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OUR STANDARD
CARE FOR OUR CLIENTS; CARE FOR OUR FUTURE
Volume 2 Issue 4 The
Newsletter for OPSEU Local 408
June 2002
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A DUES INCREASE WAS VOTED AGAINST BY LOCAL 408
Stewards collected votes by phone over the month of May and
although many people were in favor of supporting the increase
the 'no's were in the majority. Thanks for your calls.
A Message from your Vice President
Dear Fellow Co-Workers:
Over the past year, we've had some changes in our work environment.
I personally, strongly believe that they have been for our
own self-worth in general. It's comforting to know that I'm
not out there in the field by myself when a problem arises.
Pride, dignity and building self-worth as a Home Care worker
is important as we carry this over to clients in their homes.
I can contact a steward rep and find a solution to any problems.
No longer do I feel I'm hitting a brick wall!
Everything we do is a "first" in our Local 408 and
always a learning experience. I urge workers to give their
input. Working together is the only way we can build a solid
foundation for ourselves and others working in the Home Care
system.
I credit the bargaining team with a great job in getting us
started and providing the tools for furthering improvements
for all of us. Change can only happen if we work together!
Membership is the first and most important priority. If you
have any concerns, contact any one of us. If you have any
suggestions about meetings or policies, feel free to call.
Also, when you are asked to help, please help. Don't be afraid
of not knowing or of making mistakes.
Trust me on that one! We're here to better our working conditions
and create solidarity as a team.
We, the executive are also workers. HELP WHEN YOU CAN!
Please, any suggestions of keeping a positive attitude and
making it contagious call and let us know. We need to know
what you are thinking. You are the lifeline we need to succeed!
Sincerely,
Kathleen Flanigan, Vice President
From Your President
Greetings! Things at the Regional Office are going to change
for us over the next two months as Ted Loughead received a
transfer and we will be getting a new Staff Representative.
Since we didn't receive strong interest for having a meeting
in May or June we will have our next general membership meeting
in late September at a time when our new Staff Rep. can be
there for all of us to meet. I hope, by now, that most of
us have read the contract. For the few people who have not
gone to the OPSEU office to get a copy they are still available
there but the finished copy will be mailed to everyone in
the future.
Here are some points in the contract that it is in our best
interest to be aware of because getting the full benefit of
the contract requires some input from us. First of all, being
paid for the distance we travel that is over 75 kilometers
between clients means we need to fill in the appropriate form
and return it with our pay stubs. Another benefit is payment
for bereavement leave, as mentioned in the last newsletter,
where we need to fill in the Time Off form to make the employer
aware of our claim. We have the accrual of Vacation Pay available
where a form needs to be completed by a certain date, and
a Ferry Bonus when we are travelling to or from the islands
which needs to be noted on the Travel Bonus form. When we
have completed the amount of time needed to begin to be included
in the Benefit Package we need to let the office know. Article
14, which covers the hours of work, is lengthy but very important
for all of us to read to get the benefit of these changes
also.
In particular on this topic, Article 14.15, I think needs
special attention from us. It states, "Schedules will
not normally provide for more than seven (7) consecutive days
of work with two (2) consecutive days off thereafter."
This article is included for our benefit! We have long been
known to work many days in a row with many of those days including
split shifts and few days off. I realize that sometimes we
feel we have to go overboard in accepting offers of work in
order to get the paycheck we need. But I also realize that
many times family members and friends are asking why we are
working such hectic schedules in a job that pays so little,
and they wonder if we are taking enough time off for our own
good health and well being. I think they're right to wonder
and I also believe that it really doesn't have to be this
way. Some of us are concerned about taking time off because
of the impact it has on the clients. I do appreciate this
view but look at the cost it is taking on us and consider
whether we just might be more effective on the job with adequate
rest, family time and recreational activities for ourselves
when off the job. I'm urging everyone, if you are working
seven days in a row to stop and take two days off thereafter!
And if in taking days off you are told that you would have
clients taken away from you on the days when you are
available to work, complain to your coordinator and if you
are not heard then report it to us (the stewards) immediately.
Days off are not a tool for All-care to use against us. Furthermore,
if you are offered a new client and tell the coordinator that
you will do a large portion of the hours for that client and
then the coordinator calls you back and tells you that the
client is being given to someone else (usually someone who
will twist their life inside out to get the hours) we want
to know about this as well. We don't believe that we should
feel or be forced to work hours that are morning and evening
seven days a week in order to get clients.
The last benefit of the contract that I want to mention here
is the Revenue Canada Letter. This is actually a form, rather
than a letter, and the Employer will provide it to you to
prove that you are required to use a portion of your own home,
supplies and phones. We use this at income tax return time,
and speaking of income tax, all of our expenses relating to
the use of our cars for work are tax deductible. If you're
not already doing so keep all receipts and maintain a log
book of all kilometers you drive for work (including from
your home to work) and talk to an accountant or someone who
has all the advice you need to gain the maximum benefit to
yourself from this.
Have a good summer and do contact a steward about any problems
you are having. We would also love to hear if your experiences
at All-care are all positive and that you think the Collective
Agreement is working well. Our names are listed on the next
page with phone numbers. Thank you for taking the time to
read this Newsletter!
Sandra
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