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Home My WebLink About2009-2803.Tauvette.11-02-08 Decision Commission de Crown Employees Grievance UqJOHPHQWGHVJULHIV Settlement Board GHVHPSOR\pVGHOD 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 7pO Fax (416) 326-1396 7pOpF GSB#2009-2803 UNION#2010-0678-0001 IN THE MATTER OF AN ARBITRATION Under THE CROWN EMPLOYEES COLLECTIVE BARGAINING ACT Before THE GRIEVANCE SETTLEMENT BOARD BETWEEN Ontario Public Service Employees Union (Tauvette) Union - and - The Crown in Right of Ontario (Ministry of Community Safety and Correctional Services) Employer BEFOREVice-Chair Felicity D. Briggs FOR THE UNION Stephen Giles Ontario Public Service Employees Union Grievance Officer FOR THE EMPLOYER Greg Gledhill Ministry of Government Services Centre for Employee Relations Staff Relations Officer HEARINGJanuary 24, 2011. - 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 FROOHFWLYHDJUHHPHQWGXULQJWKH³ILUVWSKDVHRIWKH0LQLVWU\¶VWUDQVLWLRQ´2QHPHPRUDQGXP dated May 3, 2000 (hereinafter reIHUUHGWRDV³0(5&´0LQistry Employment Relations Committee)) outlined conditions for the correctional officers while the second, dated July 19, KHUHLQDIWHUUHIHUUHGWRDV³0(5&´ SURYLGHGIRUWKHQRQFRUUectional 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 VHWWOHPHQWVZHUH³ZLWKRXWSUHMXGLFHRU precedent to positions either the union or the employer may take on the same issues in future GLVFXVVLRQV´WKHSDUWLHVUHFRJQL]HG 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 - 3 - 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 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 - 4 - larger, not smaller. It is for these reasons that the process I have outlined is appropriate in these circumstances. [9]Danielle Tauvette was an unclassified Correctional Officer at Algoma Treatment and Remand Centre at the time she filed a grievance alleging that the Employer violated various articles of the Collective Agreement by failiQJWRRIIHUKHUD³UROORYHU´RSSRUWXQLW\ [10]The Employer and the Union agreed that there were a number of Correctional Officer positions at ATRC for roll-over. Ultimately the parties agreed that seven officers would be rolled over and an eighth Correctional Officer position would be filled by way of lateral transfer. [11]The grievor had sixty four hours less than the officer who received the seventh roll over position. While I appreciate that the grievor might be somewhat frustrated given that she has been working as an unclassified officer for a number of years, there is no violation of the Collective Agreement or any other document. [12]Accordingly, the grievance is dismissed. th Dated at Toronto this 8 day of February 2011. Felicity D. Briggs, Vice-Chair