OPSEU Local 101/Hotel Dieu Grace Healthcare Ratifies Contract

We are pleased to announce that OPSEU 101 Members of Hotel Dieu Grace Healthcare have ratified their contract.

Results

Votes Cast: 203

For: 162

Against: 41

Ratification 80% for.

Tentative Agreement OPSEU Local 101 & Windsor Regional Hospital

OPSEU Local 101

We are very excited to announce that OPSEU 101 and the Employer Windsor Regional Hospital have reached a tentative agreement!!!!!

So the next step is a ratification vote.

Save the Date: we will be holding ratification votes Monday April 23rd and Tuesday April 24th

Ouellette Campus Monday April 23rd 6:30 AM-11:30 AM Lasalle Room and Tuesday April 24th 12:30 PM -16:30 PM Lasalle Room.

Met Campus Monday April 23rd 12:30 PM-16:30 PM Admin Conference room 1 and Tuesday April 24th 6:30 AM- 11:30 AM Admin Conference Room 1

OPSEU office ( 3005 Marentette Ave ) Monday April 23rd 17:30 PM- 20:30 PM

Information about the agreed to items will be sent out to the membership via email and posted on theopseu101.org website as soon as they are signed off on. Please stay tuned.

 

***** IMPORTANT ***** For voting there will be no proxy voting as per OPSEUs bylaws. To cast a vote you must have photo ID ( hospital badge or Driver’s License )

In Solidarity

WRH Negotiation Update

Hello OPSEU L.101 Members,

The Negotiating team wanted to update everyone that we have met several times with the Employer working toward a new collective agreement.  (The current Collective Agreement expired March 31,2016.)

We are meeting with the Employer again in April and will continue to provide updates as to our progress.

Michele Buchanan

1st V.P. OPSEU L. 101

Additional Collective Agreement Updates WRH/OPSEU 101

Good Evening Everyone.

Thank you for your patience with implementing our new collective agreement.

Here are the most recent updates.

Lump sum payments for Part Time vacation is targeted to be paid out June 8,2017 pay.  There will be the in lieu premium (12% or 14%) applied to the lump sum payment. Part time employees are still eligible to take their vacation time they are no longer paid for individual days off and are coded as Vacation Unpaid because of the annual lump sum payment.

  • Any remaining hours in a members overtime bank will be paid out Sept 28,2017.
  • Wage grid advancement at 1650 hours for Part Time members will be targeted for payout June 8,2017.  Any wage grid movement will be retroactive back to Feb. 5,2017.
  • There will be an open enrollment period for all Part time staff to enroll for benefits during the month of May.  The premium costs will be available at that time. Further information to come.
  • The percent in lieu of benefits for the Pharmacy Tech’s at Ouellette, former non union members and temporary employees will be on a separate retro payment at the end of the open enrollment period for benefits (June 8,2017).
  • Dental claims are paid directly to the member and can no longer be paid directly to the dentist.
  • Holiday Pay adjustments for Part Time employees who worked the Family Day Holiday and Good Friday will not be captured in the April 27th retro payment.  It should be on the June 8th retro payment.
  • All changes in benefits have been built in the Greenshield plan as of March 16,2017.
  • Changes in call back premium (former Xray/Lab members) will be retroactive to the date of the award and will be on a separate retro payment.
  • When you are called back to work on standby, only the hours worked should be deducted from your standby premium.  (eg. Called back, worked 2 hours only 2 hours are subtracted from your stand by pay not 4 hours.)
  • Shift rotation (days and afternoons) are in discussion for implementation.  We will keep you posted.

In Solidarity,

Michele Buchanan

1st Vice President OPSEU L.101

WRH/OPSEU Local 101 Collective Agreement and Retroactive Payments Update

This is a message from Sharon Morris Director of Human Resources and  Labour Relations for Windsor Regional Hospital.

This an update on the implementation for the new collective agreement wage increase retroactive payments following the release of the WRH OPSEU interest arbitration award.

 

Retroactive payments for wage increases:

 

The new wage rates have been in the pay system and the next step that we have been preparing for is the payment of the retroactive amounts. This payment is scheduled to be made on the pay deposit for April 27, 2017.  There were many steps that had to be taken from a system point of view to prepare the retroactive payments and this process was complicated by the number of different bargaining groups that had to come together into one new wage grid.  I want to thank everyone for their patience while we have worked through this process and to also thank those in Finance that had to work on this detailed project. There are currently six hundred and twenty two (622) OPSEU employees but there were a significant number (close to 100) more staff who transferred to HDGH or resigned or retired whose payments also had to be calculated.

 

The paystubs will be released on Wednesday April 26.    Staff should see two pay stubs: the first one will be their regular pay stub with their regular weekly earnings plus showing a line for the retro amount.  There is a second pay stub for the retro payments showing the particulars of the retro pay.   The first pay stub for regular wages is sent in the morning and this must be sent in one email file for all 4000 active employees for the Hospital.  The second paystub is sent over the course of the day as the retro paystubs cannot be sent in the same file as the regular pay stubs.    Wait to see both paystubs before you ask questions please.   Your coworker may get their second paystub before you get yours.   They are sent in batches and so please be patient on Wednesdayfor that detail to come to you.

I do want to indicate however that there is only a limited amount of space on the paystubs for retroactive details and deductions made so you may have questions particular to your own calculations.       I  also acknowledge that there are some staff with some questions about their wage grid placement and we are working through some individual issues.

If you have questions about either your wage grid  placement or your retroactive payment amount  please email those to me.   Do not call payroll as they will not have the details necessary to answer your question.  Those questions will be coordinated through me.     

 Other changes for the collective agreement increases.

For the benefit changes we are working with Greenshield on those changes.   We are planning for an open enrolment period for benefits in May.   Details on that will be sent to the union representatives and then a general communication will come out as we have a number of other union groups doing the open enrolment at the same time.

There are changes relating to on call,  stand by and payment for holiday work for part time  that will also have some retroactive increases to the date of the award and those are not  yet calculated on this retroactive payment.  We are targeting to have those changes calculated retroactively to the date of the award to be paid for the first pay deposit in June.

If you have any questions please let me know.  Thank you again for your patience while this work is in the process of being completed.  Sharon Morris

SHARON MORRIS | WINDSOR REGIONAL HOSPITAL

DIRECTOR HUMAN RESOURCES & LABOUR RELATIONS

1995 LENS AVENUE|WINDSOR, ON, N8W 1L9

1030 OUELLETTE AVENUE|WINDSOR, ON, N9A 1E1

519.254.5577ext.52512|(FAX)519.254.8439|(CELL)519.995.2597| sharon.morris@wrh.on.ca

 

WRH/OPSEU 101 New Updates

Further Updates

Good afternoon Sisters and Brothers.  In an attempt to keep everyone up to date on the progress of implementing the new Collective Agreement, I wish to advise of the following;

Wages– Any wage changes will be seen on the March 16th pay with the retroactive pay on the April 27th pay.  Any questions with regard to wage changes can be directed to Sharon Morris in the H.R. department and NOT to the payroll department.  Sharon will get back to members as soon as she is able however again we ask for patience as we make our way through.

Scheduling–  Effective immediately, Supervisors/Managers are asked to review any posted schedule for any violation with regard to the 14 or 16 hours between shifts.  Where schedules are in violation of this, the employee will be contacted to ask if they wish to have their schedule changed in order to comply.  I have asked that where the employee is in agreement to allow the violation, that they sign a document indicating this so as to avoid any issues.   This is the same with regard to the equalization of hours for the part time folks within the working unit.  Managers will need to review and attempt to equalize as much as possible with posted schedules, keeping in mind that equalization is over a 6 week posted schedule.  As schedules are already posted, we are mindful that employees may have already made plans according to the posted schedule.  EFFECTIVE March 24th, all schedules must follow the new scheduling rules.   Again, we expect some bumps as we make our way through as for some groups, this is a new process.

Just a reminder as well, that full time can no longer give away shifts and part time can switch shifts however will have to be formally requested and approved and must follow the equalization process. As well, there should always be at least 4 weeks of schedule up 2 weeks ahead of time.

Employees can be scheduled up to 6 consecutive days, and if scheduled 6 consecutive days, you must be scheduled 2 consecutive days off.  The language does allow for mutual agreement to be scheduled more than 6 days.  As well, where there is mutual agreement, employees can be scheduled 9 days in one pay period and 11 in another however again it is by mutual agreement.  If you do not want to be scheduled longer than 6 or 9/11 then you have the right to request what the Collective Agreement dictates.

Rotation of shifts—As per the new language, where there is more than 1 shift in a work unit, all shifts, excluding midnights, will be rotated equitably.  As per the Contract, the Union and Employer will be meeting on April 10th to review any positions that have not been rotated through previously and the impact of the new language.  Rotation through these shifts will not change until such time that we have had to opportunity to review the impact.

Part time Benefits—For those part time employees who are currently receiving benefits, will continue as we are waiting back from the Insurance company with an end date.  We will then advise those employees of the changeover date in as much advance as possible.  As well, we are looking at an open enrollment for all part time.  More information to follow.

Part Time Vacation–  Concern has been raised with regard to part time vacation as some employees receive a lump sum, while others receive paid vacation time.  Of issue is the accrual of seniority as those that receive paid vacation accrue seniority, and those that receive lump sums, do not receive seniority on the lump sum.  The Union and Employer are reviewing this at the moment to decide on the impact of this as equalization of hours is being put into place, and the impact of paying those part time that are currently receiving paid vacation time a lump sum.  We are actively looking into this and will update further.

Part time/casual movement on the wage grid–  Effective February 5, 2017 part time and casual employees will move on the wage grid every 1650 hours worked.   There is no limit to only once per year.  Essentially an employee has the potential to move more than once dependent on the number of hours worked, however that should not occur frequently.   Once all of the wage and retro issues are completed, a review of the hours worked as of February 5 will be review to see if there are any employees that meet the 1650 hours.

However, seniority remains at 1950 hours equaling 1 year.

Sick leave-  Just a reminder that the 6th and subsequent incident language begins April 1 2017 .

Maternity/Parental Leaves–  this is being reviewed for any employee that is on Maternity/Parental leave and is not receiving the 84% top up or the percent in lieu for part time folks.

The Union and Employer will be meeting again on March 21st and April 10th to review any outstanding issues and I will update you further.

Just a reminder of the Q&A sessions next week. (For dates and times, please click here)

Again, there will not be a formal presentation, but just an open forum for anyone to come and ask questions on the new Contract.

Thank you for your patience

In Solidarity

Marisa Forsyth

Staff Rep.  Ontario Public Service Employees Union

Windsor Office

3005 Marentette Ave Suite 130

N8X 4G1