(The link to the meeting will be sent to those that has provided us your personal email address. Please email firstname.lastname@example.org if you have not provided us your personal email address or phone number)
- Updates on activities (Bargaining, Pay equity etc)
- Local 331 Budget for 2023
Current members who attend the meeting (in person or Virtual) will get a chance to win our year end draw (1st prize is a $500 credit gift card, with additional prizes of 5 $100 credit gift cards)
Executive of Local 331
For further information contact Union Office @ ext. 6478 or 6351
Every year, hundreds of thousands of workers are injured at work, or develop and suffer from an occupational disease or injury because of their working conditions.
April 28 is our National Day of Mourning to remember workers who have suffered work-related disability, disease or death. It is a chance to renew our commitment to prevent these incidents from occurring. With each worker who has been affected, we also think of their family members and loved ones whose lives have significantly changed – who are also made to suffer the consequences of these incidents.
Ensuring safe working conditions is a top priority and is utmost important to the Local. No one should ever go to work to be afraid of injury, illness or death. Every worker deserves to have safe working conditions in place for them so that they can return home to their loved ones at the end of each day.
We all play an important role in protecting each other by adhering to safety protocols; being mindful of the environment around you and knowing your rights to refuse unsafe work. It is important to do incident reporting, even for near misses and good catches as this may help to avoid any potential future injuries to other workers. It is also important that you bring any health and safety concerns to your manager immediately. You could also contact the Union or worker members of the Joint Health and Safety Committee for assistance.
Furthermore, it is important to file a WSIB claim if you require medical attention or suffer Loss time for the injury or suffer from an occupational illness.
As per WSIB, you should report your workplace injury or illness even if:
your supervisor or manager tells you not to report, or that you will lose your job if you report it
your employer tells you that your injury or illness is not covered by the WSIB
your employer tells you to use sick days to recover from a workplace injury or illness, rather than report it
It is against the law to discourage reporting of a workplace injury or illness. The Employer could face a financial penalty as well as prosecution for not reporting, reporting late, not giving all the details requested, giving false or inaccurate details, or discouraging employees from reporting
The Employer sent a letter out on Thursday, March 31, 2022 providing an update regarding the Pay Equity process. In it they state that the parties were unable to resolve their issues and the Employer felt it was important to move forward and implement what they are calling an Interim Pay Equity Plan.
For some historical context, the parties have been engaging in Pay Equity Negotiations since 2011. This process has included many parts including but not limited to the data collection in 2013 with the submission of the Job Evaluation Questionnaires (JIQ) to the evaluation of those JIQ. The parties were able to meet and work through many issues up to November of 2020 when the process became stalled in some part due to the pandemic. The Union made multiple attempts to schedule further meetings with no success until January 2022. At this point, the Employer had engaged a Consultant who, despite the work the Committee had done, had some issues with the results.
Despite multiple meetings in January, February and March of 2022, the parties were not able to reach agreement on both the content of the plan and the retroactive date. This has brought us to today, where the Employer indicated they had created an Interim Pay Equity Plan. We are not in agreement with this Plan. We will make every reasonable effort to continue to work with the Employer to negotiate an agreed to Pay Equity Plan. If it remains unsuccessful, we will utilize every avenue that we have in order to bring a fair and correct result to the membership.
Should you have any questions regarding the Interim Pay Equity Plan, please direct your questions to the Employer.
We will continue to provide you updates on how things are progressing.
As you are aware your bargaining team had 2 bargaining days with the Employer followed by 2 days of conciliation last year. The two sides met on November 1, 2021 with Arbitration Board who issued a decision regarding outstanding items on January 17, 2022. That decision is binding on both parties. The decision also incorporates all items already agreed to prior to the impasse. Highlights of the Award are attached.
OPSEU will hold 2 member information sessions via zoom on January 25, 2022 between 1730 to 1830hr. and January 26, 2022 between 1200hr. to 1300hr.
Your bargaining team and our negotiator will be present at the meeting to clarify any question you may have.
January 25, 2022 January 26, 2022
5:30pm to 6:30pm 12:00pm to 1:00pm
Please email email@example.com with your personal email address or phone number (if you have not already done so) and we will send you the link
In response to the recent increase in the prevalence of COVID cases, the Employer had made many rapid changes in their protocols.
The Employer has determined to reduce the staffing level to the weekend numbers. Although we have significant staffing shortage, but it is not business as usual. If you are facing increased workload, discussed with your Manager to prioritize the tasks. While caring for the patients is our priority, we need to look after ourselves to prevent burnt out.
If you have concerns with workload, please email firstname.lastname@example.org or filled out a workload form or contact the Union Office @ Ext 6351.
If you have a Health and Safety concerns, please contact a worker member of JHSC or email JHSC@opseu331.org or contact the Union Office @ Ext. 6351
If there is an urgent Health and safety concern, please call/ text the H&S phone. (The number is on the Union Notice Board in your staff room)
Please ensure your Manager is aware of your concerns.
It has been a difficult day for a number of our members. The Employer has served Lay-off notice to 4 of our members in 2 different programs and informed 7members of some other changes in service delivery.
We continue to work through the process, to understand the impacts on services and continue to look at ways to minimize these impacts on our members.
We want to put all our available resources into supporting the affected members. We may not be able to respond to you as quickly as we normally would should you be calling the office. However, we do encourage you to call if you have any questions or concerns.
Your Local Executive is confident that our members will continue to be supportive to our affected brothers and sisters at this difficult time.
We are holding a General Membership Meeting virtually on September 23, 2021 between 11:30am to 1:00pm (can log in anytime).
Agenda: - Nomination & Election of Delegates / Alternate to attend Virtual BPS Conference (Oct 22 to 25, 2021)
- Nomination & Election of One Trustee position (cannot be a steward)
- Presentation of Local Budget
- General Update
Electronic voting will be followed after the meeting. We will need to have your personal email or phone number to send you the log in information to both activities. We will be sending an email to your OS email address to
As many of you may know, the Collective Bargaining Agreement that was in place since April 1, 2017 expired on March 31, 2020. All obligations, rights and benefits remain in place until a new agreement has been reached.
After 2 days of Bargaining in January 2021, followed by 2 days of Conciliation in February 2021, the parties were unable to reach an agreement and will move into the next step which is interest arbitration. A hearing has been scheduled for November 1, 2021.
Both OPSEU and Management remain committed to working towards a new agreement. We will continue to provide updates as we move through this bargaining process.
Your OPSEU bargaining team met virtually with the management team on January 6 and 7, 2021 to negotiate and renew your Collective Agreement. The management team gave us notice at the beginning that they would file for conciliation after two days of bargaining and cancel the remaining scheduled bargaining dates. The two sides further met virtually on Feb 16 and 17, 2021 with the assistance of a conciliator appointed by the Ministry of Labour. The goal of the conciliator is to try and bring the two sides closer together.
Local 331’s team has been frustrated with the minimal movement from the management side........Read more
The Collective Agreement has a provision regarding the effect on sick benefit whenever a sick leave of absence commences in one calendar year and continues into the following calendar year?
Article 25.01 (c) where an employee is on sick leave of absence which commences in one (1) calendar year and continues into the following calendar year, they are not entitled to refresh their annual sick leave bank, until the employee has returned to work for a period of fifteen (15) consecutive working days. For clarity, such an employee is not entitled to sick leave of absence with pay for more than 130 working days in the 2 calendar years combined, unless the employee has returned to work for a period of fifteen (15) consecutive working days prior to being entitled to further sick leave.Click to edit text.
Joint letter to government re: vaccination of Health Care Workers
A letter was sent by OPSEU/SEFPO President Thomas Warren (Smokey) Thomas and other leaders of Ontario's health care unions and associations to the minister of Health regarding the vaccination of health care workers.
The positive response from our previous bargaining t-shirts was overwhelming. Therefore, we went ahead and purchased more shirts with a new design created by your very own bargaining team! Your LEC’s will be around to all the areas in the upcoming weeks for distribution once the shirts isolation period is over.
Bargaining – Despite COVID-19 bringing daily routines to a halt, we were hoping to have face to face meetings at the bargaining table with the Employer. Unfortunately, given the circumstances and the restrictions currently in place, we are moving ahead although it may potentially be via web conferencing. We are pleased to share that your Bargaining team has dates set with the Employer in January 2021. Stay tuned for further updates
Local Executives Committee (LEC) – Under normal circumstances, elections for Local Officers would have already taken place. However, with the Pandemic and the rules set out by Government to impose gathering limits, the Executive Board Members of OPSEU passed a motion that all LEC members retain their current status until the gathering limits are lifted and OPSEU returns to their normal operations.
First, we would like to take the opportunity to thank each one of you for your hard work, dedication, and commitment during these difficult times. COVID-19 has not only imposed challenges in our daily lives but in our workplaces as well. Learning to adapt to different ways of doing things can always be uncomfortable at the best of times. Continue to support one another as we navigate these unchartered waters and be sure to take time for yourselves and your loved ones. If you have any safety concerns, please contact the worker members of the JHSC or email email@example.com . Your Local Executives will continue to monitor the situation to ensure we are following the up-to-date guidance from the Ministry.