OPSEU received an update from WSIB related to the COVID-19 pandemic and the state of emergency in Ontario.  
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Suspending legislated time limits

Last week, the Government of Ontario issued a regulation under the Emergency Management and Civil Protection Act, suspending legislated limitation periods for the duration of the state of emergency.

As a result, we are temporarily extending the following time limits:

• six-month time limit after an injury or illness to file a claim for benefits
• six-month time limit to file a claim for benefits following a WSIAT decision
• 30-day time limit for objecting to a return-to-work decision
• six-month time limit for objecting to any other decisions related to a WSIB claim or account

The suspension applies to any time limits that expired on or after March 16, 2020 and will remain in effect until further notice.

Procedural time limits

We continue to expect employers and injured or ill people to make all reasonable efforts to meet the normal procedural timelines, unless they are prevented from doing so due to the state of emergency. Examples of such situations might include an employer needing to focus on setting up their staff to work remotely, or a small employer themselves being struck by the virus.

In such cases, decision makers will use their discretion to reasonably extend the following timelines:

• three-day time limit for an employer to notify the WSIB of an injury or illness
• 10-day deadline for an employer or an injured or ill person to report a material change in circumstances
• three-month time period to make an out-of-province or third-party election

Filing WSIB COVID-19 claims

The information below outlines how and when people should file claims related to COVID-19. Please share this information with your members.

While the nature of some people’s work may put them at greater risk of contracting the virus, for example those treating someone with COVID-19, any claims received by the WSIB will need to be adjudicated on a case-by-case basis, taking into consideration the facts and circumstances. 

• If you contracted COVID-19 while at work (you have a diagnosis or symptoms of COVID-19), you may file a claim to determine if you are eligible for WSIB coverage. 
• If you believe you were exposed to COVID-19 while at work, but you are not ill at this time (you do not have a diagnosis or symptoms of COVID-19), please do not file a claim. Instead, you can file an exposure incident form through our Program for Exposure Incident Reporting (PEIR) or Construction Exposure Incident Reporting (CEIR) programs. These are voluntary reporting programs and you will be assigned an incident number. If you become ill in the future, we'll be able to process your claim faster. 

To report an exposure, please complete and fax the appropriate form below to 1-888-313-7373 or call the WSIB at 1-800-387-0750, Monday to Friday, from 7:30 a.m. to 5 p.m. 

All industries (except construction): Worker's Exposure Incident Form (PDF) or Employer’s Exposure Incident Form (PDF)
 
Construction sector: Worker's Construction Exposure Incident Form (PDF) or Employer's Construction Exposure Incident Form (PDF) 
 
For additional information, please visit the WSIB website.

When COVID-19 started, Ontario led by adopting the precautionary principle and mandating N95 masks for healthcare workers providing care to patients with potential or actual diagnosis of COVID-19. Unfortunately, that didn’t last. On March 10, 2020, Ontario’s Chief Medical Officer of Health asserted power pursuant to Section 77.7 of the Health Protection and Promotion Act (HPPA) to issue Directive #1 that declared COVID-19 as droplet and contact spread and mandated using surgical masks, gloves, gowns, and eye protection for close contact with actual/probable cases and N95 masks for aerosol generating procedures.

​Supply issues exist and PPE is unevenly distributed in the system. OPSEU has demanded that the province issue a directive to distribute the available equipment to the people who are at highest risk until supplies are ramped up. At best, the research on COVID-19 is unclear. Once supply ramps up, maximum protection (such as N95s and powered air-purifying respirators (PAPRs) should be the standard. 

As you are all aware, novel coronavirus (COVID-19) has been labelled a pandemic and actions are being taken globally and locally to limit the spread of the virus.  I know you have a lot of questions.  

First -- let's talk about time off work.  The Collective Agreement outlines all the leave entitlements available to you (Articles 18, 21, and 22) and all provisions continue to be in effect.  Remember that though the vacation year is now April 1st-March 31st, all other annual leaves (including wellness leave, float days, and personal leave) remain January 1-December 31st based.  You may also have comp time that you have banked.

Second -- let's talk about working from home.  CMHA WW has provided many members with the tools needed to work from home.  If sites are open but you need to work from home (and are able to do so), I encourage you to discuss this with your manager.  If you are not permitted and you believe you have been unreasonably denied, please contact a steward for assistance.

Third -- let's talk about working in the community.  I am certain CMHA WW management will direct the work of our members with the health and safety of all paramount in their decision-making.  That being said, if you believe you are being directed to perform unsafe work, remember that under the Occupational Health and Safety Act (Part V) you have the right to refuse or to stop work where health and safety are in danger.  I strongly encourage you to talk to your manager (perhaps together with your team), to identify health and safety hazards and safety procedures to address them.  You are also encouraged to bring any and all health and safety issues to a Health & Safety Representative on your Joint Health & Safety Committee.  We all have a role to play in health and safety -- be an active participant.  To learn more about Coronavirus (COVID-19) and occupational health and safety please review this notice.

Fourth -- let's talk about information and fear.  We all know there are too many unreliable information sources and bad information makes for bad decisions.  Let's ensure we're sharing good information with each other and referring each other to trustworthy sources.  For up-to-date and reliable information, visit any of the following sites:

• OPSEU: 
  https://opseu.org/2019-novel-coronavirus-covid-19/
• Ontario: 
  https://www.ontario.ca/page/2019-novel-coronavirus
• Public Health Ontario: 
  https://www.publichealthontario.ca/en/diseases-and-conditions/infectious-diseases/respiratory-diseases/novel-coronavirus/public-resources
• Canada: https://www.canada.ca/en/public-health/services/diseases/coronavirus-disease-covid-19.html

Fifth: The General Membership Meeting originally scheduled for Thursday March 26th has been postponed indefinitely.  When it has been rescheduled, a notice will be sent to let you know.

I understand this only scratches the surface of the information you want and need.  With so many things still uncertain, and the situation evolving daily (and now hourly), I unfortunately don't have all the answers.  As always, you are welcome to contact a steward if we can be of assistance to you and feel free to include me so I can stay updated on how our membership is being affected and what is being experienced.  We're all in this together.  Stay safe, and wash your hands.

In solidarity, 
Julie Chambo,
OPSEU Local 291 President

OPSEU members in good standing in Regions 2, 3, and 7 are encouraged to apply to join the Rainbow Alliance arc-en-ciel (RAA)!  The caucus provides representation and support to trans, bisexual, lesbian, gay, intersex, asexual, pansexual, queer, questioning, two-spirited (TBLGIAPQQ2S) members. We promote equality and a harassment-free work environment.  Tackling discrimination in the workplace means addressing and tackling discrimination in our communities, unions and homes. We work to:

• promote TBLGIAPQQ2S involvement and leadership in the union;
• support and educate around our members’ issues within the union;
• create a safe space to share our experiences, knowledge and expertise; and
• promote OPSEU’s name in our communities through Pride and solidarity.

Members with intersectional identities are encouraged to apply for a position on the Alliance Executive.  Applicants must self-identify as being a member of the TBLGIAPQQ2S community and indicate their commitment to taking on a leadership role within OPSEU, their workplaces and communities. 
Applications (see below) must be submitted to the Equity Unit at equity@opseu.org or via fax to 416-448-7419 no later than 5:00 PM on March 17, 2020.  The Equity Unit will ensure an anonymous selection process and will remove any personally identifying information.  Selection is at the final and sole discretion of the current executive of the RAA.  Equity Unit staff do not have input over the selection process. 

Dear Members:

The OPSEU Indigenous Circle invites you to submit your application for the 2020 Indigenous Conference! We welcome all members who desire to bear witness to the essential role of culture in the survival and thriving of Indigenous communities.

The Conference theme is “Discovering the Métis: The People of the Sash.” The goal is to inspire and equip OPSEU members to partner and work with Indigenous communities during this time of reconciliation. The Conference is being planned with citizens of the Métis Nation of Ontario. Participants will be equipped with the necessary tools and knowledge to effectively network with Métis members within and beyond OPSEU on various projects and campaigns. Banners are being created by Métis artist Christi Belcourt for this event.

Event participants will be selected by the Indigenous Circle with assistance from the Equity Unit. The selection process seeks to achieve a diverse group of attendees, representative of Indigenous and other equity groups within our membership. Confirmation will be issued to the selected participants the final week of April. Expenses will be reimbursed as per OPSEU policy.

Do not miss this opportunity to network, learn, share experiences and have some fun. Please submit your completed application by e-mail to indigenousconference@opseu.org or fax to the Equity Unit no later than 5 pm, March 27, 2020. Please note that we will be applying the criteria as set out on pages 4 and 5 of this application for selection. Incomplete applications will not be considered.

In solidarity,
​OPSEU Indigenous Circle 

On behalf of the Joint Job Evaluation Committee and Steering Committee we are pleased to announce that we have reached a negotiated settlement on Pay Equity. The objective of the exercise was to develop a new job evaluation system for bargaining unit jobs, evaluate jobs on this new system and to update our Pay Equity Plan dating back to the amalgamation on April 1, 2013. The results are also used to structure a compensation system.

The Parties (OPSEU and CMHA WW) developed a Gender Neutral Comparison System (GNCS) to evaluate all bargaining unit jobs in the organization. The Job Evaluation Plan consists of 13 factors, and is considered a point-factor job evaluation system. It incorporates skill, effort, responsibilities of the job and the working conditions under which the job is normally performed.

Positions were placed within a certain range of points based on job evaluation point scores. These ranges serve to establish bands, which then led to the resultant pay range. As a result, there are several distinct jobs within each pay range, each with different functions, but with similar overall scores based on the GNCS evaluation results. The evaluation factors ensure our compliance with Pay Equity legislation while the weighting given to each, in the evaluation process, ensures that we recognize the unique nature of each position and its demands relative to other positions.

Adjustments will be implemented where required (the Pay Equity Plan will be posted on the Pay Equity Committee SharePoint page). In addition, because of the results of the Pay Equity Job Evaluation process our salary structure has been updated based on the agreement reached between the parties. The new salary structure is effective April 1, 2019. Those who are specifically impacted by the results of the negotiated settlement will receive individual communication over the coming days.

Please do not hesitate to contact Sarah Bumbaco at extension 2116, Heather Eddy at extension 2109 or Julie Chambo at extension 2309 (cell: 519.827.5199) if you have any questions.

Sarah Bumbaco
Julie Chambo
Heather Eddy
Susan Kilpatrick
Keehan Koorn

Your bargaining team is sitting with the Employer for the first two days of negotiations of our new Collective Agreement tomorrow and Tuesday.  We need you to wear BLUE to show your support!

Take a picture of you and your coworkers in blue on Monday and on Tuesday and send it to bargaining@opseulocal291.com.  We'll post it on our website and social media to encourage the bargaining team and show our unity.  PLUS - you could win a Local 291 T-shirt!

Contest:
For each bargaining day that a member appears in a photo and is wearing blue, they will be entered into a draw for a free shirt.  When sending photos, please identify each member in the picture so they can be entered to win (one entry per member per bargaining day).  Submission of photos gives OPSEU Local 291 permission (from all within the picture) to post the photo to the OPSEU Local 291 website and social media accounts. 

So get everyone together in blue and say SOLIDARITY!  If you're not working on a bargaining day, take a pic from home and send it in.  We need each one of you!  And you'd look GREAT in a new T-shirt.  

Feels like we just had Region 2 Educationals and here's the call for the next ones!

January 11th & 12th, 2020 at the Hilton Mississauga/Meadowvale, Region 2 is offering the following courses:

• Basic Grievance Handling for Union Business
• Health & Safety: Level 1
• Social Media for Union Activists
• Stewards 1: Making a Difference in the Workplace
• Stewards 2: Facing the Employer, Building Member Involvement
• Workplace Surveillance: Know Your Rights

ALL MEMBERS ARE WELCOME to apply.

Applications are due Thursday December 12th.

Please download the package below for more information and to apply (note the advance form is also available below).