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Home My WebLink About2009-3257.Ewing.12-01-17 Decision Crown Employees rieva nce Settlement oard 1Z8 l. (416) 326-1388 x (416) 326-1396 t des griefs es employés de la t Z8 l. : (416) 326-1388 léc. : (416) 326-1396 UNION#2010-0517-0002 IN THE MATTER OF THE CROWN EMPLOYEES COLLECTIVE BARGAINING ACT Before THE GRIEVANCE SETTLEMENT BOARD ETWEEN G B Suite 600 180 Dundas St. West Toronto, Ontario M5G Te Fa Commission de règlemen d Couronne Bureau 600 180, rue Dundas Oues Toronto (Ontario) M5G 1 Té Té GSB#2009-3257 AN ARBITRATION Under B Ontario Public Sployees Union (Ewing) Union - and - (Ministry of Community Safety and Correctional Services) Employer ervice Em The Crown in Right of Ontario BEFORE Felicity D. Briggs Vice-Chair FOR THE UNION ice Employees Union FOR THE EMPLOYER Stephen Giles O G ntario Public Serv rievance Officer s s Greg Gledhill Ministry of Government Service C E entre for Employee Relation mployee Relations Advisor HEARING November 21, 2011 & January 9, 2012. - 2 - Decision [1] In September of 1996 the Ministry of Correctional Services notified the Union and employees at a number of provincial correctional 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 individual grievances that alleged various breaches of the Collective Agreement including 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 into discussions and ultimately agreed upon two Memoranda of Settlement concerning the application of the collective agreement during the “first phase of the Ministry’s transition”. One memorandum, dated May 3, 2000 (hereinafter referred to as “MERC 1” (Ministry Employment Relations Committee)) outlined conditions for the correctional officers while the second, dated July 19, 2001 (hereinafter referred to as “MERC 2”) provided for the non-correctional officer staff. Both agreements were subject to ratification by respective principles and settled all of the grievances identified in the related MERC appendices, filed up to that point in time. [2] While it was agreed in each case that the settlements were “without prejudice or precedent to positions either the union or the employer may take on the same issues in future discussions”, the parties recognized that disputes might arise regarding the implementation of the memoranda. 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 provides me with the jurisdiction to resolve the outstanding matters. [4] Both MERC 1 and MERC 2 are lengthy and comprehensive documents that provide for the identification of vacancies and positions and the procedure for filling those positions as they become available 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. [5] When I was initially invited to hear theses transition disputes, the parties agreed that process to be followed for the determination 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 parties are unable to settle the grievance by mediation, the mediator/arbitrator shall determine the grievance by arbitration. When determining the grievance by arbitration, 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/arbitrator shall give a succinct decision within five (5) days after completing proceedings, unless the parties agree otherwise. [6] The transition committee has dealt with dozens of grievances and complaints prior to the mediation/arbitration process. There have been many other grievances and issues raised before me that I have either assisted the parties to resolve or arbitrated. However, there - 3 - are still a large number that have yet to be dealt with. It is because of the vast numbers of grievances that I have decided, in accordance with my jurisdiction to so determine, that grievances are to be presented by way of each party presenting a statement of the 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. [7] 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 with their principles to ascertain the facts or the rationale behind the particular outstanding matter. In each case this has been done to my satisfaction. [8] It is essential in this process to avoid accumulating a backlog of disputes. The task of resolving these issues in a timely fashion was, from the outset, a formidable one. With ongoing changes in Ministerial boundaries and other organizational alterations, the task has lately become larger, not smaller. It is for these reasons that the process I have outlined is appropriate in these circumstances. [9] Over a number of years the transition committee has faced various and continuing organizational changes within this Ministry and has worked tirelessly to attempt to reduce or at least significantly limit the impact on members of the bargaining unit. Recently further jail closures have been announced and the committee is making every effort to resolve disputes in a timely fashion. [10] Chris Ewing is a Correctional Officer presently working at Toronto West Detention Centre. He began to work as a fixed term Correctional Officer at Maplehurst Correctional Centre. In November of 2008 he received a letter from the Employer informing him that he was being transferred to Toronto West Detention Centre and that matter is a dispute that is being dealt with in another proceeding. [11] The grievor has alleged that the Employer has violated the Collective Agreement by failing to “roll-over” his status to classified. He suggested that he should have been classified in a roll-over at the TWDC on December 29, 2009 along with 16 other officers. He stated that he was within the top ten officers on the seniority list and therefore should have been classified. [12] The parties negotiated a MERC agreement signed November 29, 2009, regarding the roll- over at TWDC. In that agreement it was stated the following: [13] To be eligible for a rollover as the result of this Memorandum of Agreement, in accordance with COR9, a fixed-term Correctional Officer must have been employed at their current worksite for a period of one year from September 24, 2008. Otherwise, eligibility for roll-over will be from the institution from which they transferred, providing the fixed term employee was at the previous institution for one year from September 24, 2008. [14] The grievor began his employer at TWDC on December 8, 2008 and therefore was not eligible for rollover at TWDC. [15] There were 23 Correctional Officers who were rolled over at Maplehurst Correctional Complex at the same time. According to the documents provided by the parties, the last person who was converted at MCC had 11,420 hours while the grievor had only 10,451 - 4 - hours. Accordingly, even had he stayed at MCC he would not have been rolled over at that time. [16] For those reasons, the grievance is dismissed. Dated at Toronto this 17th day of January 2012. Felicity D. Briggs, Vice-Chair