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

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