Members approve changes—Local bargaining begins

MAY 2 01 3 • VOL . 4 0 NO. 8
Update
Members approve changes—Local bargaining begins
R
ecently, OSSTF/FEESO members
across the province had the opportunity to participate in a vote to
accept or reject improvements to
the working conditions that were
imposed through Bill 115 and associated Regulations. Eighty-four per cent of those affected members who voted, voted in favour of the improvements negotiated between the Federation and the
government.
Ken Coran, President of OSSTF/FEESO noted
that “respect for all educational workers can best be
demonstrated and practiced with a fair and democratic negotiation process. That process is essential.” These improved conditions are available for
all OSSTF/FEESO members working for any
publicly funded school board as well Provincial
School Authorities Teachers (PSAT). The full summary of changes is available at osstf.on.ca.
We will be featuring highlights of some key
areas of the document in this issue and the June
issue of Update to assist in providing information
for all members.
Sick Leave:
The improved sick leave plan provides 11 days
per year paid at 100 per cent of salary plus another
120 days per year paid at 90 per cent of salary.
Unused days from the 11 will be carried over from
year to year and be available for topping up days
that would otherwise be paid at 90 per cent.
For example, a member who is absent due to
illness for five days this year will have the remaining six days carry over for top up next year. Because
each day of top-up only requires 10 per cent of a
day, those six days would top up 60 days from 90
per cent to 100 per cent. In this example, the member would have 71 days available at 100 per cent
and 50 days available at 90 per cent for next year.
The top-up is based on the year immediately prior.
For 2012/13, all members are granted two days
toward top up. From this point forward, it will be
based on individual attendance.
This particular sick leave plan is available for all
permanent members who previously had a sick
leave plan, members on term or long term assignments and any other full time employee working
greater than 24 hours per week.
Long term casual and occasional members are
entitled to a pro-rated number of sick days at 100 per
cent as well as up to 60 days per year at 90 per cent.
Determination of eligibility for sick leave shall
be as was done historically. We have avoided third
party adjudication as was originally imposed. Sick
leave changes are retroactive to September 1, 2012.
VLAP:
An offsetting measure that was put in place in
order to reduce or eliminate mandatory unpaid
days next year is the Voluntary Leave of Absence
Program (VLAP). This program came into effect
on May 1 and allows members to take up to five
days per year as unpaid leave for whatever purpose
the members so choose.
Maternity Benefits:
The plan provides for eight weeks guaranteed at
100 per cent EI top up or outright pay where EI is
not available. Such benefit period is portable to a
paid period in the event that some or all of the
eight-week period occurs during an unpaid period
(e.g. March Break, summer, etc.). These benefits
are available to all members who were previously
entitled to any employer paid maternity benefits
plan. Where superior provisions previously existed,
those superior provisions remain in force.
Local Bargaining:
All boards are required to engage in local bargaining for three to six days to discuss local issues
as appropriate. Such talks are to conclude by June
28, 2013. Any agreement would ultimately require
mutual consent as neither party is in a position to
impose sanctions against the other. However, the
expectation is that such talks will take place in
good faith and there is the opportunity to ask the
Ministry of Labour for assistance if required.
Any agreement covering more than 50,000
members and 135 collective agreements is complex
in its implementation. An Implementation Committee involving the Federation, the Ministry of
Education and representatives from school boards
has begun meeting to work out issues as they arise.
Also, the Minutes of Settlement included protection that these changes could not have the effect of
reducing any members’ rights that would have
existed had these particular changes not been
made. These changes can only lead to improvements to the imposed conditions.
Reflecting on the past year Coran noted, “Educational workers continue to demonstrate a high
level of professionalism, dedication and commitment to our students. They deserve to be treated
with respect, fairness and honesty. It is the work of
our members that is responsible for the current and
future success of our students and the accolades
that Ontario’s education system receives.”
Approbation des
modifications par
les membres –
Début des
négociations locales
R
écemment, les membres d’OSSTF/
FEESO de toute la province ont
eu l’occasion de participer à un
scrutin en vue d’accepter ou de
rejeter les améliorations aux conditions de travail imposées par la Loi 115 et les règlements connexes. Parmi les membres concernés qui
ont voté, 84 % sont favorables aux améliorations
négociées entre la Fédération et le gouvernement.
Ken Coran, président d’OSSTF/FEESO a
remarqué que « la meilleure façon de respecter
toutes les travailleuses et tous les travailleurs en
éducation peut se témoigner et se pratiquer grâce à
Suite à Ü la page 2. Négociations
Suite de la Ü première page
Négociations
un processus de négociation équitable et démocratique. Ce processus est essentiel. » Ces conditions
améliorées s’appliquent à tous les membres
d’OSSTF/FEESO œuvrant au sein d’un conseil
scolaire financé à même les deniers publics ainsi
qu’au personnel enseignant de l’Administration des
écoles provinciales (PSAT). Le résumé de l’ensemble
des modifications est disponible à osstf.on.ca.
Nous présenterons les points saillants de certains éléments du document dans ce numéro
d’Update et dans celui de juin afin de fournir de
l’information à tous les membres.
Congé de maladie Le régime amélioré de congés de maladie
accorde 11 jours par an, payés à 100 pour cent du
salaire, ainsi que 120 jours additionnels par an,
rémunérés à 90 pour cent du salaire. Toute portion
des 11 jours non utilisés sera reportée d’année en
année et sera disponible pour combler les jours
dont le salaire aurait été sinon de 90 pour cent.
Par exemple, un membre qui s’absente cette
année pendant cinq jours pour raison de maladie
reportera les six jours restants à la banque de prestations supplémentaires de l’année prochaine.
Puisque chaque jour de prestations supplémentaires nécessite seulement 10 pour cent d’un jour,
ces six jours combleraient 60 jours de 90 à 100
pour cent. Dans cet exemple, le membre aurait 71
jours disponibles à 100 pour cent et 50 jours
à 90 pour cent l’an prochain. Les prestations sup-
Update
Update is published by the Ontario Secondary
School Teachers’ Federation/Fédération des enseignantesenseignants des écoles secondaires de l’Ontario
Editor: D. Bellissimo
Managing Editor: R. Allan
Editorial Board: R. Banderob, G. Fenn,
P. Kossta, J. Ste. Marie
For changes in mailing addresses,
please e-mail [email protected] or [email protected]
Visit the OSSTF/FEESO website at osstf.on.ca
If you have comments or queries, please address them to:
Update, OSSTF/FEESO, 60 Mobile Drive,
Toronto, Ontario, M4A 2P3.
Tel.: 416-751-8300, 800-267-7867
E-mail: [email protected]
The opinions and views expressed in Update do not
necessarily reflect the opinions and views of OSSTF/FEESO.
Member Canadian Association of Labour Media
and the Canadian Education Press Association
2
Update •
M AY 2013
plémentaires sont basées sur l’année qui précède
immédiatement. Pour 2012-2013, tous les
membres recevront deux jours dans la banque de
prestations supplémentaires. Par la suite, elle sera
en fonction de l’assiduité de chacun. Ce régime
particulier de congés de maladie est offert à tous les
membres permanents qui bénéficiaient auparavant
d’un régime de congés de maladie, aux membres en
affectation à durée limitée ou à long terme et à tout
autre employé à temps plein travaillant plus de 24
heures par semaine.
Les membres occasionnels à long terme et occasionnels sont admissibles à des jours de congé de
maladie calculés au prorata, rémunérés à 100 pour cent
ainsi qu’à 60 jours par an rémunérés à 90 pour cent.
L’admissibilité aux congés de maladie est déterminée comme par le passé. Nous avons évité l’adjudication par un tiers comme cela était imposé au
départ. Les modifications aux congés de maladie
sont rétroactives au 1er septembre 2012.
Programme volontaire de congé autorisé
non rémunéré (VLAP)
Dans le but de diminuer ou d’éliminer les jours
obligatoires non rémunérés l’an prochain, une
mesure de compensation avait été mise en place,
soit le Programme volontaire de congé autorisé non
rémunéré (VLAP). Ce programme est entré en
vigueur le 1er mai et permet aux membres de
prendre jusqu’à cinq jours par an de congé non
rémunéré pour une raison ou une autre, au choix
des membres.
Prestations de maternité Le régime garantit huit semaines à 100 pour
cent de prestations supplémentaires d’a.-e. ou carrément de salaire si l’a.-e. n’est pas disponible. Une
telle période de prestations est transférable à une
période rémunérée si une partie ou la totalité des
huit semaines tombe pendant une période non
rémunérée (c.-à-d., congé de mars, été, etc.) Ces
prestations sont offertes à tous les membres qui
étaient auparavant admissibles à un régime de prestations de maternité de l’employeur. Si des dispositions supérieures existaient auparavant, elles
demeurent en vigueur.
Négociation locale
Tous les conseils scolaires doivent s’engager
dans une négociation locale pendant de trois à six
jours afin de discuter des enjeux locaux, selon le
cas. De telles discussions doivent se terminer avant
le 28 juin 2013. Toute entente exigerait en fin de
compte un commun accord puisqu’aucune des
parties n’est en mesure d’imposer des sanctions
contre l’autre. Toutefois, on s’attend à ce que de
telles discussions se déroulent de bonne foi et, au
besoin, il existe des possibilités de demander l’aide
du ministère du Travail.
La mise en œuvre de toute entente régissant
plus de 50 000 membres et 135 conventions collectives est complexe. Un Comité de mise en œuvre
composé de représentants de la Fédération, du
ministère de l’Éducation et des conseils scolaires, a
commencé à se rencontrer pour régler les problèmes à mesure qu’ils surviennent. De plus, le
protocole d’entente comprend la protection que
ces modifications ne peuvent pas avoir pour conséquence la réduction des droits d’un membre qui
auraient autrement existé si ces modifications particulières n’avaient pas été approuvées. Ces modifications ne peuvent qu’entraîner des améliorations
aux conditions imposées.
En repensant à la dernière année, Ken Coran a
observé : « Les travailleuses et travailleurs en éducation continuent de faire preuve de grand professionnalisme, de dévouement et d’engagement
envers nos élèves. Ils méritent d’être traités avec
respect, équité et honnêteté. C’est le travail de nos
membres qui est responsable de la réussite actuelle
et future de nos élèves et des éloges que reçoit le
système d’éducation de l’Ontario. »
Queen’s Park
notes
T
his week in the Legislature, the
Tim Hudak Tories introduced
three bills attacking the labour
movement.
MPP Randy Hillier, the PC
Critic for Labour, introduced three bills amending
the Labour Relations Act:
Bill 62 entitled Defending Employees’ Rights Act
(Certification of Trade Unions), 2013, would prohibit the Ontario Labour Relations Board from
certifying a trade union as a bargaining agent
unless a representation vote is held among the
employees in the bargaining unit.
Bill 63, entitled Labour Relations Amendment
Act (Ontario Labour Relations Board), 2013, would
give the Lieutenant Governor power over the
Ontario Labour Relations Board.
Bill 64, entitled Defending Employees’ Rights Act
(Collective Bargaining and Financial Disclosure by
Trade Unions), 2013, aims to protect the rights of
employees in collective bargaining by limiting regular union dues of a member of a trade union to
costs that relate to collective bargaining and no
other purpose.
The names of the bills and their descriptions,
sound very innocuous and quite supportive of the
individual rights of union members. But on closer
inspection, they clearly intrude on the rights of
unions to represent their members. For example, in
Bill 62, under the guise of choice and fairness,
Hillier proposes to remove the provision which
allows the automatic certification of a bargaining
unit if it can be demonstrated that an employer
Go to Ü page 4. Queen's Park
Sexual
Harassment
Awareness Week
June 1-7
T
he term sexual harassment was first
used by early feminists struggling
for equality in the workplace. The
fight to eradicate sexism at work
has often intersected with labour’s
demands for protection against workplace violence.
Sexual harassment includes a broad range of
actions that, in a workplace, result “in a negative
and hostile working environment that can impact
upon job opportunities, hiring, promotions and
job performance” (Human Resources and Skills
Development Canada). Although sexual harassment has been recognized as a form of sex discrimination in the Canadian Human Rights Act
since 1983, there was still little protection for
women against offenders who disregarded warnings
or employers who failed to act upon complaints.
On June 2, 1996, Theresa Vince was killed at
her workplace by her boss after a lengthy period of
sexual harassment. She worked for Sears as a
human resources training administrator and was set
to retire at the end of June. The store manager, Russell Davis, shot her and then killed himself. Vince
had complained to Sears management for over one
year about Davis’ unrelenting sexual harassment.
Vince’s family was determined to turn her death
into a demand for action to protect employees
from sexual harassment. In 2005, in memory of
Theresa, the first week of June was designated as
Sexual Harassment Awareness week, in order to
raise public awareness of how sexual harassment
must be dealt with by employers and steps employees should take in order to obtain assistance.
But it was still five more years, hastened by the
workplace murder of Windsor nurse Lori Dupont,
before legislative protection became a reality for
Ontario workers. Amendments to the Occupational
Health and Safety Act, also known as Bill 168, came
into effect on June 15, 2010. In addition to provisions protecting employees from domestic violence
entering the workplace, employers are required not
only to develop policy with respect to sexual harassment, but also to train employees about policy, and
to take appropriate action against offenders.
In spite of solid progress, harassment continues
to be underreported and employees often face personal and professional difficulties when they pursue remedies either by addressing the harasser
directly, or filing a formal complaint. There has
been a startling increase in high profile harassment
complaints from all corners of the working world,
in government and in banking, in health care and
in entertainment, in publishing and in pharmaceu-
ticals, while nearly 150 civil complaints from
female RCMP officers seem to point to systemic
harassment in that institution. Our current culture
of casual misogyny makes popular shows like Mad
Men which celebrate times that women professionals have fought to put behind them and excuses
offenders by heaping blame on victims of violence
for their dress, behaviour or previous sexual history.
Not all people, however, are remaining silent.
While we still do not live in a world free from sexism and harassment, there has been a recent resurgence of people reasserting the right to not only a
safe workplace, but also a safe ‘every’ place. Movements such as Take Back the Night, Slutwalk, Walk
a Mile in Her Shoes and Sisters in Spirit serve to
keep a spotlight on the need to press, not only for
ideals, but also for adequate consequences for those
who offend against the right of each person to a
safe workplace.
For anyone looking for ideas for action, the
Ontario Federation of Labour website has a number of resources for viewing (ofl.ca). Please contact
Alison Wallace at [email protected] for OSSTF/
FEESO resources, especially those developed by
Education Services—PAIN to PRIDE, Still Not
Laughing, EQUIP.
/Michelle Dalrymple is a teacher and Chief Negotiator in District 29, Hastings Prince Edward; and
Pat Morneau is a social worker in District 9, Greater
Essex. Both are members of the OSSTF/FEESO
Status of Women Committee.
Semaine de
la sensibilisation
au harcèlement
sexuel
1er au 7 juin
Le
terme harcèlement sexuel a
été utilisé la première fois
par les premières féministes
qui luttaient pour l’égalité
en milieu de travail. La
lutte contre le sexisme au travail a souvent croisé les
revendications syndicales concernant la protection
contre la violence au travail.
Le harcèlement sexuel comprend un large éventail d’actions qui, dans un milieu de travail, produisent « un environnement négatif et hostile
pouvant influer sur les possibilités d’emploi, l’embauche, les promotions et le rendement au travail »
(Ressources humaines et Développement des compétences Canada). Bien que le harcèlement sexuel
ait été reconnu comme étant une forme de discrimination sexuelle en vertu de la Loi canadienne sur
les droits de la personne depuis 1983, les femmes
étaient peu protégées contre les contrevenants qui
ignoraient les avertissements ou contre les
employeurs qui refusaient d’agir à la suite de
plaintes.
Le 2 juin 1996, Theresa Vince a été tuée à son
lieu de travail par son patron après avoir fait l’objet
de harcèlement sexuel pendant une longue période.
Elle travaillait pour Sears comme administratrice
aux ressources humaines, responsable de la formation, et devait prendre sa retraite à la fin du mois de
juin. Le gérant du magasin, Russell Davis, l’a abattue puis s’est enlevé la vie. Theresa Vince s’était
plainte pendant plus d’un an à la direction de Sears
du harcèlement sexuel incessant que Russel Davis
lui faisait subir.
La famille de Theresa Vince était déterminée à
transformer sa mort en un besoin d’agir afin de
protéger les employés contre le harcèlement sexuel.
En 2005, en mémoire de Theresa, la première
semaine de juin a été désignée comme Semaine de
la sensibilisation au harcèlement sexuel, dans le but
de sensibiliser davantage le public sur la manière
dont le harcèlement sexuel doit être traité par les
employeurs et les mesures à prendre par les
employés en vue d’obtenir de l’aide.
Mais il a fallu cinq ans de plus, précipités par le
meurtre à son lieu de travail de Lori Dupont, une
infirmière de Windsor, avant qu’une protection
légale devienne une réalité pour les travailleuses et
les travailleurs ontariens. La loi modifiant la Loi sur
la santé et la sécurité au travail, également connu
sous le nom de Projet de loi 168, est entrée en
vigueur le 15 juin 2010. En plus des dispositions
protégeant les employés contre la violence familiale
au lieu de travail, les employeurs sont tenus non
seulement d’élaborer des politiques en ce qui
concerne le harcèlement sexuel, mais également de
former leurs employés sur la politique et de prendre
les mesures nécessaires contre les contrevenants.
En dépit de progrès réels, le harcèlement continue d’être rarement signalé et les employés sont
souvent confrontés à des difficultés personnelles et
professionnelles lorsqu’ils cherchent à remédier à la
situation soit en s’adressant directement au harceleur soit en déposant une plainte officielle. La
progression des plaintes de harcèlement largement
médiatisées provenant de tous les coins du monde
du travail est surprenante : gouvernement et secteur bancaire, soins de santé et dans le monde du
Suite à Ü la page 6. 1
er
Update
• M AY 2 0 1 3
au 7 juin
3
Editorial
Round two
of the fight
T
he past 15 months have been a
challenging time for all of our
members, and for the labour
movement in general. But, that
was just the first round of what
could be another long fight against the conservative agenda of austerity and cuts.
What will round two look like? The conservative forces will come out of their corner swinging
hard. They will try to land a few low blows by
declaring unions and their bosses the enemy of the
people because they will claim that the workers’
desire for fair wages and safe working conditions
are a drag on the economy.
This will likely be followed by a flurry of righthanded jabs in the form of proposed cuts to public
sector services, attacks on pension plans and a push
for more privatization of government services. They
will try to push us up against the ropes by trying to
convince unionized workers that they should not
have to pay union dues, but should still get the
benefits of union work without paying for it.
How do we stay in this fight? We plan carefully
and we fight back. Labour has faced these kinds of
attacks before and we know what our opponents’
strategies are. Our Federation and the labour
movement as a whole repelled the attacks of the
Ontario Conservative Party in the 1990s under
Mike Harris and Ernie Eves. That fight went
through many rounds and tested our resolve.
This round will be about fighting for fairness
when it comes to workers’ rights. It will be about
showing the benefits of belonging to a union in the
21st century and how the labour movement has
helped to improve the lives of ALL workers, unionized and non-unionized.
It will be about countering the Tim Hudak
agenda of cuts to education. Hudak has made it
clear that if his party were to form the next Ontario
government, he would cut 10,000 support staff
jobs instantly, delay the implementation of full day
kindergarten, increase class sizes to cut teaching
jobs, and force universities to rely even more on
tuition fees for funding.
Every member of OSSTF/FEESO will need to
be prepared for round two, and all of the other
rounds that follow. Round one was tough and
exhausting. The bell has now rung and members
will need to come out swinging and ready for a
fight. Working together for fairness in our province
when it comes to our rights as workers is essential
for victory.
How we emerge from this round of the fight
will set the tone for the always important third
round of the bout—the next Provincial election.
Continued from Ü page 2
Queen's Park
interfered in the certification process. It is common
for some employers, like Walmart, to intimidate,
harass, and threaten employees for attempting to
form a union. The Labour Relations Board ensures
that the vote is open and transparent. The certification votes must occur at the workplace and the
employer may have a scrutineer present to verify
the ballots. By removing the penalty imposed when
employers interfere in the process of certification,
Hillier is making it more difficult for workers
to organize.
In Bill 63, Hillier continues by removing Section 2 of the Labour Relation Act, designed to
facilitate collective bargaining between employers
and trade unions. Moreover, he proposes to repeal
section 116, which gives the Ontario Labour Relations Board (OLRB) independence from judicial
review. As well, he wants to remove the powers of
the OLRB Chair and repeal the section that bars
the Ministers of Labour and his Ministry from
being witnesses as hearings. These changes pro-
posed by bill 63 would remove the arms-length
relationship that the government has had with the
OLRB. It allows the Minister and government to
interfere in the processes of the labour board. This
is similar to what Stephen Harper’s Conservatives
are doing federally in attempting to have more
oversight in labour negotiations rather than allowing the collective bargaining process to work.
In Bill 64, Hillier continues his assault on
workers and their unions. He proposes to limit the
expenditure of union dues to activities relating to
collective bargaining only, by outlawing contributions to political activities. In line with the Federal
Conservatives Bill C-377, he also proposes similar
intrusions on union activity that would compel
unions to file annual disclosures to the Minister
of Labour including detailing all expenditures
above $5,000.
Taken together, these bills foreshadow the
future of labour relations under a Tim Hudak government. Those that would like to believe that a
Hudak government, minority or majority, would
not attack labour only need to look at these three
bills proposed by Randy Hillier to understand how
serious the threat is to all working people.
Time Is Money! Get the Salary You Deserve!
• The OSSTF/FEESO Certification Department evaluates
teacher academic/technical credentials and issues
Certification Rating Statements for salary
placement purposes.
• Only it can give authoritative advice on the certification
process.
• Upgrading courses for use in salary placement
must be approved by the department.
Don’t wait! Re-evaluate!
Go to the Certification Quick Link at osstf.on.ca
4
Update •
M AY 2013
National
Aboriginal
Day
J
une 21st marks National Aboriginal Day in
Canada, as a day to celebrate the unique
heritage and outstanding achievements of
Canada’s Indigenous peoples. It was first
declared in 1996 and has been growing in
popularity since its inception. In the Northwest
Territories, it is a paid holiday for all employees
except teachers. However, it is not a statutory holiday elsewhere in Canada.
The day is an excellent opportunity to become
Budget
released—What
happens now?
On
May 2, Finance Minister Charles Sousa
presented his first
provincial budget.
The full budget and
highlights can be found at www.fin.gov.on.ca/en/
budget/ontariobudgets/2013.
For a second consecutive year, Tim Hudak’s
Conservatives have stated openly for weeks that
they would not support the Liberal Party’s budget
regardless of its contents. They claim that Kathleen
Wynne has lost the moral authority to govern and
that an election should be called. That has left the
NDP again to determine the fate of the Liberal
minority government. Prior to the budget, the
NDP put forward a number of conditions in
exchange for consideration in supporting the budget. The first condition was met by the Liberals as
they announced $295 million for youth employment over two years. To address the second condition, the Liberals are introducing a $200 monthly
earnings exemption for social assistance recipients.
As well, they are increasing social assistance rates by
one per cent including a top-up for single adults
without children. For the third condition, besides
the five-day guarantee for home care, the NDP had
asked for an additional $30 million in this area.
The Liberals have allocated $260 million with a
promise to move quickly on providing more timely
home care access. The Liberals have also met the
NDP request for a 15 per cent cut in auto insurance premiums. For the fifth condition, the Liberals have written to the Federal government to permanently restrict the HST credits for large businesses and financial institutions. The likelihood of
familiar with the cultural diversity of Inuit,
Métis and First Nations peoples. Please visit
some of the following websites for further
information:
Aboriginal Affairs and Northern Development
www.aadnc-aandc.gc.ca
Canadian Heritage Foundation
www.canadianheritage.gc.ca
Canadian Race Relations Foundation
www.crr.ca
Please note:
The Ontario Federation of Labour (OFL) is
holding its 3rd Aboriginal Gathering from
June 14-16, 2013.
The Way the River Flows is a gathering that is
reaching out to all people--labour and community,
First Nations, Métis, Inuit and non-Aboriginal—
the Federal Conservative government agreeing is
questionable. For the sixth condition, the Liberals
have agreed to eliminate the employer health tax
exemption for large businesses. At the same time,
they will increase it for small and medium sized
businesses from $400,000 to $450,000. Finally,
the Liberals appear to have met the final condition
of maintaining social services while moving towards
balancing the budget.
At first look, with the Liberals not only meeting
most but also exceeding some of the NDP’s conditions, the NDP should be able to support the
budget. But, NDP Leader Andrea Horwath has
promised that her party will do its due diligence.
The NDP will consult the public and carefully
review the details of the budget.
An election on the
budget greatly depends
on the each party’s
perception of electoral
success.
As the legislative process moves forward, a nonconfidence vote on the budget must happen no
later than the end of May. If the Liberals pass this
first test, the budget is then sent to committee for
review and a summer election is most likely
he NDP and
avoided. At the beginning of June, the
Conservatives can still stall a second and final vote
on the implementation of the budget bill.
Just as they did last year, the
opposition parties can introduce
changes at committee. Whether the
Liberals accept them is debatable. As
the Legislature rises for its summer
n
recess on June 6, a summer election
could still be possible, but the greater
er
likelihood is that the opposition parties
ties
will continue the committee review into
the summer and fall. This could set up
p the
who are concerned and interested in developing
action oriented change, justice and reconciliation
for Aboriginal Peoples. For more information
please contact Janice Gairey at 416.443.7655 or
[email protected]. Registration forms may be obtained
from the OFL website at www.ofl.ca.
final legislative vote for the budget bill for autumn,
meaning an election could still happen later this
year.
An election on the budget greatly depends on
the each party’s perception of electoral success. The
Tories are determined to go for an election as soon
as possible. Their polling numbers have remained
around 35 per cent for an extended period, which
is not enough for a majority government but certainly enough to give them a chance for the winning the most seats and an opportunity to form a
minority government. The NDP’s numbers are
falling slowly but not dramatically. The Liberal
fortunes have slightly improved but certainly not
enough yet to be able to form a majority government.
In its essence, this budget is a continuation of
Liberal Party policy which sees reducing the deficit
as the main goal over the next four years. Much of
the spending proposed will likely come from
reductions in other areas such as public sector
wage freezes.
Finally, unless the NDP finds something lacking in the details of the budget or if the pressure
from the gas plant fiasco gets too strong, it would
seem that Kathleen Wynne’s Liberal minority government will be able to pass its first budget bill at
some point this year, averting an election until the
next budget in 2014.
Update
• M AY 2 0 13
13
5
The thoughtful
consumer:
Conscious
capitalism
U
pon hearing the news of the collapse of the textile factory in
Bangladesh, and the subsequent
outcry from the media regarding
supply chain management, I
wondered if the outrage over conditions of workers
around the world will actually stick. Will real
change begin to occur in consumer awareness and
purchasing patterns?
I consider myself an activist. I vote with my
conscience, speak out against injustice, and work
to reduce my carbon footprint. I co-developed a
social justice course to help students understand
about inequality and the (sometimes) unintended
consequences of globalization and the actions we
take. But how do I teach about these issues, watch
The Corporation every semester, and still wear my
name brand workout gear and purchase the “cool
labels” my three children request? Am I just an
“activist” in name? Am I contributing to the horrific conditions those textile workers faced? Shamefully, I have to say yes. Perhaps not as much as
others I may rationalize, but still, the answer is yes.
But what is a consumer to do? I shop second
hand whenever I can (I love the challenge!). I buy
locally grown organic food (mostly) and favour
ethically raised meats. I donate to the Environmental Working Group (ewg.org) every year to
thank them for educating me on pesticides, chemicals in sunscreen/cosmetics and for their attempt
to lobby the US government about stronger regulations for a healthier citizenry and planet. I’ve
even been part of a Fair Trade Town Committee.
But it doesn’t feel like enough. How can I shop
even more responsibly? How can I divest myself
from contributing to worker misery in places I
have never been? Do I remove myself from society?
Stop shopping entirely? That may work for some
but I don’t think it will work for most of us.
If we are not going to remove ourselves from
society, then how can we participate ethically in
what we understand to be a destructive capitalist
society? Capitalism is all about greed isn’t it? It is
excess and the bottom line with no regard for harm
to our planet and its peoples. I saw Erin Brockovich…that was about saving a few bucks on disposing of chemicals regardless of the consequences!
Just like the collapse of that Bangladeshi factory
was about saving money on building safety. But
apparently it is not quite that simple. We do have
choices.
I recently read about a new book, written by
the founder of Whole Foods, John Mackey. Con-
6
Update •
M AY 2013
scious Capitalism: Liberating the Heroic Spirit of
Business. Conscious capitalism? Isn’t that an oxymoron? It would seem not. “Conscious Capitalism
is a reorientation of a business focused solely on
the pursuit of profits to one that is focused on
higher standards like integrity and serving stakeholders, employees, suppliers, customers, investors
and the community. It is not just about profits, but
people and the planet. To be conscious in business,
means to consider, include and practice everything
that is a part of the ethical business system.”
Mackey’s philosophy is that capitalism has done
amazing things for our world including demonstrating collaborating and driving invention that
has made our world better. This particular brand of
capitalism, however, focuses on an “overarching
social purpose.” According to Aron Cramer, CEO
of a sustainability consulting non-profit, “I believe
the social purpose of business is to enable all the
world’s people to live lives of dignity and comfort
while preserving natural resources.” Wow. Me too!
So there is a movement out there to balance the
relentless drive for profit with the conscious awareness of the dignity of all people and the earth! And,
in light of the Bangladesh tragedy, Scott Nova,
Executive Director of the Worker’s Rights Consortium in Washington D.C., stated on CBC’s Metro
Morning that corporations often state that it is
because of consumers' demands for cheap products
that these kinds of workplaces exist. He disagrees
with this, stating that consumers are not offered
choices and that it would only cost “a few cents
more,” less than ten cents per garment, to ensure
that workers are treated decently and afforded a
minimal level of protection. I would definitely pay
a few cents more to know this. I believe many, who
have the means, would as well. Canadians already
willingly pay more for Fair Trade coffee in record
numbers, and those items are often more than a
dime more expensive.
We have a role to play in preventing another
tragedy in Bangladesh or elsewhere. Consumers
need to demand choice and we can reward those
businesses that have already taken a stand on ethical treatment of their workers and the planet. To
see a list of Conscious Capitalists, go to www.
consciouscapitalism.org. Every dollar we spend is a
vote for what we are willing to accept. I’d like that
dollar to stand for fairness, equality and justice.
Consume less. Spend thoughtfully.
/Diane Ballantyne is a TBU member in District
18, Upper Grand and sits on provincial Human
Rights Committee.
Suite de la Ü page 3
1er au 7 juin
spectacle, édition et industrie pharmaceutique,
alors que 150 actions civiles déposées par des
agentes de la GRC semblent indiquer un harcèlement systémique à cette institution. Notre culture
actuelle de misogynie nonchalante rend populaires
des émissions comme Mad Men, qui célèbrent
l’époque pendant laquelle des professionnelles ont
lutté pour y mettre fin et pardonne aux contrevenants en rejetant le blâme sur les victimes de violence à cause de leur manière de s’habiller, de leur
comportement ou d’antécédents sexuels.
Cependant, tout le monde ne garde pas le
silence. Bien que nous ne vivions pas encore dans
un monde exempt de sexisme et de harcèlement,
une recrudescence récente de personnes réaffirme le
droit non seulement à un milieu de travail sécuritaire, mais aussi à « tout » lieu sécuritaire. Des
mouvements comme La rue, la nuit, les femmes sans
peur (Take Back the Night), Slutwalk, Marcher un
mille dans SES souliers et Sœurs par l’esprit servent à
maintenir l’attention sur la nécessité de faire des
pressions, non seulement pour des idéaux, mais
aussi pour des sanctions adéquates contre ceux qui
portent atteinte au droit de chaque personne à
bénéficier d’un milieu de travail sécuritaire.
Pour des idées d’action, le site Web de la Fédération du travail de l’Ontario a plusieurs ressources
à consulter (ofl.ca). Communiquez avec Alison
Wallace à [email protected] pour les ressources
d’OSSTF/FEESO, notamment celles élaborées par
les Services éducatifs – DE LA SOUFFRANCE À
LA FIERTÉ, On n’a pas fini de rire, EQUIP.
/Michelle Dalrymple est enseignante et négociatrice en chef au District 29, Hastings Prince Edward.
Pat Morneau est travailleuse sociale au District 9,
Greater Essex. Toutes les deux sont membres du
Comité du statut de la femme d’OSSTF/FEESO.
You could WIN a
$2,000 Canadian Tire
gift card prize.*
Visit educatorsfinancialgroup.ca/sweepstakes
for full details.
*Conditions apply.
In the community
(Top left) Staff at OSSTF/FEESO Provincial Office
wearing red in support of Equal Pay Day and
(bottom left) wearing pink in support of Day of
Pink; (Above) Staff at the District 25, OttawaCarleton (top) wearing pink in support
of Day of Pink
2013 ONTARIO PRIDE EVENTS
We urge OSSTF/FEESO members to show support and solidarity by building
and participating in your community PRIDE events.
[MAY]
Elliot Lake
May 31–June 1
Guelph Pride
May 6–11
www.guelphpride.outontheshelf.ca
Tri–Pride: Kitchener/Cambridge/Waterloo
May 23–June 2
www.tri–pride.ca
Pride Durham
May 31–June 9
www.pridedurham.com
Pride Niagara (St Catharine’s)
May 31–June 8
www.prideniagara.com
[JULY]
Sudbury Pride
July 14–21
www.sudburypride.com
Peel Pride
July 19–28
www.peelpride.ca
Port Stanley Pride
July 19–21
www.portstanleypride.ca
[JUNE]
Kingston Pride
June 1–16, 2012
www.kingstonpride.ca
Hamilton Pride
June 10–15
www.hamiltonpride.org
Perth Pride
June 1
lgbtlanark.com/events/
pride–in–perth/
Grey Bruce Pride
June14–16
facebook.com/#1/
GreyBrucePride
Halton Pride
June 2
www.haltonpride.org
York Pride
June 15–23
Muskoka Pride
July 21–28
www.gaymuskoka.com
Pride London
July 20–28
www.pridelondon.ca
Pride Toronto
June 21–30
www.pridetoronto.com
Gananoque Pride Festival
June 22–24
1000islandsganoque.com/
lgbt–summer–solstice
Thunder Pride
June 4–16
www.thunderpride.ca
Brockville Pride Walk
July 20
sites.google.com/site/
brockvillepride
Brantford Pride
June 15
[email protected]
Mohawk Park Lower
Pavillion
www.yorkpridefest.com
[AUGUST]
Simcoe County Pride
August 2–10
www.simcoepride.com
[SEPTEMBER]
Peterborough Pride
September 21–27
www.peterboroughpride.ca
Windsor–Essex Pride Festival
August 8–11
www.wepridefest.com
Capital Pride
August 16–25
www.capitalpride.ca
Update
• M AY 2 0 1 3
7
FEESOns-le en
Français!
La
première conférence officielle par le Comité des services de la langue française
(CSLF), FEESOns-le en
Français!, a eu lieu la fin de
semaine des 19-20 avril 2013 à l’hôtel Westin Bristol Place à Toronto. Plus de 80 membres d'OSSTF/
FEESO provenant de plusieurs districts et unités de
la province, sont venus participer à notre événement tant attendu. Celles-ci et ceux-ci ont pu se
régaler, s’éduquer et se divertir grâce à la planification judicieuse de tous les membres du comité
du CSLF.
La conférence a débuté vendredi soir avec un
délicieux repas, ce qui a permis aux membres de
socialiser et de fraterniser. Après être bien repus, la
maîtresse de cérémonie, Lynn Auger-Parent, a pris
la parole pour accueillir chaleureusement tout
le monde.
Pierre Côté, secrétaire général d’OSSTF/
FEESO, est venu nous adresser quelques mots.
Celui-ci nous a fait part des humbles débuts de la
présence francophone au sein de notre organisation
syndicale.
Linda Brisson, présidente du CSLF, a ensuite
pris la parole en nous présentant un montage électronique qui nous a relaté les débuts et l’évolution
du Comité depuis 1968 à nos jours.
La soirée s’est poursuivie par nul autre que l’un
des créateurs du drapeau franco-ontarien, Michel
Dupuis. Grâce à sa présence, nous avons pu appren-
Classified ads
Canada Post Corporation
Publication Mail Agreement No.
40012523
M AY 2013
Update
Update •
Return undeliverable Canadian addresses to
8
MORTGAGE AGENT. Retired OSSTF member (Peel)
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ORGANIZING FUNDRAISING? We can help! Raise
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OTTAWA I CAN AFFORD TO BUY MY FIRST
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SCHOOL TATTOOS, 1000 tattoos with your school’s
artwork $129. Order your school’s tattoos for Events,
Teams, School Spirit and Fundraisers. VISIT www.
schooltattoos.ca E-MAIL [email protected] call
613.567.2636.
TEACH ONTARIO CURRICULUM IN CHINA!
Experienced Principals & Grade 10-12 All Subjects
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THAILAND, CAMBODIA, VIETNAM: 201314, Amazing adventure through Indo-China.
1.800.867.2890. E-mail: [email protected]
TRADITIONAL 2BDRM/1BATHRM rustic log cottage in lovely well-treed setting with western exposure and
beautiful sunsets. Near Bancroft/Algonquin Park. 925 sq.
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VOLUN-TOUR: A life changing experience, teach at
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ANNOUNCE events, services, products and opportunities in Update classified. Your message reaches more
than 45,000 colleagues. Rates: $1.25 per word, 25
words minimum, 80 words maximum per insertion.
No refunds. Contact Kristina Ferorelli (ferorek@osstf.
on.ca) at Provincial Office. Telephone 416.751.8300 or
1.800.267.7867. Although advertisements are screened
as carefully as possible, acceptance of an advertisement
does not imply OSSTF/FEESO endorsement of the
product or service.
OSSTF/FEESO, 60 Mobile Drive, Toronto, ON M4A 2P3
$995 THE NEW EGYPT: Guided tour excellent hotels,
sightseeing, transportation, sail along the Nile, lectures
by Egyptologists, most meals and experience of a lifetime. 1.800.867.2890 e-mail [email protected].
AMAZING PERU: August 2013. Machu Picchu,
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ATTENTION LADY GOLFERS—Take your mind off
final evaluations. Enjoy nature and fabulous scenery in
the great outdoors with other TEED OFF LADIES. On
Tuesday we meet at the Oakville Executive Golf Course
for twilight tee times from early May to September.
E-mail [email protected]
BAHAMAS, ELEUTHERA. Beautiful 2-bedroom
home. Large elevated deck, oceanview. Two minute walk
to stunning white sand beaches, both front and back
of home. Internet, cable, bicycles and phone available.
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BUSINESS OPPORTUNITY—Currently teaching
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GREECE AND TURKEY: From Istanbul to Athens, History, culture, landscape and lots of Sun.
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INDIA & NEPAL: Lifetime journey. Visit Taj Mahal,
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dre que le drapeau a été déployé officiellement pour
la première fois le 25 septembre 1975 à l’Université
Laurentienne de Sudbury. M. Dupuis a su faire ressentir la fierté incontestée de l’appartenance à la
culture française en Ontario qui entre autres est
célébrée chaque année le 25 septembre.
Après une petite pause, nos participants ont pu
se divertir en riant à gorge déployée grâce au spectacle hilarant du groupe de comédiens Improtéine.
Tout l’auditoire était tordu de rires provoqués par ce
spectacle interactif, d’improvisation théâtrale, musical et humoristique. Rien n’était à leur épreuve...
Une fois le spectacle terminé, les participants
ont été invités à la suite pour socialiser. Après le
déjeuner, un atelier intitulé « On n’a toujours pas
fini de rire » portant sur le harcèlement sexuel au
milieu du travail, a été présenté par Rachelle Hélin
de l’unité 60A et Julie Laliberté de l’unité 66.
Bref, cette conférence a touché à un peu de tout
en passant par la description de notre comité et de
son mandat, pour ensuite en apprendre davantage
sur l’origine du drapeau franco-ontarien, pour
ensuite être diverti par un groupe absolument hilarant; « Improtéine », pour finalement être informé
sur la harcèlement sexuel dans le milieu du travail
et les interventions possibles à ce sujet. Pour une
première conférence officielle, le Comité est très
heureux de son événement.
/Hélène Berthiaume est membre de l’unité du personnel enseignant au district 3, Rainbow, et du CSLF.