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HomeMy WebLinkAbout1981-0647.Heginbottom.82-06-16GRIEVANCE -’ W;bEMENT _ IN THE MATTER OF AN AR3 ITRATION Under THE CROWN EMPLOYEES COLLECTIVE BARGAINING ACT Before THE GRIEVANCE SETTLEMENT 3OARE ;+,F,:~;;:~ Between: OPSEU (J. Heginbottom) -and- Grievor The Crown in Right of Ontario (Ministry of Revenue et al) Employer Before: - J. W. Samuels -Vice Chairman G. B. Walker - Member p. Craven - Member For the Grievor: M. Levinson, Counsel Golden, Levinson For 0. W. Brown, Q.C., Counsel Crown Law Office Ministry of the-Attorney General .-. . Hearings: - February 15, 1982 March 29, 1982 April 5 and 30, 1982 June 2, 1982 -CONTENTS. Preface........;..........~ ............... ..'.......... Introduction...............................~ .......... Preliminary Matters ....... . ........................... a. Timeliness...............;. .................. b. Evidence to be considered ................... The Job in Question ................................... Qualifications of the Grievor ......................... Conclusions ........................................... List of Exhibits ...................................... 2 5 5 8 9 13 19 21 - .1. Preface- The evidence in this matter consists-largely-of examples of graphic artwork. We-have pieces provided by the grievor to show the kind of work he is capable of, and material from the Ministry of Revenue to illustrate the, kind of work to be done in the job in question. The argument and decision in this case are based primarily on a consideration of this evidence. Unfortunately, it is impossible to de- scribe adequately for the reader the nature of this evi- dence.~ However, for the benefit of the parties, it is necessary to make.clear in the award the reasons for the conclusions arrived at. I have decided to state my con- clusions generally, and give specific reference to the exhibits on which the points are based. At the end of this award, the reader will find a complete list of the exhibits. .', : , - 2. Introduction The grievor became a redundant employee after September 30, 1981, following more than 20 years of service _ for the provincial government. At the end, he was a Senior Cartographer with the Ministry of Treasury and Economics, classified as a Cartographer 4. On February 27, 1981, he was notified that this redundancy would occur in a letter to him from the Deputy Minister of the Ministry of Treasury and Economics (Exhibit 4). In the letter, he was told that the requirements of the Ministry for cartographic services had. substantially diminished, therefore his position was being abolished as of April 1, 1981, and his services would no longer be required after September 30. He was advised to explore for other employment, and was given a copy of then Collective Agreement, which outlined his entitlement as a surplusemployee. -. -.The.Collective Agreement~provides for surplus. employees as follows: "24.2.1 Where an employee is identified as surplus he shall be assigned on the basis of his seniority to a vacancy,in his ministrywithin a forty (40) kilo- metre radius of his headquarters pro- vided he is qualified to perform the work and the salary maximum of the vacancy is not greater than three per- cent (3%) above nor -twenty percent (20%) ' below the maximum salary of his classi- fication, as follows: a vacancy which is in the same class or position as the employee's class or position; - 24.2.2 24.2.3 On September 16, Mr. Heginbottom wrote to the Director of Personnel of the Ministry of Treasury and Eco- , nomics to say that he wished to displace another employee as a result of his iay-off, and asked to be told what-position he would receive (Exhibit 6). 3. a vacancy in a class or position in which the employee has served during his current term of con- tinuous service: or another vacancy. With mutual consent, a surplus employee shall be assigned to a vacancy in his ministry beyond a forty (40) kilometre radius of his headquarters provided he is qualified to perform the work and then salary maximum of the vacancy is not greater than three percent (3%) above nor twenty percent (20%) below the maximum salary of his classification. Relocation expenses shall be paid in accordance with the provisions of the Employer's policy. Where an employee has not been assigned~ in accordance with subsections 24.2.1, or 24.2.2, he shall be assigned on the basis of his seniority to a vacancy in another ministry within a forty (40) kilometre radius of his headquarters provided he is qualified to perform the work and the salary maximum of the vacancy is not greater than three per- cent (3%) above nor twenty percent (20%) below the maximum salary of his classi- fication, as follows: . a vacancy which is in the same class or position as the employee's class or position;. a vacancy in a class or position in which the employee has served during his current term of con- tinuous service; or another vacancy." 4. When we met to ~hear~evidence concerning the first position, we learned that, ,in fact, it did not fall within - the position< to which the grievor would be entitled under Article 24.2.3, because certain conditions were not-met. The reply from the Director of the Ministry's , Personnel Administration Branch came on September 18. It made clear that there were no suitable posit&ons in the Ministry. The grievance was filed on the same day. The parties agree that, in the circumstances, the only relevant provision is Article :24.2.3, which gives the ~grievor the right to~be assigned~to a vacancy in another ministry, provided he is qualified to perform the work, and certain other conditions are met. At the outset of this case, three vacancies were identified. The griever had applied for these positions and was unsuccessful. He argued that he should have been assigned to at least one of them. They were: a Planning Technician in the Ministry of Culture and Recreation a Graphic Artist in the Ministry Of Revenue a Publications Designer in thg Ministry,of Education. Our plan was to hear evidence and arguziient'on these posi- tions in turn, and render decisions one by one -- ceasing the process if the grievor was successful on one. 5. We have now heard evidence and argument concerning the second position with the iclinistry of Revenue. This is our award concerning this position. Preliminary Matters - a. Timeliness At the outset of our hearing, the Employer raised a preliminary objection related to timeliness. In the first place, Mr. Brown argued that the grievance was too late be- cause the grievor knew of his impending redundancy 'in Febru- ary 1981, applied for and was refused for the Ministry of . Revenue position in March 1981, and didn't file the griev- ante until.September 1981. Be suggested that any waiver which may have preceded the hearing was irrelevant, because he had made the objection from the opening of our.hearings. Secondly, and in the alternative, Mr. Brown suggested that fhe grievor's claim was too early. The Ministry of Revenue position was vacant before the-grievor became redundant, and therefore he can't grieve the fact that he didn't get the job. The Union presented evidence that no objection to the timeliness of the grievance with respect to the Ministry of Revenue position was made at a grievance meeting with the Employer (Ministry of Treasury and Economics) on November 16, 1981. - 6. Following the argument on this matter, the Board ruled that: 1. The Collective Agreement is between-the Union and the Management Board of Cabinet. 2. A Ministry represents the Management Board in its dealings with the Union. 3. The actions of the Ministry of Treasury and ECO- nomics bind the Management Board as a whole, and the Ministry of Revenue in particular. Thus, a waiver by the Ministry of Treasury and Economics would bind the Ministry of Revenue, even though no representative of the latter Ministry was. present at the meeting. 4. In the Collective Agreement, Article 27.2.1 sets a time limit of 20 days on the filing of a griev- ance, and Article 27.9 provides that the grievance is withdrawn if the time limit iS not met. How- ever; Article .27.11 contemplates an extension of the time by the parties~ inwriting.. 5. The Board is prepared to find a waiver of the time limit, both oral and written, in the following-- a. The representations by the Employer at the meeting of November 16; b. The fact that no objection as to timeliness was raised in the Employer's letter of Novem- S ber 20, following the meeting (Exhibit 9); - C. The letter to the Union from the Employer on December 29, 1981, concerning the grievance -’ 7 of MrTHeginbottom, again raised no technical objection (Exhibit 3). 6. With respect to the argument that the grievance -- was too early, the key point is-that the vacancy -' ,- in the Ministry of Revenue was filled after April 1, and by then-the grievor 'was a surplus employee, though his services,had not yet been terminated. 7. The Board expressly refrained from deciding whether or not the grievor could be considered redundant before April 1. However, we did remark that it would not make much sense to make an employee wait until he or she was out on the street before providing the protection offered by the Collective Agreement to redundant employees. Indeedi in this case, the grievor was told of the redundancy on .February 27, and was advised to start looking for other employment by the Deputy Minister. Surely the Collective Agreement contemplates continuous employment, if possible. A redundant employee should- be assigned to a vacancy ,before phi& em- ployment is terminated. 8. Finally, we noted that, in Van Steen, 333/81, this Board had already remarked on the need for the Employer to coordinate its services under Article 24. -~ For all of these reasons, we denied-the objections concerning timeliness. .’ - - 8. b. Evidence to be considered Kt our hearings, the grievor introduced a number of exhibits to demonstrate the kind of work he has done in the past. It appears that we received more than was included in the portfolio he submitted to the Ministry of Revenue when he made his application for the job in ques- tion. On behalf of the Ministry, Mr. Brown argued strenu- ously that we should take into account only those exhibits which formed part of the portfolio, because this was the material on which the Ministry had to base its decision. It would be unfair to permit the grievor to support his job application with one set of exhibits, then when he lost, to grieve to this Board and provide another, fuller set-of exhibits. On the other hand, Mr. Levinson suggested for the . grievor that we must decide whether or not he is qualified to perform the work, based on all the evidence before us. In the first place, it would be difficult to do what Mr. Brown has asked us to do, because it is not possible to be precise on what was in the original portfolio. The testimony before this Board does not permit us to say clearly what material was in the portfolio. - Secondly, however, I have considerable sympathy for the point made by Mr. Brown that it would be unfair to - the Employer to penalize him for a decision made on incom- plete evidence provided by the grievor. It is the grievor's :. - 9. I fault if too little was in the portfolio to make an adequate judgment. Thirdly, I agree with Mr. Levinson that this-Board is not constrained by the paucity of evidence in the ori- ginal portfolio. Our task is to interpret and apply the Collective Agreement. And, in this matter, the sole ques- tion is whether or not the grievor is qualified to perform the work. We must base this decision on all the evidence put before us concerning the griever's qualifications. In order to rationalize the need for fairness to the Employer, and our ability to take into account all of the evidence, we can put the grievor into the job as of the Gate 'of our award, rather than the date of the competition or grievance. In this way, the Employer suffers no obliga- - I - il tion to pay retroactive compensation as a result of the grievor having failed to provide sufficient informat.ion in - his original portfolio. In the event that we decide that the grievor is qualified to perform the work here, we shall put him intp the-position as of the date of our award. The Job in Question The job in question is that of a graphic artist in the Taxpayer Services Branch of the Ministry of Reve~nue. - 10. This Branch produces brochures , .booklets and other material - to assist provincial taxpayers to understand tax laws which affect them.-This includes tax grant programs. The Branch also produces several' internal newsletters. The advertisement in Topical for the job read as llows: GRAPHIC ARTIST (Commercial Artist 2) (Schedule 3) $16,700-18,900 (open) Required by the Ministry of Revenue to provide graphic art and associated services for the tax- payer services branch. You will: consult with ministry personnel on graphic or pictorial pre- sentations of variety of projects; prepare rough layouts, paste-ups, illustrations and final art- work; take photographs; design overhead trans- parencies, storyboards and instant lettering for projects; co-ordinate the printing and reproduc- tion of materials; recommend appropriate printing techniques and media. Location: currently Toronto; however, this position will be available only toapplicants who are willing to work in Oshawa when the ministry relocates in 1982. Qualifications:. ability-to perform all aspects of commercial arts operations; thorough~knowledge of associated areas (eg. photography, drawing, printing). acquired through progressive, experience in respond- '. 'sible artwork; ability to~work with a~ diverse group of clients and under minimal supervision. The Position Specification for this job is as,fol- lows: - SUMMARY OF DUTIES AND RESPONSIBILITIES 1. Executes the design of illustrations and the layout of information in graphic or pictorial form by: -- - 11. consulting with divisional operations and tax specialist personnel on subject matter and the nature oft graphic or pictorial presentation; consulting with the writer/editor to create rough layout and design concepts illustrations for a wide variety of pro- jects; preparing layout, paste-up for all di- visional branch newsletters: preparing illustrations such as line- drawings, charts, graphs and cartoons for a variety of projects: takidg,still photographs of Ministry personnel for branch newsletters; photographing a variety of material per project requirements; preparing storeyboards for advertising, audio-visual productions etc.: producing overhead transparencies: executing instant lettering for signs, etc.: ::. 2. Co-ordinates artistic printing and reproduction by: liaising with printing and production firms; recommending appropriate printing stocks and techniques required to complete the project such as paper bonds, cover stocks, finish and process; recommending appropriate bindery technique. 3. Recommends graphic OCR pictorial support when warranted. 4. Other duties as assigned. SKILLS AND KNOWLEDGE REQUIRED TO PERFORM THE WORK Ability to prepare imaginative conceptual designs in visual media. Thorough knowledge of commercial arts operations with a good knowledge of associ- ated areas -(e.g. photography, drawing, printing, drafting) usually acquired through several years progressive experience in responsible artwork. Ability to work with a minimum of supervision and to complete projects on time. with diverse client. groups. Ability to work From the exhibits provided to us by the Ministry, we can derive some idea of the nature and quality of work .a - - . . 12. - -required. Exhibits 54 to 58 demonstrate a need for someone who can lay-out text and design printed material. The only photograph used in these exhibits was taken professionally _ by an outside photographer. The purpose of these materials is-to convey information clearly, and the layout, print style, and design must assist in this task. Exhibits 52 and'53 are posters and show the need for skill in drawing and the use of color. The illustra- tions are somewhat conceptualized, there is no fine figure detail in the drawing. An air-brush was used in the pre- paration of Exhibit 52. Exhibits 48 to 51 are newsletters. Apparently the numerous black-and-white photographs were almost all taken by the graphic artist, who also laid out the text. While the print quality of the photographs is not very good in these newsletters, the underlying photographs are quite well _. done. By and large; they appear to be taken indoors by ~available light, or by flash held high over the camera to produce little shadow behind the subjects. Some of the portraits are quite flattering, and the general level of composition is good. These exhibits demonstrate that the graphic artist must be,a competent photographer, with a good understanding of exposure and composition. Be must know what film to choose for the light available to him, and he has to have a fair talent with an electronic flash, OK .~ - .* studio lights. - 13. Exhibit 60 contains a number of drawings which show the kind of drawing skill rqquired. During the testimony of Messrs. Coe and Doiron, the supervisors of the graphic artist, much was made of the need for the, artist to understand computer type-setting and laser printing. Quite frankly, I do not understand this evidence. The graphic artist lays out the job and the printer prints it. The printer may do the type-setting by a variety of methods, one of them being wi,th the aid of the computer. While the artist's instructions may vary somewhat depending on the method of type-setting, any knowledge he has to have concerning the type-setting process is very rudimentary. Similarly, laser printing is one technology which may be employed by the printer. Apparently, if the printer uses this technology, there are fewer steps to be gone through by the graphic artist. It is work-saving as- \ far as he is concerned. I fail to see what ~significant knowledge~the artist needs about .laser printing. ~The testi- ~. mony indicated that the final product is the same whatever the technology used for type-setting and printing. -. Qualifications of the 'Griever Mr. Heginbottom attended Western Technical School ' from 1953 to 1955, and received a diploma in 1955. At that time, he was a member of the camera club. From then until 1961, he worked as a commercial artist with Photo Engravers 14. - -and Electrotypers Co. Ltd., and was responsible for the men's fashion pages of the Simpsons catalogue. This re-- quired skill in watercolor and design. He also attended evening classes in academic subjects at a high-school. From December 1961 to the date of the competition in question, he worked as a cartographer in the Cartography and Drafting Services Unit of the Ministry of Treasury and Economics. He designed and produced booklets, newsletters, boardroom presentations, and window displays. In the news- letters, he was responsible for cover des,igns, page layouts, graphs, maps, illustrations 'and cartoons. His boardroom presentations included easel panels and overhead trans- parencies. . In the end, he was classified as a Cartographer 4, in a Senior Cartographer position. His Position Specifica- tion read: ~7; PURPOSE OF-POSITION:. To supervise- and parti-. cipate in the design of graphic layouts for covers, books, charts'and maps to illustrate and supplement textual and tabular material prepared in conjunction with special physical and environmental studies and with socio- economic research studies undertaken by Regional Development Branch personnel. 8. ACTIVITIES AND RESPONSIBILITIES: 50% 1. Organizes and supervises the acti- ' vities of the Cartographic Unit by performing duties such as: - discussing requirements with Co-ordinator and or Regional Analysts; receiving background information relating to objectives of studies undertaken and graphic material _. resolving major technical problems en- countered, undertaking more complex assignments personally: ensuring that maps are produced in time to meet required deadlines, negotiating smaller printing contracts, maintaining liaison with printers regarding map re- production: being responsible for technical accuracy and proof reading of all completed drafting work and submitting to Co- ordinator for approval; recommending merit increases, promo- tions, discussing personnel problems with Supervisor, recommending solutions: training new employees in specialized drafting and technical processes as required, (e.g. map projection photo- grammetry, mechanical lettering, layout and design, printing processes), 35% 2. Plans, designs and prepares a variety of graphic material to illustrate and supplement material prepared by the Branch in conjunction with special physical and environ- mental studies, and or socio-economic studies, by performing duties such as: - - assigning duties to subordinate drafts- men,. providing technical guidance, checking work in progress to ensure conformity with technical requirements and time constraints; 15. assembling and compiling data obtained from Regional Analysts, selecting suit- able numerical scale to illustrate data without distortion.or bias;- '~ engaging in pre-drafting work-up of basic data by planning layout and con- verting statistical data into appro- priate form for illustration such as percentages, lengths, degrees, etc., using calculator; setting up base maps with geographic or economic features. e.g. Lake Erie Regional Development Report: Receiving basic data e.g. heights, distances from published source, determining scale, making required calculations being generally responsible for all phases of the design from pencilled work to finished inked profile: analysing map requirements, deciding details and design and best technical procedures to follow: 16. drafting maps, charts, diagrams, through al-l-stages from basic pencilled work on squared paper,_or tracing paper-to inked - work on plastic or linen or scribecoat film suitable for making offset or ':';,.; letterpress plates, using plastic over; lays for colour reproduction, using both free-hand and mechanical lettering; supervising and participating in the drafting of charts, graphs, and diagrams to i~llustrate socio-economic trends and submitting final work to Co-ordinator or Regional Analysts;, designing demonstration cards, art-work for 35 mm. slides etc. creating free-hand artwork for covers of published surveys as required. 3. Performs related duties such as: preparing monthly progress reports on the work of the Section for the informa- tion of the Co-ordinator; providing'technical assistance to drafting staff of Regional Councils in the produc- tion of maps and reports; ordering required.materials or photo- graphic services for projects: maintaining awareness of new developments in the-Cartographic, Drafting and Conuner- cial Art disciplines and applying them when economical: 10% as assigned. 11. EQUIPMENT USED: Normal Office, special drafting equipment, e.g. mechanical lettering equipment, scribers, electric tracing table, standard drafting, tools, and certain commercial art equipment. - : . . . In 1969, he took a 6-week evening course on the "Anatomy of Graphics", and received a certificate from the Young Men's Advertising and Sales Club. This involved photography, graphics, packaging design, printing processes, animation, illustration, and layout. 17. ‘.. ., His last performance I to March 31, 1980, speaks of h talents in glowing terms. appraisal, covering the year is personality and graphic As the years progressed, and the need for carto- graphy dwindled, the grievor was engaged more and more in pure graphic work. In January-1981, he took the "Specialty Forms De- ~sign and Analysis" course offered by the Civil Service Com- mission. The exhibits introduced by the grievor to show his qualifications demonstrate a fair talent at drawing (Ex- hibits 18, 19, 20,.21, 22, much of 23, and 281, cover design (Exhibits 35, and 39 to 421, and layout of publications (Exhibits 18, 19, 20, 24, 28, 29, 31, 32, 33, 34, and 37). It is always difficult to comment on artistic ability, but I am content to say that I have little doubt whatsoever that Mr. Heginbottom can do an admirable job of all tasks re- quiring drawing talent and layout skill. His work is either vary similar or at least as accomplished as the drawing .and layout work in the exhibits introduced by the Ministry of Revenue to show what was required in the job in question. In particular, attention should be paid to5xhib.i.t 29, for which he was' entirely responsible, except for taking the photographs and writing the text. This brochure was set with the computer and Mr. Heginbottom is familiar with the nrnCPR 18. We come now to the question of photography. Quite simply, Exhibits 16 and 17 do not demonstrate adequate talent as a photographer. Exhibit 16 is a series of color slides in glass 2-l/4 inches square. They were taken some 20 years ago, and appear to be from a holiday in a foreign land. While the composition is good, the color is now deteriorating, and i,t is di~fficult~ to judge.whether~ OCR not the exposure was accurate. Exhibit 17 is a series of color prints of family and snapshot subjects. The-composition is not particularly good, the exposures are roughly accurate, and the subjects are not very interesting. If these are the best examples of the grievor's photographs, then I do not think that he could do the kind of work required for the Ministry of Revenue newsletters. While the grievor testi- fied that he could do adequate photography;there is no physical evidence,to support this. In his job as a carto- grapher, he was not required to take photographs. He testi- fied that he had never taken photographs for publication. It is to be noticed that, in the Position Specification for Senior Cartographer, a camera is not among the list of materials to be used in the job. The evidence before us is not adequate to demonstrate talent as a photographer. There is-no other reasonable conclusion on this point than that the grievor does not have the requisite skill as a photographer for - the job in question. - - 19. Conclusions The evidence concerning ~the competition for the job in question shows that the Ministry was seeking the best person for the position. At the outset, it must be said that this was the wrong way to go about the business. The grievor has the right to be assigned to a position if he fulfils the conditions under the~collective agreement; He doesn't have to .compete for.the job. However, in this case, the evidence does not sup- port the proposition that the grievor can perform the work. This is so only because the graphic artist in question is called upon to do photography and the grievor does not have the required photographic skills. . During argument on behalf of the grievor, Mr. Levinson asked this Board to find that the earlier decision in Van Steen, 333/81, is incorrect when it decided that, when considering whether or not a grievor is qualified to perform the work under Article 24.2.3; the Board is only to determine whether or not the process by which the grievor's qualifications were evaluated was such as to permit a fair and reliable judgmen-t to be made by the selection board (at .~. page 12). It is with the greatest respect that I do find this pert of the earlier decision to be incorrect. Article 24>.2.3 makes clear that the qrievor is to be assigned to a position if he is qualified to perform the work. This is an absolute provision. The grievor is not entitled only to a 20. - fair hearing. He is to get the position if he can do the ' work. The Grievance Settlement Board must enforce the con- tract as written. If we refuse to do our job, then the Court will overrule our decision -- OPSEU v. Ministry Of - Correctional Services (unreported, Divisional Court, April 30, 1982); Canadian Food and Allied Workers Union, Local 175 v. Great Atlantic and Pacific Company of Canada Limited et al. (1976), 76 C.L.L.C. 332 ~(Ont.~ ~H1Ci.J i We are left with the grievance concerning the job in the Ministry of Education, and will reconvene if the parties are unable to agree on the disposition of this matter. . . .._ _ Done at London, Ontario, this h$-day of,.-:.$-.-~ I , 1982. J.W. Samuels, Vice-Chairman "I concur" G.B. Walker - Nember "I concur" P. Craven - Member ~ LIST OF EXHIBITS 21. ,I.. 1. Collective Agreement .- 2. Grievance Form, September 18, 1981 3. Letter of December 29, 1981, Zinner to Rose 4. Letter of February 27, 1981, Dick to Heginbottom 5. Memo of March 6, 1981, Maskens to a number of persons 6. .Letter of September 16, 1981, Heginbottom to Quirk 7. Letter of September 18, 1981, Quirk to Heginbottom 8. Letter of September 30, 1981, Ferguson to Heginbottom 9. Letter of November 20, 1981, Honey to Rose 10. Letter of March 23, 1981, Ellis to Heginbottom il. Personnel Record of J. Heginbotton 12. Position Specification - Senior Cartographer 13. Performance Appraisal of J. Heginbottom 14. 15. 16. 17. 18. 19. 20. '21. 22; - 23. 24. 25. 26. Position Specification - Graphic Artist a-c Overhead transparencies Package of slides Package of color prints Brochure - "OCTO Masonry Units" "Reeves 1970" - a catalogue Brochure - "Allite" Drawing Drawing Black binder containing various drawings, etc. Call for Entry, - re disabled artists Two Talks - a flyer Telephone numbers andcalendar - a flyer 27. Stationery for Mohawk-Press 28. Fold-out - "Aid to Agriculture" 29. Booklet - "Eastern Ontario Development Program" 30. Financial Post "Guide to U.S. Cities 1977/78" 31. Brochure - "Young at Art" 32. Brochure - "Christmas at Queen's Park" 33. "12 Ontario Artists" - a brochure 34. "Paget/Brighton Figure/Landscape" r a brochure 35. Cover - "Material-for members~ of Municipa-1 Councils 22 .36. Cards - "Founding of the Bulgarian States" .37. Brochure - "4th Annual Civil Service Art~iStS Exhibit" 38. "Calendar Guide to Municipal Elections 1978" 39. 40. 41. 42. 43. 44. 45. 46. 47. 48. 49. 50. 51. 52. 53. 54~. 55. - "Metric Conversion" "Records Management" "Using Computers" "Ontario Statistics 1980" Tube of maps Resume of.Mr. Heginbottom Advertisement for Graphic Artist Mock-up at Revenue interview Instructions,for mock-up OTG Update Branch Line SBDC News TSOD Poster - Ontario Tax Credits Idem Ontario Tax Grants for Seniors 1981- Pamphlet re Ontario Tax Grants for Seniors 1981 - .C . 23. 56. Table-tent re OTG for Seniors ' 57. SBDC - A guide 58. Ontario Tax Credits Guide, 1981 59. Example of storyboard 60. GAINS 61. Ad in Topical, March 5, 19.82