OPSEU Convention

Hi everyone

I attended this years OPSEU Convention on April 6-8, 2017.

This year was an election year and I am excited to announce that Warren “Smokey” Thomas was re-elected as our Union President and Eduardo “Eddy” Almeida was acclaimed as our Vice President/Treasurer.

Another exciting event was that our very own Executive Board Member, Sara Labelle was also re- elected as Second Vice President of OPSEU! This also ranks Sara as  Highest Ranking Female at OPSEU giving her delegate status at many important union conventions such as the OFL and NUPGE!  I am Happy and Proud for our sister Sara, Smokey and Eddy!

Local 376 currently has over 400 members. The OPSEU Constitution allows our local to have 3 delegates, 3 alternates and 3 observers to attend OPSEU events. These positions must be elected at a General Membership meeting.

Our current Local President, Evan Wickham, called a general membership meeting in January 2017 for elections for members to attend OPSEU Convention. When the general membership meeting was called, it was less that 3 weeks prior (as per our by-laws) and the meeting notice was not posted in the stores, and many members, including stewards were not advised.

A complaint was filed by several members of our local to the OPSEU’s Presidents office. The Presidents office deemed the General Membership meeting as being “unconstitutional” and against our “local by laws”.

OPSEU’s Presidents office contacted our local president, Evan Wickham, advising him to hold another meeting providing proper notice to the members.  This did not happen and the result was only one delegate (the local president) was allowed to attend from our local.

OPSEU Convention is open to any OPSEU member in good standing but unless you are elected as a Delegate or Alternate at a local meeting, your expenses will not be paid, not even your time off. Since our local had a meeting that was deemed “unconstitutional” and no one was elected, anyone that attended  SHOULD be doing so on their own time and expense.

I attended Convention this year on my own time and expense, and would do so again as Convention is an empowering union event.

I am not sure if any of you have been advised, but our local will be holding a General Membership Meeting on April 23, 2017. I have been told that many stores do not have meeting notices posted in their stores.

I do not know where the meeting will be held, as this information has yet to be disclosed to the members.

I URGE all of you to attend this meeting on April 23, 2017. I will advise you of the location as soon as the local president announces it.

It is in my opinion that there are questions that should be raised at the local meeting about receiving notices of meetings in an appropriate manor. Even if you do not want to attend, the ones that may be interested, have the right to know.

In Solidarity,

Maria Bauer

Steward Local 376


Bargaining Bulletin # 9 – Concilliation



Calling on the employer to take negotiations seriously, the OPSEU bargaining team filed late Monday for conciliation. “This decision means that we’re asking for the help of a third party to move negotiations forward,” said Denise Davis, chair of the bargaining team. “It’s time this employer abandoned proposals that will only lead to a weakened LCBO, and recognized that our plan offers a way to improve it instead.” Conciliation is covered under the Labour Relations Act, and means that the Ministry of Labour is being asked to appoint a neutral third party, who will work with both sides to help them reach a deal. “We’re hopeful that with the assistance of a neutral third party, we can find a way to reach a deal that will build a better LCBO,” added Davis. “If we can’t, however, this employer needs to know that workers won’t stand quietly by while management destroys something so important to our province.” While the team waits for a conciliation officer to be appointed, talks will continue until Wednesday this week, and then from Monday to Thursday next week.

Hundreds join call to keep LCBO public

An information picket at an LCBO in North Bay on Saturday saw strong support from the public and the local MPP for keeping the LCBO public. Hundreds of people signed postcards asking Premier Wynne to stop her back-door privatization of the LCBO, reminding her that this was nowhere to be found in her last election platform. Shoppers voiced their support for the important role the LCBO plays in paying for public services, from teachers and nurses to highways and seniors’ care. Others spoke up about their concern over the presence of beer and wine in grocery stores where families shop, calling the decision to expand and privatize alcohol sales the wrong one for the province. Including this one in North Bay, OPSEU members who work at the LCBO have now held 22 information pickets. Look for information about future pickets online at www.SavetheLCBO.ca.

Why is it so important to fill out a Form B?

If you don’t fill out a Form B, you won’t receive strike pay. While the bargaining team is committed to bargaining for a deal, not a strike, the reality is that we face an employer that seems unwilling to be reasonable. We have to make sure we’re ready, and we want to make sure that if we do end up on the picket line, no one is missing out on their strike pay because we don’t have a form for them. Where are these forms? Mobilizers are visiting stores with them, and a copy can be found on the bargaining website at www.opseu.org/LBEDbargaining. If you have questions about the form, please email us directly at LBEDbargaining@opseu.org so we can get you an answer. You should also make sure that OPSEU has your current contact information so that important updates can be provided to you. You can update your information on the member portal, or by calling your regional office or local steward.


Bargaining Bulletin #8 – Strike Vote


Publication Date

Wednesday, March 29, 2017 – 4:30pm

Team calls strike vote

Bargaining team asks for strong strike vote as jobs at risk

“It’s clear this employer isn’t really interested in reaching an agreement,” said Denise Davis, chair of the Liquor Board Employees Division bargaining team. “We see this in the LCBO’s attempts to go around the negotiating table and change terms and working conditions through arbitration, the slash and burn bargaining proposals that threaten members’ job security, and on-going attempts to privatize our work.”

The bargaining team called the LCBO’s actions in the “equal pay for equal work” arbitration case the “final straw.” The team has no choice but to ask for a strong strike vote as they return to the table on April 3 with an employer “that shows no respect for workers.”

“A strong strike vote will serve as a wakeup call to the LCBO,” added Davis. “It will tell the LCBO’s senior management that, unless they get serious about bargaining, they’ll have to explain to the Premier why picket lines have replaced checkout lines at stores across Ontario.”

“The LCBO seems to think they can treat our members however they want,” said OPSEU President Warren (Smokey) Thomas. “I can tell you that based on what I’ve heard from members, LCBO management is in for a real surprise when they find out just how upset members really are.

“And I’m as upset as they are. The proposals management has put forward are an attempt to rip huge holes in your collective agreement. And the way the LCBO has tried to squeeze co-workers to cover the cost of providing their colleagues with basic rights is just plain wrong.

“Now what happens next is up to you. Your team needs a strong vote from members across the province to give them the strength they need to go back to the table and push back against this employer’s outrageous proposals. I can promise you that your entire union is standing behind you. When you take on this fight, you’ll do so with the support of all 130,000 members of OPSEU. You’ll never stand alone.”

Strike vote details

The strike vote will be held on April 24 and 25, at locations across the province. While locations are still being finalized, a full list will be provided in a future bulletin. As in past rounds, telephone voting will be available for those not close to a voting location.

What’s at risk?

It’s about the future of our jobs – and of the LCBO itself

The employer’s demands are all about stripping away rights that previous generations of workers fought for and giving managers more control over your work. Not only that, these demands strip out the protections against the privatization of the LCBO, and slash compensation for workers if privatization costs them their jobs.

If we let them take what they want, we’ll all pay the price. Workers will lose their jobs, morale will take a hit, and work-life balance will suffer for those who are left. On top of that, Ontarians will stand to lose vital public services as the LCBO is hollowed out.

While the LCBO’s non-monetary proposals, and the union’s, are described in detail in the March 6 Bargaining Bulletin, the key issues facing us right now are summarized below.

Job security

From what we’ve seen at the table, the LCBO is sending a pretty clear signal that no one’s job is safe.

The LCBO bargaining team has proposed ripping up the letter of agreement that stops the employer from contracting out work that’s done by bargaining unit members if it would result in the layoff of a permanent full-time employee. Without that protection, the LCBO could hand the work of any division over to a private contractor, and cut the jobs of everyone in that division. That letter protects jobs – without it, no one’s job will be safe.

Not only are jobs at risk, but the LCBO is also trying to make it cheaper to cut them. The LCBO has proposed changes to the number of years that count when calculating severance to only include the years worked as a permanent employee. Given how many years it can take a casual to work their way up to a permanent position, this would mean the loss of a significant part of the severance that laid-off workers have the right to right now.

The future of the LCBO at risk

We are worried about the future of the LCBO itself. There are the changes to contracting out language and severance provisions mentioned above that make it cheaper and easier for the LCBO to privatize parts of the organization. On top of that, we are highly concerned about the growth of alcohol sales by private retailers and the signals we’re getting from the employer about its interest in expanding the agency store program.

Ontario needs the LCBO.  The profits from LCBO sales help pay for teachers in Cornwall, MRIs in Timmins, highways in Simcoe County, hospitals in Thunder Bay, child care spaces in Toronto, Western University in London, Mohawk College in Hamilton, and more. If we give up those profits, we have two options – either pay more in taxes, or cut important public services.

LCBO management should be standing with us, making this argument about the important role the LCBO plays. But from the proposals we’ve seen, it seems like management is instead looking to pave the way for their government shareholder to continue its back-door privatization.

In front of the arbitrator, the LCBO argued that they wanted relief from the restrictions in the collective agreement about where and how they can open new agency stores. Management also argued that there shouldn’t be a cap on the number of agency stores, leaving the door wide open to a rapid expansion of this program that just would funnel more public revenue into private pockets.

At the same time, the government continues with the rapid privatization and expansion of alcohol sales with increases to the number of grocery stores selling beer, cider, and wine.

This just confirms what we’ve been saying all along. This round is really about the future of the LCBO as an important public asset that the people of Ontario rely on. It’s as simple as that.

Scheduling rules that give all the control to management

The LCBO has wanted to make Sunday a regular day of work for years. They knew that if they tried to come after it in bargaining, the members would have fought them on it. Now the LCBO has found a way to push its agenda through the arbitrator’s award on the “equal pay for equal work” complaint.

The good news is, we can fight back. Even the arbitrator was forced to admit that nothing in his award stops the union from fighting any of his changes through the bargaining process. That means that we can take it on and send a firm signal to the employer that we won’t accept these types of attempts to force these changes on members without them having a say at the table.

But the Sunday scheduling changes are just the tip of the iceberg.

The LCBO’s proposals on schedules would make life harder for every worker, full-time or casual, while minimizing the benefits of seniority. Management wants to strip the existing regular shift schedules out of the collective agreement and give managers the ability to pick whatever start and end times they choose, all in the name of “flexibility.” For the sake of that flexibility, the LCBO is willing to sacrifice your time with your family, your work-life balance, and any ability to predict more than a few weeks out what days, and even what times of day, you might be working.

If the LCBO gets what it wants on this, it will make life even worse for casuals by reducing the number of hours they get, as we’re already seeing in the new seven-day-a-week retail schedules.

A better option

It doesn’t have to be this way.

While the LCBO is focused on what they can rip out of the agreement, and how they can make the LCBO a weaker, and meaner place to work, we have a different vision.

We want to improve working conditions and build a stronger and better LCBO – and we have a plan to do just that.

A better LCBO starts with stopping privatization. Ontarians have already lost too much to privatization. The Liberal government is giving up on as much as $500 million a year by privatizing Hydro One. The previous Conservative government cost us $1 billion a year when they privatized Highway 407. And the Auditor-General recently reported that private contractors charged the province more than $8 billion too much for P3 infrastructure projects.

We can’t afford to let the government repeat these mistakes with the LCBO. With the support of members, we’ll keep fighting for anti-privatization language that says the government can’t move ahead with privatizing the LCBO without the public’s okay. We think the public should have the say they didn’t have on Hydro One.

A better LCBO also means job security protections for workers. We’ll fight to keep protections against contracting out the work of our members, and to ensure that anyone who does lose their job gets the severance that they’re entitled to, based on the years they’ve put into working for the company. Not only will we stop their attempts to make job security worse, but we’ll also make improvements, by ensuring that members facing layoff have the right to look outside their geographic area, if they choose, instead of being forced into a lower classification.

A better LCBO means unionized LCBO workers doing LCBO work. If there is work to be done, it should be assigned to OPSEU members who work at the LCBO. This means no more non-union staffing agency workers in the warehouses, and no more fixed term positions in the retail stores or logistics.

And a better LCBO means changes to scheduling that respect the work week, days off, and set schedules so that workers have shifts they can plan their lives around. It also means requiring the employer to schedule hours to the maximum available, so that casuals can get enough hours in a week to make a decent living. Casuals are tired of watching what could be an eight-hour shift get split up into two- or five-hour shifts spread out amongst multiple staff, none of whom get enough hours to get by on. Far too many casuals have no choice but to work seven days a week, just to scrape by.

Queen’s Park visit a success

MPPs express concern about what they’re hearing

Members from across the province came to Toronto last week for a successful lobby day at Queen’s Park. They came armed with strong arguments about the value of the LCBO to Ontarians, and met with 29 MPPs from across party lines over the course of the day. Members took a clear message to MPPs that it’s time to stop the privatization and expansion of alcohol sales, and figure out the consequences of the privatization that’s already occurred. Many MPPs from all parties were concerned about what they were hearing and agreed with members about the need to protect this important public asset.

After a well-attended breakfast put on by the division, the LBED Anti-Privatization Committee, joined by MPP Peter Tabuns, delivered 3,000 post-cards to the Premier’s office. The postcards asked the Premier not to privatize the LCBO, and were collected at 22 information pickets held by locals across the province. As the next step in the union’s campaign to save the LCBO, OPSEU President Warren (Smokey) Thomas and LBED Chair Denise Davis held a press conference to launch the union’s new “SHOP LCBO” campaign, encouraging Ontarians to choose to buy their beer, cider, and wine from the LCBO, where the profits fund important public services.

(See pictures from the rally in the print copy of the bulletin, a link to which can be found at the bottom of this page)

Fill out your Form B

As part of the preparation for a possible strike, members should all be filling out a Form B to ensure they receive their strike pay. Mobilizers are visiting stores with these forms, and a copy can be found on the bargaining website at www.opseu.org/LBEDbargaining

Meet your mobilizers!

In collective bargaining, power comes from the support of union members. Experience has shown that employers move at the bargaining table when members take action inside and outside the workplace. To help build that power, OPSEU has booked off 15 mobilizers, elected by LBED members at your Pre-Bargaining Conference in April 2016. These mobilizers, who are your co-workers at the LCBO, are on union leave, starting Monday, February 27. They will work to build support for your elected bargaining team and the bargaining priorities you selected during demand-setting.

Region 1

Guy Jeremschuk

David Holmes

Michael Peris (Mar. 24 – Apr. 4, filling in for David Holmes)

Region 2

Bonnie Jolley

Judy Irving

Region 3

Tracy Vyfschaft

Eileen Allen

Region 4

Dianne Perry

Mathieu Royer

Region 5

Craig Hadley

Nick Papadimitriou

Adriana Bertoni

Region 6

Amanda Pellerin

Judy Jones

Region 7

Rob Mithrush

Anne Makela

Meet your bargaining team

The OPSEU bargaining team for the Liquor Board Employees Division consists of five members:

Denise Davis, Chair, Local 378
Colleen MacLeod, Vice-Chair, Local 5107
Jennifer Van Zetten, Local 162
Robin Reath, Local 163
Mark Larocque, Local 499

The bargaining team is assisted by OPSEU Negotiator Jeff Weston, Researcher Steve Crossman, and other assigned staff.

Contact us by email at LBEDbargaining@opseu.org

Stay informed!

You can receive this bargaining bulletin (and our regular newsletter, the Echo) directly by e-mail. Just call OPSEU at 1-800-268-7376 or (416) 443-8888, and give the operator your name and e-mail address.

You can also watch for updates on the OPSEU website at  www.opseu.org/LBEDbargaining. And be sure to attend upcoming bargaining information meetings in your area.

Human Rights should NOT be something we pay for!

Smokey Thomas put it best today !


Premier needs to ‘walk the talk’ on equal pay for equal work

Publication Date

Thursday, March 23, 2017 – 3:15pm

Toronto – The Premier of Ontario needs to clear up the confusion around how she views human rights, especially the right of workers to receive equal pay for equal work regardless of gender, the President of the Ontario Public Service Employees Union (OPSEU) says.

At a news conference today, Warren (Smokey) Thomas said a recent arbitration award at the LCBO that stripped certain collective agreement provisions to offset the cost of equal pay for equal work was “a blatant violation of the most basic principle of human rights.

“The whole point of human rights is that they are rights,” he said. “You don’t have to pay for them.”

Thomas said the recent arbitration award came after the LCBO put forward a list of concessions designed to cover the cost of providing equal pay to workers in the female-dominated casual Customer Service Representative classification.

“Equal pay is supposed to mean raising the bar for those not receiving fair wages, not lowering the standards and working conditions of their co-workers,” Thomas said. “This idea of horse-trading for rights seems to be what the LCBO thinks Premier Wynne is looking for. So we need to know: is LCBO management wrong, or did the Premier or her ministers direct them to find a way to make LCBO workers pay to have a human right recognized?

“Right now my members are confused about where the Premier actually stands.”

Thomas said LCBO workers are angry about the concessions and are looking at their options. “These workers will be in a legal strike position before long. If the LCBO pushes ahead with implementing this, we’ll be looking at every option open to us, up to and including withdrawing our work.”

OPSEU represents 7,500 workers at the Crown agency. Their collective agreement expires March 31, 2017.

“We’re just not accepting that in 2017 workers should have to trade away anything to get something as fundamental as paying women the same as men for doing the same job.”

Bargaining – 2016/2017 Updates

Implementation award
Before: William Kaplan, Sole Arbitrator
For the LCBO: Paul Boniferro
McCarthy Tetrault
Barristers & Solicitors

For OPSEU: Don Eady
Paliare Roland
Barristers & Solicitors
Jodi Martin
Paliare Roland
Barristers & Solicitors

The matters in dispute proceeded to a hearing in Toronto on March 21, 2017.


On February 10, 2017, an award was issued. That award must be placed in context. It was issued following a lengthy and complicated mediation/arbitration. That mediation

arbitration arose following the settlement of an HRTO complaint on the eve of its hearing. The award sought to carefully balance the competing interests of the parties. In

the aftermath of the issue of that award, two implementation issues arose. The parties had specifically requested that I remain seized to deal with any implementation dispute, and that dispute proceeded to a hearing held in Toronto on March 21, 2017.The Issues The parties sought clarification on two issues, it being agreed at the hearing that a third one – whether the Sunday premium had been eliminated for all retail employees – had been resolved. The Sunday premium was eliminated for all retail employees. With respect to the remaining two issues, both parties made detailed submissions, all of which have been carefully considered.The AwardThe award provided the following:

Sunday Premium

Eliminated effective April 1, 2017 for PFT CSRs and Retail POS/Help Desk employees. Parties directed to amend Article 7 of the collective agreement so as to provide that PFT CSRs and

Retail POS/Help Desk employees working on Sundays will be scheduled on a rotational basis so that no one in either of these groups will work more than one (1) Sunday in every four (4) to a maximum of thirteen (13) in a fiscal year. Moreover, no PFT CSR or Retail POS/Help Desk employee will be scheduled to work a Sunday directly following a Saturday that is their regular scheduled day off. A PFT will have two (2) consecutive scheduled days off in the week they work a Sunday.Agency Stores

Effective date of award, and notwithstanding LOU re Agency Stores, for every agency store that is repatriated the employer may open a new agency store.

Issue One

Whether Sunday was now to be scheduled as a regular day of work As noted above, the Sunday premium was eliminated for all retail employees effective April 1, 2017. Prior to that date, approximately twenty percent of the full-time employees worked on Sunday and enjoyed the premium. The award, therefore, introduced scheduling protections for full-time employees. The award remitted the actual negotiation of those new scheduling provisions to the parties so that they could agree on them, and on consequential amendments to the collective agreement. The only reason the protections were introduced was because Sunday was to become, with the

elimination of the premium, a regular workday. The parties were directed to amend Article 7 to give effect to the fact that the regular workweek is now Sunday through Saturday and to incorporate the newly awarded protections. Unfortunately, a dispute arose and I am confirming what was set out in the earlier award. Sunday is, with the elimination of th premium, a regular workday for all retail employees. The union’s submissions on this point, if accepted, would have almost

completely negated the impact of the change rendering it almost meaningless. As Sunday is now a regular workday, Sunday work is not, and cannot, be voluntary. Sunday is the third busiest day of the week and the employer sought as its main priority in the mediation/arbitration that it be treated as a regular work day allowing it to schedule a mix of employees without attracting any premium (other than overtime where appropriate). The award then introduced protections for full-time employees  who were losing an important benefit because of that change. The award is a simple and straightforward as that. As earlier observed, although it bears repeating, the awarded provision was the result of an extended mediation/arbitration process and it was one that sought to carefully calibrate the outcome. The employer’s proposed collective agreement provisions

dealing with this issue only, as set out in its brief submitted at the March 21st hearing, are, therefore, awarded as either necessary to give effect to the award, or because they

are made necessary for housekeeping, or because deletions are now necessary because certain provisions have become moot, for example the Letter of Agreement – Sunday

Openings. This in no way amends or supplements the award: it gives direct effect to it. The parties could have and should have done so themselves (including necessary

housekeeping changes) as a result of the direction given in the initial award. This award merely implements that direction. As discussed at the hearing, nothing in this award

affects overtime provisions as they are otherwise engaged.Issue Two

Impact of the awarded provision on existing Letter of Agreement Re: Agency Stores

The award could not be more clear. It indicates that notwithstanding the provisions of the Letter of Agreement Re: Agency Stores, the employer can open a new agency store if it repatriates an existing agency store. This is an entitlement separate and apart from what is set out in the Letter of Agreement Re: Agency Stores. The purpose of the

provision was to provide additional relief not to circumscribe what was already in place, and to do so in an extremely modest, digestible and fair-minded fashion. The

Letter of Agreement Re: Agency Stores, with all of its many protections for the union, and restrictions on the employer, continues. The parties are, accordingly, directed to

incorporate the specific language of the award in a separate Letter of Agreement Re:

Repatriation and to include it in their collective agreement.

It was agreed at the hearing, and at the request of the parties memorialized here, that nothing in this award in any way affects the ability and entitlement of either party to make bargaining proposals in the current round. At the request of the parties, I continue to remain seized with respect to the implementation of my award.

DATED at Toronto this 27th day of March 2017.
“William Kaplan”
William Kaplan, Sole Arbitrator
2017 CanLII 15903 (ON LA)

2017canlii – Clarification of award



Day One of Bargaining – January 21, 2017

Day One of Bargaining


Publication Date

Friday, December 16, 2016 – 4:15pm

Information for OPSEU members in the Liquor Board Employees Division – Issue #1 – December 19, 2016

Get ready to bargain!

This year was a busy one for OPSEU members at the LCBO. The New Year will be even busier!

The OPSEU Liquor Board Employees Division (LBED) has been hard at work in 2016, delivering a strong campaign against the privatization of our work. But as we turn the corner into 2017, it’s time to make way for contract negotiations between the LCBO and your OPSEU bargaining team. Our collective agreement expires on March 31, 2017.

“We’ve already spent months getting ready to bargain,” says Denise Davis, chair of the LBED bargaining team. “We’ve elected our bargaining team, we’ve set our demands, and we’ve started laying the foundation for our next contract.

“We are well under way, but this is just the beginning of a long journey.”

Human rights talks come first

Bargaining in this round will officially begin on February 20, 2017. But before it does, the LCBO and OPSEU must iron out the details of an historic agreement reached November 1 to settle a major human rights complaint.

As a result of that agreement, customer service representatives (CSRs) working as casuals in LCBO stores and depots will soon be placed on a new wage grid. This new grid will allow them to reach the same top pay rate earned by permanent part-time and permanent full-time CSRs. This settlement represents a huge victory for more than 4,000 casual CSRs.

In November, the parties agreed to several things:

  • All CSRs – casual, permanent part-time, and permanent full-time – will be on the same pay grid.
  • All the details of the new pay grid will be negotiated between OPSEU and the LCBO.
  • If OPSEU and the LCBO cannot agree, all outstanding issues will be decided by arbitrator William Kaplan, and his decisions will be legally binding on both parties.
  • No CSR will see her or his pay go down as a result of the settlement.

Negotiations are currently under way, and the outstanding issues will be decided before bargaining of the new collective agreement begins. The parties have agreed to a “blackout” on these talks. Neither of the LCBO and OPSEU will be releasing details until a final settlement is reached, either through negotiations or by order of the arbitrator.

For more details of the November 1 agreement, read our Q&A.

Bargaining kicks off February 20

So far, OPSEU and the LCBO have agreed to 17 dates for negotiations: February 20-24, March 6-10, April 3-5, and April 10-13.

The OPSEU bargaining team is optimistic about this round, says bargaining team Chair Denise Davis.

“This is our round,” she said. “The fight against Premier Wynne’s privatization agenda is sweeping across the province, and has been taken up by folks all over. And the progress we’ve already made on equal pay for equal work gives us more room to focus on other key issues like job security, wages, benefits, and hours of work.”

Meet your bargaining team

The OPSEU bargaining for the Liquor Board Employees Division consists of five members:

Denise Davis, Chair, Local 378

Colleen MacLeod, Vice-Chair, Local 5107

Jennifer van Zetten, Local 162

Robin Reath, Local 163

Mark Larocque, Local 499

The bargaining team is assisted by OPSEU Negotiator Jeff Weston, Researcher Steve Crossman, and other assigned staff.

Meet your mobilizers

OPSEU mobilizers are your co-workers at the LCBO. Their job is to help keep you informed of what happens at the bargaining table, and how you can support the bargaining team as they work to get you the best collective agreement possible. LBED members have elected mobilizers in each of the seven OPSEU regions:

Guy Jeremschuk, Local 162

Bonnie Jolley, Local 284

Tracy Vyfschaft, Local 377

Dianne Perry, Local 497

Craig Hadley, Local 5109

Amanda Pellerin, Local 682

Rob Mithrush, Local 741

Stay informed!

You can receive this bargaining bulletin (and our regular newsletter, the Echo) directly by e-mail. Just call OPSEU at 1-800-268-7376 or (416) 443-8888, and give the operator your name and e-mail address. You can also watch for updates on the OPSEU website at www.opseu.org. And be sure to attend upcoming bargaining information meetings in your area.

EAP Hotline: 1-800-263-1401

The LCBO Employee Assistance Program is a confidential, hassle-free counseling service for eligible LCBO employees and their immediate families. For assistance, call 1-800-263-1401.

Your 2017 Bargaining Bulletin is authorized for distribution by:

Denise Davis, Chair, Liquor Board Employees Division

Warren (Smokey) Thomas, President, OPSEU



November 5, 2017

There was a Final Demand set meeting at the Eaton Chelsea Hotel in Toronto. There were 3 Delegates (including the local president) that attended on behalf of our local.

The delegates are yet to share the information from the meeting with the local. There was information regarding the Provincial top ten bargaining demands for our next round of bargaining

Updated:December 16,2016


On October 30, 2017, OPSEU called a General Membership Meeting. We are still waiting for minutes from the Local Secretary and Local President.


Call out letter sent to all local Presidents September 17, 2017



Demand Setting Fact Sheets