Unions support workers by working with employees to join together and work for fair employment practices in our sector or local college. Together we have more power to get greater job security, vacation pay, improved hours of work, pay equity, health and drug coverage, improved workplace health and safety, and protection from workplace harassment and bad bosses. OPSEU/SEFPO also offers its members educational and leadership opportunities, discounted cell phone plans, home and car insurance and travel and group discounts.

There are many reasons when a union can support its members. We are here to guide you to resolve the issue with or without us, and to support a positive working environment between workers and employers.

Below are 4 common reasons to contact your union for advice and support.

1. Work-related Issues: If you're experiencing problems at work that your employer is not upholding the Collective Agreement, or any other employment standards (ESA, OHSA, Human Rights), or a company policy, the union can provide support and representation. this includes if you are experiencing problems at work, such as unfair treatment, unsafe working conditions, discrimination, or harassment.

2. Disciplinary Actions: If you're facing disciplinary actions or termination, involving the union can help ensure that your rights are protected and that the process is fair and consistent.

3. Wage and Benefits Disputes: If there are discrepancies or disputes regarding wages, benefits, or other terms of employment, the union can help address these issues through negotiation or grievance procedures.

4. Policy Changes: If your employer is implementing significant policy changes that affect your working conditions, involving the union can help ensure that your concerns are heard and addressed.

You can get involved with the union at many levels. We encourage everyone to stay active in the union, to support our positive working environment.

Below are some options to get involved

• Volunteer: you can volunteer with the union to attend meetings and help with events. Just contact your LEC (Local Executive Committee) to ask how you can help.

• Become a Steward: If you want to become a member representative, you can become a Steward. Stewards listen to member concerns, provide support, help with campaign events, and guidance and may represent members in meetings with management or during disciplinary proceedings. Stewards may join the union throughout the year via the LEC Membership. Training for all positions is available.

• Becoming an Officer: Once every 2 years, the Local Executive Committee (LEC) positions are voted in at the GGM (General Membership Meeting). The process begins with nominations by self or others. The nominated person will need to choose to stand for a vote, and if they stand, a vote will be called. To be a LEC member you must first be a Steward. Positions are elected as follows, and you may stand for more than one position until you are voted in. To ensure you are up to date on when nominations/elections are happening, please ensure you have completed the Sign Up Now! Section.

  • President

  • Vice-President

  • Full-Time Unit Steward

  • Part-Time Unit Steward

  • Secretary

  • Treasurer

  • Trustees (x2)

Detailed descriptions of these positions can be found in FAQ Local Operations.

• Attend Events and Training - Any member in good standing (registered OPSEU member, who has not resigned, been suspended or had membership revoked) of the Local Union can participant in and take training offered by OPSEU or Local 421. See our Events and Training sections for how to get involved.

What are Union Dues?

Dues are payments made by members of the union and are the union’s sole source of funding. These resources ensure the continued operation of OPSEU and the Locals. Dues are shared between OPSEU and the Locals. Union dues are tax deductible and will appear on your T4.

How much do I pay for Union dues?

Dues are taken at the rate of 1.375% of your gross pay (before deductions). Example: If your gross pay (before deductions) for a single pay period is $1000, you pay $13.75 to OPSEU.

How much of the OPSEU dues go the Local?

The Local receives quarterly dues rebates based on the number of Signed members. If you have not yet signed up, please Join Now to support the Local.

What are dues used for?

OPSEU pays for the majority of member expenses, including grievances, education courses and workshops, convention expenses, etc.

The Local uses the funds to pay for Local expenses, including events, training expenses (travel, meals, childcare) not covered by OPSEU, Local Strike or Hardship funds (if applicable), etc.

How does the Local operate?

The day-to-day business of the local is performed by the Local Executive Committee (LEC). The LEC is entirely volunteer members with different positions and responsibilities. All stewards and officers are employees of the college, just like you.

The union protects your rights under the following legislation and agreements:

• Collective Agreement

• Employment Standards Act

• Ontario Human Rights

• Occupational Health & Safety Act

• And more!

What are the Local Executive Committee positions in our Local?

Stewards are the backbone of Local operations and have a long history in organized labour. Any member in good standing, full-time or part-time, can volunteer as a Steward. Stewards do many different things at the local, including:

• Welcoming new members to their departments.

• Helping answer member questions and inform them about updates, news, and events.

• Provide the Local with insight into their area’s working conditions and highlight possible areas of concern.

• Meet with all Stewards and Officers monthly at a Local Executive Committee meeting.

Every area is unique! The more Stewards we have, the better we can address problems early and keep our members engaged. Being a Steward offers new opportunities like:

• Becoming an Officer of the local in our elections

• Attending OPSEU training events and conferences, all expenses paid.

• Join a higher-level OPSEU committee in our sector

Stewards become Officers by being elected at a General Membership Meeting every two years. Any Steward can be nominated for any Officer position. Local 421’s officer roles are:

• President – Enforces compliance with the bylaws and regulations of the Union, chairs meetings, and supervises the operations of the Local.

• Vice-President – Performs presidential functions during any absence of the President, including attending functions of the Union when the president can’t attend.

• Secretary – Attends and organizes all meetings of the Local. Keeps minutes, distributes notices to the Local Executive Committee, answers and forwards Union correspondence and membership information to the regional office. Distributes announcements to members by email and website postings. Maintains our local mailing list.

• Treasurer – Responsible for Local finances, budgets, and operating funds. Works together with our accountant and Trustees to audit our financial performance.

• Part-Time Unit Steward – Coordinates and assists stewards for the part-time unit.

• Full-Time Unit Steward – Coordinates and assists stewards for the full-time unit.

Trustees have a unique role at the local. Working with the Treasurer, Trustees audit our Local spending and report our financial performance to OPSEU Head Office.

Our local has two trustees elected to two-year terms. Any member in good standing can be nominated and elected as a Trustee. You do not have to be a Steward before becoming a trustee, but Trustees cannot hold any other position at the Local.

What is a Collective Agreement?

A collective agreement (or collective bargaining agreement) is a legally binding, joint agreement between the employer (the Ontario Colleges) and the union (OPSEU).

• It specifies our rights and entitlements as workers and limits the employer’s power in the workplace.

• It details wages, vacation, leave of absence, benefits, health and safety, job postings, dues, layoffs, seniority, discipline, dispute resolution, the grievance and arbitration process, and more.

Where can I find my Collective Agreement?

You can go to the Resources page to find copy of your Full-time Collective Agreement.

What is the Local Executive Committee (LEC)?

The LEC is the Union Officers, Stewards and Trustees that form the Local Executive Committee (LEC). The members of the LEC meet regularly to discuss operations of the union, and to vote on motions put forward those in attendance.

The LEC is the Union Officers, Stewarts and Trustees that form the Local Executive Committee (LEC). The members of the LEC meet regularly to discuss operations of the union, and to vote as necessary on motions put forward those in attendance.

What is the General Membership Meeting (GMM)?

A GMM is a General Membership meeting where all members of the union can attend. The GMM must occur twice a year. Any member in Good Standing (registered OPSEU member, who has not resigned, been suspended or had membership revoked) may exercise their right to vote in elections and motions put forward by the LEC.

Your Attendance is Critical! We must always have a specific number of members in attendance (known as a quorum) to pass votes. GMM topics may include the following:

• Bi-Annual elections

• Changes/New bylaws

• Approval of the budget

• Investments or Donations

• Elect members to attend OPSEU events

What is Seniority?

Seniority is the length of time a member has worked in the bargaining unit. Your seniority may be different from your years of service based on positions held before entering the bargaining unit.

How is Seniority Used?

Some collective agreement articles use seniority in different processes. For example, when more than one internal applicant for a job has equal experience and qualifications, the person with the highest seniority would be the successful candidate.

Where can I check my seniority?

1. Seniority Lists are posted on this website under the Resources page.

2. Seniority lists are available on MyLoyalist (under HR), and are updated every 4 months.

Do I accumulate seniority while on probation?

No. When your probation is complete, you are credited with seniority equal to your probation period (FT article 14.1)

Do I accumulate seniority while on leave?

Yes, under the following circumstances:

• If you are on pregnancy or parental leave.

• If you are on a developmental leave.

• If you are on leave using the pre-paid leave plan (full-time article 12.7).

• If you are on short-term or long-term disability or receiving WSIB benefits (full-time article 14.2.6).

What articles cover seniority?

Full-time collective agreement articles 14.1 and 14.2.

What is a Grievance?

A grievance is a formal complaint about violating a collective agreement, labour law, human rights code, or an established and well-evidenced past practice. It’s one of the tools and rights union members have to address workplace issues.

Grievances have strict timelines and follow a formal process. A grievance must be filed within 15 business days (does not include college closures) of the event that would give rise to the complaint. This timeline begins after you attempt to resolve the issue with your manager/HR. Contact the Local immediately if you have a concern.

Types of grievances

• Individual grievance – One person grieves that a management action violated their rights. For example, unjust discipline or denial of earned overtime.

• Group grievance - More than one person grieves that a management action violated their rights. For example, unjust discipline or denial of earned overtime.

• Policy grievance – the Union grieves that a management action violates the collective agreement. For example, a new attendance policy or contracting out union jobs.

Your employer may not retaliate against your right to file a grievance. These rights are protected under the Collective Agreement.

Which articles cover grievances?

The grievance process is covered under Article 18 of the collective agreement. You can download your collective agreement under the Resource page on this website.

What happens next if I want to file?

If you cannot work out a resolution with your manager/HR, with or without the union's involvement, you may file. To file, you can contact a member of the LEC, and we will walk you through the filing and grievance process outlined below.

Notes:

· All business days do not include college closures.

· At any time, you may withdrawal a grievance.

It is common to have a meeting with the Union at several points in the below process to discuss strategy, key points and tactics for resolving issues.

Step 1

File a grievance with the Department Head. The Department Head has 10 business days to respond in writing to your request. This step may be skipped, if the grievance is with employee's immediate Supervisor and their Department Head are one and the same person, we move directly to Step 2.

The employer may request a meeting to discuss the grievance in step 1. Meeting in step one is recommended if clarification may help resolve the grievance. However, this meeting is NOT REQUIRED, and is at the griever’s discretion. Talk to your union representative to discuss advantages and disadvantages to a step 1 meeting.

Step 2

If you are not satisfied with the decision at Step 1, you may move to step 2 within 10 business days of the Step 1 response being received. Within 14 business days the college will convene a meeting (required) for the union/griever to present the concern to the College President (or delegate). The College will have 10 business days after this meeting to respond in writing.

Step 3

If you are not satisfied with the decision at Step 2, you may move to Mediation/Arbitration within 10 business days of receiving your Step 2 response. You will be notified by OPSEU/College of a date for the Mediation. If things cannot be resolved at Mediation, a date for formal Arbitration will be set.

Why is it important that my overtime is authorized in writing?

Denying overtime payment is a common conflict that can be avoided by getting everything in writing. Never work extra hours without explicit permission from your manager in writing. Be diligent and document all offers and authorizations for overtime work. Verbal agreements are not enough.

Without documentation, we may not be able to successfully support your case if a conflict arises later. Always ensure that your manager confirms by email that you are:

• Authorized to work overtime

• The specific dates and times that you are permitted to work overtime

As per article 6.6.1, you will be paid overtime at 1.5 times your hourly rate for all authorized work that you perform:

• At least one-quarter hour (15 minutes) over your normal daily hours.

• At least one-half hour (30 minutes) over your normal weekly hours.

• On the 6th day of your workweek.

As per article 6.6.2, you will be paid overtime at 2 times your hourly rate for all authorized work that you perform on the 7th day of work that week.

• Example: If your normal workweek is Monday to Friday, and you worked extra hours on Saturday and Sunday.

  • You will be paid 1.5 times for all hours worked on Saturday and,

  • You will be paid 2 times for all hours worked on Sunday

Can my manager force me to take pay or lieu time for authorized overtime?

No. The employee has the right to choose pay or lieu time under article 6.6.4. The employee shall have the option of electing payment at the applicable overtime rate or time off equivalent to the applicable overtime rate.

Do sick days and vacation days count as hours worked?

Yes. Vacation days paid at 100% and short-term disability days paid at 100% count as hours worked for calculating overtime.

Can my employer discipline me for not working overtime?

No. Overtime usually is over and above your regular work, and under article 6.6.5 the following terms apply:

• The employer may request overtime with sufficient notice.

  • Whether or not advance notice exist, the College shall take into consideration the legitimate requests of employees to be excused where the performance of overtime may cause undue hardship or serious inconvenience.

What is Lieu Time?

When you’ve worked authorized overtime according to Article 6, you can choose payment for the hours worked OR time off calculated at the same rate as the overtime you worked (article 6.6.4).

When you choose time off, this is called Lieu Time (time in lieu of payment).

Can my manager force me to take lieu time instead of pay for authorized overtime?

No. Under article 6.6.4, the employee can elect payment at the applicable overtime rate OR time off equivalent to the applicable overtime rate.

How is Lieu Time calculated?

Lieu time is calculated at the same rate as overtime pay based on articles 6.6.2 and 6.6.3.

Example: If you worked 4 hours of overtime at 1.5 times your hourly rate, you are entitled to 4 x 1.5 = 6 hours of lieu time

When do I need to use my lieu time?

You must use your lieu time within 60 days unless your manager approves you using it later.

If you do not use your lieu time, it will be paid out to you according to the overtime rates in article 6.

For specific questions regarding vacation pay or your pay statement, contact Payroll Services.

How many vacation days am I entitled to?

Under article 11.1, employees who have completed the year of continuous service (article 11.2), as of June 30, 1991, shall be granted vacation with pay as follows:

• 1 - 6 years: 15 working days

• 7 years: 17 working days

• 8 years: 18 working days

• 9 years: 20 working days

• 10 years: 20 working days

• 11 years: 21 working days

• 12 years: 22 working days

• 13 years: 23 working days

• 14 years: 24 working days

• 15 years: 25 working days

• 16 years: 26 working days

• 17 years: 26 working days

• 18 years: 26 working days

• 19 years: 27 working days

• 20 years: 27 working days

• 21 years: 28 working days

• 22 years: 28 working days

• 23 years: 29 working days

• 24 years: 29 working days

• 25 or more: 30 working days

When does the vacation year start and end?

The vacation year is July 1 to June 30. Full-time support staff are given their accrued vacation days starting on July 1.

How do full-time support staff accrue vacation days?

Vacation days are accrued (earned) based on the months you were actively employed in the year leading up to July 1.

What if I have less than 12 months of active employment before July 1?

You will earn a pro-rated number of vacation days based on the months you worked up to July 1.

Example: You became a full-time employee at the beginning of January, which is halfway through the vacation year. On July 1, you will receive half of the vacation day entitlement.

Assuming that you’re actively employed for the full year, on the following July 1, you will receive the full entitlement.

How many sick days am I entitled to?

The College provides 10 sick days at 100% annually on Sept 1. These days are intended for your personal sick time. You may accumulate up to 130 sick days at 100%. Any days greater than the 130 will be lost.

How does my sick time affect my Short-term Leave?

Sick days are paid at 100% and Short-Term Leave (STL) is paid at 75% of gross earnings. You must use any accumulated sick days prior to being moved to 75% on STL?

What is a Blackout period?

A blackout period, is a set period of time (specific periods) that vacation and personal time off (PTO) requests are prohibited. This action is to prevent staff shortages and scheduling problems.

Can my employer have blackout periods?

Yes, blackout periods are common practice in many departments. They should be relevant to the workflow periods and consistently applied to all relevant staff. Blackout periods do not apply to circumstances that are out of the employees' control, like medical emergencies/procedures, funerals, unexpected illnesses, etc.

What is a PDF?

All full-time positions have a Position Description Form (PDF). The PDF is a standardized document detailing the job’s aspects and duties. PDFs contain 11 factors, each detailing the aspects and duties of a position. Based on the content of the PDF, each factor is assigned a point rating. The total point rating value determines the position’s payband.

See the FT Support Staff Job Evaluation Manual Guide on our Resource page for details on the breakdown.

How do I get a copy of my PDF or Point Rating?

You can request a copy of your PDF and point rating in writing to your manager or HR at any time. The college must provide you with a copy within ten days (article 7.2.1)

What do I do if My PDF needs updates?

PDFs should be reviewed regularly, ideally during annual performance reviews. If your PDF needs updates to reflect the position’s duties accurately, start by meeting with your manager to discuss it.

I have questions about PDFs.

If your manager cannot address your PDF questions, contact the LEC for support.

Did You Know?

• Back pay is only available once you submit your PDF for reclassification. Be sure to continue along the process if your PDF is out of date, or you may lose money you should be entitled to

• You should review and sign your PDF upon hire and during annual performance reviews for your records and to be kept on file with HR.

• Keeping your PDF up-to-date and accurate is an important way to ensure you are fairly compensated for your work and helps avoid “role creep” and additional responsibilities.

• Some members worry that updating their PDF may result in reclassification that reduces their pay. Reclassifications that result in decreased pay can go through the classification grievance process (according to Article 18.5), and are generally grandfathered to the higher rate.

Is your PDF out of date?

Here’s the process you should follow:

• Request your PDF and Points Rating Sheet from your manager/HR. The Points Rating Sheet is a key document to understanding how your position was graded on the pay scale. You can and should request to review it to help yourself and your Union Steward to analyze your PDF.

• Review your PDF for any out-of-date examples of responsibilities or missing information.

• You may wish to collect information (if you can) from other similar job postings that you see at the college (or other colleges) that may be helpful language to use. Remember that your PDF should accurately describe your position as it is.

• Meet with your manager to discuss examples of your duties and how you think they should be updated. Don’t forget to send a follow-up email summarizing your conversation!

  • There are specially trained Union Stewards who can review with you! Contact us to request support!

  • Providing clear and detailed examples of your regular and recurring duties is important to the points rating system.

  • The most heavily weighted sections are the Analysis & Problem Solving, Independence of Action, and Communication factors. See the FT Support Staff Job Evaluation Manual Guide for details on the breakdown.

    • Your manager should submit a new PDF to HR for review. This may include reclassification (i.e. pay band/pay scale rating).

    • If unsatisfied with your (new) pay classification, request the new points rating sheet (if not already provided).

    • Meet with your Union Steward to review.

    • If you are not satisfied with the contents of your PDF or classification calculation, you may submit a grievance.

Important Notes About Classification Grievances:

Grievances are an important tool for the Union to support members in improving working conditions.

• Classification Grievances have a separate expedited process, which still takes several months. Specifically trained arbitrators exclusively on College Support Staff PDF grievances!

• If awarded in your favour, you may be entitled to back-pay to the date you submitted your grievance.

• The Points Rating Sheet is a key document to understanding how your position was graded on the pay scale. You can and should request to review it to help yourself and your Union Steward to analyze your PDF.

Need some help talking to your manager about your outdated PDF?

Here are some points that may help you get started:

• How would you describe your job? (Point form, including all major duties and frequent minor duties)

• What is no longer relevant in the PDF? (Make sure you can update this information accordingly)

• What duties have you been assigned that should be included in an updated version? (Provide real-life, detailed, complete examples)

Classification under the Collective Agreement

Full-Time collective agreement applies to as follows:

• Regular full-time positions – more than 24 hours on a continuous basis.

• Appendix D (temporary employee) positions – Temporarily replacing a full-time employee on leave from their position.

• Initiatives/Opportunities positions – Full-time contract positions that have established termination dates.

• Appendix G (Summer Student Workers) positions - Temporarily contract for more than 24 hours during the period of mid-April to the last Friday before Labour Day.

What to do if I am asked to do work outside my positions?

If your manager is asking you to do work outside your PDF, we suggest you speak to your manager and look at updating your PDF. Look at FT Support Staff Job Evaluation Manual Guide, for details about how to update your PDF.

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Scholarships

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