Welcome to the winter edition of InSolidarity!
I’m especially proud of this edition and the work coming out the InSolidarity Committee because each edition we produce is better than the last. We’ve found an entertaining balance of event coverage, current events and political opinions that tackle some the tough topics in OPSEU and the labour movement.
Speaking of being proud, what’s not to love about what’s happening in the labour movement?
We’re seeing a record number of working people score large victories against employers with wage increases not seen in decades. The last time the labour movement was this successful against the ruling class began at the conclusion of World War 2 when allied soldiers returned home after defeating a tyrant, only to experience low wages and economic tyranny from the ruling class.
Women, whose invaluable contribution to the war effort and economy and wanted to remain in historically male-dominated workplaces, also recognized the fruits of their labour went to war-profiteering factory owners. Post-war class consciousness was discovered, union density skyrocketed, and strikes were common because working people said “Enough is Enough.”
After the COVID pandemic, a resurgence of class consciousness unified working people to reject below-inflation wage increases. The workers who risked their lives to keep the economy rolling realized they were the only ones taking the risk while the ruling class gave themselves large bonuses from the safety of their home. 80 years later, workers are saying “Enough is Enough.”
Over the past year strikes and victories aren’t the exception, they’re the norm. We’re seeing 5, 10, even 30% increases in wage and benefits, increases unheard of in modern history. We’re seeing strikes in every sector, media, automotive, writers, actors, retail, public and private sector unions raising the bar for each other. With each victory creates a chain reaction of hope that inspires confidence to continue stacking victory on top on victory. As our mountain of wins grows so does the attraction of joining a union which keeps OPSEU/SEFPO’s organizing department busy and non-unionized employers on the defensive.
With multiple large sectors in OPSEU in or entering bargaining, now is the time to get involved in your sector. If history repeats itself, (and it often does) the window of opportunity to score unprecedented gains will not stay open forever. As OPSEU/SEFPO members, we need to all adopt an all-in attitude towards bargaining and this solidarity cannot be achieved without you.
Contact your local president, get involved and let’s make history, lets win and win big!
Craig Hadley
InSol Editor
The LCBO is a backbone of Ontario
By Michael Hamilton, InSol Committee
The LCBO in its long history has always been a beacon of the alcohol and beverages industry. The LCBO has provided a service to the people of Ontario for decades and it continues to be a major player in the wine, spirits, and beer industry. Unfortunately, due to various provincial governments, the LCBO is no longer the gold standard of retail. Due to the shutting down of departments, the strain of the pandemic on the workforce and the employer’s disregard towards its employees, The LCBO has taken a hit in the eyes of the public. Needless to say, LBED members are tired of the employer and what they are doing to a recognizable and respectable brand as the LCBO.
Currently, LBED is in the process of mobilizing its members because the current contract expires on March 31, 2024. What is different about this time though is that the LBED bargaining team, met with the employer in April of 2023 and were hopeful that the employer would do the right thing and offer a fair and reasonable wage increase to its employees especially coming out of the Covid-19 pandemic. Unfortunately, that was not the case. The employer offered a measly 0.75% lump sum payment to the members. This was a huge slap in the face to the employees of the LCBO. For all the arduous work that members did especially during the pandemic, the employer came with empty pockets. We know that the employer takes its marching orders from the Doug Ford Conservative provincial government. Here are some facts to support why the LCBO continues to strive especially within the current financial instability of the day. LCBO profits continue to provide funds to local schools and hospitals. It is also goes to improving our infrastructure such as roads and highways. By keeping our communities safe, because the public knows that LCBO workers are highly trained in maintaining our social responsibility contract to the public.
Let’s just say that the Ford government has been put on notice. LBED members will continue to bang the drum that this government and the employer need to do better by LBED members. Local communities have always supported the LCBO, so it is shocking when this current government wants to sell it off asset by asset. We’ve seen in other public sectors that privatization is not the solution. The corporate elites will continue to leach off the backs of the hard-working people of Ontario. The LCBO will not be sold off to Doug Ford’s friends without a fight. With the cost of living going up exponentially LCBO workers are not going anywhere and ENOUGH IS ENOUGH.
Empowering communities: OPSEU/SEFPO Provincial Young Workers representative making an impact
By Lorinda Seward, InSol Committee
OPSEU/SEFPO has so many dedicated activists, and one in particular stands out for her commitment to making a positive impact. Meet Kaylee Heath, the Young Workers Representative for Region 3, whose passion for community service and advocacy has recently shone through in a successful toiletry drive.
From August to October 2023, Kaylee spearheaded a campaign that went beyond the traditional realms of union activities. She orchestrated the collection of toiletries, clothing, gift cards, diapers, menstrual products, razors, soap, shampoo/conditioner, oral hygiene products, and more. Kaylee wanted to both raise awareness and provide tangible support for those in need.
What made Kaylee’s initiative even more successful was her ability to rally other locals to join the cause. The Local Executive Committee of Waypoint L329, Anne Hannigan at Central North Correctional Centre L369, Kelly Nobert at Community Living Central York Local L386, and Acting VP Tristan Wazonek at CLASS L332 all played integral roles in amplifying the impact of the toiletry drive. Tristan played a key role in organizing items and facilitating deliveries. Their collaboration ensured that the drive ran seamlessly, making it a collective effort fuelled by solidarity.
The success of the drive was only possible with the support of the board of directors of Big Brothers Big Sisters of North Simcoe, who not only endorsed the initiative but also doubled the contribution! This external support underscored the importance of community alliances in making impactful change.
In the end, Kaylee’s efforts culminated in the collection of over 1000 items, all of which were donated to five shelters in the Region 3 area. The beneficiaries included Green Haven Shelter for Women in Orillia, Maison Rosewood Shelter in Midland, The Elizabeth Fry Society of Simcoe County in Barrie, Women and Children’s Shelter of Barrie, and My Sister’s Place in Alliston.
Kaylee’s commitment extended beyond the immediate needs addressed by the toiletry drive. She also allocated funds from the Provincial Young Workers (PYC) budget to support Redwood Park Communities. This monetary support facilitated community work with an organization in Barrie that focuses on building affordable housing and supporting women and children fleeing violence.
In the world of activism, Kaylee stands out as a shining example of what can be achieved through dedication, collaboration, and a genuine desire to make a positive impact. Her work not only reflects the values of OPSEU/SEFPO but also serves as an inspiration for all young workers seeking to create meaningful change in their communities.
Did someone in your region make an impact? Email me at lorseward@gmail.com and let me know.
Advancing equity: The power and promise of equity seats on the executive board
By Lorinda Seward, InSol Committee
There has been an evolution in recent years toward inclusivity and diversity with equity seats on executive boards being a key element advancing this shift. These seats, which are reserved for those who represent marginalized groups, have many advantages that transcend tokenism.
When people from diverse backgrounds hold these seats, the executive table and members by extension, benefit from their distinctive perspectives, experiences, and ideas. This variety of viewpoints and expertise results in more insightful discussions, creative solutions, and improved outcomes for our members. Moreover, equity seats are vital for fostering social responsibility as it fosters an accountability culture. Organizations that support equity seats reflect a dedication to addressing social issues and systemic inequalities.
Kumbaya, right? Not so fast.
OPSEU/SEFPO’s foray into equity seats has been challenging, at best. It’s one thing to be at odds with the terms of reference, but it is another thing entirely to see equity seats as an extension of identity politics. In the last edition of inSolidarity, I highlighted the impulse of some folks to become concerned with qualifications, only when the candidate isn’t …pale, male and stale, and I hope we resist this urge when it comes to our equity board seats. OPSEU/SEFPO represents a diverse range of workers, yet, for far too long, our executive board did not reflect this diversity. Equity seats ensure that underrepresented groups have a voice at the highest level of decision-making.
When our members feel their voices are heard and valued, they are more likely to engage actively in union activities and advocate for their collective rights. Equity seats help build a stronger and more united front against employers by fostering a sense of unity and trust within OPSEU/SEFPO, strengthening the collective bargaining power of our union as a whole. Detractors may claim that equity seats dilute meritocracy. However, it is essential to recognize that meritocracy can be compromised when systemic biases persist. Equity seats serve as a mechanism to counteract these biases and level the playing field.
Equity seats on OPSEU/SEFPO’s board signals a move towards a more diverse, inclusive, and responsible union. By enhancing social responsibility and promoting inclusivity, this commitment to equity is essential for a more equitable future for OPSEU/SEFPO.
From sideline to steward: Reflecting on my personal stigma toward organized labour
By Christina Chrysler, InSol Committee
If you were to ask me about my involvement in OPSEU/SEFPO 8 years ago, I would have told you firmly (and with a high degree of awkwardness) that I was not a “union person”. The very thought of it was uncomfortable to me. Instigators. Complainers. Troublemakers. These are words that came to mind when I thought of unionist. Upon reflection I carried a bias that was based on nothing that I had experienced. For a good portion of my adult life, I had either worked in un-unionized environments or for myself. Though I have always been an outspoken person, the very thought of union activism seemed foreign.
I joined OPSEU/SEFPO (and remain) as a member of CAAT-A. I was initially working on several contracts, and I didn’t want to upset the proverbial apple cart by getting involved with the union. To me at the time, being a member of the union only meant that money was coming off my pay- and I needed that money! Being on contract meant that I had no job security. I was not making the same amount as full-time, permanent faculty. What was the point? As with most contract employees, I held a strong belief that if I kept my head down and worked astronomical hours (for free) to show my dedication that I would someday be rewarded with a permanent role. This is, however, rarely the case. As I came to learn, most new full-time positions come about only because of union advocacy- mine included.
So why did I, like so many, believe that there was something shameful associated with being part of a union? Where had I heard that kind of rhetoric? It wasn’t in my home growing up. No one I knew at the time had an unpleasant experience, quite the opposite. Reflecting on this I realized that the only voice forming my view on unions had been the government and private employers when their workers were negotiating collective agreements. Elementary teachers were labelled as over-paid. Unionized tradespeople were often described as lacking work ethic. “Bad eggs” were supposedly impossible to discipline. I had not taken the time to dismantle or challenge the headlines. I had heard these messages so frequently over my lifetime that I believed them without being consciously aware I had adopted those views. What I failed to see is that were it not for unions, I would never have had parental leave. I would not have overtime, or a 44-hour work week. There would be no such thing as workplace safety standards or protection from harassment or exploitation. I also saw that the harder people like me worked for free in hopes of a job, the less need an employer had to create one.
After a troubling time that included a strike closely followed by my own union grievance, I saw what exactly OPSEU/SEFPO does. I learned that we were more powerful as part of a united front. I felt how supported I was in a situation that I would otherwise have felt helpless. What I have come to learn since taking on the role of steward and participating in broader OPSEU/SEFPO events is that many people who are labour activists are not doing it for themselves. They are standing up for all workers, especially for those who don’t have the strength or power to stand for themselves- and there is not an ounce of shame in that.
Now, when someone says to me that they aren’t a “union person,” I tell them: “Neither was I… until I was.”
Knowing the value of an OPSEU/SEFPO educational
By Michael Hamilton, InSol Committee
Throughout its history OPSEU/SEFPO has always strived to provide educational courses to the membership. Every year each of the seven regions in the union, hold various educational weekends so their members can participate and expand their knowledge as union activists. Usually, brand new stewards and local executives will opt to try and take courses such as stewards 1, stewards 2 and the local treasurer’s course. I know for myself as a local president, I opted to take the local president’s orientation which was highly beneficial to me for knowing the responsibilities and role of the position.
Just recently, region 4 held an educational that allowed members from both regions 3 & 4, to participate in a week-long arbitration course. The course took place from October 3 – 6, 2023 and it was held at the OPSEU/SEFPO Ottawa membership centre. The subject matter of the course ranged from the basics of dealing with an arbitration case to performing a mock arbitration trial. Members had the opportunity to research case law, learning how to collect evidence to build a grievance, and how to effectively negotiate settlements to avoid binding arbitration decisions. One of the highlights of the training was that the facilitator Yuk-Sem Won, who is the grievance officer based out of region 7, allowed the members to have an active role in the course. On the last day, an arbitrator was brought in to help lead a mock arbitration trial where one of group of the members acted on behalf of the employer and the other group the union. Each side had to give opening remarks, call witnesses forward and give closing remarks as to why they thought their side should prevail. For anyone who has been a part of an arbitration hearing, it is a trail procedure by nature. The members came away with a bigger understanding of the arbitration procedure works and what members should expect when they wish for a grievance to continue to the arbitration stage.
Courses like these should be offered more to members. I understand there is a prohibitive cost for conducting an educational. Sometimes, members feel that when they attend an educational, they are just reading a booklet without any kind of real interactions as to what would happen in a real-life situation. The OPSEU/SEFPO education department has been made aware of these suggestions and is constantly looking at ways of how to make an educational more impactful and fruitful for the membership. Maybe a course like this and other courses should be made to be mandatory for local executives because the wealth of knowledge is invaluable, and it helps to strengthen our local leaders and OPSEU/SEFPO as a whole.
OPSEU/SEFPO retired members conference: Retired from the job – not the fight!
By Craig Hadley, InSol Committee
In late October, OPSEU/SEFPO hosted its first-ever retirement conference, which focused on harvesting the untapped knowledge and leadership of retirees with an emphasis on organizing against austerity and injustice.
The three-day event in Toronto started on Oct 24 with a Land Acknowledgement and Statement of Respect. Ed Faulknor, Region 2 Chair and Chair of the retirement membership division then introduced the 6 other regional chairs: Gino Franche (region 1), Betty Cree (region 3), John Hanson (region 4), Yasmin Damani (region 5), Janine Johnson (region 6), and Sandra Snider (region 7) to a thunderous round of applause from over 100 attendees. Faulknor explained the reason we’ve assembled is because of the government, a government that has prioritized the interests of big business over people resulting in devastating public policy that could easily be mistaken for the “slash and burn” Harris Government in the 90’s. Faulknor went on to say OPSEU/SEFPO retirees are in every region, have the benefit of free-time, experience and the ability to speak loudly and clearly, unbeholden to anyone.
OPSEU/SEFPO President JP Hornick opened by thanking the chairs for the work they’ve done and work they’ll be doing in the future. With a visual pan across the room, Hornick smiled and said with a chuckle: “This is an amazing group because this room has a lot of life-long serious employer-disturbing trade unionists. This is a group that took on Mike Harris and knows what we’re seeing today is straight from the Conservative Party play book. We also know that we’re in this fight together and we’re in this room to figure out the best way to fight the government and how OPSEU/SEFPO can foster that energy.”
Laurie Nancekivell, First Vice-President/Treasurer, praised the room for spending their working careers advocating for workers and acknowledged that our work as lifelong activists is far from over. Climate change, racial inequity, the housing crisis and the cost-of-living crisis are all battles we’re fighting today and sadly, many of those battles have been ongoing since Mike Harris introduced public sector slash-and-burn polices against the best interest of working people. Fast-forward to today and we’re still fighting against the same right-wing capitalist ideology that starves out public services only to introduce a private-sector “solution” which almost always cost taxpayers more while delivering less.
Nancekivell went on to say that it has been an incredible year of victories for OPSEU/SEFPO, labour unions and working people. Those victories were possible because of solidarity, and worker solidarity against bad bosses and governments will always win.
The next speaker was Linda McQuaig, journalist, columnist, non-fiction writer and political pundit. McQuaig summarized her latest book The Sport & Prey of Capitalists, How the Rich Are Stealing Canada’s Public Wealth.
McQuaig explained that Canada’s and Ontario’s fiscal situation is healthy and the decades of cuts to public service have never been about fiscal ratings or foreign investors leaving Canada – they’re about transferring public wealth to consolidated, private wealth between a handful of corporations and individuals. She went on to say that Canada is one of the safest places in the world to invest, and the fear mongering from the investment banking community is an exaggeration so they can profit from privatization. At the conclusion of her presentation McQuaig graciously made herself available to sign the latest copies of her book, of which each conference attendee received a copy, courtesy of OPSEU/SEFPO.
After a break, OPSEU/SEFPO Campaigns Supervisor Luisa Quarta gave an update on the various active campaigns impacting our members and explained our union’s new approach to mobilizing members. The approach focuses on identifying organic leaders in the workplace, and harnesses the power of organizing through member-to-member engagement. The organizing-to-win methodology gives workers a greater voice and involvement that generates ownership to making positive and measurable changes in the workplace.
On day two of the conference, National Union of Public and General Employees (NUPGE) President Bert Blundon highlighted the importance of pensions and focused on public sector pension not being seen a company liability but rather a solution to recruitment and retention in the public sector. Participants spent the rest of the day in breakout groups learning organizing tactics, communication skills and round table discussions on current topics.
The final speakers of the conference were OPSEU/SEFPO Executive Board Members Sara Labelle, Region 3 Vice-President, and Chair of the Hospital Professionals Division (HPD), Ed Arvelin, Region 7 Vice-President and Chair of the Mental Health and Addictions Division, and Natalie Mehra, Executive Director of the Ontario Health Coalition. The three led a panel discussion that revealed the chronic underfunding of public healthcare, and all agreed that the Ford government’s agenda is to financially starve and break public health care in Ontario and replace it with costly private health care.
The panel also agreed that while previous governments have tiptoed around health care cuts – such as hospital budget cuts, and new user fees – the current government is much more brazen about transferring public sector money into private sector profits schemes. “Look in your communities and take note of the plethora of private clinics that have replaced public hospitals,” said Labelle. “Think back to the pandemic and the needless deaths in the mismanaged private sector long term care facilities. This is what happens when the government puts profits over people.”
After three days of educational workshops and inspiring discussions, the conference was closed out the same way it was opened, by a delightful teaching from Elder Ethel LaValley, retired OPSEU/SEFPO member and former Secretary-Treasurer of the Ontario Federation of Labour.
Harnessing the power of organizing: A path forward for the Canadian labour movement
By Lorinda Seward, InSol Committee
In the ever-evolving landscape of labour relations in Canada, the need for a robust, strategic approach to organizing has never been more critical. Earlier this year, I had the opportunity to attend the Organizing for Power course, created and led by the renowned labour organizer Jane McAlevey. With the constant erosion of workers’ rights, precarious employment, and economic inequality, OPSEU/SEFPO needs to be dynamic, powerful, and inclusive, and organizing may be the way forward.
In Organizing for Power, McAlevey distinguishes between mobilizing and organizing, and this distinction is crucial for unions aiming to effect real change. Mobilizing is important, but it’s not enough on its own. It often involves activating those who are already engaged, rallying them for protests, campaigns, or strikes. Organizing, on the other hand, seeks to engage and empower a broader base of workers, including those who may not initially be involved or aware of the union’s efforts. It focuses on building deep relationships, identifying leaders, and expanding the union’s influence across workplaces and communities.
In the Organizing for Power course, McAlevey highlights several building blocks that have the potential to transform OPSEU/SEFPO and the labour movement as a whole. The first is leadership identification which is central to McAlevey’s strategy. By identifying and nurturing leaders within our membership these leaders become the driving force behind successful organizing campaigns. It stands to reason that next is structured organizing conversations. This approach emphasizes building meaningful relationships with workers to understand their concerns and aspirations. It is about talking, listening, and creating a shared vision.
Charting and structure tests are also an important part of McAlevey’s organizing strategy. Conducting “structure tests” to gauge the union’s power within a workplace helps to assess weaknesses and strengths, allowing for a more effective allocation of resources. Lastly, McAlevey emphasizes the need to address the entire life of a worker, including issues beyond the workplace. It involves connecting with communities, making the union’s agenda part of broader social change.
In Organizing for Power, Jane McAlevey provides a roadmap for a paradigm shift within the labour movement in Canada. By adopting the principles of deep organizing, leadership development, structure tests, and whole worker organizing, OPSEU/SEFPO will be better equipped to guide us towards a stronger, more inclusive labour movement in Canada.
Empowering women: OPSEU/SEFPO activists unite at the NGO CSW67 Forum in New York
By Lorinda Seward, InSol Committee
In March 2023, as women activists from all over the world gathered at the United Nations Headquarters to take part in the NGO CSW67 Forum, the bustling streets of New York City transformed into the centre of women’s empowerment. This year’s forum saw an unprecedented gathering of women activists, representing organizations from around the globe. In attendance at this year’s forum were members of the OPSEU/SEFPO Provincial Women’s Committee (PWC).
The Commission on the Status of Women (CSW) is an official commission of the United Nations that promotes gender equality globally and the rights and empowerment of women. It is an intergovernmental organization made up of the governments of 45 UN Member States.
To unite global non-governmental organizations and feminists with the formal United Nations Commission on the Status of Women (UN CSW) process, the NGO CSW Forum was created. The NGO CSW Forum hosts more than 750 events annually and educates, engages, and motivates people to advocate for gender equality locally and globally.
Gaining entry to the actual grounds and being involved in conversations on feminist foreign policy left Dianne Clarabut, Chair of the PWC, overwhelmed with emotion. “I remember thinking maybe I was sitting in a seat once occupied by a shero like Gloria Steinem or Ruth Bader Ginsburg, I will never forget that feeling,” she said.
The magnitude of this historic event was also not lost on PWC member Megan Carter. “The UN has such an immense history; I was in awe walking through and taking it all in.” The forum was not just about discussions, it was also a platform for advocacy and action. “It was enlightening to be in sessions looking at improving female policies across the world,” said Carter.
Dr. Crystal Garvey, Vice Chair of the PWC said the experience was “life changing.” “It allowed me to gain a global perspective on women’s issues, from wage gaps, to working conditions and childcare,” said Dr. Garvey, “It also allowed me to interact with people worldwide, which gave me a better understanding of different cultures and worldviews.”
PWC member Sue Fairweather agrees, saying “a world perspective is so very eye opening.” The forum addressed best practices, strategies, and success stories from various global locations during panel discussions, workshops, and networking events. Around the world “women and their families are threatened with physical violence and the destruction of their careers” said Fairweather, “and despite this they continue to move forward and mentor other women.”
The Forum provided women activists with a unique chance to build international solidarity and solidify their global connections addressing shared problems and benefits from one another’s experiences. Being there for International Women’s Day was a highlight for PWC member Maureen Harkin. “It was a great opportunity to meet women from all over the world and to learn about the issues women face globally.”
PWC members left with a deep understanding of the value of motivating future generations to lobby for gender equality and social justice. Gail Kelly highlighted a session with Her Royal Majesty Queen Angelique-Monet of Eti-Oni, Nigeria. “She is a truly amazing woman who had us clapping, stomping, and singing. She spoke about Gender Based Violence and how we need this to end worldwide.” Kelly’s takeaway from that session is the takeaway we all need right now, “We need to make peace with ourselves before we make peace with others.”
NUPGE anti-racism conference
By Michael Hamilton, InSol Committee
For the first time in its history, the National Union of Public General Employees (NUPGE) held an anti-racism conference in Ottawa from October 4 – 5, 2023. Members from the various union affiliates including OPSEU/SEFPO were invited to participate in this ground-breaking event. For myself, as I seat on the NUPGE anti-racism committee, it was an extreme honour to be able to partake in this event. OPSEU/SEFPO President JP Hornick and members from the OPSEU/SEFPO Indigenous Circle & Coalition of Racialized Workers were also in attendance. The theme for the conference was community. Everyone in attendance brought forward their own lived experiences and there was a mutual respect of different identities, cultures and the work people do to promote anti-racism. The committee had met back in June of 2023, and we had planned to hold a conference. All the committee members agreed that NUPGE had a responsibility to put on this event.
The conference itself was only two days but the wealth of information provided was highly impactful. NUPGE invited guest speakers to speak on how both racialized people and Caucasian people can learn how to work together in a more proficient ad respectful manner. Kane Tse the President of Health Sciences Association of British Columbia and Jason MacLean the Secretary-Treasurer of NUPGE gave thei