Email: Something Stinks At SEIU

**this email is a little long but, you should read this from "EMMA" This was sent during the hospital distrubance. Humber went to vote today (Hummmm).**

Brothers and Sisters,

There have not been any missives from Emma in a while. But I think it is high time that folks started talking about what's happening out there at SEIU Local1.Canada. As members and supporters of the labour movement, we need to know what's happening and we need to do what we can to support union democracy and build stronger unions.

Things at Local 1 are a complete shambles. From across the province, all we keep hearing are complaints:

It's taking months or years for grievances to get to arbitration; at downtown hospitals, it's not uncommon for it to take a year just to get to step 2.

Reps are either so overworked they don't have time to provide service to their units, or they're the handpicked "flunkies" of President Sharleen Stewart and don't bother doing much of anything

Sharleen and her cronies just keep on firing folks and our dues keep on paying for the secret settlements for their wrongful dismissals - in the last two years, the local has spent hundreds and hundreds of thousands of dollars in payouts to staff who have filed wrongful dismissal grievances; I can't tell you how many hundreds of thousands because Sharleen and company won't release that information - even to the Executive Board

Here's what we know for sure, though... she's terminated legal counsel, the chief negotiator on the staff union, half a dozen organizers, Ron Roscoe - who used to be president of 532 and was running the Hamilton office, a number of reps. They've all filed grievances or launched law suits and those that have been settled have been settled with cash payouts from Local 1 that come with gag orders. Here's my question, if those folks weren't fired unjustly then why is Sharleen Stewart wasting my dues paying out huge settlements. And just how much has she paid out? That money should be used to provide services to members.

Sharleen decided to close down the National organizing office, so she laid off all the organizers working there. Of course, her brother Ken Evett was hired by Local 1. So now, our dues pay out $75,000 in salary and benefits to Sharleen's brother and the same amount or more to her daughter Richelle. And that doesn't include per diems and "expense accounts" and gas money.

There are no opportunities for members to speak out about any of this because there are rarely meetings of the members any more. Nobody I know can remember when the last regional meeting was held. And unit meetings don't give us a chance to talk to folks we don't already know. The whole goal of the local is to keep members in the dark and keep us apart.

Even the committees we used to serve on are being turned into tiny little elitist groups. They've done away with the political action committee and invented something called MAP (the memebers' action program). Not only are they unwilling to pay members who are seconded from work to assist with campaigns, they are actually demanding that members who join this new committee pay an additional $60 in membership fees. This is shameful. How much more of our money do Sharleen Stewart and her cronies need to get their hands on?

The service we're getting at our units just keeps getting worse and worse, but our money is used for everything except supporting our members. Reps drop grievances and don't even bother to tell the stewards. They call meetings and don't bother to show up.

Last month, there was a day of action to help influence the opening of hospital negotiations with OHA. Barely a handful of members showed up at most sites. More embarrassingly, the organizers and reps who were supposed to attend didn't show up either. So, folks were left standing on the sidewalks with no pickets, no pamphlets, and no idea of why they were wasting their lunch hours when Sharleen's hand-picked few didn't even bother to show up.

The organizing department at Local 1 spends a gigantic chunk of our dues and for what? They've barely managed to organize any new units in the last two years. And those they have organized, by and large, still don't have contracts.

Sharleen Stewart sends out press releases and tells us that she's sent a huge chunk of our dues south of the border to support SEIU's American presidential campaign, but she is so poorly respected here in Ontario that she can't even get the Ontario Hospital Association to sit down and negotiate with her.

This last little while, there has been a newly formed union - The Ontario Workers Union - trying to get members from the hospitals to change unions. I never thought I'd say this, but I think the time may have come. This new union has been formed by ex Board members, staff, members, and stewards of Local 1 and says they want to offer some positive democratic options for members. Well, I think it's about time.

Of course, Local 1 is doing what it always does in the face of any sort of democratic choice or option. What I'm hearing from my friends in the hospital units is that Sharleen has got dozens of organizers and staff out at the hospitals trying to discourage members from signing cards with this union. And how are they doing that? Well, they can't stand on their record and say what a great job they've done. If they'd done a great job, members wouldn't be so anxious to switch unions. So, instead they're telling lies and using scare tactics. They're telling folks that if they join a different union, they'll lose benefits, see wage cuts, layoffs, etc etc. Well, here's a news bulletin. Read the labour laws of this province. When workers choose to leave their union and join another during the open period, there's an absolute freeze in place. Everything stays the same until there's a new contract. It's basically a guarantee that workers will do better with their new union, because they're guaranteed an improvement on the status quo.

In addition to the lies, Sharleen is using her other favorite scare tactic - the huge lawsuit. She's slapped two of the founding officers of the new union with a $5 million lawsuit. Because she knows she can't afford to let members make an honest democratic choice. So, she'll waste our money suing folks who are trying to give us a choice and a chance to build something better.

The last time members of SEIU tried to break away and have a more democratic union, which means: broader members consultation on a regular basis, financial accountability more direct servicing and legal services and keeping our money in Canada, SEIU spent $10 million dollars (yes, you read that right, $10 million) scare- mongering members away from forming their own union. They also launched expensive lawsuits and called in staff from across the country and the US to help prevent members from exercising their democratic rights. Is that a responsible use of your dues money? She's spending our money to prevent us from having the chance to make our own choice.

Some of the organizers and staff that Sharleen has deployed to try to stop folks from joining the new union are telling members that they shouldn't join a union that doesn't even have business cards. Well, here's my thought.... I'd rather join a union that didn't waste money on fancy paint jobs on expensive vehicles for its executive and directors to ride around in, and bells and whistles, and mugs, and baubles. I'd rather join a union that put workers first and spent our money on us, instead of on luxury accommodations for them. By the way, the new union does have a website (www.ontarioworkersunion.com ), even if they don't have fancy letterhead.

Here's an idea. Take the tens of thousands of dollars (maybe more) that this lawsuit is costing and spend it on servicing the hospitals better. Then workers wouldn't be tempted to join a new union.

I'm not asking folks to jump unions. I'm suggesting that we all weigh our options carefully and hear what the new union has to say and judge Local 1.Canada (I wonder how much it cost to change the name of the union? That was probably tens of thousands of dollars of our dues money spent so Sharleen could have more bragging rights) by its past performance and its willingness to be open and honest. If there's nothing to hide, then there's no reason these questions shouldn't be answered.

So, I ask publicly once again for some short sweet answers from Sharleen Stewart:

How much is she paying herself as president of the local, as national president, in bonuses, in expenses, in per diems?

How much are the other executive officers making, including the new RPN division head?

How much is she paying the various directors and Manny Carvallho, her special assistant?

How much money has the organizing department spent in the last two years?

How many new members have they organized? I notice on the website, a big hullaballoo about some RNs that were organized at Fairview Nursing Home but it doesn't say how many. I'm guessing it's probably half a dozen. So, I ask at what cost?

How many members have we lost to de-certification?

How much money have we paid out in settlements to terminated staff?

How many times have we been sued or charged with Human Rights complaints?

How much are we blowing on legal fees to deal with Sharleen's firing rampages, or to try to silence people trying to exercise their democratic options?


There are many more questions than these that need answers. But getting this information would be a decent start.


In solidarity,

emma
Date: Tue, Jul 14, 2009 at 1:16 AM

SEIU What A Conundrum (CRISIS)

For the past couple of weeks our union SEIU’s true colors have been exposed. Today, they are in the midst of loosing some dues…(a lot of dues) meaning that they are being challenged by their membership in the hospital sectors of the GTA. At the forefront Ontario Workers Union (I believe that’s the correct name) a new union created I believe to give health care workers under SEIU and other unions a choice, support, and educate the membership in unionisms and fairness. Humber North Finch hospital is going for a vote within a week’s time.

This type of action could result in a movement of Sharlene Steward in stepping down from president and her oval office along with overpaid do nothing, less than white-collar (wannabe’s) leadership who find it very comfortable in keeping the members as ourselves in the dark when it comes to “What has the Union done for us” cliché but, what they SHOULD be saying in public is “Its not what your union (SEIU) can do for you but, what you can do for your leadership”. Keeping them in high paying jobs from our dues, able to pick and choose whom they would like to work at SEIU not from the membership but from their friends and family and pay them well from dues while mocking those people (the membership) who make their high paying jobs possible with member hard working dues in these times of the economy.

But, ask what have they given back to the membership or any retiree from any unit and how consistent are they in doing so. No recognition to membership unless they are looking for more handouts for some cause where they have had a bright idea or SEIU-USA needs their support from our dues.

What support have they even given Stewards and Chief Stewards in helping them support flimsy contracts? They won’t even ensure that each and every worker had 1. a collective agreement booklet for their unit and 2. A copy of the constitution. I’m sure when they wanted to sell the MAP program (you don’t really want to know what they want to do with the monies collected-that’s another discussion and you should not be support this) and sent out letters to the membership that was important for them to begging for extra money from the membership but, as for copies of the constitution and collective agreements they cant afford the printing of and the stamp to send to our homes…is this not what our paying dues also include, without these there is no union; this is just another way keeping us under thumb.

Many of these workers at the GTA hospitals know nothing about SEIU as like we Red Cross workers in the community. Many didn’t even know that SEIU Local 1 president was even female to boot. Now these workers have a choice and I hope they use it well at time of voting. They have nothing to loose by changing unions and the labour board supports this as part of free choice. When your service is not working or not producing for the money your spending it’s time for a change or don’t spend at all. Look at the garbage around you that makes up any collective agreement where SEIU is involved this is just common sense- ya think!! Remember Red Cross Workers our contract is up again June 2010 are we ready to make that change…

Annual Canadian Red Cross Safety Stars Program

Did you know that there is an Annual Canadian Red Cross Safety Stars Program?
That recognizes staff that put safety first. The people are nominated for this award are individuals who personify CRC safety standards in their provision of service to clients, customers and each other. Their names should have been posted on the OHS Board as a nominee.

The HR department will then examine the nominations for a couple of weeks and them make a decision on the awards. Two awards are given. One to the CSW/Administrative Staff and one to Supervisors/Manager/Director. The names of these awards winners are then posted on the corporate awards board. In addition the branch will receive a plaque and the winner will also receive a plaque. Apparently the announcement was made in May 2009. But was not announced publicly and the only way to know who the winners were you would have to go into your branch to see what was posted on the board….

I think this should have been posted by voice mail. A request to our union rep. to acknowledge any CSW who may have won this award because it has to do with Safety in the workplace. Lets see if Management is up with that request….

Quick Note for All R/C CSW's

There are NO more call ahead.....No you don't need to call your favorite client. Red Cross had acknowledged that they are responsible to call the client. In fact it is now a disciplinary action if you call the clients. If you are disciplined 3 time you will be terminated and under our new collective agreement this can be done. Clients phone numbers will no longer be issued out to CSW just location and address when a new client or fill in is required/scheduled....

NSNF-Not Seen Not Found - don't worry....all you need to do is once you have determined that the client is not home for the scheduled visit. Call into scheduling report the NSNF. R/C must then either rebook for the hour or pay you for the hour up to a max of three (3) hours for that visit for the same day. Not the following week...!

If you are STILL unsure what to do call your Stewards

Petition on HST Tax

The HST TAX Petition to the Ontario Government--CLICK ON LINK for more info and to SIGN!!!...... it only takes 1 minute and will save you increased taxes in the future

Given the enormous pressures we face as Personal Support Workers with in a political structure that defines us as not essential which means not essential for fare or better pay, benefits, travel, sick time or sick pay or deserving of a pension. We have to fight this... Our government feel that mega organizations should have a bailout and bonuses packages to keep them afloat during these hard times. But for workers like us we are to pay the price with the biggest tax grab ever seen in Ontario.

Please take 1 minute to fill in the attached and make your voice heard!

http://www.andreahorwath.com/unfairtaxgrab/home.html

pass this email along to your fellow Workers and Ontarians!

Here is a posting by The Red Cross I thought you all should also be prepared and remember incase of a disaster:

Red Cross offers Emergency preparedness Week tips:

If a disaster such as a fire happens in the middle of the night, you may not have time to collect any belongings,” says Ramsey. “Having a grab-and-go kit containing items such as identification, mortgage and insurance documents, prescriptions and cash can ensure you have what you need for the immediate well-being of your family as well as provide peace of mind in a very stressful situation.” A home disaster kit should include: flashlight and batteries; one change of clothing and shoes; radio and batteries; blankets or sleeping bags; toilet paper and personal supplies; extra car keys and cash; important papers such as identification, personal documents; a whistle to attract attention; canned food and bottled water; a manual can opener; first aid kit; and medication. Food and batteries should be replaced once each year.

A note to Cathy on the travel issues- from a worker

Sent June 7.2009 @ 4:16 pm to:

Cathy,
I would like to ask how you figure that we will get paid for travel time. The changes proposed that will take place will cut even our 32 cents per hour. When the blocks are set up the clients will be less than 1 km apart and since we don't get our km if it is less than 1 km between clients we lose our 32 cents. Since we won't get any km. we won't get travel time. I don't see how your reps could sit there and say there was no point in explaining the block system as it was too complicated for us to understand. I know the staff in Woodstock had it figured out. That is why most of Woodstock voted against the contract.
The weekend setup means they can require us to work not only a ten hour shift on friday but also be available to work another 5 hours friday evening. You also set it up that we will be on call 10 hours sat. and sun. without pay.
I really can't find anything that improves our working conditions. You also set it up that as union stewards we have to have 3 hours open without pay for disciplinary meetings. I don't know about the rest of the stewards but I can't afford to lose 3 hours pay per week.
You kept telling us in the conferance calls that you were bargaining for better pay, hours and working conditions but you had already agreed to the changes back in May of 2008. Your letter states that CCAC were going to give the contract to another company in Toronto. Perhaps if you hadn't led the staff to picket at their office this would not have happened. Of course since they didn't have a contract yet the other company was probably one that had put in a bid and would have hired the Toronto staff and the union would have lost a lot of dues.

****Now this email was never answered as of todays date...Hum are you thinking what I'm thinking? Loss of dues for the union, I've been thinking that is the first and formost important issue that the union has. When this is answered by "Cathy" I will post it.******REDSHADOW