Part-time support staff

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 Part-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.

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 in February.

Do I accumulate seniority while on probation?

No. When your probation is complete, you are credited with seniority equal to your probation period.

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 20 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.

The Part-Time Collective Agreement had the 5 job classifications; Regular Part-Time , Casual, Temporary, Student and Projects of Non-Recurring Kind (PNRK). Below are details for each classification.

Regular Part-Time Employee

What is a Regular Part-Time Employee?

A regular part-time employee is a continuous part-time position with no end dates and regularly scheduled weekly hours. Some may work less than 12 months of the year, with regular layoff times.

What articles cover Regular Part-Time positions?

Regular part-time employees are entitled to all articles in the part-time collective agreement.

Casual Employee

What is a casual employee?

Casual Employees are defined in the part-time collective agreement as working on a call-in basis and/or do not have regularly scheduled hours every week. These sections of the part-time collective agreement cover casual positions:

• Article 2.2: Definition of casual employee

• Appendix 3B: Detail of rights and entitlements for temporary employees

What articles apply to casual employees?

Appendix 3B of the part-time collective agreement details the rights of temporary employees. No other provisions will apply unless stated in Appendix 3B.

• Ontario Human Rights (Article 3.3)

• Harassment (Article 6)

• Union Matters (Article 7)

• Overtime (Article 9.5)

• Wages (Article 10.1)

• Holidays (Article 13)

• Vacation Pay (Article 14.1)

• Bereavement Leave (Article 15.2)
  

Temporary Employee

What is a temporary employee?

Temporary employees are defined in the Part-Time Collective Agreement as employed to replace a regular part-time employee who is on leave or is employed for up to 9 months (for example, seasonal workers). These sections of the part-time collective agreement cover temporary positions:

• Article 2.3: Definition of temporary employee

• Appendix 3A: Detail of rights and entitlements for temporary employees

What articles apply to temporary employees?

Appendix 3A of the part-time collective agreement details the rights of temporary employees. No other provisions will apply unless stated in Appendix 3A.

• Ontario Human Rights (Article 3.3)

• Harassment (Article 6)

• Union Matters (Article 7)

• Overtime (Article 9.5)

• Wages (Article 10.1)

• Shift Premium (Article 10.3)

• Holidays (Article 13)

• Vacation Pay (Article 14.1)

• Bereavement Leave (Article 15.2)

Student Employee

What is a student employee?

Student employees are defined in the part-time collective agreement as students occupying positions only made available to current students of the College. Co-op students in an educational training program are excluded (Article 1.1). These sections of the part-time collective agreement cover student employee positions:

• Article 2.4: Definition of a student employee

• Appendix 1: Detail of rights and entitlements for student employees

Which Collective Agreement Articles apply to student employees?

Student employees are only entitled to these Articles. No other provisions will apply unless stated in Appendix 1:

• Ontario Human Rights (Article 3.3)

• Harassment (Article 6)

• Union Matters (Article 7)

• Overtime (Article 9.5)

• Wages (Article 10.1)

• Holidays (Article 13)

• Vacation Pay (Article 14.1)

• Bereavement Leave (Article 15.2)

Projects of Non-Recurring Kind (PNRK)

What is a project of a non-recurring kind position?

Also known as a PNRK position, these positions are defined in the part-time collective agreement and are created to fulfill the needs of a specific project. PNRKs are contract positions that:

• Can be up to 12 months in length. (A written agreement between the Local and the College can extend a PNRK contract over 12 months.)

• Work from 35 up to 40 hours per week.

• These sections of the part-time collective agreement cover less than 12-month positions:

• Article 2.5: Definition of Project of a Non-Recurring Kind Employee

• Appendix 2: Detail of rights and entitlements for PNRK employees

What articles apply to PNRK employees?

Appendix 2 of the part-time collective agreement details the rights of PNRK employees. No other provisions will apply unless stated in Appendix 2:

• Ontario Human Rights (Article 3.3)

• Harassment (Article 6)

• Union Matters (Article 7)

• Overtime (Article 9.5)

• Wages (Article 10.1)

• Shift Premium (Article 10.3)

• Holidays (Article 13)

• Vacation Pay (Article 14.1)

• Bereavement Leave (Article 15.2)

Why is it important that my overtime/lieu time is authorized in writing?

Denying overtime/lieu time 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/lieu time

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

Under article 9.5, employees will be paid 1.5 times your hourly rate for each hour of work over 40 hours each week.

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

Do sick days and vacation days count as hours worked?

Yes. Vacation 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 is voluntary under the ESA.

What am I entitled for for vacation pay?

Under article 14.1, Part-time support staff are paid “vacation pay” as a percentage of their earned wages for each pay period.

• Less than five years of service: 4%

• More than five years of service: 6%

Even if you are paid your vacation entitlement, you are still entitled to take the equivalent time off in vacation. For example 4% vacation pay is equal to 2 week (10 days) vacation under the ESA.

Am I entitled to sick days?

Part-time support staff do not currently have sick days. The employer can determine if sick days reduce the payroll or they allow you to make up the time. This process should be consistent across the institution/department.

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 JDF?

All part-time positions have a Job Description Form (JDF). The JDF is a standardized document detailing the job’s aspects, role, duties and responsibilities.

How do I get my Job Description Form (JDF)?

There is no formal agreement to have JDF's under the collective agreement. However, you can request a copy of your JDF in writing to your manager or HR.

What do I do if My JDF needs updates?

You can work with your manager to update the JDF.

It is important to try to keep these documents current. Should the bargaining team ever negotiate JDF's having current JDF will help you get fairly compensated for your work.

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Scholarships

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