It is also true that associates voted in 1999, 2001 and 2003 and voted it down. But what they don't tell you is that for at least one of those drives our employer hired a large number of part time associates just days before the vote, upon a return of a no vote, they were all let go or given no shifts so they would have to quit on their own. Another thing they don't mention is the shift premiums that they said they were going to offer, and the 24 hour day care that they were considering. They also mentioned gym memberships or a work out facility for associates. They pulled those little pearls out for the last unionization drive.  

After reading this letter, one thing should stick in all of their minds. If the employer likes to listen to what the associates say, I would really like to meet the guy that suggested that they remove the computer reimbursement, or the one that said "hey lets not get a raise this year". "Lets have a lump sum payment instead so that we wont have to worry about those pesky pension contributions we wont be getting" I would really like to meet the associate they listened to for that one.  

It also goes on to say that the union claims to have 40 % percent of cards signed. Well here is the thing, if they didn't have at least that many, the Labour Board would not have entertained a vote. So I don't think it is just a claim, I know its fact.

CAW Applies for Union Vote at Casino Niagara and Fallsview Casino | Canadian Auto Workers | CAW

 

CAW Applies for Union Vote at Casino Niagara and Fallsview Casino | Canadian Auto Workers | CAW

As I  said earlier I hope they can pull this off this time,

This is your fight !

By - Jack Profijt   Many people have come to me lately and say "you need to get this or you need to get that at the bargaining table" or " you need to fight for this or that". I am beginning to think that our local is a little misguided on how the bargaining process works. So I will make an effort to enlighten you and clarify something. The negotiating team is just the voice of the bargaining unit. We are not the ones that do the fighting.

The people that do the fighting are the bargaining unit members. By electing me, and the five others on the negotiating team, you have chosen to use our voices, and our faces, to be used on your behalf in YOUR fight. The thing that we need to remember here is, we will get the collective agreement that we deserve based on the effort that is put in by you, the bargaining unit members. All of you want different things. If we are divided, things will stay the same, or get worse. If we are united, we can force change for the better to occur.

As I said earlier, the contract we get will be in direct relation to the amount of support from the members, it’s that simple. I realize with showing, or giving support there is a certain amount of risk involved. There is the risk of reprisals, in the form of lost shifts for part time or contract officers. There is risk for full time officers in the form of repeated posts. But there is a greater risk. If you do nothing, the risk is that things will remain the same or get worse. All of us have mortgages, all of us have homes and families and bills to pay. Nothing worth having is ever gained without risk or sacrifice.

The negotiating team is but a piece of much larger unit. We will do our part to get what we deserve, but it is also your time, to help yourselves, and your families.

I hope they can pull it of.....

 

I hope they  can pull it off this time, lets hope the third time is the charm !!!!!!!

Hearts and Minds

It would seem that the employer, insists on making this round of negotiation's about money. It is very ironic and a little coincidental that this whole thing wasn't brought to our attention a little sooner. They have been planning the responses to use since the negotiating team was elected and possibly before.

All of you must understand, with all the turmoil that is going on, every step that our employer takes is calculated and considered carefully. The decision making process that they follow goes all the way to the top. The battle here is for our hearts and minds, and they want to make it very clear who holds the purse strings to your financial well being.

Another thing to keep in mind is that the enemy, AFI International my already be on sight, and Monarch security services already does our mystery shops. In preparation for a labour dispute it would be very naive of us to think that they are not already preparing for such an eventuality as well. So watch what you say and to who you speak to, because it may not be a mystery shop.

We are all intelligent adults and and I think that all of us can see through this little smoke screen that they have thrown up. As I have said in earlier posts the escalation will be gradual and deliberately measured.

First meeting with employer

Just to let everyone know, the bargaining team will be meeting with the employer on Feb. 5th at 9 am. In Niagara Falls. This is also the same date as our bargaining team training. So this will be our first long day for the team.

Sent from my BlackBerry device on the Rogers Wireless Network

Try and take this Nickel !!!!

OPSEU -Well it seams apparent that the employer really doesn't like the fact that we have shown some solidarity. It seems that a memo has been issued that prohibits the carrying of a nickel in our badges. Well' it has caused the effect that was desired, the reaction from the employer was again overkill, and a little heavy handed. I said it once and I will say it again, you cant buy mobilization like this.

This memo is designed also to get a response from us, it is intended to distract us from our true objective, and that, is to move forward towards a solid agreement.

Interesting little side note. It is a little ironic that a Canadian symbol has found itself in the centre of or our little controversy. The beaver is a symbol of strength, tenacity, perseverance and determination.

Thank You.....

By Jack Profijt It is no very often that we, as a local get to express  our appreciation to our employer for a job well done. They have caused anger, fear , apprehension and stress. They have managed to sway the opinions of undecided members of our local, to do or die supporters of the union. 

They  have managed to create a rallying point for every member of this local. I want to thank them, for the incredible thought that must have gone into producing this clearly well thought out action. I want to thank them, for making the mobilization of our members that much easier.

Our Union Executive couldn't have planned, or asked for a better mobilization strategy.  Our employer achieved this masterful feat of leadership and management, with the production of one single memo. More help like this and we wont need a mobilizing team. so from the bottom of my heart, thanks ...  

The First Shot ...

 

 

By-Jack Profijt Today we got our first taste of  what the employer has in store  for our local. It is their wish to cause  aggravation, to cause stress and discomfort.  It is a clear sign of contempt and loathing for our local and the people in it.

Lets take a good look at this little stunt that was pulled today and see if we can get an idea of there game plan. It is common knowledge that there will be an interesting meeting at a provincial court house in the not to distant future, where many of them will have allot of questions to answer. Also there is another very large union breathing down there neck again, the prospect of the rest of the place being unionized cannot be a pleasant one for the powers that be. They have one department that is heading towards negotiations and hopefully, a solid new collective agreement. So right their we have  a few fairly significant things that are taking up much of the Employers time.  That is not to say that they are unprepared to fight conflict on multiple fronts, they are one of the biggest employers in the province, they have the resources. However historically speaking, a multi front conflict has proven to be disastrous for those that wish to wage such a conflict.  

What is the purpose of there attack? well, lets take a look. The reason's that an opposing force would launch a first strike on an opponent are many. First and foremost it is to  asses the defences of the defending party, it is to gather information and intelligence, they want to test or reaction.  Second it is to cause panic and uncertainty. It is a diversion meant to hide the true objective of there planned attack. Third, it is intended to force the defending party to react in a manner that they had not anticipated and  at a time and place that they didn't choose. 

At first glance it would appear that the employer  has the upper hand, but in reality, and again, historically speaking, that is not always the case.  Usually the first strike on an unsuspecting opponent is made, because the opponent is seen as a real threat. Usually it is the weaker force that attacks the stronger, hopping that they can do enough damage to take them out of the fight early.  Fortunately this line off attack, tends to galvanize the defenders and makes victory for the attacker that much more difficult, or impossible to archive.

On the up side, there method of attack is now clear. Now, we have the ability to plan a defence, and return the favour in kind.   

Facebook | Message: Game on !!!

 

Well the truce with the employer is over, they have seen fit to fire the first shot, in what I am sure will be a hard fight.
For those that don't know the employer has decided to role back our wages by .05 cents per hour. So lets put this into context, it works out to about 78.00 per year, multiply that by 250 officers at 40 hours, it works out to some were in the area of $20000. If we let them take it once, they will take it again. Also as I said to many of you yesterday be ready for the games that they play.
Also don't be fooled by this, it was no mistake, they don't really want the money, it is an effort to cause panic and distress and to make us loose focus on the task at hand, and that is, to get the deal done. One more thing, keep yourselves out of trouble and do your jobs, discipline is what will be the next step in their planned and orchestrated escalation of panic and stress.

One ought never to turn one's back on a threatened danger and try to run away from it. If you do that, you will double the danger. But if you meet it promptly and without flinching, you will reduce the danger by half.

Sir Winston Churchill
British politician (1874 - 1965)

Facebook | Message: Game on !!!

Facebook | Message: Intent to Bargain

 

Facebook | Message: Intent to Bargain

 

Hi There guys,
Just to let you know the Intent to Bargain has been sent to the employer. For those that don't know this is just a formal contact between the union and the employer, stating that they wish to bargain a new collective agreement. The notice asks for various pieces of info like pay rates, seniority levels, pension and benefit info that the union needs to better negotiate the agreement.

Demand Setting Meeting

 

Demand setting meeting

Jan 7 2009 at the

Dunn St. Hose Brigade

building

Niagara Falls

times: 9 am, 1 p.m., 5 p.m.

bring your demands and bring your survey