With the ongoing attacks on labour affecting all unions including OPSEU (e.g., the recent AGO Strike, Regent Park Community Health Workers Strike, etc.), we wanted to keep you updated on some of the issues affecting our local.
Additionally, we are hoping to gain insight about patterns of behaviour from the Employer (Toronto Metropolitan University) that may be prevalent in your department and impacting members of our local union (OPSEU/SEFPO Local 596):
The local has been taking action to determine if the Employer has been posting full-time career employee (FTCE) positions that have been recently vacated as term positions, without substantially changing the duties and responsibilities. This is in violation of the collective agreement article 13 and 16.
Departments have been manipulating job descriptions to give much higher workloads to existing jobs instead of filling vacant positions (eliminating). This is in violation of the collective agreement article 33.
OT pay: Management is changing work schedules whenever it suits them to avoid overtime pay, or only offering time in lieu. This is in violation of the collective agreement article 26.
Managers have been unwilling to accommodate members who want to pursue learning opportunities because courses interfere with work hours, but they have a duty to accommodate - especially given that this is an educational institution. This is in violation of the collective agreement article 28.
The Employer continues to violate our Collective Bargaining Agreement (CBA), while emphasizing their focus on equity, diversity, inclusion (EDI) and accommodation. Please note that the collective bargaining agreement is a document that establishes the working relationship between the members of the union and the Employer. This document has legal precedence over most policies, whether they are set by individual managers or by the Employer as a whole. The University’s policies can be altered without your input at any time – the CBA cannot. As a reminder, our current CBA expires on June 30th, 2025, so let us know if you want to get involved in strengthening it!
When in doubt, always reach out to a steward if you have concerns about your rights being violated or if there is a concerning issue arising in your department.