Greetings Members,

I was recently sent an e-mail and asked by one of our members, if it was possible for CAMH to be laying people off.

I was surprised by the question, as over the past few years, representing our members during a lay off meeting with HR/Management has been a bulk of L500’s business.

In 2005 under the leadership of Dalton McGuinty, a legislative change occurred which impacted the health care sector in a manner which altered its course significantly.

The Liberal Government declared that all Hospitals had to operate on a zero balanced budget-they had to be accountable and responsible to the Government. If things went awry and Hospitals continued erratic spending, the Government would appoint a committee to run the hospital!

Since 2005, CAMH has issued such a budget directive to its Directors/Managers–trim the budget, and in most years by 10%.

This year is not different for your OPSEU representatives, just more difficult.

We will see the largest lay off of front line clinical staff since the grand merger of 1998.

We know through the years, most people who remain at CAMH, are doing the work of two people. We know breaks and lunches are not taken, we know staff are working overtime and not claiming money/time, we know staff morale is at an all-time low, we know you are fearful.

We struggle with the issues you face every single day.

The budget cuts, do not take into account the COLA (cost of living allowance) for managers/Directors/Senior leaders–2% this year–nice on those 100k plus salaries. Workers who carry out the CAMH agenda (whatever that is) have seen 0% increases for 3 years–2014/2015 being the first increases at a whopping 1.4%.

In many instances over the years, senior managers have received 12 to 14% “bonuses” on their frozen salaries–some at 270k plus…brings a tear to your eye, how they have suffered.

In the fall of every year, we know budgets are being examined and we know the majority of savings will be found by eliminating your jobs. CAMH hired assistant managers to help the managers manage during this difficult time (yes, another layer of management with large wages).

We know from time to time there is a “hiring freeze” so no jobs get posted in categories where a layoff might occur. We need those vacancies to preserve your job, to maintain your work and to make every effort to “keep you whole”: job-benefits-pension.

We meet with Finance, Directors and managers along with their representatives, Human Resources who all advise the local Union of the years’ savings and who will be part of the HAPS process this year.

Sometimes they get it wrong–as we see this year. We often make arguments to keep programs and staff, but it usually falls upon closed ears. We made our arguments this year, valid and evidenced-based. We expect, as in the past folks will grieve, the Union proper will grieve this year, we believe when altering a person’s life CAMH needs to “get it right”.

I know the following months will be difficult for our bargaining unit moving forward. Be assured, we know your rights when a lay off occurs, we will be with you and we will support you all during this process.

Cheers & Solidarity,

Nancy

MAY 11:  Breakfast will be held in the Queen Street Cafeteria from 7:30am to 10:00pm and lunch is being held in the old gymnasium at Queen Street from 11:30am to 1:30pm.

May 15: Breakfast will be held in the 33 Russell Street Cafeteria from 7:30am to 10:00pm and lunch will be held from 11:30am to 1:30pm at the 33 Russell Street Cafeteria.

In order to secure a food voucher, all Nurses (RNs and RPNs) will require CAMH ID.

See you at Nurses Week!

Last week, a few of us on the LEC and our staff representative Brock, met with the employer/Directors and Human Resources to discuss this years’ layoffs.

This round signified the largest departure of staff since we first merged in 1998.

It appears there is more than enough work for folks, but it seems the Centre is always looking to meet the agenda of the Liberal Government and will continue to cut front line staff to put money in their own pockets.

We see the addition of numerous management positions (assistant managers-really), and the addition of several superheroes to the Executive Leadership Team.

As the EVP of Human Resources told the Union—sometimes we get it right and sometimes we get it wrong, and the Union is just going to have to live with that…it is always good to know how folks really feel about you—particularly those who implement the Policy and put their stamp on the agenda, which cuts front line staff.

• For those people who will find themselves at a HAPS meeting with the Union—WE WILL BE BESIDE YOU AND WILL ENSURE YOUR RIGHTS ARE RESPECTED.

This is never an easy process for us and in fact it is often very difficult.  Despite receiving information to explain why this is happening, we believe the employer needs to actually advocate to end this process, and for a change, advocate for an increase to our budgets and really advocate for the staff who carry the bulk of the work.

We have seen cuts for so long, we know most people are doing the work of 2 people—one wonders how you can announce all the good work being done, when the organization knows this is almost impossible to achieve, given the caseload and amount of work.

On the 22^nd of April Local 500 hosted Administrative Professionals day—where I overheard folks saying this is the first time they have taken lunch in 6 months or had a break—if they step away, they are swamped.

It seems to not matter here—the executive team cares about the bonus structure and that managers do their job and carry out orders, they care not about those going out the door after years of work and dedication.

We shall keep you posted on events upcoming with this years’ HAPS process. I would remind you we are bound by confidentiality until the employees are notified.

Thank you,

L500

Today, OPSEU 500 celebrated Administrative Professional Day with luncheons at both main CAMH sites. Thank you to all of our Administrative Professionals for the hard work you do every day!  You rock!

ONA and OPSEU representatives attended court March 26, 2015 to hear the outcome of the charges against CAMH in regards to providing a safe workplace for its employees.  The Crown has decided to go ahead with a full hearing in front a judge on May 77 at 9am. in Court Room 111, Old City Hall.  You may attend as long as it is on your day off work.

OPSEU, Local 500 will host the Demand Set meeting for all OPSEU members at CAMH. The survey results are back and tabulated. You will be asked to vote on the demands that you indicated were important for the next Collective Agreement.

The Bargaining Team needs your support in this round of bargaining, so please join the team and your colleagues as we begin this round of negotiations!

On May 15 – 16^th, OPSEU and ONA celebrated Nurses’ Week at CAMH. The two locals hosted breakfast and lunch events for staff members, and used the opportunity to talk to members about the issues facing them today. Voices United sat down for an interview with Danielle Larmand, president of ONA Local 054 at CAMH to ask about what ONA members are up against today.

Danielle, what are you doing here today?

We are celebrating Nurses’ Week. We’ve invited allied R.N.s and R.P.Ns, and we are celebrating working together.

What are nurses facing today, across Ontario?

The shortage of nurses. There are less nurses per capita in Ontario than in the rest of Canada. There [are] cuts to the health care system, and nurses are taking the brunt of the cuts. [They are] replaced by personal support workers – especially in general hospitals.

What are some of the specific issues here at CAMH?

At CAMH, right now there’s an issue of nurses being able to take their time off. [As] we do have a shortage of staff on some floors they’re refusing to let people have their time. That’s actually our number one grievance this year.

[The local] is in the midst of bargaining. Can you give a little update?

We finished our central bargaining. We’ve got an arbitrated award for a two year contract. A 0.4% [wage increase] in the first year, and a 0.4% in the second year, some minor housekeeping changes in language, and very little else. The wage they offered us [was] .4% – and they said we didn’t really need more than that because we were part of the one percent.

What is coming up for the local?

We’ve yet to set local bargaining unit dates. We’ve done our demand set meetings and we’re hoping to negotiate July or August and we’ve an arbitration date set for October.