Scholarships 2016

Scholarships

NEW OPSEU CAAT – Support Staff Scholarship Fund

OPSEU Colleges of Applied Arts and Technology (CAAT) Support Staff workers are pleased to announce the “OPSEU CAAT Support Staff Scholarship.” This is an annual scholarship given to a full-time student in one of the 24 Colleges of Applied Arts & Technology.

Who can apply:

In this debut year, we will offer four (4) x $1,000 scholarships. The scholarship is open to all students enrolled full-time at any of the 24 recognized public Ontario colleges.

Eligibility:  All applicants must be residents of Ontario and registered in one of the following  Ontario Colleges: Fanshawe, Lambton, St.Clair, Niagara, Conestoga, Mohawk, Sheridan, Durham, Fleming, Georgian, Algonquin, St.Lawrence, Loyalist, La Cite, George Brown, Seneca, Centennial, Humber, Boreal, Cambrian, Sault, Canadore, Northern, Confederation.

How to apply:

The CAAT Support Divisional Executive has chosen the topic of “Precarious Work” for this year’s scholarship theme. The awards will go to four submissions that best addresses the topic of risks and remedies associated with precarious work.

Applications can be in any of the following forms:

  • Poem
  • Song
  • 500-word written essay
  • Video (2 minutes in length)

Click here to download application. Application Deadline for OPSEU CAAT – Support Staff Scholarship Fund is January 31, 2016.

Submit application to:
Marilou Martin, Chair OPSEU CAAT Support Divisional Executive
100 Lesmill Road Toronto ON M3B 3P8 or by email to opseucaatsscholarships2016@gmail.com

The Larry Cripps Scholarship Fund

The OPSEU Executive Board unanimously approved an annual bursary/scholarship of $1,000 to be awarded in the memory of Brother Larry Cripps, a Correctional Officer and longtime union activist who died in 2004.

Who can apply:

The scholarship is open to dependents of OPSEU members in good standing who are confirmed as enrolled in either a Police Foundations course or a Law and Security/Corrections course at a publicly-funded, publicly-run post-secondary institution in Ontario.  Please submit your relationship to an OPSEU member and the number of his/her Local on your application form.

How to apply:

The following items must be submitted with your application and received by OPSEU by email or mail on or before the application deadline (see application form for mailing and email addresses):

  • The application form, completed fully
  • Personal statement about why you have chosen to study corrections, and what your future goals are as a result of your studies
  • 2000 (max) word essay responding to both of the following questions:

    What are the major issues facing correctional workers in the Ontario correctional system today, and how does their union, OPSEU, help workers deal with these issues? What are the strengths of a publicly-funded, publicly-run, correctional services system for Ontario?

Click here to download application Application Deadline for the Larry Cripps Scholarship: June 15, 2016. Applications received after this date will not be considered.

OPSEU Global Solidarity Scholarships

The Ontario Public Service Employees Union offers ten scholarships annually of $1,000 each to support our goals of social justice and global solidarity.

OPSEU has made the fight against HIV/AIDS a top priority in our work towards a healthier international community by adopting the Live and Let Live Fund as part of our responsibility as a trade union.

HIV/AIDS activism and international worker solidarity across borders are the foundation of the OPSEU scholarships. We will ask our applicants to tell us about them in essay format, along with a summary of their personal involvement in helping to build our communities.

Who can apply:

Applicants must be children, foster children or wards of OPSEU members in good standing who are studying at a publicly-funded, publicly-run Canadian university or college. Please submit your relationship to an OPSEU member and the number of his/her Local on your application form.

At least five of the 10 scholarships will be awarded to students who identify as representing equity-seeking groups: racialized workers, Aboriginal workers, workers with disabilities; LGBTTIQQ2S (lesbian, gay, bi-sexual, transgender, transsexual, intersexed, queer, questioning, and two-spirited) workers, francophone workers and women workers.  Applicants should acknowledge their eligibility for this equity qualification on their application form, if applicable.

How to apply:

The following items must be submitted with your application, and received by OPSEU by email or mail on or before the application deadline date (see application form for email and mailing addresses):

  • The application form, completed fully
  • 1,500 word essay responding to one of the following questions:

    1. Why is HIV/AIDS an issue for all people and how can you contribute to making a difference in the fight against HIV/AIDS?

    2. Why is worker solidarity across borders so important?

  • Summary of your recent community, union, or other volunteer work, which helps to build healthy communities in Ontario

Click here to download application Application Deadline for the Global Solidarity Scholarship: June 15, 2016. Applications received after this date will not be considered.

Curt Bishop Scholarship Fund

OPSEU offers an annual scholarship up to $1,000, in part or whole, in the memory of Curt Bishop, a long-time union health and safety activist who passed away on June 30, 2008.

As a member of the Corrections division, Local 678 (Algoma Treatment and Remand Centre), Curt understood that improvements in workplace health and safety come only through worker action and effort.  For more than two decades, Curt dedicated himself at both the local and provincial levels to the struggles of OPSEU members to achieve safer and healthier workplaces.

Who can apply:

Open to dependents of OPSEU members in good standing who are studying at a publicly-funded, publicly-run post-secondary institution in Ontario.

How to apply:

The following items must be submitted with your application, and received by OPSEU by email or mail on or before the application deadline date (see application form for email and mailing addresses):

  • Application form, completed fully
  • 1,500 word essay responding to the following question:

    Why is worker activism and union involvement important to make meaningful health and safety improvements in a workplace?

  • Summary of your recent community, union, or other volunteer work, which helps to build awareness of workplace, community, or environmental health and safety

Click here to download application Application Deadline for the Curt Bishop Scholarship: July 29, 2016. Applications received after this date will not be considered.

HPD Scholarship Fund

The Hospital Professionals Division offers seven scholarships (one per region) of $750 each annually to students who are entering professions within the HPD. (For more information about the HPD, and a list of professions included, click here.)

Who can apply:

The scholarship is open to OPSEU members or their dependents who are confirmed as enrolled in a Hospital Professionals program at a publicly-funded, publicly-run Canadian university or college.  If you are a dependent of an OPSEU member, please submit the member’s name, your relationship him or her, and the number of his or her Local on your application form.

How to apply:

The following items must be submitted with your application, and received by OPSEU by email or mail on or before the application deadline date (see application form for email and mailing addresses):

  • Application form, completed fully
  • Personal statement about why you have chosen a hospital profession, and what your future goals are.
  • 1,500 (max) word essay responding to both of the following questions:

    What are the major issues facing Hospital Professionals today, and how does OPSEU help workers deal with these issues? In your opinion, what are the strengths of a publicly-funded health care system?

Click here to download application Application Deadline for the HPD Scholarship: September 1, 2016. Applications received after this date will not be considered.

The Carol McGregor Scholarship

The Ontario Public Service Employees Union offers an annual scholarship of $1,500 in the memory of Carol McGregor, a longtime union activist on disability rights issues, who died in 2006.

Who can apply:

This scholarship is open to children of OPSEU members in good standing who have a visible or invisible disability and are pursuing post-secondary education at a university, community college or trades program. Extra consideration will be given to students who have participated in a collective action or community organizing on disability or human rights issues.

How to apply:

The following items must be submitted with your application, and received by OPSEU by email or mail on or before the application deadline date (see application form for email and mailing addresses):

  • Application form, completed fully
  • Short essay (no more than 1,000 words) on a topic related to disability issues
  • A brief resume indicating your disability, accomplishments, field of study, and your relationship to an OPSEU member in good standing

Click here to download application Application Deadline for the Carol McGregor Scholarship: September 15, 2016. Applications received after this date will not be considered.

External Scholarships

NUPGE Scholarship

Our national affiliate, the National Union of Public and General Employees (NUPGE), offers scholarships for students who are children of OPSEU members. For further information, visit NUPGE Scholarship Program 2016.

Publication Date:

Thursday, December 24, 2015 (All day)

Young Workers Conference

2016 Young Workers Conference

Event Date

Friday, August 5, 2016 – 5:00pm to Sunday, August 7, 2016 – 12:00pm

The Provincial Young Workers Committee (PYC) is accepting applications to attend this year’s Young Workers Conference!  The event will take place from August 5-7, 2016 at the Chelsea Hotel in downtown Toronto.  All OPSEU young workers, 35 years old and under, are encouraged to apply!

This year’s conference, “The Precarious Generation,” will build on the discussions, committments and skills introduced at last year’s event.  The goal will be to provide participants with an understanding of activism and the need for young workers to take a role in shaping their future.  A series of interactive activities and workshops are being planned.  In addition, a roster of dynamic speakers has been invited to share their experiences on issues that greatly impact young workers today.

Participants will also be equipped with the necessary tools and knowledge to build on their leadership potential within OPSEU.  The objective will be to leave the event with solid ideas which they can take back to locals, workplaces and communities for immediate action.

Space is limited so don’t miss the opportunity to be a part of this event!  Applications will be accepted until midnight, Tuesday May 31, 2016.  Please e-mail the completed form toyoungworkersconference@opseu.org or fax it to the Equity Unit at 416-448-7419.

 

Download the Conference Call Package

en_young_worker_conference_call_web_revised.pdf

 

Contact your PYC Representative

https://opseu.org/information/about-provincial-young-workers-committee

Health and Safety Awards

When I started with this company over 10 years ago, the health and safety standards in our workplaces were lacking.

The company did not have lift tables and employees were breaking down skids of product from the ground. This caused many long term employees injuries that have caused life long effects. Since the injuries were due to the long term effects of musculoskeletal injuries, many have been denied claims of WSIB and long term disability. I have even seen 25 year plus employees forced into early retirement due to their injuries losing thousands of dollars from their pensions.

The pallets from the warehouse were stacked so precariously that when you cut the rope, the boxes would fall causing damage to the product and sometimes injuring employees. Once injured, they also have been denied claims of injury at work.

Steel toed shoes were not necessary, causing many foot injuries to employees.

The workers health and safety representatives were chosen by management and work inspections were just filled out as being compliant without ever fixing what was unsafe. This went on until an order was made by the Ministry of Labour in 2009.

Through diligence of many employees that were active in our Union and through our unions health and safety training, these employees pushed the employer to do the right thing. The knowledge given to us by our union made us aware of our rights. There were many workers that the employer tried to hush but we all pushed forward even though we were singled out and sometimes punished by the employer.

Recently, I couldn’t help but notice on the portal at work, that the management team won awards for health and safety.

The awards should go to the workers, that have pushed and pursued health and safety in the workplace, forcing the employer to make things easier, better and safer in our workplaces.

Kudos to all the workers who are diligent in assuring our workplaces are safer for all workers. Keep up the good work!

In Solidarity,

Maria Bauer

 

 

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In Solidarity

Maria Bauer

Congratulations!

I just wanted to thank everyone for taking time on their Sunday to attend the General Membership meeting. We had record numbers in attendance.

The local has a whole new executive and 10 stewards.

It has been an honor and privilege to be your local president for the past four years.

I am still a steward and will continue to represent members. You may still contact me on my cell phone and via email anytime.

This website will be going through some revisions and some pages may not be available until the revisions are completed. Andew Scholarship 2016

In Solidarity,

Maria Bauer

Union Busting

Even though we already have a union,  many of the tactics below are being used daily. Please read the article below carefully and recognize what is going on in your workplace and union functions. They put the workers against each other with the old theory of

” divide and conquer”.

 

What to Expect from your Employer when you Organize

What will my Employer do?

Most employers don’t want their employees to be in a union. Think about it: employers go from having total control to having to share power with workers who stand together. From their perspective, organized workers will cost more money and require that they follow a legally-binding contract, when before they could do it however they wanted.

Usually when employees show interest in organizing a Union, the company responds with an anti-union program. They may begin group meetings to try to scare workers out of signing authorization cards or talking to union representatives. They may also start a “nice” campaign and suddenly become interested in workplace problems and even offer “quick fix” solutions, like raises or improved benefits. Where does their new found concern come from? Their only hope is to discourage you from Union representation.

Prepare yourself!
If you and your co-workers know WHAT TO EXPECT, the employer’s tactics will shine through as what they really are: desperate attempts to keep things the way they are by trying to crush the power of workers unified in the workplace.

Employers will often hire union-busting firms who specialize in scaring workers with misinformation and fear tactics. Here’s what they’ll tell your employer to do. If you anticipate these actions and talk with your co-workers about them before they happen, the employer’s power to scare workers is significantly less.

Union-busting: What’s Legal and What’s Not 
Employers can legally run anti-union campaigns, but there are some things they CANNOT do (see Illegal Employer Behaviors). If your employer takes part in these activities, the union can file an Unfair Labor Practice charge with the National Labor Relations Board.

Most employers rely on union-busting consultants to run a campaign to convince you not to form a union. These consultants have a standard “playbook” of tactics they pull out and run time and again. These include:

LETTERS, LETTERS AND MORE LETTERS: The “Union Busters” will write lots of letters during the campaign. Only, they will be signed not by the “Union busters,” but by the company president, facility/company administrators and some well-liked managers and supervisors.

LOVE LETTERSSome letters will say how much the management/administration really appreciates the work employees have done for the facility/company. Some might even admit past mistakes.

THE UGLY UNION LETTERS: Most of the letters will paint an ugly picture of the Union. They want you to think the Union has a lot to hide. They will never give the Union credit for anything it has achieved at other facilities.

SUPERVISOR PRESSURE: The “Union busters” will use supervisors as the front line troops against the Union — delivering letters, informal chats and even speeches prepared by the “Union busters.”

LOVE OFFERINGS: The “Union busters” will tell management to hand out larger than expected wage increases and/or improved benefits. They might even restore lost health insurance benefits, wages, differentials, etc. They might establish or revise employee participation committees. They want to show you that you don’t need a Union to get things done. The point is to convince you that the boss is really a good guy who can be trusted in the future.

A HELPING HAND: The “Union busters” will tell the facility to start correcting problems: Big things and nagging little things will now be fixed. Management will solicit and settle grievances.

LET’S BE PALS: Administrators/Supervisors will be everywhere, walking the floors day and night, setting up spur-of-the-moment meetings so that they can fix what’s on your mind. You might even be invited to lunch!

ONE-ON-ONES: The “Union busters” will have supervisors call employees in for face-to-face discussions about the Union. The supervisors will have been told exactly what to say by the “Union busters.”

MANDATORY MEETINGS: Employees will be required – on paid time while your normal work is piling up – to attend meetings where the administrators/Managers will deliver a speech prepared by the “Union busters.” These meetings will not be intended to be a free and open debate.

DIVIDE AND CONQUER: The “Union busters” will try to play one group of employees against another – “disloyal” Union supporters against “loyal pro-company” Union opponents. One department against another, men versus women, etc.

“VOTE NO” COMMITTEE: A committee of concerned employees might be set up to “stand up for” the facility and “against the bullying” tactics of the Union. The committee members will want to save the facility/company from the Union and give management another chance.

SO LONG, IT’S BEEN GOOD TO KNOW YOU: If all else fails, the administrators, personnel director or some other big management type will be forced to resign or be fired. Then, the facility will try to persuade you to give the new administrator/Manager “another chance” to make things better.

Don’t be fooled by these “Union Busting” tactics.
Having a Union at work is YOUR RIGHT!

The definition of “divide and conquer”

Also, divide and govern or rule. Win by getting one’s opponents to fight among themselves. For example, Divide and conquer was once a very successful policy in sub-Saharan Africa. This expression is a translation of the Latin maxim, Divide et impera (“divide and rule”), and began to appear in English about 1600.

Bargaining Suveys

I just wanted to let everyone know that we collected a record number of surveys for the local today.

With the assistance of two wonderful stewards, Michelle Brooks and Danny Scenna, we collected 100 surveys from the members of local 376.

The 100 surveys collected included the several that were completed online.

We are holding a meeting at Wegz Sports Stadium, tomorrow, March 20, 2016 at 7 pm, to tally the results of the surveys and come up with the locals top 10 demands for the Pre Bargaining Conference.

If you are still wanting to fill in a survey, you can still go to the local website to complete a survey.

The link to complete the survey is  http://local376.com/archives/1584

It will stay active until April 2, 2016

 

In Solidarity,

Maria Bauer

President Local 376

PVR Review

PVR Review for the June 2016 Job Postings

I was recently invited to review the Permanent Vacancy Records with the chair of our PVR Committee, Dave Holmes and other local Presidents. We were asked to look over the time sheets for members that have achieved over 1700 hours in 2015.

These lists are given to us from the employer and we are told they are all the employees that have over 1700 hours in 2015. Being a local President for 4 years now, I am quite familiar with our stores and the first thing I noticed was not all “senior casuals” were on the list. So, I raised the question. “How can someone junior be on the list when the senior person is not?”

I did find out that some of the senior employees are not fully available therefore resulting in less hours for the year. But I did find some that are fully available, yet not on the list. This is being looked into by the chair and a grievance may be filed.

The list for our district only had 15 names on it. From these 15 employees, 4 jobs were lost to the night shift.  We lost a few jobs to employees being transferred in 2015.  We also lost jobs to employees replacing full time employees that are being accommodated due to injuries or medical conditions. We lost two jobs to a replacement of a “temporary” transfer of a full time employee. This means that the casuals only recieved the hours because this full time employee has been temporarily transferred. When I looked at the name of the full time employee whom was transferred, she has not been in that store for 4 years now! I do not think this is a “temporary” thing anymore , do you? In fact, this full time employee that was transferred to another store is having her hours deducted from casuals in the store she has been transferred to due to her accommodations. So the employer has deducted her hours from three casuals resulting in the loss of three full time jobs because of one full time employee.

Here is the list of exclusions as per our collective agreement. Note that this states it is based on work resulting from these items.

Exclusions

It is agreed that work resulting from the following shall be excluded from the review:

  • Hours worked on Sunday
  • Hours worked on a paid holiday as listed in Article 8.1
  • Sickness and/or accident, not including LTIP
  • Vacation and leaves of absence including jury duty, bereavement, Union business
  • Temporary transfers/assignments
  • Modified work programs
  • Accommodation as required by legislation
  • Overtime
  • Hours worked on the night shift
The final result of the PVR review for District 18 according to the employers records…… are you ready…
IS ZERO!!

District 18 has ZERO PVR postings from the 2015 review. This means when the jobs are posted in June of 2016, there will be NO Casual to full time jobs in York Region.

The good news. There will be 15 jobs posted in Central Region. If you decide to take a job be prepared to travel to Toronto, Mississauga, Brampton or anywhere in Central region other than York! Or maybe uproot your life and move to another location. As other Regions in the Province did create a few jobs.

I am astonished that we have no jobs. According to statistics, York is one of the fastest growing regions in the Province. We have had several new store openings, we have had members retire or move out of the area, yet there are no new full time jobs.

I just heard that we will also have 17 new casuals starting in several stores by the end of March. And remember, even though there are no full time jobs, they will still hire hundreds of fixed term employees in May and December.

Precarious work in Ontario has become widespread. People have become complacent to it. It is becoming so familiar that we all start to accept part time precarious work. We start to say things like “its Retail” “you don’t need skills to do that job” “its everywhere” or “that’s the way it is now”

The employer tells us “they have to keep a budget” “its the needs of the business”.

I have been with the company for over 10 years now. Every year the sales go up, yet the full time jobs decrease. There was a time that full time jobs were greater than the casual jobs and they still set record profits year after year.

I would like to say that I have also been told that we are overstaffed in our district and that is why there have been no new full time jobs with all the new store openings.

So my question was, if we are over staffed, then how do you justify over 200 casual jobs ? And of course there is No answer.

I have people stating that the union does nothing and this is the unions fault. I can guarantee that this language was not put in the collective agreement to create a situation like this.

We just hand delivered bargaining surveys across the Province. The locals will be looking at the surveys and holding general membership meetings to decide what our top priorities are.

This is the time we all speak up and demand we protect the full time jobs we have and should be getting!

In Solidarity,

Maria Bauer

President Local 376

Click the link below for a printable copy of this article

PVR Review 2016