Your OCY Bargaining Team members have been announced.
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Last updated: January 11, 2023
We have worked hard to achieve fair working conditions, including critical job security provisions, and a constructive dispute resolution process that protects our workplace rights as professional public servants.
This time around, we will be negotiating our first contract with this employer.
Our goal is to make fair and reasonable gains for all of us, fight any unfair concessions, and work creatively to help shape the workplace of the future.
The only way we can do this is by standing together and demonstrating our collective strength. It’s the only way we can protect the terms and conditions of employment that we have worked so hard to establish, and the only way we can in turn, protect the important services that we provide to our communities.
Ruth Hislop is an Early Resolution Officer at the Ombudsman – Child and Youth Unit. Through her work, she helps ensure that child and youth voices are heard and acknowledged.
“I know that this bargaining will be challenging but this is a crucial time for me to step up. I am committed to advocating for worker rights.”
Hislop has been a proud member of AMAPCEO since starting work for the former Office of the Child and Family Services in 2002. Her extensive work experience and knowledge of AMAPCEO make her a key resource on your OCY bargaining team.
Collective bargaining occurs when a group of people in a workplace band together to increase their negotiating power. There is a greater likelihood of success together than there is apart, so it is also about demonstrating our collective will and resolve.
These negotiations between employees and management lead to a legally binding collective agreement that details many of the terms and conditions of our employment, including wages, working conditions, job security, and more.
This collective agreement also ensures the employer consults with us and that we work collaboratively to seek solutions on matters that affect us. It means our workplaces are governed with transparency and fairness.
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Signed members also receive exclusive updates and event invitations. If you haven’t become a signed member of AMAPCEO, you can do so at no additional cost at amapceo.ca/membership.
We will also continually update this webpage with updates as they become available. And the union’s leadership will meet with members either virtually or in-person, as public health regulations permit, to update members on progress.
Every AMAPCEO member was able to take part in a survey asking us where we desire improvements to the current collective agreement.
The survey results were provided to the bargaining team, staff, and union leadership to draft the broad bargaining priorities.
These results, further informed by research, additional consultation, and legal advice, will be used to generate more specific bargaining plans. The Board of Directors is ultimately responsible for reviewing and approving this mandate.
We have worked hard to achieve the current terms and conditions of our employment. Supporting your colleagues, the bargaining team, and our union, helps demonstrate our collective strength and our resolve to securing a fair contract. We are stronger together.
Union leadership and local AMAPCEO activists may also ask you to take specific actions to demonstrate your solidarity. This could include displaying a flag on your desk, using a union background during a video call, or attending an event.
These actions serve as proof of member cohesion and support for AMAPCEO. This can speed up the bargaining process and result in improved collective agreements for all members.
The priority in our negotiations has always been to achieve a fair collective agreement without any unnecessary use of job action. AMAPCEO has always fought for alternatives to labour disruptions in the event of a bargaining impasse and has never had to go on strike.
However, if the employer creates issues during negotiations, a labour disruption remains an important tool in the union’s toolbox. Labour disruption is a broad term encompassing a spectrum of possibilities—small, such as a local lunch-time rally or a refusal to work overtime, to large, such as a province-wide walkout or strike.
Union-initiated labour disruptions are governed by a legal process that unfolds over several weeks. A union cannot call a strike without first having its members vote in favour of such an action. A positive vote does not guarantee that a job action will take place. It is a clear message to the employer side that AMAPCEO members are serious about achieving certain demands in bargaining.
Bill 124 is Ontario's unconstitutional wage-restraint legislation.
The legislation limits public sector workers’ compensation increases to a maximum of one per cent a year for three years—including for unionized workers as their contracts expire.
What this means is that when their contracts expire, unionized public sector workers’ compensation increases are capped at one per cent a year for the following three years, regardless of what workers may negotiate with employers through collective bargaining.
For AMAPCEO members in the Ombudsman - Children & Youth Unit (OCY), this means the period is from April 1, 2022–March 31, 2025.
Increases based on merit or performance do not count towards the one per cent cap.