HomeMy WebLinkAbout2005-1443.Tardiel et al.09-08-11 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
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GSB#2005-1443
Group ?A? & ?B?
UNION#2005-0530-0022
IN THE MATTER OF AN ARBITRATION
Under
THE CROWN EMPLOYEES COLLECTIVE BARGAINING ACT
Before
THE GRIEVANCE SETTLEMENT BOARD
BETWEEN
Ontario Public Service Employees Union
(Tardiel et al)
Union
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The Crown in Right of Ontario
(Ministry of Community Safety and Correctional Services) Employer
BEFOREChristopher J. Albertyn Vice-Chair
FOR THE UNIONDavid Wright, Ryder Wright Blair &
Holmes LLP, Barristers & Solicitors
Eric del Junco, Barrister and Solicitor
Donald McLeod, The McLeod Group,
Barristers and Solicitors
FOR THE EMPLOYER
Melissa Nixon
Ministry of Government Services
Counsel
HEARING
July 9, 2009.
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Decision
[1]The decisions issued previously to address the systemic issues at the Toronto Jail need to
be supplemented or varied periodically to address changing circumstances appropriately.
[2]This decision updates the Board?s decisions of April 2, 2009 and June 30, 2009.
[3]The June 30, 2009 decision addressed the action plans the parties had agreed to, or were
directed to, accomplish. Pursuant to that decision:
a) The action plan for Objective No.5 is amended as follows:
Action: Mr. Dvorak and Mr. Brewster will consider how best to achieve this
objective.
Review date: October 15, 2009.
b) The Superintendent will arrange for a meeting of the Coordinating Committee every
two weeks. The members of the Coordinating Committee shall attend each scheduled
meeting. The schedule of the meetings during 2009 will be coordinated with the
members of the Coordinating Committee by July 31, 2009.
c) The parties will report back of progress with implementation of the Actions in the
June 30, 2009 decision at a hearing on October 15, 2009.
[4]The April 2, 2009 decision contained a schedule setting out the Objectives of Principle
from the August 11, 2008 decision. That portion of the April 2, 2009 decision is hereby
amplified and supplemented as follows:
a) re. Objective No.10:
Action: Staff are entitled to report wrongdoing in accordance with Part VI of the
Public Service of Ontario Act, 2006, S.O. 2006, c. 35, Sched. A. (Disclosing and
Investigating Wrongdoing).
b) re. Objectives No.?s 20, 41, 42:
Action: These will be reviewed by the Coordinating Committee.
c) re. Objective 22:
Action: The Vice-Chair will continue to pursue this issue, convening appropriate
meetings to advance this objective.
d) Objective No. 25 will have the words ?as defined under the Ontario Human Rights
Code? added at the end thereof. Objective No. 25 will therefore read:
25. Where appropriate, management should suspend the placement on, or progression
through the attendance support program of any staff member who is a
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letter recipient and/or victim of racism or discrimination at the Toronto Jail as defined
under the Ontario Human Rights Code. (47)
e) Objective No. 28 is deleted.
f) re Objective No. 29:
Action: This will be done periodically at the provincial MERC and provincial
SAROCC.
g) Objective No. 34 will have the words, ?that reflects diversity? added. Objective No.
24 will therefore read:
Management should recruit mature officers with work and life experience that
reflects diversity. (63)
h) Re Objectives No.?s 47 and 48:
Action: Recognizing that permanence in managerial appointments adds stability to
the institution, Dr. Agard and Mr. Conry will prepare a plan to accomplish these
objectives by September 30, 2009. This will enable the parties to respond to the plan
to be presented at the October 15, 2009 report back hearing.
i) Re. Objective No. 50:
Action: Ms. Jones, (the Superintendent) or Mr. Aspiotis (the Acting Deputy-
Superintendent: Operations) will tour the jail every day, unless this proves
impossible.
j) Re. Objective No. 53:
Action: The report to an employee and to the Union regarding a complaint against a
member of management or another employee by an employee or the Union will be
one of the following: no action taken; corrective action taken (meaning: counselling
and/or training); or disciplinary action taken (meaning: formal reprimand, suspension
or dismissal).
k) Re. Objective No. 55:
Action: This should include review by the Coordinating Committee of inter-personal
conflicts, and refusals by officers to work with particular officers.
l) Re. Objectives No.?s 57 & 58:
Action: All managers will be provided with fact-finding training by OED.
Responsibility: Dr. Agard
Implementation Date: November 1, 2009
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[5]I remain seized with respect to the interpretation or implementation of this decision.
th
Dated at Toronto this 11 day of August 2009.
Christopher J. Albertyn, Vice-Chair