SEIU Clerical staff was just about on their way to be locked-out April 15th 2010 at 4:00pm. It was planned that they were to hand in they keys and passes to the head office of SEIU due to negotiation break down.

The Clerical Staff were bargaining for a comfortable pay increase and pension issues which, seemed to be unrealistic to their employer SEIU.

But, I did learn that both parties were able to agree to set a date to go back to the table which, postponed the lock-out April 15th. Some are confident a strike would not take place and replacement workers would not be called in as was planned by SEIU. (HUMM replacement workers by the union, that doesn't sound right).

I'm still not sure how a union could come into an agreement with employers of their members and at the same time are treating their workers with the same mentality conviction where they too must be governed by a collective agreement to keep them from exploiting their own workers!!

So, as for the Clerical Staff of SEIU...Will they get what they feel is fair? Well only the finished product of a collective agreement will tell. Let us not forget all the other issues members have with that little booklet that even some employers/managers of members are dumbfounded on what transpired into the collective agreement for the workers and are now bound to...Such things as travel time vs. mileage, benefits, wage increase, sick days, vacation time, stat holidays and yad,yad,yad!

Watch my language? What ever!!

Even better yet: “Where is my COPY of the collective agreement and the constitution“
For those of us who can read (SEIU may want to think other wise), we would like to see these copies mail directly to our homes….along with a copy of the Road To Hell Time. I mean “The Road To Travel Time” my bad. Which are the changes made to our collective agreement, which ended June 2008; you know the changes we went out on strike for. (lol) Yeh, Yeh, we voted on it because we had to save our jobs some how and possibly shave it until June/10…I heard that Red Cross actually had SEIU by the balls. If that weren’t true then we wouldn’t have to now worry about losing hours to act like we work in a building such as a hospital or nursing home and punching a clock for proof of our shifts.

I couldn’t believe my supervisor telling me that I may now lose some of my clients which I have been servicing for years even though my seniority is pretty much up there. As per my supervisor it’s unfortunate but this will be as per the collective agreement once they have completed their rescheduling for this September (I smell another job coming).

I believe that this agreement has bargained out junior worker how far down the seniority list not sure, who knows? It could be workers who have 3 years seniority and less that may not even get hours and find them selves bargained out of a job. That Sucks Big Time for every one.

This shows the lack of bargaining experience with SEIU…Look at the bargaining language that was used in our collective agreement. Which the Secretary Treasure herself said was disgusting and couldn’t believe it. She had made it clear at that time that our existing contract should have been thrown out the window. And she was going to make it right and with some choice words in the mix (at our strategy meeting one of the 14 held in the branches Mar-Apr /08). At the time when she was expressing herself, I thought of Charlton Heston when he made the stance at a rally on gun control “From my cold dead hands” in the state of Illinois. No, that wasn’t the case as we can see today…It was from sweaty hands that couldn’t get or make it better.

So, June /10 is approaching very quickly. What’s happening next or what worries me is what’s happening in the background today with CCAC. Who is quietly securing their best interest, client care. It maybe best to start thinking on securing our best interest as working PSW’s and understanding the options that we do have with Red Cross and SEIU.

Some points.

Back to the request: The collective agreement – is a must to know how the do’s, don’ts, polices and procedures govern your rights as an employee and a dues paying member.

The constitution - which also, informs us as members to know our limitations, opportunities and perception of the union to which we pay our dues to. To identify when and if they are forth coming and acting in our best interest at all times. It also acknowledges the steps to which members can take to make compulsory.

The Road To Travel Time: This booklet was a total waste of dues money. What was wrong with a photo copy, construction paper cover and staples sent to each members mailing address and the price of a stamp vs. the cost of this booklet.

June 2010 our collective agreement is renewable again…that scary dodo. We need to do away with the imposed scheduling stupid ness of putting us in shifts; WE Work in the community not in the Concord office setting. We just want to know that seniority is being followed to a tee and getting 1st crack of any new client with in our region. We should be able to choose our schedules accordingly, remember most of us have 2&3 jobs. Now, we may have to make a choice between R/C or the other supplement job/s that could also be paying more. Red Cross is never permanent hours.

Language in the collective agreement should be just that able to understand…have you been called in to pick your stat holidays yet…I had to sit and consider exactly what I was picking and which will I be entitled to be working this year and half the year is already gone ( Homer Simpson came to mind). The Language was disgusting on that single piece of paper that even the supervisor chuckled. Talk straight no possible loopholes, cause I wanted to use some choice words which would have described the language used.

Bargained out of a job Tis, tis , SEIU. This best not happen; each paying member has a right to fair bargaining to protect his or her job. Just like what’s good for one region may not be good for all. Where is your knowledge and know how in protecting each unit. Did you forget about the SICK TIME. Maybe R/C is too much for SEIU to handle (Hmmm).

Not Seen Not Found (NSNF)

The protocol now for NSNF is as follows:

You are to call your scheduler ASAP at the nearest phone.
Report the not seen not found to scheduler or coordinator (depending on the time of evening), not to there voice mail-must be a live call.

The scheduler will then attempt to contact client and if the client answers the phone and is available for the visit then you continue to the visit.

If the scheduler is unable to contact the client the scheduler will then contact CHS Supervisor to which they will follow their protocol in the NSNF policy.

The scheduler or service coordinator will attempt to reschedule you (the worker) with another client that day not the next day or the following week. If this is not possible for scheduling to do then Red Cross must pay you for the time of the booked NSNF in that same two-week pay period.

Now this is not the case. Some workers have already been having trouble with this newly revamped policy. Which there should be a letter of understanding in the new collective agreement….I don’t think anyone has really seen it due to, each branch has their own ideas and understanding to the revamped policy. (Remember the membership has not received a copy of the new collective agreement with any letters of understanding).

In short, SEIU wants it the way it’s worded above but R/C understands it, that, as long as they rebook NSNF’s with-in the same pay period everything is hunky-dory. So, do our stewards now put in grievances? Because if there are any discrepancies between SEIU and R/C it warrants the grievance procedure…. which leaves us to say who’s right and who has it wrong? When we are selves don’t have it in official print/documentation.

"Noooooooo It's like they Joined Red Cross"

MISSISSAUGA-BRAMPTON - 160 employees at Victorian Order of Nurses join SEIU
Tuesday, April 21, 2009
Ontario’s top home care union continued to grow after 160 VON workers in Mississauga/Brampton joined SEIU on April 21, 2009. SEIU Local 1 Canada, representing nearly 6,000 home care workers, is the largest home care union in Ontario.
“SEIU won the certification vote by 83 percent,” said Ken Evett, lead organizer for the campaign. “VON workers overwhelmingly supported SEIU because of our union’s excellent reputation in the home care sector.”
Ken also stated that many workers at VON were not happy with the lackluster support home care receives from the provincial government. Lack of funding hinders their ability to provide quality health care their clients depend on.
The VON workers were excited to join the fight to improve home care in Ontario.
SEIU Local 1 Canada is an Organizing Union that represents more than 46,000 health care and community services workers in Ontario. Its members work in hospitals, home care, nursing and retirement homes and community services.

Taken from SEIU Loucal 1. Web page.


NOOOOOOO, it more like they joined Red Cross:

That’s too bad: Workers at Victorian Order of Nurses (VON) are in for a surprise: It is almost four months since they are members of SEIU and they may still be waiting for another eight months before the get close to a collective agreement they can ratify. Trust me if it happens before the twelve months that means some sweet deals will have to be made to complete the process of getting a signed, sealed and deliver agreement on SEIU’s part.

Let’s make note of life before SEIU. VON community homecare workers have or had one of the best working conditions known in community homecare. Their pay, well, everyone always wants more, but the truth is they were paid better than Red Cross workers. They had a pension, benefits (not Global), they had full time, part time and casual positions to choose from, paid travel they had what we once did (before SEIU), now that will all change. The only known and mutual issue the workers had with VON management was Respect and Recognition and Favoritisms. Which are tangible issues and one should be able to get by with their day-to-day work a union can’t settle tangible issues not when you don’t even work with your employer in the community. SEIU should have been able to let them know this…. UNLESS…SEIU truly believe that they can get them more….more than what they got us over the course of how many years now? They will lose everything to be re-negotiated at the bargaining table. Ooops there goes pension! And Ooops Global’s in like a dirty shirt! SEIU will take that over to benefit Global who can’t seem too offer anything good to community workers. That’s one reason why Red Cross is smiling form ear to ear and won’t even answer any question to do with benefit (see your “stewards” as I have been told who, have no real info to share from SEIU and Global). When it comes to recognition and respect SEIU could tell you a thing or two about those issues they are the best in the business in showing favoritisms and no respect when it comes to their own employees. It’s too bad no one thought about asking the organizers about their treatment with SEIU. Let’s not forget that SEIU had not settled their contract with the Representative’s (Rep’s), Organizers and other workers employed by them, it’s been some months now they have been working without a contract…How hypocritical is that my sisters and brothers a union fighting a union (Teamsters vs. SEIU).

I would be very interested in what was the skit the organizers said and promised while they went door knocking. They should have told them to hang on to what you got baby these are tough times to take a chance to lose anything that you got…..and a good chance you have to start all over again.

Let us pray for our now new sisters and brothers. …That the twelve months runs out and they can continue with what they have and let SEIU organize the workers that really need help with their employer. Such as, workers working 7 days a week 12 hrs. per day shifts with no over time pay, paid minimum wage and need a sounding board where health and safety standards are not even known. There right under their noses in Ontario that’s whom they should be fighting for. The union movement is more than just collecting dues SEIU!! ---“Any way’s that’s my take on it”.

Sorry VON…should have done some homework talk to Red Cross workers and asked about our contract, the implications with CCAC and not answer your door. Also, don’t forget to ask the question of the 160 workers at VON how many came out to vote to make 83%. They are so funny!!! We will talk numbers later:

SEIU USA- "007 Secret Agent Sequel"

HUMMMMMM, Should we not be asking "What the H--- is our dues servicing if not servicing the membership in Canada....All we have been asking is Transparency, Transparency PLEASE"

Please read the website included in the doc. below for more info. on the article
"Redshadow"




Submitted by Carl Horowitz on Wed, 05/13/2009 - 18:49
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SEIU logo The ongoing battle between the Service Employees International Union (SEIU) and a major California health care workers affiliate for the last several months has been its special-ops phase. And the parent union, not happy over its sudden bad publicity, may owe a substantial sum to the security firm it hired to keep the peace. On May 1, the OSO Group, Ltd. sued the SEIU
and an allied security firm in San Francisco federal court , demanding back payment for surveillance and security services related to a trusteeship that the SEIU imposed upon the dissident Oakland-Calif.-based United Health Workers-West (UHW) in January. OSO has close ties to a union-busting company that broke a UHW strike four years ago.
What is OSO Group? Say this about it: It's not your average security firm. Based in San Francisco with offices in New York City, Washington, D.C., Ireland and several Asian countries, the company describes itself as "the first commercial counter-espionage group established in the private sector." With a leadership heavily represented by ex-Secret Service, FBI and CIA agents, OSO is positioned to engage in high-level private-sector spying. And spying is what Service Employees President Andrew Stern felt was needed to keep a lid on the UHW-West situation. For the last couple years he and UHW President Sal Rosselli have been locked in a feud over economic and internal governance issues. The battle culminated in late January when Stern replaced Rosselli with a trusteeship, alleging Rosselli and his people had misused local funds and refused to accept an SEIU reorganization plan. The next day, Rosselli, backed by more than 100 officers and board members, announced the 150,000-member UHW was disaffiliating from the two-million-member SEIU to lead a new nationwide entity, the National Union of Healthcare Workers.
Stern already had set the wheels in motion to enforce the new regime. According to OSO's lawsuit, the company began its espionage on behalf of the Services Employees International Union on January 15. It deployed $110-an-hour off-duty and retired armed plainclothes agents to conduct 24/7 car surveillance of UHW offices. Spooks also photographed and videotaped UHW members and staff arriving at and leaving from work, and provided round-the-clock "protection services" to visiting SEIU executives and drivers involved in secret meetings with hospital CEOs, and California legislators and staff. It proved to be an expensive proposition. The suit states the SEIU's demand for security and drivers "continued to increase exponentially at business facilities, hotels and private residences." OSO operated out of a "command post" at an Oakland hotel to "coordinate the large amount of manpower, logistics and scheduling."
The Service Employees union also allegedly had OSO infiltrate UHW-West meetings. The lawsuit indicates that the SEIU directed OSO Group agents to conduct "a security and surveillance operation" targeting thousands of UHW members who attended five union meetings in schools and auditoriums across California on January 24. Union members at those meetings discussed the merits of the parent union's demand that UHW transfer its 65,000 long-term care members to a new union without a vote. The OSO Group reportedly prepared an advance written plan, "Security Operations Plan for SEIU," for SEIU's chief security consultant, Bullock & Associates, which is listed with SEIU as a defendant.
SEIU's choice of OSO Group to do its dirty work makes a certain sense. A top OSO executive, Garnett Williams, an ex-Secret Service agent, is a former official of the Steele Foundation, a San Francisco-based consultant hired by Sutter Health to break a two-month strike by hundreds of UHW members in 2005. At one point during the strike, security guards reportedly kicked and punched workers, mostly women, on the picket line. One striker, Lorena Hernandez, was hospitalized after a guard knocked her to the ground and kicked her repeatedly in the abdomen. The lawsuit claims that SEIU officials contacted Williams on January 14, 2009 through a former Secret Service agent to request OSO's assistance in putting UHW under trusteeship. Less than two seeks later, trusteeship hearing officer Ray Marshall, a former Labor Secretary (under Carter), presented the findings of his investigation to the SEIU executive board. Coincidence or not, call it good timing.
If the SEIU and OSO Group had a close relationship, it didn't last long. The international union either couldn't - or wouldn't - pay its bills for services rendered. OSO in turn is demanding payment of $924,434.13 plus fees, cost and interest; the union already has paid for another roughly $1.25 million in services. It's claiming breach of contract, fraud and negligent representation by SEIU and Bullock. Andrew Stern is bent on consolidating power in the service of a long-range goal of expanding organized labor's ranks. Whether or not he and loyalists have committed civil wrongdoing, the affair is indicative of something wrong in American unions. We're used to stories of companies spying on union employees. A union spying on its own appears to be something new. (U.S. District Court, Northern District of California, 5/1/09; indybay.com, 5/6/09).

* Andrew Stern

* Bullock & Associates
* Garnett Williams

* OSO Group Ltd.

* Sal Rosselli

* Service Employees International Union (SEIU)
* Union Corruption Update
* United Healthcare Workers (UHW)


* Carl Horowitz's blog

Notice: Red Cross Workers-Stat Holiday

You will be called in to the office individually and by seniority to identify your stat holidays that you want for this year 2009/2010, which this year is halfway done...and why do we need to be called in to the office to do this? Were not sure but, it only takes a few minutes and it's mandatory.. meaning that you must attend when called and claim when calling in your time also include your kilometers...don't for get.

The Stat holiday which they recognize are:
New Years Day Labour Day
Good Friday Thanksgiving
Victoria Day Christmas Day
Canada Day Boxing Day
Family Day

*see artical 17:0 page 28 of our collective agreement or The Road To Travel Time (more like the road to slavery) page 18*

Any questions call your "STEWARDS"