The document summarizes the roles and activities of various committees that represent Ontario college support staff. The Divisional Executive Committee addresses issues with system-wide implications and acts as the political arm for the sector. The Bargaining Team is responsible for negotiating new collective agreements. The Joint Classification Committee ensures staff receive proper pay grades. The Joint Insurance Committee monitors benefits plans. The Grievance Scheduling Committee schedules grievance hearings. Committees work to enforce agreements, improve processes, and address workplace concerns through research and lobbying.
The Joint Honorable Dismissal Committee (JHDC) has been tasked with determining teacher qualifications and groupings related to Senate Bill 7. The committee has equal representation from administration and the Union. It can address five items related to teacher ratings and qualifications. All agreements of the committee require a majority vote. The committee's timeline requires it to establish teacher groups by February 1st and provide honorable dismissal notices by April 17th.
The document outlines guidelines for TDWI chapters, which are local groups that further TDWI's mission of educating BI/DW professionals. Chapters are led by elected officers and aim to provide networking, education, and promote TDWI events and membership. They must hold regular meetings and remain neutral/unbiased. TDWI provides support like marketing, virtual funding, and discounts to members to help chapters operate successfully.
The major economic problem in Canada is slow recovery and weak job growth, not deficits. However, public spending cuts at federal and provincial levels will make this problem worse. The 2012 Ontario budget will cut $17.7 billion from public services over three years, affecting jobs and wages in both public and private sectors. While the government claims spending cuts are needed to eliminate the deficit by 2017, the document argues the recession caused the deficit, Ontario had balanced budgets before, and spending is not the problem. Spending cuts will reduce jobs and hurt the economy, whereas tax increases would achieve deficit reduction with lower economic costs.
The document discusses two ongoing forums between the CAAT Pension Plan representatives and the Ontario government regarding proposed changes to jointly sponsored pension plans.
In the first forum, the government has proposed legislation requiring 50/50 contributions between employers and members, a dispute resolution process, and benefit decreases if a plan is underfunded. This could negatively impact the CAAT Pension Plan.
In the second forum, the government's advisor wants to pool smaller pension plans, including the CAAT Pension Plan, to create a large fund. The union is concerned this could reduce their control over pension funds and the money could be used to pay down government deficits.
The union believes the government should not dictate these changes or take control
This document is a newsletter from an employee union (OPSEU) providing updates to its members at MPAC (Municipal Property Assessment Corporation). It summarizes concerns about nepotism in MPAC's student hiring practices, negative feedback from members and the public about a new uniform vest, and reminds members to follow proper grievance procedures. It also provides contact information for union leadership.
The document summarizes updates from various social services sectors in Ontario. It discusses the Drummond Commission report which recommended consolidating agencies and improving service integration. It provides bargaining updates from the Developmental Services and Children's Aid Societies sectors, noting the end of provincial discussion tables in Developmental Services and ongoing bargaining. It also mentions members marking Pink Shirt Day and a NUPGE child protection working group meeting.
The Joint Honorable Dismissal Committee (JHDC) has been tasked with determining teacher qualifications and groupings related to Senate Bill 7. The committee has equal representation from administration and the Union. It can address five items related to teacher ratings and qualifications. All agreements of the committee require a majority vote. The committee's timeline requires it to establish teacher groups by February 1st and provide honorable dismissal notices by April 17th.
The document outlines guidelines for TDWI chapters, which are local groups that further TDWI's mission of educating BI/DW professionals. Chapters are led by elected officers and aim to provide networking, education, and promote TDWI events and membership. They must hold regular meetings and remain neutral/unbiased. TDWI provides support like marketing, virtual funding, and discounts to members to help chapters operate successfully.
The major economic problem in Canada is slow recovery and weak job growth, not deficits. However, public spending cuts at federal and provincial levels will make this problem worse. The 2012 Ontario budget will cut $17.7 billion from public services over three years, affecting jobs and wages in both public and private sectors. While the government claims spending cuts are needed to eliminate the deficit by 2017, the document argues the recession caused the deficit, Ontario had balanced budgets before, and spending is not the problem. Spending cuts will reduce jobs and hurt the economy, whereas tax increases would achieve deficit reduction with lower economic costs.
The document discusses two ongoing forums between the CAAT Pension Plan representatives and the Ontario government regarding proposed changes to jointly sponsored pension plans.
In the first forum, the government has proposed legislation requiring 50/50 contributions between employers and members, a dispute resolution process, and benefit decreases if a plan is underfunded. This could negatively impact the CAAT Pension Plan.
In the second forum, the government's advisor wants to pool smaller pension plans, including the CAAT Pension Plan, to create a large fund. The union is concerned this could reduce their control over pension funds and the money could be used to pay down government deficits.
The union believes the government should not dictate these changes or take control
This document is a newsletter from an employee union (OPSEU) providing updates to its members at MPAC (Municipal Property Assessment Corporation). It summarizes concerns about nepotism in MPAC's student hiring practices, negative feedback from members and the public about a new uniform vest, and reminds members to follow proper grievance procedures. It also provides contact information for union leadership.
The document summarizes updates from various social services sectors in Ontario. It discusses the Drummond Commission report which recommended consolidating agencies and improving service integration. It provides bargaining updates from the Developmental Services and Children's Aid Societies sectors, noting the end of provincial discussion tables in Developmental Services and ongoing bargaining. It also mentions members marking Pink Shirt Day and a NUPGE child protection working group meeting.
The document summarizes key points from Ontario's 2012 budget, which estimated a $15.3 billion deficit. It outlined spending cuts across various ministries and programs totaling $17.7 billion over three years, including closure of jails, youth centers, and job cuts at MNR and MOE. The cuts were driven by the 2008 recession and tax cuts rather than increased spending. Privatization and self-regulation were also emphasized through bills deregulating industries and potentially privatizing ServiceOntario.
The document discusses Ontario's 2012 budget and its implications. It notes that Ontario has the lowest per capita program spending and fewest public sector employees per capita of all Canadian provinces. It indicates the budget will emphasize deficit reduction through cost cutting measures. It outlines timelines for upcoming bargaining with the Ontario public service and education sectors, noting the government will not bring additional money and seeks to limit compensation increases through potential legislative measures.
This document is a newsletter from an employee union (OPSEU) providing updates to its members at MPAC (Municipal Property Assessment Corporation). It summarizes concerns about nepotism in MPAC's student hiring practices, negative feedback from members and the public about a new uniform vest, and reminds members to follow proper grievance procedures. It also provides contact information for union leadership.
The document discusses security upgrades at the Milner office of MPAC that included installing a seven-foot tall enclosed security turnstile without consulting employees. It is questioned if this will be enough security. Additional entrance security is planned. The document also discusses a new "Synergism" initiative at MPAC that led to assessors wearing blue vests with the MPAC logo to promote visibility, and surveying employees for their opinions on the vests. Charity donations from jean days are also mentioned. An "urban legend" about an assessor being mistaken for a drug cartel member is discussed as possible reasoning for the vest program. Contact information is provided for OPSEU leadership members responsible for different MPAC offices.
The team meeting discussed plans for a short horror film aimed at 15-30 year olds. The film would follow three 17 year old friends - Harry, Ciara, and Jack - where Jack takes magic mushrooms and hallucinates brutally murdering Harry and Ciara. However, it is revealed at the end that Jack was actually hallucinating the entire time. The team believed this idea would captivate their target audience. They also decided to set the film in an abandoned house to follow horror film conventions.
The document lists various columns containing repeating letters and words, including lists of "h" and "g" columns as well as columns labeled "Lista de columnas" and "Columnas".
Este documento describe tres tipos de agentes mutagénicos químicos. Primero, sustancias como el ácido nitroso y el gas mostaza que modifican las bases nitrogenadas del ADN y causan mutaciones puntuales. Segundo, sustancias análogas a las bases del ADN que se emparejan erróneamente durante la replicación, reemplazando una base por otra. Tercero, moléculas como la acridina, la proflavina y el benzopireno que se intercalan en la doble hélice del ADN y provocan mutaciones por inserción
Este documento describe un proceso formativo sobre el tabaco dirigido a estudiantes de secundaria y bachillerato. Los objetivos son informar sobre el origen del tabaco, los peligros de fumar y animar a los fumadores a dejarlo, así como explicar las enfermedades relacionadas y quiénes tienen más probabilidades de volverse adictos. La metodología implica una exposición del profesorado con imágenes y la lectura de un artículo por los estudiantes. Las actividades consisten en preguntas, interpretación de imágenes y
The document appears to be a ledger or accounting sheet listing monetary values for various line items, departments, and time periods. It includes columns for expenses, costs, payments, debts, reserves, projects, and a total amount due. The document contains highly specific financial data for over 900 entries, including amounts owed for utilities, labor, funds, and other charges for various departments and months.
Um homem negro de idade questionou um professor que argumentava que a ressurreição de Jesus não era histórica. Enquanto comia uma maçã, ele perguntou se a maçã estava doce ou azeda, notando que o professor não poderia saber sem prová-la, assim como ele não poderia afirmar sobre a ressurreição sem experiência própria de Jesus.
This document provides an overview of a Joint Learning Program workshop for union and management representatives at an unnamed agency. It includes an agenda with topics such as exploring consultation, roles and responsibilities of unions and management, and developing terms of reference for a labor management consultation committee. The goal is to improve relations and strengthen the parties' ability to positively influence workplaces.
The document discusses developing strategic community alliances through Institutional Collaborative and Community Outreach Agreements (ICCOAs) and Activity Agreements (AAs). ICCOAs outline the agreement between organizations to collaborate, while AAs lay out detailed plans for specific collaborative projects or activities following an ICCOA. Collaborations help organizations better serve communities by sharing resources. ICCOAs and AAs demonstrate an ability to work with others and attract potential funders who want to see evidence of collaborative efforts. The process for developing agreements involves identifying opportunities, drafting ICCOAs outlining goals and responsibilities, and creating AAs with specific activities, timelines, and outcomes.
This document provides an overview of union contracts between Plymouth State University (PSU) and other universities, comparing PSU's contract to those of the University of New Hampshire (UNH) and the University of Connecticut (UCONN). It discusses topics commonly found in contracts under the American Association of University Professors (AAUP) such as recognition, academic freedom, grievances, personnel files, salary, and tenure. The document also examines some topics unique to pairs of contracts, such as professional development provisions in UNH and PSU contracts and discipline policies in UCONN and PSU contracts.
The document summarizes key points from Ontario's 2012 budget, which estimated a $15.3 billion deficit. It outlined spending cuts across various ministries and programs totaling $17.7 billion over three years, including closure of jails, youth centers, and job cuts at MNR and MOE. The cuts were driven by the 2008 recession and tax cuts rather than increased spending. Privatization and self-regulation were also emphasized through bills deregulating industries and potentially privatizing ServiceOntario.
The document discusses Ontario's 2012 budget and its implications. It notes that Ontario has the lowest per capita program spending and fewest public sector employees per capita of all Canadian provinces. It indicates the budget will emphasize deficit reduction through cost cutting measures. It outlines timelines for upcoming bargaining with the Ontario public service and education sectors, noting the government will not bring additional money and seeks to limit compensation increases through potential legislative measures.
This document is a newsletter from an employee union (OPSEU) providing updates to its members at MPAC (Municipal Property Assessment Corporation). It summarizes concerns about nepotism in MPAC's student hiring practices, negative feedback from members and the public about a new uniform vest, and reminds members to follow proper grievance procedures. It also provides contact information for union leadership.
The document discusses security upgrades at the Milner office of MPAC that included installing a seven-foot tall enclosed security turnstile without consulting employees. It is questioned if this will be enough security. Additional entrance security is planned. The document also discusses a new "Synergism" initiative at MPAC that led to assessors wearing blue vests with the MPAC logo to promote visibility, and surveying employees for their opinions on the vests. Charity donations from jean days are also mentioned. An "urban legend" about an assessor being mistaken for a drug cartel member is discussed as possible reasoning for the vest program. Contact information is provided for OPSEU leadership members responsible for different MPAC offices.
The team meeting discussed plans for a short horror film aimed at 15-30 year olds. The film would follow three 17 year old friends - Harry, Ciara, and Jack - where Jack takes magic mushrooms and hallucinates brutally murdering Harry and Ciara. However, it is revealed at the end that Jack was actually hallucinating the entire time. The team believed this idea would captivate their target audience. They also decided to set the film in an abandoned house to follow horror film conventions.
The document lists various columns containing repeating letters and words, including lists of "h" and "g" columns as well as columns labeled "Lista de columnas" and "Columnas".
Este documento describe tres tipos de agentes mutagénicos químicos. Primero, sustancias como el ácido nitroso y el gas mostaza que modifican las bases nitrogenadas del ADN y causan mutaciones puntuales. Segundo, sustancias análogas a las bases del ADN que se emparejan erróneamente durante la replicación, reemplazando una base por otra. Tercero, moléculas como la acridina, la proflavina y el benzopireno que se intercalan en la doble hélice del ADN y provocan mutaciones por inserción
Este documento describe un proceso formativo sobre el tabaco dirigido a estudiantes de secundaria y bachillerato. Los objetivos son informar sobre el origen del tabaco, los peligros de fumar y animar a los fumadores a dejarlo, así como explicar las enfermedades relacionadas y quiénes tienen más probabilidades de volverse adictos. La metodología implica una exposición del profesorado con imágenes y la lectura de un artículo por los estudiantes. Las actividades consisten en preguntas, interpretación de imágenes y
The document appears to be a ledger or accounting sheet listing monetary values for various line items, departments, and time periods. It includes columns for expenses, costs, payments, debts, reserves, projects, and a total amount due. The document contains highly specific financial data for over 900 entries, including amounts owed for utilities, labor, funds, and other charges for various departments and months.
Um homem negro de idade questionou um professor que argumentava que a ressurreição de Jesus não era histórica. Enquanto comia uma maçã, ele perguntou se a maçã estava doce ou azeda, notando que o professor não poderia saber sem prová-la, assim como ele não poderia afirmar sobre a ressurreição sem experiência própria de Jesus.
This document provides an overview of a Joint Learning Program workshop for union and management representatives at an unnamed agency. It includes an agenda with topics such as exploring consultation, roles and responsibilities of unions and management, and developing terms of reference for a labor management consultation committee. The goal is to improve relations and strengthen the parties' ability to positively influence workplaces.
The document discusses developing strategic community alliances through Institutional Collaborative and Community Outreach Agreements (ICCOAs) and Activity Agreements (AAs). ICCOAs outline the agreement between organizations to collaborate, while AAs lay out detailed plans for specific collaborative projects or activities following an ICCOA. Collaborations help organizations better serve communities by sharing resources. ICCOAs and AAs demonstrate an ability to work with others and attract potential funders who want to see evidence of collaborative efforts. The process for developing agreements involves identifying opportunities, drafting ICCOAs outlining goals and responsibilities, and creating AAs with specific activities, timelines, and outcomes.
This document provides an overview of union contracts between Plymouth State University (PSU) and other universities, comparing PSU's contract to those of the University of New Hampshire (UNH) and the University of Connecticut (UCONN). It discusses topics commonly found in contracts under the American Association of University Professors (AAUP) such as recognition, academic freedom, grievances, personnel files, salary, and tenure. The document also examines some topics unique to pairs of contracts, such as professional development provisions in UNH and PSU contracts and discipline policies in UCONN and PSU contracts.
How To Be A Good Student Essay Importance Of CollMitzi Larrick
Nicolaus Copernicus was a Polish astronomer born in 1473 who changed the field of astronomy by proposing that the Sun, not Earth, was the center of our solar system. Though his ideas were initially controversial, Copernicus' work eventually led to the acceptance of the heliocentric model of the universe. His book De revolutionibus orbium coelestium revolution of the heavenly spheres laid out his theory that the Earth and planets revolve around the Sun. Though Copernicus made few formal observations, his ideas revolutionized astronomy and shifted perceptions of humanity's place in the universe.
The Local Professional Development Committee has become the Professional Development Certification Committee to better reflect changes to the teacher recertification process. Teachers will now submit recertification paperwork directly to the Regional Office of Education rather than through both the committee and regional office. The committee will still provide assistance to teachers with recertification.
Senate Bill 7 establishes new procedures for reductions in staff, referred to as layoffs. It requires the formation of a joint committee between the school board and union to determine staffing categories and priorities for layoffs.
The Performance Evaluation Reform Act implements a new teacher evaluation system incorporating student growth measures alongside traditional evaluations. It requires training for all evaluators and the establishment of categories for teacher performance levels by
Paperback Writer Partitions The Beat. Online assignment writing service.Christina Bauer
1. Putnam and Campbell's book American Grace analyzes religion's role in both dividing and uniting American society over recent decades through a sociological lens.
2. The book traces America's social history to understand shifts in religious beliefs and behaviors. It finds religion has both divided Americans along denominational lines but also brought people together in new ways.
3. Putnam and Campbell take a nuanced approach, acknowledging both religion's positive and negative impacts on American social cohesion over time. Their sociological analysis provides insights into religion's complex role in the nation's social fabric.
Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion de las naciones unidas. Esto es una presentación power point que habla sobre el desarrollo sosteninle y la agenda propuesta por la organizacion
Presentation Leadership Dialogue 2021.pptxCher Joy
The document provides an overview of an accountability training session for United Nations staff. It includes introductions to three scenarios related to accountability issues in the UN Secretariat. The first scenario involves a project manager temporarily relocating his team to the office of a consulting firm working on the project. The second scenario features a division director facing resource constraints that impact her work plan. The third scenario presents a case of potential racial bias by a section chief towards one of her staff members. Key lessons highlighted include the importance of following UN rules and procedures, adapting to challenges while upholding commitments, and addressing issues of misconduct like racial bias.
This document summarizes discussions at a cooperative meeting regarding proposed amendments to laws related to cooperatives in the Philippines. Key points include:
- The Cooperative Development Authority (CDA) opposes a substitute bill that would weaken the CDA by removing its development functions and making board members part-time.
- The CDA proposes instead amending the Cooperative Code to grant it quasi-judicial powers and reclassify cooperative types.
- Eventually an agreement was reached to amend rather than repeal the CDA's charter law, make all board members full-time, and address other concerns raised by the CDA. Coops agreed to support the CDA's position with Senators.
The document provides feedback from the Board of Education on several high priority challenges, including:
1) Using pay for performance dollars for raises would deplete funds meant for strategic goals.
2) DCFT statements suggest there is no real agreement on issues like dues collection if they maintain the right to legal action.
3) DCFT says exclusivity as the bargaining agent is "non-negotiable" but the Board seeks flexibility and choice.
4) Recent evidence shows a disconnect between DCFT's commitments to improving culture and their spreading of misinformation. The Board wants this stopped.
The document outlines the major roles and responsibilities of a nonprofit board of directors. It discusses 8 key responsibilities including legal, financial, planning, leadership, personnel, policy making, public relations, and organizational assessment. For each responsibility, it provides details on specific tasks the board should perform to fulfill its obligations. These include maintaining tax-exempt status, approving budgets, developing strategic plans, hiring/reviewing executives, setting policies, and evaluating organizational performance. The board is ultimately responsible for the governance and oversight of the nonprofit.
This document discusses the advantages and disadvantages of using trusts versus societies for First Nations business and investment purposes. It notes that trusts are commonly used but can be complex and inflexible if not properly drafted. In particular, trusts may inappropriately restrict how revenue can be used and fail to respect First Nations' self-determination. Societies offer an alternative that can avoid these issues through greater simplicity, tax exemption, and member oversight of directors. However, both trusts and societies require adherence to strong governance standards to be effective.
This course uses a simulation where students act as board members of a fictitious nonprofit organization. Each student serves on a board committee. The committees are Executive, Bylaws, Incorporation, Planning, Finance, Personnel, Fundraising, Search, and Marketing. The Executive Committee oversees the board and writes a final report. Other committees research legal/financial requirements and develop bylaws, budgets, plans, and policies to establish the nonprofit over the semester. The goal is for students to successfully understand and complete the tasks needed to start a new nonprofit organization.
The annual report summarizes the activities of the Langley Division of Family Practice in 2010. It established the necessary governance structures and hired a coordinator. It engaged physicians through an event to identify priorities, and established several committees to work on initiatives like improving access to specialists, use of electronic medical records, and networking among medical office assistants. The Division has made progress establishing its operations and beginning work on key issues over its first year.
The document discusses workers participation in management in India. It outlines the objectives of setting up Unit Councils and Joint Councils in organizations with over 100 employees to discuss workplace issues. The functions of these councils include improving efficiency, reducing absenteeism, maintaining discipline, and improving safety and welfare. The document also describes early examples of labor management cooperation schemes in private sector companies like Tata Steel. It concludes with an overview of the Participation of Workers in Management Bill of 1990, which aimed to provide for meaningful worker participation at all levels of management in industries.
The document discusses the external environment of the CDA Dagupan Extension Office. It outlines the office's clients, partners, stakeholders, suppliers, and co-regulators. It describes the nature of relationships with these groups and notes strengths and weaknesses. Trends in various sectors are also mentioned. The internal environment of the office is then covered, including its structure, resources, people, culture, and alignment with CDA's overall purpose.
This document discusses how governing boards of universities and colleges are restructuring their board committees to better address strategic issues. It provides an overview of the typical multi-step process boards undertake, beginning with assessing their current committee structures. Drivers for change often include a new strategic plan, input from the board chair/president, or external factors like state legislation. The document then outlines how boards initiate change by evaluating their committees and describes common outcomes like consolidating committees around strategic priorities. Examples from two universities that recently restructured are also presented.
Similar to 2012 caat s the support report-issue 1 en (20)
The document summarizes the Ontario Public Service (OPS) union's campaign against cuts and privatization of public services from 2011-2012. Key events included launching the "Save Our Jails" petition in response to corrections facility closures, holding fightback meetings for OPS locals, and organizing rallies in response to pink slip layoff notices. The union also conducted polling that showed strong public support for public services like ServiceOntario. The campaign utilized strategies such as member mobilizers, Choose Public wristbands and stickers, and posters profiling OPS member jobs.
The document provides information about the new executive members for the OPSEU Community Health Care Professional Sector. It introduces the 8 members of the executive including their names, positions, and brief backgrounds. It also provides updates on issues like the class action lawsuit regarding pension transfers, an invitation for executive members to visit local units, and information about upcoming conferences and events.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The document discusses job cuts to the Ontario Public Service. It states that since 2009, at least 3,400 jobs have been cut, with another 1,500 to be eliminated by 2014. The Minister of Finance announced there will be real cuts of up to 33% in some ministries. The document lists services that have seen reductions due to job cuts, including programs for adults with disabilities, water quality inspection, and processing of court documents. It encourages people to get involved in reviewing public services and bargaining for the next collective agreement to advocate for alternatives to cuts and privatization.
This document lists the locations, addresses, and hours of operation for ServiceOntario counters across various municipalities in Ontario. ServiceOntario counters provide publicly delivered services and are operated by the provincial government. The list includes over 100 locations across the province from larger cities like Toronto to smaller towns, and provides the specific address and hours for each.
An OPSEU stewards assembly is being organized to fight against 650 job cuts to Ontario public services this year, including programs for people with developmental disabilities, drinking water inspections, and support for road safety enforcement. The event details include the date, time, location, and contact information. All OPSEU stewards in Ontario public service workplaces are invited to attend, where refreshments will be provided.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
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Job Finding Apps Everything You Need to Know in 2024SnapJob
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This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
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Status of Women in Pakistan.pptxStatus of Women in Pakistan.pptx
2012 caat s the support report-issue 1 en
1. Ontario Colleges of Applied Arts and Technology
the support report
Ontario College Support Staff Newsletter May 2012 - Issue #1
College Support workers gather for campaigns such as the part-time workers campaign, meets
with the Minister of Colleges, Training and Universities to
Divisional Meeting discuss matters that affect the membership and also liaises
Support workers from Ontario’s 24 colleges are gathering with other labour groups such as the Ontario Federation
on May 5 and 6, 2012 for a Divisional Meeting. Focusing on of Labour (OFL), Canadian Labour Congress (CLC), and
discussion and resolution of policy issues, approximately National Union of Public and General Employees (NUPGE).
100 OPSEU members from the College Support Division are
meeting at the Toronto Delta Chelsea hotel. Employee/Employer Relations
Our new Collective Agreement is remarkable as the first one Committee
negotiated under the terms of the 2008 Colleges Collective
The responsibility of the Employee/Employer Relations
Bargaining Act. This put a whole new set of rules in place,
Committee (EERC) includes matters arising out of the
however your bargaining team succeeded in using the Act to
collective agreement during its term, and other matters
our benefit, in spite of the challenges. A focus of the weekend
affecting the bargaining interests of the members. The role
is feedback on the recent round of bargaining and the strike
of EERC is to make recommendations to the bargaining
with a view to improving processes. The members will also
team about subjects of system-wide importance, facilitate
look to ways of strengthening locals and educating to win
communication with management at the provincial level,
grievances.
preclude and resolve common problems during the life of the
Over the next three years, our task will be to enforce our Collective Agreement and prepare the Bargaining Team to
new agreement. We are all going to have a part to play, from enter negotiations through information gathering.
attending general membership meetings and union events
The Union brings topics to the table such as workplace
to assisting with campaigns. Engaging with your union and
wellness and gathers research through surveys or canvassing
standing in solidarity with all of our members is what makes
local unions. The result could be ground work for new
us strong.
language in the collective agreement such as that for
workplace bullying. The Union also looks at local agreements
What do your Division Committees and tries to achieve equality across the system, such as
do for you? tuition for dependents and family members.
The following committee reports provide updates and
insights into what your union is doing to improve your daily
Grievance Scheduling Committee
experience on the job. It is the responsibility of the Grievance Scheduling Committee
to schedule your grievances. They meet on the first Friday
The Division Executive Committee of each month, excluding July and August. Your grievances
come to the committee once internal steps have been
The Division Executive (Divex) is the leadership of the College exhausted and your grievance has been denied at step
Support Division. Committee members liaise with our other 2. Grievances are scheduled by date. Locals are sent the list
provincial committees and address issues that may have of grievances about a week before the meeting and asked
system wide implications. These include workplace cutbacks, to provide the priority for grievances on the list, otherwise
pension changes, legislative changes and organizing the committee schedules by date. Dismissals and layoff
campaigns. grievances are the only grievances that are given first priority.
The Divex does not address issues stemming from the A few days after the meeting, a tentative arbitration schedule
collective agreement, but rather they act as the political arm is sent to the locals. Each party is only allowed to turn down
for the College Support sector. The committee works on
2. a date two times. This is called the three strike rule. College industry changes and claims administration. We also assist
management usually turns down two dates each time. This members with questions and resolve appeals when claims
is one of the reasons why it takes so long for your grievance are denied unfairly. If you wish to appeal a decision by Sun
to be heard. Once a scheduled arbitration date has been Life, contact either Kim Macpherson at OPSEU, a committee
turned down twice by one side, the grievance is then locked member or your local steward for more information.
into the third date scheduled by the committee.
During 2011, we saw a 1.5% benefit increase negotiated for
members on LTD. All accounts are currently in surplus and
The Bargaining Team premiums are stable. Our green benefits books are currently
When we approach the expiry of our Collective Agreement, being revised and we expect electronic versions to be ready
we hold a pre-bargaining conference to discuss upcoming by summer. Sun Life plans to send “straight-forward” claims
issues and themes for the round of bargaining. This meeting to India for processing, and the Insurer insists this will not
is where the bargaining team is elected. result in Ontario job losses: OPSEU is lobbying to have that
decision reversed.
The team is responsible for collecting demands for the final
demand setting meeting. They make recommendations on Shirley McVittie retired in 2011 as Benefits Officer on the
the demands and present them to provincial delegates to JIC. Her compassion and contribution will not be forgotten.
vote on. Demands passed by the provincial delegates are Please join us in wishing Shirley a long and healthy retirement.
then drafted into an exchange document which is presented
to management. This document forms our roadmap for Pension Committee
bargaining.
Members of the Pension Committee serve as Sponsor and
Once the exchange document is presented, the bargaining Trustees of the CAAT Pension Plan. They have a fiduciary
team meets and negotiates with management to discuss responsibility to pension plan members, beneficiaries and the
changes – both ours and management’s. Union to manage the plan’s assets and ensure the funds are
available to pay promised pensions.
Joint Classification Committee The Board of Trustees is responsible for the administration of
The job of the Joint Classification Committee (JCC) is to the Plan. They ensure that the Plan’s trust funds are managed
make sure college support staff get the right pay for the work prudently and in accordance with applicable legal standards.
they do. The JCC deals with province-wide job classification This requires a clear understanding of the duties and
issues. standards of care required by legislation and other principles
that apply to pension plans. The trustees decide on how the
The work performed by committee members includes assets are to be managed and invested. They delegate the
review and summary of classification awards; review of implementation process to plan staff. They then review the
the performance of arbitrators and study of controversial fund activities and performance to determine how well the
decisions; clarification of the application of the job evaluation system is functioning.
system; communication with OPSEU members about
classification issues; development of training modules for The Pension Sponsor approves changes to the Plan text as
arbitrators and stewards; identification of problems in the well as changes and improvements to benefits. Trustees and
classification system and development of strategies to fix Sponsors are currently engaged in a Plan Equity Review to
them; updates to the job evaluation manual and classification ensure that all members of the Plan receive equitable pension
awards database. benefits based on the amount of contributions made.
If you believe your position is wrongly classified, speak to
your OPSEU local steward to identify the classification expert Visit the OPSEU website
for your local. for the complete list of all committee members together
with the colleges they represent, meeting minutes and
Joint Insurance Committee terms of reference.
Union members on the Joint Insurance Committee (JIC) meet
with Sun Life, Council and college reps to monitor benefits
plans, including costs and claims patterns, legislative and
This newsletter is approved for distribution by:
OPSEU President, And College Support Division
Warren (Smokey) Thomas Executive Committee Chair,
Florry Foster