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Home My WebLink About2004-2829.Mathieu.06-06-27 Decision Commission de Crown Employees Grievance Settlement règlement des griefs Board des employés de la Couronne Suite 600 Bureau 600 180 Dundas St. West 180, rue Dundas Ouest Toronto, Ontario M5G 1Z8 Toronto (Ontario) M5G 1Z8 Tel. (416) 326-1388 Tél. : (416) 326-1388 Fax (416) 326-1396 Téléc. : (416) 326-1396 GSB# 2004-2829 UNION# 2004-0447-0010 IN THE MATTER OF AN ARBITRATION Under THE CROWN EMPLOYEES COLLECTIVE BARGAINING ACT Before THE GRIEVANCE SETTLEMENT BOARD BETWEEN Ontario Public Service Employees Union (Mathieu) Union - and - The Crown in Right of Ontario (Ministry of Community Safety and Correctional Services) Employer BEFORE Vice-Chair Felicity D. Briggs FOR THE UNION Stephen Giles Grievance Officer Ontario Public Service Employees Union FOR THE EMPLOYER Lucy Neal Senior Staff Relations Officer Ministry of Community Safety and Correctional Services HEARING May 25, 2006. 2 Decision In September of 1996 the Ministry of Co rrectional Services notified the Union and employees at a number of provincial corr ectional institutions that their facilities would be closed and/or restructured over the next few years. On June 6, 2000 and June 29, 2000 the Union filed policy and i ndividual grievances th at alleged various breaches of the Collective Agreement includi ng Article 6 and Article 31.15 as well as grievances relating to the filling of Correctional Officer positions. In response to these grievances the parties entered in to discussions and ultimately agreed upon two Memoranda of Settlement concerni ng the application of the collective agreement during the ?first phase of the Ministry?s transition?. One memorandum, dated May 3, 2000 (hereinaft er referred to as ?MERC 1? (Ministry Employment Relations Committee)) outlined conditions for the correctional officers while the second, dated July 19, 2001 (hereinafter re ferred to as ?MERC 2?) provided for the non-correctional officer staff. Both agreem ents were subject to ratification by respective principles and settled all of the grievances identif ied in the related MERC appendices, filed up to that point in time. While it was agreed in each case that th e settlements were ?without prejudice or precedent to positions either the union or the employer may take on the same issues in future discussions?, the part ies recognized that disputes might arise regarding the implementation of the memora nda. Accordingly, they agreed, at Part G, paragraph 8: The parties agree that they will request that Felicity Briggs, Vice Chair of the Grievance Settlement Board will be seized with resolving any disputes that arise from the implementation of this agreement. 3 It is this agreement that pr ovides me with the jurisdicti on to resolve the outstanding matters. Both MERC 1 and MERC 2 are lengthy and comprehensive documents that provide for the identification of vacanci es and positions and the procedure for filling those positions as they become ava ilable throughout various phases of the restructuring. Given the complexity and size of the task of restructuring and decommissioning of institutions, it is not surprising that a number of grievances and disputes arose. This is another of the disputes that have arisen under the MERC Memorandum of Settlement. When I was initially invited to hear theses transition disputes, the parties agreed that process to be followed for the de termination of these matters would be virtually identical to that found in Article 22.16.2 which states: The mediator/arbitrator shall endeavour to assist the parties to settle the grievance by mediation. If the partie s are unable to settle the grievance by mediation, the mediator/arbitrator shall determine the grievance by arbitration. When determining the grievance by arbitra tion, the mediator/arbitrator may limit the nature and extent of the evidence and may impose such conditions as he or she considers appropriate. The mediator/a rbitrator shall give a succinct decision within five (5) days after completi ng proceedings, unless the parties agree otherwise. The transition committee has dealt with do zens of grievances and complaints prior to the mediation/arbitration process. Th ere have been many other grievances and issues raised before me that I have e ither assisted the parties to resolve or arbitrated. However, there ar e still a large number that have yet to be dealt with. It is because of the vast numbers of grieva nces that I have decided, in accordance with my jurisdiction to so determine, that grievances are to be presented by way of 4 each party presenting a statement of th e facts with accompanying submissions. Notwithstanding that some grievors might wish to attend and provide oral evidence, to date, this process has been efficient and has allowed the parties to remain relatively current with disputes that arise from the continuing transition process. Not surprisingly, in a few instances there has been some confusion about the certain facts or simply insufficient detail has been provided. On those occasions I have directed the parties to speak again w ith their principles to ascertain the facts or the rationale behind the particular outst anding matter. In each case this has been done to my satisfaction. It is essential in this pr ocess to avoid accumulating a b acklog of disputes. The task of resolving these issues in a timely fashi on was, from the outset, a formidable one. With ongoing changes in Ministeria l boundaries and other organizational alterations, the task has late ly become larger, not smalle r. It is for these reasons that the process I have outlined is appropriate in these circumstances. Ms. Gail Mathieu was an OAG 8 working at the Pembroke Jail when she was given notice of the common surplus date of February 4, 2003. She elected Redeployment. Accordingly she worked her six month notice period at the Pembroke Probation and Parole Office a nd while there filed a grievance that alleged the Employer was ?in violation of specifically but not exclusively Articles 2 and 20 of the Collective Agreement.? By way of remedy she stated, ?The amalgamation of Children?s services into the Ministry of Children and Youth Services has resulted in the creation of permanent full-time hours and therefore a 5 full time classified position to which I sh ould be directly assigned as per the Collective Agreement.? I understand that it was the Ms. Mathieu?s view that the Employer should have created one full time OAG 8 position to which she wa s entitled. Instead, the Employer decided to have two regular part time OAG 8 positions. There is nothing in the Collective Agre ement that would oblige the Employer to create a full time position rather than two part time positions. Indeed, the Employer has the right under the Management?s Rights provision to make such determinations so long as it does not violation the Collective Agreement. The Employer did not breach any articles of the Collective Ag reement in this instance. Moreover, the grievor was asking for an assignment that was in a different Ministry. There is no entitlement to such cross Ministry appointments. For those reasons, the grievance is dismissed. th Dated in Toronto, this 27 day of June 2006. Felicity D. Briggs Vice-Chair