HomeMy WebLinkAbout1990-1923.Abrosimoff.92-03-13 ONTARIO EMPLOYES DE LA COUROHNE
CROWN EMPLOYEES DEL'ONTARIO
GRIEVANCE C,OMMISSION DE
SETTLEMENT REGLEMENT
BOARD DES GRIEFS
[80 DUNDAS STREET WEST, SUfTE 2~00, TORONTO, ONTARIO. M5G IZB TE'LEPHOt'JE/TELEPz-~ON~_- tjx61 ~6-~88
t80, RUE ~UNOA~ ~EST, BUREAU 2100, TORONTO (ONTARIO]. MSG ~Z8 FACS]M~LE,'TELECOP[E : (4 ]6] J25~ :395
1923/90
IN THE MATTER OF /~N /~BIT~ATION
Under
THE CROWN EMPLOYEEB COLLECTIVE B~RG~INING ~CT
Before
THE GRIEVANCE SETTLEMENT BO~RD
BETWEEN
OPSEU (Abrosimoff)
Grievor
- a~d - '
The Crown in Right of Ontario
(Ministry of Community & social Services)
Employer
BEFORE: R. Verity vice-Chairperson
I. Thomson Member
D. Clark Member
FOR THE M. Wright
GRIEVOR Counsel
Scott & Aylen
Barristers & Solicitors
FOR THE S. Patterson
EMPLOYER' Human Resources Secretariat
Legal Services Branch
Management Board of Cabinet
HEARING June 5, 1991
October 15, 21, 28, 31, 1991
2
DECISION
In this matter eight employees who worked as Developmental
Service Workers at Southwestern Regional. Centre filed identical
grievances, dated September 21, 1990, alleging impr.oper
classification as Counsellor 2 (Residential Life). The remedy.
sought was reclassification as Counsellor 3 (Residential Life).
However at the hearing, the Union contended that a Berry type of
award was the appropriate remedy.
Southwestern Regional Centre is. a large residential facility
located near Blenheim, Ontario which currently accommodates some
600 developmentally handicapped residents. All grievors work at
the Regional Centre in a day program called "Training On The Job".
The program is designed to provide a variety of vocational
opportunities with emphasis on reality orientation and social
skills for approximately 120-125 residents. The long range goal of
the vocational program is to facilitate community placement of
residents. Training On The Job is comprised of 11 different
program areas. The grievors provide services in four program
areas; namely, the Mobile Crew, the LaUndry Program, P.R.I.D.E.
program (Preparing Residents Individually for Dignified
Employment), and the Livestock Program. The stated program
objectives read, in part, as follows:
To provide a realistic work environment that is conducive to
the development of acceptable skills, work habits and social
3
behaviours;
To offer to every client involved in Training On The Job the
type, -intensity and mode of assistance necessary to grow
socially, emotionally and vocationally ..... ;
To create a complete and .comprehensive Training On The Job
programme that makes available to all clients of Southwestern
Regional Centre and.its catchment area, an appropriate pre-
vocational/vocational/life skills training opportunity; and
To ensure the safety of our clients while they are involved in
our training programme, through the use and training of good
safety practices and procedures ........
The hearing proceeded on the evidence of four representative
grievors based on the class standards approach. The parties agreed
that the position specification form for DevelopmentaI Service
Worker - Training On The Job was of no assistance and that the
evidence of the four representative grievors together with the
testimony of supervisor Mrs. Carolyn Costello accurately reflected
the duties and responsibilities of the positions in question.
We turn now to review some significant portions of the
evidence. Donna Lefaive is one of two Developmental Service
Workers (D.S.W.) responsible for the Mobile Crew Program. She
commenced work at the Regional Centre in 1974 and for approximately
10 years was employed in the nursing unit and later in the
woodworking shop. When that shop closed in April 1990, Mrs.
Lefaive and a co-worker developed and obtained acceptance for a new
program called "mobile crew". The purpose of the program is to
train five residents at any given time to work in the community.
The goals of the program include on~the-job training, 'community
4
awareness, training in appropriate social skills and the
development of some degree of independence. In the fall of 1990,
a contract was negotiated with "Bingo Country" to clean the
facility three hours a day, five days a week. In addition, there
were a number of seasonal contracts - cleaning seven parks in the
Town of Blenheim, cleaning the beach and park in the Village of
Erieau, working in orchards and fall yard work at Rondeau. The
mobile crew are paid a nominal sum for work performed and
individual residents working in the program are credited with a
proportionate share of monies earned~
The skills taught in mobile crew include training in the use
of hand equipment such as rakes, brooms, shovels, dust pans, floor
mops, pails, cleaning rags; painting and the use of paint brushes;
general yard maintenance, clean-up and.refuse handling; general
housekeeping duties; lifting and carrying, correctly; loading trucks
and wagons; reality orientation; social skills training;
appropriate communication and behaviour with the public; and
general community awareness. In addition, t[~e grievor is required
to drive the facility van to and from work locations, provide for
the health and safety of residents, take appropriate disciplinary
action where necessary, submit program budgets, complete certain
documentation for contract billings, a~range monthly work
schedules, advertise the program within the community, interview
residents for program enrolment, prepare s'tatistics on resident
attendance on the program; provide assessments on resident progress
5
and behaviour and preparation of monthly reports. According to
Mrs. Lefaive, 85% of her time is involved with vocational training
of resident~ and, unlike Ward Residential Counsellors, she is not
required to provide direct care in the sense of administering
medication and bathing residents.
Jane Osborne is the only D.S.W. involved in the Laundry
Program. Her direct supervisor, Mark Robinson, is a senior D.S.W.
who has responsibilities in three areas - housekeeping, residence
and service area assistants and laundry. Mrs. Osborne commenced
work at the centre in 1970 and became classified in residential
staff duties in February, 1971. She worked in residential areas of~
the facility until 1976 when she became an occupational instructor.
Since then, she has worked in the training and rehabilitation
workshop, a special workshop dealing with the multi-sensory
impaired, the North Elgin Pre-Vocational Program, housekeeping and
finally the laundry. The laundry program involves the use of 21
residents to assist some 20 full-time staff in the handling of 20
tons of laundry on a weekly basis. The residents work in the
laundry under the supervision of Mrs. Osborne from approximately
8:15 a.m. to 11:15 in the morning and from 1:00 p.m. to 3:00 in the
afternoon.
The skills taught in the laundry program include shaking and
spreading of damp sheets; folding towels, bibs, facecloths and
other pieces of linen; spreading diapers; receiving pillow slips
6
from the mangle (large ironing machine); feeding sheets into the
mangle; sorting linen; assisting on train deliveries of linen to
all areas in the main building; assisting with carts; folding
shirts on folding machine; picking up the count papers for linen
orders; assisting in the soiled linen sorting room; assisting with
loading and unloading of dryers; and icutting labels used for
stamping. The residents are paid a nominal sum for their labours.
Mrs. Osborne testified that in 1985, due to the introduction
of "the motivation and training module", her position as
Occupational Instructor 2 was declared surplus to the needs of the
facility. Shortly thereafter, she was rehired in the position of
D.S.W. and classified as Counsellor 2 (Residential Life). Since
then, she has been required to assist in residential areas at "peak
times" from approximately 7:00 a.m. to 8:00 a.m. and from 11:45
a.m. to 1:00 p.m. During "peak time assignments" she is required
to assist residential staff in bathing, shaving, grooming and
feeding residents.
Mrs. Osborne testified that the laundry is a highly productive
area which contains potentially dangerous equipment. On her
evidence, it is clear that the safety of residents is a primary
concern. She is responsible for documentation of the records of
15-16 of the 21 residents in the program, the discipline of all 21
residents in the laundry unit, the resident production
requirements, and the safety of the ~esidents. In addition Mrs.
Osborne, like all D.S.W.'s, is a member of the I.D.P. (Inter
Disciplinary Progr.am) - a multi-disciplinary resource team which
annually sets goals and reviews the progress of individual
residents. According to her evidence, she teaches generic Skills
of work readiness and does not attempt to train residents to be
future laundry workers.
Dianne Brazil is one of two D.S.W.'s who work in the
P.R.I.D.E. program under the supervision of a senior D.S.W. Cheryl
Coleman. Ms. Brazil has wor. ked at the Regional Centre since 1970
in a number of residential ward settings. In 1985 she worked in
the pre-vocational training program and in 1988 she was transferred
to the training and rehabilitation workshop, which is the
forerunner of the P.R.I.D.E. program. P.R.I.D.E. operates in a
large room in the basement of the main building of the Regional
Centre and "employs" some 20 residents. The program consists of a
store where crafts, plants and vegetables are sold to the general
public. The balance of the space consists of a workshop where
various crafts are produced. The skills taught in the P.R.I.D.E.
program include sub-contract related skills (sorting, assembling,
counting, paCkaging, shipping); all phases of flower arranging
silks and dried (cuttingt measuring, stemming, stem wrapping, bow
making, recognizing types and colours of flowers); wedding flower
construction (measuring', cutting, tying, counting, packaging,
decorating wedding hearts and wishing wells with flowers);
assistance in pricing and display of all products manufactured in
8
shop; general maintenance of shop and equipment; use of small hand
tools and appliance (scissors, staplers, glue guns, brushes, coffee
makers, microwaves); distribution and posting of advertising
literature for sale days; meeting and dealing with the public as
visitors; assisting at special sales (decorating, customer
assistance and delivery, door-to-door vegetable sales including
money handling); care and maintenance of the retail sales area;
assisting other clients with more debilitating handicaps during
toiletting, coffee breaks, travel between work and residence;
assisting in Livestock and Horticulture prc.gram - harvesting and
processing vegetables; safety; microwave cooking (simple food
preparation); reality orientation; and social skills training. Ms.
Brazil testified that recently there has been greater stress in
teaching the basics of reality orientation and social skills in a
formal classroom setting. She described reality orientation as the
teaching of basics such as the day, month, year and what the
weather is like. Similarly, she described social skills training
as instruction in acceptable behaviour in both social and work
related settings, performed as a game. There is a safety emphasis
with the use of safety goggles and extra care on the use of
scissors, wire cutters and hot glue with the glue gun. Ms. Brazil
prepares daily data on reality orientation and the social skills
program as well as the preparation of progress notes and behavioral
reports. According to her evidence, there is greater risk of
injury in the workshop than on the residential wards, due in part
to the presence of workplace equipment and a wider variety of
9
functioning'levels of clients in the occupational setting.
Mary Reaume is one of' three D.S.W.'s in the farm area with
designated responsibility for the Livestock Program. She works
under the supervision of Kris Dembinski. who has overall
responsibility for the greenhouse area, the farmland area and the
livestock area. Mrs. Reaume has worked at the Regional Centre
since 1976 in various locations including the nursing unit and
residential areas. Since 1984 she. has worked in the rehabilitation
stimulation program, the candlelight workshop, the special workshop
and the North Elgin workshop. In April 1990, Mrs. Reaume Was
assigned to the livestock program. That program involves the daily
care and maintenance of one horse, two donkeys, five ponies, 14
goats, six pigmies, eight cows and assorted birds. 'She is
responsible for the job training of eight residents who function at
varying levels. The residents perform farm tasks as assigned by
Mrs. Reaume between 8:30 a.m. - 11:30 and from 1:00 p.m. - 3:30
p.m.
The skills taught in the livestock program include learning
about and recognizing the various animals; the care and handling of
animals (grooming, feeding, leading, watering); stable cleaning and
preparation; barn maintenance; unloading and storage of straw and
hay; identification skills (hay from straw, the difference between
the grains and other food stuffs); recognition of sign and symptoms
of illness in the animals; care and maintenance of equipment (tack,
10
shovels, forks, wheelbarrows, hay elevator, manure spreader,
wagons, etc.); barn maintenance (general upkeep); safety; building
skills related to animal accommodation needs (cages, pens,
fencing); assisting with minor first aid requirements of animals;
meeting and dealing with the public as'visitors; displaying and
handling of animals at special events (parades, visits to senior
citizen homes and centres); animal transportation; and assisting
with harnessing of animals. Mrs. Reaume described other equipment
that she uses including several tractors, a bailer, a conditioner,
a harrow, a diviner, and a potato digger. The residents attend
special events such as pet day at the Public General Hospital and
various parades. The livestock program at 'the Regional Centre is
open to public visitation. In addition, Mrs. Reaume prepares
client progress notes, client behaviour notes, I.D. reports and
keeps medical records on all the animals. The physical demands of
the job require the grievor to work in an unheated barn and to work
outside in all weather conditions. She is responsible for the
maintenance of the barn and the safety of both the residents and
the animals. In addition, Mrs. Reaume works cutting hay, dealing
the veterinarian and the farrier, harrowing the pasture, divining
the pasture, spraying various chemicals on the field, deworming and
providing medical treatment to the animals.
The Union called one further witness, Jacki Sharratt, to
describe her duties as Senior D.S.W. in the Step Ahead Store at
Blenheim. Since the Union is not making a usage argument, Ms.
11
Sharratt's evidence does not assist in the resolution of the
instant grievances.
The Employer called one witness, Carolyn Costelto, supervisor
of "Training On The Job" since 1984 (classification - Institutional
Care O.M. 14). Mrs. Costello has been involved in-vocational
training since September of 1975. She reviewed the nature of the
job performed by each of the grievors and the expeCtations she has
particularly with regard to the increased emphasis on social skills
and ~eality training. In particular, she was of the opinion that
in the P.R.I.D.E. program the majority of time is now spent on
social skills training. In large measure, Mrs. Costello agreed
with the testimony of the four representative grievors as to the
nature of their duties and acknowledged that staff involved with
Training On The Job has developed a long history of skill~ in
vocational training'since the 1970's. Mrs. Costello testified that
"day programmers", such as the grievors, and "residential staff"
working as D.S.W.'s or Senior D.S.W.'s and functioning as primary
care givers fall within the same classification either as
Counsellor 2 (Residential Life) or Counsellor 3 (Residential Life).
Mrs. Costello stated that the purpose of Training On The Job
was to prepare residents for community integration. She testified
that since January 1990 "with a large emphasis on social skills and
reality orientation, job training has become a secondary focus of
the program". However, when questioned in cross-examination, she
12
agreed that approximately 20% of the work time of the grievors was
devoted to the teaching of social skills and reality training. The
thrust of her evidence was that while the grievors performed
different jobs than Ward Residential Counsellors both groups are
primary care givers involved in the teaching of life skills whether
or not the emphasis is work related or non-work related. She
agreed that since November 1990 the 'mobile crew has had no
interaction with a Senior D.S.W. However, she maintains that
Employment Support Services processes and negotiates all contracts
for the mobile crew. In cross-examination, Mrs. Costello
acknowledged that Mary Reaume was involved in the buying and
selling of livestock. According to the supervisor's evidence, Mrs.
Reaume has full authority to sell livestock but must obtain her
approval for the purchase of animals. Mrs. Costello acknowledged
in cross-examination that of the four program areas in question all
grievors with the exception of Jane Osborne in the laundry program
had some financial responsibilities associated with their program
areas.
The grievors allege improper classification as Counsellor 2
(Residential Life). The current class standard reads:
COUNSELLOR 2 (RESIDENTIAL LIFEI
CLASS DEFINITION:
Employees in positions allocated, to this class have
successfully completed the prescribe~ Mental Retardation
Certificate Course (Residential Life) and, as qualified
Counsellors, act as substitute parents for an assigned group
13
Of mentally retarded residents in an Ontario Hospital School
or similar facility. On any shift, under the direction of a
supervising Counsellor, incumbents of positions in this class
actively encourage and train the residents to develop
acceptable standards of personal behaviour, cleanliness,
dress, conduct and sportsmanship.
These employees supervise the residents on or off the
premises and participate in sports, games, hobbies and other
programs related to the needs of the residents and designed to
teach them the mechanics of daily life. They counsel, advise
and encourage the residents in the areas of moral development,
deportment and adjustments to the demands of contemporary
society. They may administer prescribed medication, assist in
medical treatment and chart residents' behaviour and progress.
These employees meet With other Counsellors and other
staff to discuss problem cases and methods of unit
programming. They may provide advice and guidance to less
experienced Counsellors and may supervise Counsellors-in-
training and be responsible for their practical instruction.
They may temporarily be assigned to other areas of resident
therapy as required.
OUALIFICATIONS:
1. Successful completion of the prescribed Mental
Retardation Certificate Course.
2. Demonstrated ability and desire to understand the
problems of handicapped persons; the capacity to
establish and maintain effective relationships with them;
leadership; resourcefulness; integrity; good moral
character and habits; emotional maturity; good physical
condition.
The remedy requested is a Berry type of award or in the
alternative, reclassification as Counsellor 3 (Residential Life).
The higher class standard sought as an alternative remedy reads as
follows:
COUNSELLOR 3 (RESIDENTIAL LIFE)
Under the direction of the senior Counsellor in charge,
employees in positions allocated to this class supervise the
subordinate staff in a residence usually housing of the order
14
of 35 residents in an Ontario Hospital School or similar
facility. They are required to work on any shift and assist
in the training of Counsellors. Thsy may temporarily be
assigned to other areas of resident therapy as required.
During the presence of the Counsellor in charge of the
residence they assist in the supervision and instruction of
residence staff. During the shifts, or other periods, when
the Counsellor in charge of the residence is not present, they
are in charge of the residence acting in accordance with the
instructions of, and with authority delegated by the
Counsellor responsible for the residence.
These employees direct subordinate staff on their shift
in providing day-to-day living activities for the residents:
self-help, socialization and other training programs related
to the needs of the residents. They meet parents and visitors
and advise and consult with parents concerning their resident
children. They organize and assign work to subordinate staff;
train and advise Counsellors in their duties; maintain
standards of cleanliness and discipline to ensure proper moral
and social training of residents; control drugs; supervise the
administration of prescribed medications; consult with
supervising counsellors and other staff on the problems of
individual residents; assist in supervising pin money
expenditures and maintain all pertinent residential records.
OUALIFICATIONS
1. Successful completion of :the prescribed Mental
Retardation Certificate Course or an acceptable
equivalent combination of education, training and
experience.
2. At least one year of experience in a Counsellor 2
(Residential Life) position.
3. Supervisory ability; ability to promote and maintain
harmonious working relationships amongst subordinates and
with other staff; ability to deal tactfully with parents
and others; good physical condition.
The Union maintains that the grievors are primarily involved
in vocational training and that their actual duties and
responsibilities lie beyond the current classification as
Counsellor 2 (Residential Life). Mr. Wright contends that the
grievors do not act primarily as substitute parents but rather as
vocational instructors and that Mrs. Costello as a management
employee is not a "supervising counsellor" as contemplated by the
current class standards. Union Counsel contends that in~ the
absence of any reference to vocational training in the class
standard, the current class standard contemplates a residential
setting. The thrust of the Union's argument for a Berry award is
that the class series do not adequately reflect the grievors'
duties and responsibilities. In support, the panel was referred to
one authority - OPSEU (Bell et al) and Ministry of Community and
Social Services 0553/85 (Knopf).
The Employer argues that the current class standard is
sufficiently broad.to capture the nature of the grievors' duties.
Mr. Patterson contends that the grievors train residents "to
develop acceptable standards of personal behaviour" and'that it is
irrelevant whether the medium used is a pre-vocational setting, a
vocational setting or a residential setting. The Employer contends
that the grievors direct reporting relationship is to Mrs. Costello
and that it is irrelevant whether supervision is provided by a
management representative or by a bargaining unit employee. Mr.
Patterson contends that the grievors supervise residents in "other
programs .... designed to teach them the mechanics of daily life" as
contemplated by the second paragraph of the Counsellor 2
(Residential Life) class standard. The Employer further contends
that the commercial aspect of the various positions are not such as
16
to take any position out of the class standard. Two authorities
are submitted in support - OPSEU (Elrick, Lanqlois, Lewis and
Robertson) and Ministry of Correctional S,~rvices 10/85, 24/85,
19/85, 321/85 (Dissanayake); and OPSEU {Hartunq/Wolf) and Ministry
of Government Services 59/89 (Slone).
The issue for determination is whether or not the duties and
responsibilities of each of the representative grievors, when
measured against the current class standard[, are contemplated by
the standard. For any of these grievances to succeed, the panel
must be persuaded, on the evidence adduced and on the balance of
probabilities, that the core duties performed are beyond those
contemplated by the current class standard.
A class standard is by nature a general document describing in
generic terms a wide variety of specific jobs. However, a class
standard is not meant to be a job description. It has long be
recognized that a position specification form is generally designed
to describe a particular job. In the instant matter, the position
specification form filed is so general in nature that the parties
have agreed that it is irrelevant and of no assistance. In fact,
the position specification form before us contains no reference to
vocational training which is the very essence of the job performed
by each of the grievors.
17
There is no real dispute between the parties that the evidence
establishes that all four representative grievors are primarily
involved in various aspects of vocational training. In our view,
it must be said that the grievors do act as substitute parents in
the setting of a Regional Centre and in the context of vocational
programs they train residents to develop acceptable standards of
personal behaviour, cleanliness, dress, conduct and sportsmanship.
The Counsellor (Residential Life) class series contains no
preamble. The class series is designed to cover employees who have
successfully completed Mental Retardation certificate courses and
who work as qualified counsellors in a residential setting "in an
Ontario Hospital School or similar facility". The current class
standard of Counsellor 2 (Residential Life), dated July 1968, in
the absence of.· any revision, is now somewhat stale-dated. It
contains no reference~ to vocational training which, as we have
indicated, is the essence of the work performed by each of the
grievors. While we accePt the importance of generalized Class
Standards, we must ensure that the core duties of a particular
position fit comfortably within the assigned Class Standard. On
the evidence adduced, we are satisfied that the core duties
performed by all four grievors vary widely from the "core features"
of the "archetype" of the classification. In our view, the class
definition, Counsellor 2 (Residential Life) as presently framed,
does not capture the nature of the work performed by any of the
grievors. Accordingly, we find that each grievor is improperly
18
classified.
In our view, this is the appropriate case for a Berry type of
award and that the Employer be ordered "to find or create" a proper
classification for each of the grievors. If as we have found the
grievors are improperly classified as Counsellor 2 (Residential
Life) it cannot be said that they would be properly classified as
Counsellor 3 (Residential Life). The Employer is directed to
reclassify the grievors within three months of the release of this
award. In the event that such reclassification results in a higher
rate of pay, the grievors shall be entitled to retroactive
compensation 20 days prior to the filing of the grievances on
September 21, 1990. We retain jurisdiction during the
implementation of this award.
DATED at Brantford, Ontario, this ~i~ day of ~rch;- 1992.
~: L. VERITY, Q.C. - VICF/CHAIRPERSON
..............
"I Partially D~ssent" {partial dissent attached)
D. CB~RK - ~E~B~R
PARTIAL DISSENT
GSB #1923/90
OPSEU (Abrosimoff)
and The Crown in Right of Ontario
(Ministry of Community and Social Services)
I have read the majority decision and feel I must, with ali due
respect, dissent in part.
I certainly agree that in Mrs. Reaume's case (Livestock Program) a
Berry type award is appropriate. Obviously her duties and
responsibilities associated with the animals and machinery do not
fall within the class standard. I do not, however, agree that the
grievors in the Mobile Crew Program, LaUndry Program and
P.R.I.'D,E. Program are improperly classified.
Although I do not dispute the fact that the class standard of
Counsellor 2 (Residential Life) is outdated and makes no reference
to vocational training,. I do feel that the class stand~rd is
sufficiently broad enough to capture the nature of the grievors'"
duties in the remaining three programs.
With respect to the class standard of Counsellor 2 (Residential
Life), it states that employees in this class act as "substitute
parents" and they "train residents to develop acceptable standards
of pe.rsonaI behaviours, cleanliness, dress, conduct and
sportsmanship". This Board has already determined that the
grievors do act as substitute parents and they do train remidents
to develop acceptable standards of personal behaviour, etcetera,
albeit in a vocational setting.
The standard also refers to the fact that the work is performed
"under the direction of ~supervising Counsellor". In the
P.R.I.D.E. Program there is a Senior DSW there ail of the time.
In the Laundry Program the Senior DSW is present first thing every
morning and Ms. Osborne testified that "I don't require much
supervision but he is available by phone or beeper". In my
opinion, "under the direction of a supervising Counsellor" does
not mean that the supervisor has to be physically located in the
Laundry building. He was available if needed. In the Mobile Crew
- 2 -
Program, Ms. Lefaive's evidence was that she saw Ms. Costello
virtually every morning and at the end of the day and when Ms.
Lefaive had concerns, supervisory support was available when she
worked in the office. At the time in question, Ms. Lefaive was
physically located at the Centre.
In the second paragraph of the cia.ss standard it refers to
supervising the residents "on or off the premises". The residents
in the Mobile Crew Program go out to the parks, the beach and the
Bingo Hall. The "Resident" staff also take the residents out
(although not as often) to the bank, library and for recreational
purposes.
The class standard then states that the employees "... participate
in sports, games, hobbies and other programs ... designed to teach
(the residents) the mechanics of dail.y life" and further makes
reference to the "demands of contemporary society". Within each
of the three programs, the grievors do participate with what the
residents are doing. The class standard does not say that they
supervise the residents in sports, games or other programs. The
training function is teaching function, teaching by example. In
the Mobile Crew Program, the residents are introduced to community
survival and community awareness skills. They are taught such
things as the meaning of a red light, 'when to say hello, when to
shake hands, when to introduce themselves to people, to pay
attention to tasks, and to finish a task. In addition, a lot of
time is spent at the Centre teaching the residents social skills
and reality orientation. In the P.R.I.D.E. Program, reality
orientation and social awareness skills are explicitly taught in
classroom setting. The very nature of the work resembles a hobby
or craft orientation. In the Laundry Prot~ram the goal is not to
train the residents to become laundry workers but to teach them
generic skills to integrate them into society. Ms. Osborne agreed
that she taught the residents acceptable social behaviour and
tried to develop their communication skills. She also, during the
peak periods, assisted in the residential areas by "encouraging
appropriate conversation" and "socializing" with the residents.
The class standard makes reference to charting residents'
behaviour and progress as well as discussing problem cases and
methods of unit programming. In my submission, Ms. Lefaive, Ms.
Osborne and Ms. Brazil do this through the regular staff meetings
and the Inter-Disciplinary Program. As members of the
multi-disciplinary resource team they discuss and review the
progress of individual residents.
3/...
The stated goal of the "Training On The Job" program is "to
provide every client entering this program the opportunity for
life skills training that will facilitate community placement
appropriate to their needs, desires and competencies". In my
opinion, that is what the grievors do and it is irrelevent that it
is done in a vocational setting. The residents are taught generic
life skills for integration into society. Inherent in this
integration is the fact that there are certain roles to be played
and rules to be observed. The residents are continually being
taught the necessary skills to accomplish this.
In conclusion, I agree that a Berry type award is appropriate for
the grievor in the Livestock Program. I feel, however, that the
grievors in the Mobile Crew Program, the Laundry Program and the
P.R.I.D.E. Program are properly classified and as such, I would
have dismissed their grievances.
Don M. Clark