1. Social Services News
Community Services Divisional Council Winter2012
Spring 2011
Message from the CSD Chair
The Drummond Report commissioned by the Ontario Government was released on
February 15, 2012. It begins by stating that: “Ontarians want excellent public services from For members in:
their government…with the proviso that they must come at a cost Ontarians can afford”. The
“overarching tasks” of the report include “sharpen(ing) the efficiency of literally everything Developmental Sector 2
the government does so Ontarians get the greatest value for money from the taxes they pay.” Services
Children’s Aid Sector 4
Community and Social Services recommendations are included in Chapter 8 and Labour
Societies
Relations and Compensation can be found in Chapter 15. While Drummond appears to
acknowledge the challenge of finding the “right funding mix” (and formula) between Community Sector 5
“entitlement based” social programs (OW, ODSP and Ontario Child Benefit) and Services
“discretionary based” programs (DS, Child Protection, CYMH, Childcare, Youth Justice and
“other services”), his proposed solutions suggest there will be a narrowing of the definition Youth Corrections Sector 7
of “entitlement” for discretionary based programs through increased use of inclusion and/
or exclusionary criteria for the public not-for-profit services we provide. This will likely have
Child Treatment Sector 15
the real effect of rationing available services to Ontarians, and further downloading financial
and emotional/mental costs onto Ontarian families who do not “qualify” for publicly funded
services. It appears that the push towards utilizing common centralized assessment tools and
outcome measures in our Sectors to determine who “qualifies” for “what” will continue. The
belief that this will allow for greater “choice” and “control” for individuals and their families
remains to be seen.
The report also suggests that alternative bargaining models be investigated along with the Social Services Index
strong message that amalgamations and mergers within our Sectors continue. OPSEU has
been working for many years on strengthening coordinated bargaining models within our
Sectors (Developmental Services, Child Protection and Children’s Treatment). Provincial SECTOR UPDATES
Discussion Tables have already begun in the Developmental Services and Child Protection
BARGAINING HIGHLIGHTS
Sectors. We anticipate that further discussions with government with a focus on improved
labour relations within our Sectors will be a priority should the recommendations in Chapter LEGISLATION
15 of the Drummond Report be accepted.
PENSIONS
The full report can be found at: www.fin.gov.on.ca/en/reformcommission/index.html. HEALTH & SAFETY
I encourage our CSDC membership to review it and begin discussions at the local level
about potential impacts on our services and how they are provided.
The Greek Philosopher Heraclitus stated: “Nothing endures but change.” We who work in
Community and Social Services can certainly relate to this philosophy, as many of us cannot
recall a time when we were not in some form of system “reform”! However, in accepting this
philosophy, we can anticipate, prepare for and respond to whatever is ahead through collective
networking and bargaining effective collective agreements that will ensure “excellent public
services” endure for the years ahead.
Authorized for distribution by
In Solidarity,
Warren (Smokey) Thomas
Deborah Gordon President, OPSEU
CSDC Chair
1

2. THE COMMISSION ON QUALITY PUBLIC SERVICES AND TAX FAIRNESS
The Drummond
Commission
Stand Up Campaign The Drummond Commission report released February 16,
2012 recommended that the Ontario government “consolidate
agencies and improve service delivery and integration both
Thank you to all who made written submissions within the sector itself and with other sectors such as children’s
or spoke at the hearings or town halls, which services, health, education, and youth justice.” This is part of
were held in January and February of this the greater plan to centralize and integrate social services in
year. The Commission on Quality Public Ontario. OPSEU responded to the Drummond Commission
Services and Tax Fairness has compiled all the report by writing the paper Out of Step with Ontario: A
information from the hearings in their report First Look at the Report of the Drummond Commission,
Something to Value, which is available at: which can be downloaded from the OPSEU website.
http://www.publicservicesfoundation.ca
SECTOR 2: DEVELOPMENTAL SERVICES
We are OPSEU’s 8000 developmental service workers, representing one-third of Ontario’s
Developmental Service workers. We have 66 bargaining units including 32 “Community
Living” chapters.
Provincial Discussion Table (PDT):
The PDT met its unfortunate end on May 5th 2011. Despite the Ministry and Unions being
clear that discussions at the table are about unionized members only, the employer group
did not agree and wanted managers to be part of the discussions as well. www.standupontario.org
Pattern Bargaining:
With the end of PDT we made the obvious decision to return to pattern bargaining, in
order to continue to move the sector forward. This year continues to be a busy year for Developmental Services Worker
Appreciation Day was marked on
bargaining, since half of our units are at the table. January 19th and highlighted the
need to “Stand Up for Developmental
Services” as we face the threat of
Community Living Thunder Bay was the first contract ratified after the end of PDT and serious cuts in 2012.
all Developmental Service locals were encouraged to accept no less than the terms of
that agreement. Many locals have had success with achieving the standard set out in the
Thunder Bay agreement.
Bargaining will continue to present its challenges in our current economic climate since the government is promoting
austerity measures as the only solution. We need to continue to stand together and support each other. We are having
success and making settlements due to the drive of our sector membership.
Sector submission to the Commission on Quality Public Services and Tax Fairness:
Our sector made a written submission to the Commission on Quality Public Services and Tax Fairness. We stressed the
importance of the value of our work and that consistent under funding to our sector makes it difficult for us provide quality
public services to support our clients.
As the year moves forward we need to be cognizant of the of the challenges that will be thrown our way. We have to keep
our lines of communication open as we learn of impeding mergers, layoffs and other workforce changes.
2

3. SECTOR 4: CHILDREN’S AID SOCIETIES (CAS)
Pink Shirt Day
OPSEU members once again marked National Pink Shirt day on February 29 with the message that
there is no place for bullying in our workplaces and communities. Members across the province
marked the day by participating in local events and wearing their pink T-shirts.
NUPGE Child Protection working group
Jane Kaija, CAS Sector Chair and Tracy
More, OPSEU Staff Negotiator attended the
NUPGE Child Protection working group in
Ottawa on February 16th and 17th. Various
members working in child protection from
across Canada also attended, representing
British Columbia, Saskatchewan, Manitoba,
New Brunswick, Prince Edward Island,
Newfoundland and Nova Scotia. Each
province wrote a component report which
consisted of Bargaining, Health & Safety
and also Campaigns related to Health &
Safety and Workload. Not surprising our
counterparts across the country echoed the
same issues. The final report is likely due out
by May and will be shared with everyone. Nupge child protection working group, Ottawa
Membership Dues The Agenda with Steve Paikin
Secretary-Treasurer, Michael Rowan has sent The November 29th episode of the Agenda with Steve Paikin
out a reminder to pay the dues for the year. entitled Fostering a Better Outcome brought to light the
Please make your cheque payable to “Sector importance of our work. Importantly, it highlighted the fact that
4 CAS.” The cheque can be given to Michael if 10 per cent of our paperwork was taken away it would amount
at convention or mailed to Michael at: to 1.2 million hours that could potentially be spent on frontline
care. The episode can be viewed online at: http://theagenda.
Michael Rowan, Secretary-Treasurer tvo.org/episode/141066/fostering-a-better-outcome
104 Leona Street, Cornwall, ON K6H 5L7
3

4. SECTOR 5: COMMUNITY AGENCIES
Leadership training in June
The Sector 5 Community Agencies Executive Committee
has been hard at work over the past several months
and we are excited to announce a leadership training
conference June 8 – 10 in Toronto for Sector 5 activists.
After mobilizing last May 2011 for Sector 5, members
expressed that they felt disconnected from OPSEU as a
whole. They said they needed training and to know how
to access resources to better serve their members and
the union. COMMUNITY AGENCIES
This leadership training weekend is designed to help
all of you. You will come away with the tools to better
mobilize and build solidarity within your locals and
bargaining units. You will also be able to network with
other members who do the same type of work and
struggle with the same issues as you. Importantly, you
will all be connected.
The training goal is to have each activist:
1. Understand OPSEU, its structure, and how to access resources within the union;
2. Know how to interpret your contract;
3. Know steward rights and responsibilities, and how to handle grievances;
4. Know how to mobilize your local. You will map out your local and leave with a plan to get your members engaged
and connected; and,
5. Walk away with a folder filled with resources.
Although the goal is to educate members in sector 5, there will be opportunities to network with other members. We will
be hosting a wine and cheese social on the Saturday evening.
Up to three people per bargaining unit can attend. It will work best if two stewards and a new activist come as a team.
Space is limited and we encourage you to speak to others in your bargaining unit and get your applications in as quickly as
possible.
To obtain an application please contact Michelle Norman at mnorman@opseu.org or 1-800-268-7376
Survey Results
Thank you to all who completed the Sector 5 survey online or by mail. We had a fantastic response and we will be
sharing the results at our Sector 5 caucus meeting at the OPSEU convention on Thursday April 19th. Our Sector 5
caucus meeting will also include a 40-minute presentation on the new BPS Pension Plan-TOPPS. All Sector 5 members
at convention are encouraged to attend.
4

5. SECTOR 7: JUSTICE
Justice Sector News from Sector Executive
Welcome to our newest members
Congratulations to our newest members from the Elizabeth Fry Society of Ottawa. Our new 39-member bargaining
unit will be part of OPSEU local 479. Frontline-staff include counselors and residential support workers that provide
practical and effective support for women incarcerated in provincial and federal institutions. We understand the unique
problems faced by members working in the criminal justice system and as such these new members will receive excellent
representation.
The impact of the Drummond Report on the
Justice Sector
The importance of province wide coordinated bargaining was underscored with the recent release
of the Drummond report, which advised the Ontario government on cuts to public services and
pensions. The attack on public services threatens us all, but for many members in our sector this
threat is deeper, since there is no recognition that our compensation and working conditions are
already below what are considered acceptable standards. With the implementation of Drummond’s
recommendations there will be pressure to force amalgamations and closures and also reduce
benefits and wages, ultimately resulting in greater disparities in our sector. The impact is already
being felt with the recent closure of Salvation Army Booth House, an open custody unit. Now is the
time to take a stand together and protect the quality public services that we provide.
Stay tuned for a campaign
The general public is mostly unaware that not all public services are created equally. As frontline staff in the Justice sector
we deal with some of the highest- risk youth in Ontario. We cannot run away from dangerous situations. We are forced to
deal with violent and traumatic scenarios that the general public is unaware of. However, despite the risk and involvement
level of our work, many of our members make little above minimum wage and are required to have a three-year Child and
Youth Worker diploma at minimum. We are devising a campaign to create awareness around this issue. Please stay tuned
for more information.
Your opinion Increasing solidarity within
please our sector
We want to improve our One of our sectors goals is to continue to build solidarity in our sector and to
communications network and educate the general public about the issues affecting our frontline staff. We
are asking BPS Corrections have excellent, caring, highly-educated, underpaid frontline staff working in
members to send their personal very stressful working environments in an effort to help rehabilitate violent
secure email address to our and repeat criminal offenders. For many of us our work is not just a job, it is
sector executive email address a career choice. However, the public services our members provide cannot
BPSCorrectionsSEC@gmail.com. operate with further wage or benefit cuts. We have already gone several
Feel free to email us ideas, years without increases. As we get closer to our first attempt at coordinated
concerns and stories. bargaining in 2013, we will be increasing our lobbying efforts and promoting
our sector wherever possible.
5

6. SECTOR 15: CHILD TREATMENT
Finding the “Right Mix”
OPSEU’s Children’s Treatment Sector
Members understand that for us to do
our jobs well, it is essential to maintain a
healthy work-life balance. Our Kids Matter
Campaign promotes the principles of
“stability” and “help kids can count on”
as being key ingredients to being effective
in the work we do. These principles
are supported by research regarding
Continuity of Care and Timeliness of
Service Response to children, youth and
their families. These principles just as
importantly apply to good labour relations
and strong collective agreement language.
System Transformation creates challenges
to find “balance” and the “right mix” of
accountability in “client care” (work) and
“self care” (life).
Catepillar Strike Demo in London - CTS Activists are from L145 in the picture (L-R: Libby Ells, Tina McIntosh
and Deb Gordon)
If government accepts the
recommendations from the Drummond
report in respect to CYMH and Labour Relations reform, further amalgamations and mergers will likely be in our
collective future. As well, there is a possibility that alternative bargaining structures will be employed and we need to
be ready to ensure the “right mix” in addressing work-life balance is achieved. It will be important for us to have a good
understanding of the challenges facing our present workforce, what is working and what needs to be addressed within a
collective bargaining environment.
At the BPS Conference held in June 2011, the Copenhagen Psychosocial Questionnaire (COPSOQ) was piloted with the
CSD membership in attendance. COPSOQ is a validated questionnaire developed in Denmark that evaluates related
sources of work place stress to self-reported health symptoms. It considers such factors as Work Environment, Personal
Health and Well-Being, Work Effects on personal/ family life and the effects of conflict and offensive behaviours in the
workplace.
We will be reviewing the preliminary COPSOQ results at Convention during our CTS Caucus meeting. This is the first
step in engaging our members in the importance of participating in this project. We are working with Terri Aversa
(OPSEU Health and Safety) and believe that the information gained through your participating will help us all prepare for
the work ahead. Stay tuned and get involved!
Upcoming meeting dates:
BPS Chairs Meeting June 11th and 12th
CTS Executive Meeting June 13th and 14th
6

7. SECTOR 15: CHILD TREATMENT
CTS Local 666: Child and Family Centre of Sudbury
OPSEU Local 666 strike boosts job security and
work-life balance
As proud members of OPSEU Local 666 and frontline staff at the
Child and Family Centre of Sudbury, we took a united stand in
our strike a few months ago. We were off the job for 19 days in
November and December. We were forced to go on strike to
win contract language on job security and work-life balance for
frontline workers.
With 83 members in three towns in the Greater Sudbury area, we
stayed in touch by email and our closed Facebook page. Despite
the distance, we maintained solidarity among our members in
Espanola, Manitoulin Island, and Chapleau.
There were other contributions to our success. Our members put
together a video now on YouTube. We had regular media coverage
and support from parents, the public, other OPSEU locals and also
the OPSEU executive board members, staff representatives and
other staff.
We are now back at work and dealing with the after-effects of
the strike. However, I am glad we stood up together for what we
Local 666 Child and Family
thought we were entitled to because we matter just as much as Centre of Sudbury are the
kid’s matter. proud recipients of the
2012 Leah Cassleman Award
Rachelle Lacoste
Local 666 steward and CTS vice-chair
7

8. GOVERNMENT LEGISLATION (how it affects you and your work)
College of Registered Psychotherapists and
Registered Mental Health Therapists of Ontario
(CRPRMHTO) Update
Will the CRPRMHTO affect you and your job? The mandate of the College is to protect the public through regulation of
those who practice psychotherapy across the Province.
Who is excluded from having to be a member of this new College? Those individuals who are already a member of: the
College of Physcians and Surgeons of Ontario, The College of Nurses of Ontario, the College of Psychologists of Ontario,
The College of Occupational Therapists of Ontario and the College of Social Workers and Social Service Workers of
Ontario following amendments made to their respective Regulatory College language.
What does “practice of Psychotherapy” mean as defined by Bill 171 legislation?
If your job duties meet the following criteria/definitions you will likely be required to be a member of the
CRPRMHTO:
From Bill 171
Definitions in Code
(3) Definitions in the Health Professions Procedural Code apply with necessary modifications to terms in this Act.
a) Scope of practice: The practice of psychotherapy is the assessment and treatment of cognitive, emotional or
behavioural disturbances by psychotherapeutic means, delivered through a therapeutic relationship based primarily
on verbal or non-verbal communication.
b) Authorized (Controlled) Act “In the course of engaging in the practice of psychotherapy, a member is authorized,
subject to the terms, conditions and limitations imposed on his or her certificate of registration, to treat, by means
of psychotherapy technique delivered through a therapeutic relationship, an individual’s serious disorder of thought,
cognition, mood, emotional regulation, perception or memory that may seriously impair the individual’s judgement,
insight, behaviour, communication or social functioning”.
The RHPA (Regulated Health Professions Act) states that:
• unregulated individuals may not perform restricted activities/controlled acts.
• Members of regulated health professions may perform only those controlled acts authorized for their profession
Once enacted, this legislation will likely change the landscape for some of the job postings across the sector to include
affiliation requirements (and the cost of annual fees to belong to the college). OPSEU submitted a brief under Bill 71
http://www.opseu.org/news/Press2007/041607submissiontostandingcmte.pdf on the scope of the legislation and
the impact on the social services sector. For more information please visit: www.collegeofpsychotherapists.on.ca
The work of the Transitional Council of the CRPRMHTO continues. As noted on their website:
1. The draft Registration Regulation was approved by Council on December 8, 2011 for submission to the Ministry of
Health and Long-Term Care.
• Under development for almost two years and draft underwent two rounds of stakeholder consultation last year.
• Stakeholder feedback resulted in changes to the draft regulation.
• a number of minor changes were made, as well as two more significant changes:
a) an additional condition was added for independent practice by Registered Mental Health Therapists; and
b) the words “aboriginal healing” were changed to “indigenous practice”.
Feedback on these changes was to be submitted by stakeholders between January 6th and March 5th.
The Transitional Council plans to submit final drafts of regulations to the Ministry of Health and Long Term Care after the
public consultations and will be looking at registration in the fall of 2012.
8

9. THE OPSEU PENSION PLAN SYSTEM
The OPSEU Pension Plan System (TOPPSFund) -
A pension plan for the Broader Public Sector
The OPSEU Pension Plan System (TOPPSfund) was designed specifically to give OPSEU member’s and their families an
important source of financial protection — and a foundation for building a secure future.
Some TOPPSfund features are:
• Flexible contribution levels - Employee contribution levels start at an affordable 3% of
wages. Employers must at a minimum match employee contributions.
• Benefits are targeted - Pension benefits are based on a benefit formula taking into
account things such as contribution history and years of plan participation.
• Life/10 Guarantee - Your pension is payable for life and guaranteed for ten years. This means that if you die within
the first ten years of retirement, your full pension payments will continue to be made for the remainder of those
first ten years (the guarantee period). Thereafter, survivor benefits may apply.
• Survivor Benefits - In the event of a pensioner’s death, after the guarantee period (see Life/10 Guarantee above),
a surviving spouse will be eligible for survivor benefits of 60% of the pensioner’s benefit payable for their natural
life. Other survivor benefit scenarios also apply depending on when death occurs, and the amount of continuous
service in the Plan.
• Optional part-time and casual employee participation - If you regularly work less than 24 hours per week,
participate only if you qualify and want to!
• Normal Retirement Age of 65 - With options to retire as early as age 55, and as late as age 71.
• Buybacks - You can “buyback” up to 5 years of pre-membership service to build a bigger pension.
• Joint Trusteeship - The Board of Trustees of TOPPSfund will be comprised of 50% Union Trustees and 50%
Employer Representatives. Their role is to ensure that the Plan is well managed on behalf of individual members
and Participating Employers. One of the Board’s key responsibilities is to choose the experts and other specialists
required to help run the Plan and invest its assets, ensuring the long-term stability and growth of TOPPSfund.
• Administration - TOPPSfund will be administered by Manion Wilkins and Associates Ltd., a Third Party
Administrator who will be responsible for things such as signing up new members, receiving contributions from
employers, answering questions and preparing annual pension statements.
• Professionally managed assets - The assets of the TOPPSfund will be professionally managed in line with the
Trustee’s Statement of Investment Policies and Procedures.
Joining TOPPSfund is done through negotiations between OPSEU and Employers with OPSEU bargaining units.
Once participation in the Plan and contribution levels have been agreed to, a Participation Agreement is signed. The
Participation Agreement outlines the terms of participation in TOPPSfund, such as the negotiated contribution levels and
timeliness of remittances to the Plan.
On a one-time basis, upon initial enrolment, non-union employees may also join TOPPSfund at the same contribution rate
as OPSEU members.
For more information, or to request a presentation on TOPPSfund, contact the OPSEU Resource Centre at
1-800-268-7376 or E-mail: TOPPSfund@opseu.org
9

10. HEALTH SAFETY
Health Safety
Occupational Health
Clinics for Ontario
Workers Inc.
Work on “Stress” steams ahead!
In the last edition we reported that a survey done at the 2011 BPS Conference showed that workplace burnout, stress, sleep
deprivation, excessive levels of bullying and harassment are taking their toll on members of OPSEU’s Community Services
Division.
The Copenhagen Psychosocial Questionnaire (COPSOQ) Questionnaire relates sources of stress (both workplace and
home) to symptoms and the general health that workers are experiencing. The questionnaire is used worldwide and has a
population of data in Denmark to compare our results to. It provides a useful tool to see where efforts to improve should be
focused. Our surveys showed very low trust in management, and low justice and respect. Our survey of our 153 delegates
showed almost twice as much emotional demand in our jobs as the Danish population, not surprising because of the work
we do caring for people. Even worse, levels of workplace violence, threats of workplace violence and bullying are at least
13 times greater for our sample as in Denmark’s data.
After we reported these findings to survey participants, we got many calls and emails of members wanting to use the
COPSOQ at their workplaces. We’ve been waiting for the COPSOQ to be put online and for it to be paired with a resource
about how to use it and how to develop a local action plan. These materials are going to be ready shortly and then we will
move ahead to collect more data within sectors, likely using one sector to start. We will also make the resources available
to locals and members who wish to do work on this issue in their workplaces. The COPSOQ collects data and identifies the
top three priorities to focus local action on. Knowing the top three areas in which to focus helps inform JHSC and union work
and helps expose the workplace factors that detract from a worker’s health and well-being.
Books Movies to Inspire
1. The Garden (2008) The Garden is about the South Central Farmers,
a group of dirt-poor Los Angeles who took a track of urban ruin and
turned it into an Eden--only to see the flora they so lovingly planted
and tended be bulldozed by a selfish land owner. This film is about
their dignity, determination and their fight to preserve their garden--
and what they’ve done to recover from its loss.
2. In A Better World (2011 Best Foreign Film) “Bathed in a
golden light that contrasts with the film’s dark emotional
currents, In A Better World brilliantly dramatizes the vexing
problem of trying to do right in a world of situational
ethics” – Peter Howell, The Toronto Star
3. Chris Hedges “Death of the Liberal Class” (2010) No one
is spared Hedge’s criticism as to why we have a ‘permanent
underclass’ (including the Democratic Party, churches,
unions, the media and academia). No wonder he is a
supporter of the “Occupy” Movement!
10

11. BARGAINING HIGHLIGHTS
Sector 2 :
L.166 Middlesex Community Living
A four-year agreement effective April 1, 2010 expiring March 31, 2014, settled at
conciliation
• general wage increase of 1.75% and 1.75% in the final two years
• lump sum; $1000 for full time, prorated for part time.
L.336 Community Living West Northumberland
A four-year agreement effective April 1, 2010 expiring March 31, 2014, settled at
conciliation
• general wage increase of $0.40 April 2012 and $.40 April 2013
• lump sum; $1400 for full time and $450 for contract
• improvement to bereavement leave; now includes step family.
L.597 Montage Support Services of Metropolitan Toronto
A four-year agreement effective April 1, 2010 expiring March 31, 2014, settled at mediation
• general wage increase of $0.50 April 1, 2012 and $0.50 April 1, 2013
• educational stipend; $1500 for FT, $1000 for PT and $500 for relief
• mileage increased to $.040 from $0.33, organization will match rate given to managers
• increased bereavement leave for PT staff
• Agreement to have a TOPPS pension plan presentation
Sector 4 :
L 344 - CAS of Northumberland
A four-year agreement effective January 1, 2012 expiring December 31, 2015, settled at
conciliation
• general wage increase 2.95% and 2.95% in the final two years
• health and welfare spending account - $1000 at ratification, $1000 every year of the agreement and every year
after that
• letter of understanding re: hours of work
• letter of understanding re: workload
• health safety language; harassment training
• cell phone allowance of $30
• WSIB
• mileage $0.47 at ratification, $0.49 in 2013, $0.50 in 2014
11

12. BARGAINING HIGHLIGHTS
Sector 5 :
L.509 Fred Victor
A three-year agreement effective April 1, 2011 expiring March 31, 2014, settled at
mediation
• general wage increase of 1.5% April 1, 2012
• lump sum $750, April 1, 2013
• mileage increased to $.040 from $0.33, organization will match rate given to managers
• paid training for relief seniority recognized when applying for jobs
• paid breaks
Sector 15 :
L 332 - New Path Youth Family Counselling
A four-year agreement effective April 1, 2011 expiring March 31, 2015
• general wage increase 1% on April 1, 2012, 1% on Oct 1, 2012, 1.75% on April 1, 2013 and 2% on April 1, 2014
• $1000 prepaid Visa for all employees (excludes contract) employed as of April 1, 2011 – non-taxable benefit
• NEW no contracting out language
• extra day vacation per year for employees in excess of 17 years (max 5 days)
• NEW WSIB language
• mileage increase from $0.41 to $0.48
• NEW Restructuring language re: mergers, amalgamations, etc.
L 334 – Peterborough Youth Services
A three-year renewal agreement effective April 1, 2012 expiring March 31, 2015
• GWI - 2.5% April 1, 2012, 2% April 1, 2013, 2% April 1, 2014.
• Anniversary lump sums: At 5 years will recieve $500, at 10 years will recieve $500, at 15 years will recieve $1000,
at 20 years will recieve $1500
• Lump sum at ratification - each employee will recieve an amount depending on the amount of years they have
worked (5, 10, 15 or 20 yr amounts)
• Improvement to Benefits - vision care $300 for adults every 24 months, $200 for children under 20 ever 12
months
12