OPSEU Steward

An OPSEU steward is a union member who serves as a representative and advocate for fellow workers within a specific workplace or department. Elected or appointed by their colleagues, the steward acts as a liaison between union members and union officials, providing support, guidance, and representation on various workplace matters.

Their responsibilities include addressing members’ concerns, advocating for fair treatment, assisting in resolving workplace disputes, and ensuring that collective bargaining agreements and workplace rights are upheld. Stewards often play a crucial role in communicating union information, organizing members, and fostering a collaborative and informed work environment while working to protect the rights and interests of their fellow union members.

Chief steward serves as a central figure, often coordinating and overseeing the collective efforts of stewards across various units or locations. (oversee all stewards)
Unit stewards represent and advocate for members within specific departments or divisions, addressing unit-specific concerns. (highest level, division)
Shop stewards focus on advocating for members within a particular physical workplace or location. (lowest level)

A Quick Access Resources section has been developed to provide swift and easy access to a comprehensive table of contents encompassing available information pertinent to a steward’s role.

“Stewards have the flexibility to engage in the roles and responsibilities as little or as much as they prefer. This adaptable approach allows stewards to incrementally expand their expertise and understanding while offering consistent support to members throughout their careers.

For those who prefer a more straightforward involvement, there’s an opportunity to serve as an Info Steward. In this role, stewards act as a central point of contact, facilitating the smooth flow of information between members and the local union.”

Quick Access Resources

General: [Roles And Responsibilities], [Getting Started], [Steward And CA], [Steward And Grievances]

Training1: [Steward 1], [Steward 2], [Steward 3], [Basic Grievance], [Advanced Grievance]

Training2: [Duty To Accommodate 1], [Duty To Accommodate 2]

Links1: [Welcome Members], [Share Info], [Foster Relationships], [Peer Support], [Vote For Steward]

Links2: [Shop Meeting], [Management Meeting], [Understanding CA], [Grievances], [WSIB], [WDHP]

Source: https://opseu.org/information/tools-and-resources/resources-for-stewards/

Vote For A Steward

Voting for a steward within the local follows a process based on the number of members within a specific shop. In this democratic procedure, a majority vote (50.1%) is essential for the election of a steward. Typically, an informal voting method is employed, making the process accessible and straightforward for members.

It involves a nomination process where a person is nominated for the steward position. An email is then circulated among the group, allowing members to collectively express their support by replying “in favor” or “against” to signify their endorsement or opposition to the nominated individual.

Once a majority consensus is reached, and there’s sufficient support indicated by the affirmative responses, the steward is duly elected or rejected, ensuring representation for the group within the specified shop based on the outcome.

Following the collective vote, the email chain will be forwarded to the Chief Steward to ensure accurate records and official recognition of the newly elected steward representing our shop.

Once confirmed, this individual will be integrated into the local’s email communication network as an active steward, assuming the roles and responsibilities inherent to the steward position. They will play an integral part in advocating for our team’s interests and serving as a valuable liaison between the members and the union.

Email Vote Example:

Subject: Nomination and Vote for Steward Position

Dear Team,

I hope this email finds you well. It’s time to nominate a steward to represent our team’s interests within OPSEU. We’d like to nominate [Nominee’s Name] for the steward position based on their dedication and commitment to our collective interests.

Please take a moment to consider this nominee as our potential steward. To show your support and vote, simply reply directly (NOT Reply All) to this email with “in favor” or “against“. Your response will contribute to our collective decision regarding the stewardship role. Your input is highly valued, and your participation in this process is crucial for our team’s representation moving forward.

The deadline for responses is [Insert Deadline Date]. Your prompt feedback would be greatly appreciated.

Thank you for your time and engagement in this important process.

Best regards,
[Your Name] [Your Position/Department/Ministry/Organization]

Welcome New Members

An OPSEU steward plays a pivotal role in welcoming and assisting new staff members by introducing them to the union, collecting pertinent personal information for the local, and guiding them to access essential resources like our opseu649.org website.

As a welcoming liaison, the steward acquaints new hires with the union’s values, benefits, and the significance of their membership. They gather necessary personal details to ensure seamless integration into union activities and communications, all while maintaining confidentiality and privacy.

Additionally, the steward offers guidance on navigating our comprehensive website, directing them to valuable tools, resources, and information crucial for their roles within the union. Their support not only ensures that new staff feel included and informed but also fosters a sense of belonging within the larger union community from the outset.

It is imperative that all members sign up for the local union through the OPSEU registration link (below). This step is crucial to guarantee that all dues remain within the local chapter and might be necessary to access various local services. By registering, members actively contribute to the sustainability and strength of our local union while ensuring eligibility for the diverse range of services and benefits offered within our community.

Sign Up Members

OPSEU Local Registration; [QR Code]

Disseminate Information To Members

An OPSEU steward plays a pivotal role in disseminating crucial information to the members they represent. With a deep understanding of the workplace dynamics and the union’s objectives, the steward acts as a reliable conduit, ensuring that members are well-informed about pertinent updates, rights, and ongoing developments. Whether it’s through regular meetings, emails, or informative sessions, the steward adeptly communicates information regarding collective bargaining, changes in policies, or upcoming events.

Their goal is not only to relay facts but also to empower and engage members, fostering a sense of unity and solidarity within the union. By effectively passing along essential information, the steward strengthens the collective voice and ensures that each member is equipped with the knowledge needed to actively participate in decisions impacting their work environment.

Stewards are encouraged to utilize personal contact information, such as personal email addresses and phone numbers, rather than work-related contacts, and are advised to minimize disruption during work hours to ensure productivity and focus on job responsibilities. Whenever possible, perform union duties during break and/or lunch periods.

Foster Relationships With Members

An OPSEU steward serves as a catalyst for unity and collective action, skillfully rallying the support and participation of fellow members in workplace actions and Union campaigns. By employing adept communication and relationship-building skills, the steward engages with members, articulating the importance and benefits of active involvement in Union initiatives. They foster a sense of camaraderie and solidarity, highlighting how unified efforts can yield meaningful changes and improvements in the workplace.

Through discussions, meetings, and one-on-one interactions, the steward encourages members to contribute their perspectives and ideas, ensuring their voices are heard and valued. Whether it’s advocating for fair working conditions, organizing demonstrations, or promoting awareness about Union campaigns, the steward instills a sense of purpose and motivation, inspiring members to stand together for common goals, ultimately strengthening the collective impact of their actions.

Peer Support And Guidance

An OPSEU steward serves as a pillar of support within the union, offering invaluable peer support by being a compassionate listener, providing advice, and offering guidance to fellow members. Understanding the challenges and intricacies of the workplace, the steward creates a safe and empathetic space for colleagues to share their concerns and experiences. With a wealth of knowledge in labor rights and union protocols, they offer practical advice and guidance, helping individuals navigate workplace issues effectively.

Whether it’s providing information about rights, offering strategies for conflict resolution, or simply lending a supportive ear, the steward fosters a sense of camaraderie and solidarity among peers. Their unwavering commitment to providing peer support not only empowers individuals but also strengthens the collective unity and resilience of the union members.

Setup And Conduct Shop Meetings

As an OPSEU steward, their role involves facilitating meetings and discussions within the shop to address local-related issues and concerns. Collaborating closely with the shop members, the steward works to organize these gatherings, aiming to provide a platform for open dialogue and the exchange of ideas.

The local union extends support by offering a suitable meeting space and necessary provisions, ensuring a conducive environment for productive conversations. This joint effort seeks to create an inclusive space where every member’s input is valued, fostering unity and collective problem-solving. The aim is to work collaboratively towards resolutions that benefit the entire workplace community.

Additionally, it is encouraged that the shop conducts a minimum of one meeting per calendar year to ensure regular communication and engagement among its members. These meetings serve as crucial opportunities to discuss evolving concerns, share updates on union-related matters, and foster a sense of unity within the shop.

The steward will actively support the organization and facilitation of these gatherings, working alongside the shop members to schedule and coordinate these essential meetings. By establishing this regular forum for discussion, the aim is to strengthen solidarity, improve communication channels, and empower members to actively participate in shaping their work environment.

Shop Meeting Steps:

Initiate Discussion: Start by engaging with members informally to gauge interest in a meeting for lunch or dinner. Discuss the potential topics for discussion and the importance of gathering input from the team.
Determine Date and Time: Collaborate with members to find a suitable date and time that accommodates the majority, ensuring maximum attendance. Consider work schedules and personal commitments to select a convenient slot.
Collaborate with Chief Steward: Work alongside the Chief Steward to organize and facilitate the meeting. Seek support from the local union to arrange a suitable venue and provide refreshments or meals during the meeting.
Send Email Invitation: Once the date, time, and venue are confirmed, send out a formal email invitation to all members, detailing the agenda, meeting purpose, and logistics. Encourage participation and specify the meeting’s importance.
Request Input: Invite members to share their questions, comments, or concerns in advance to ensure these topics are included in the meeting’s discussion points. Encourage proactive engagement and participation.
Invite LEC Members: Extend invitations to members of the LEC to attend and contribute to the discussions, fostering unity and collaboration within the union.
Conduct the Meeting: Facilitate the meeting, following the outlined agenda. Take detailed notes capturing key discussion points, decisions made, and action items identified.
Plan Action Items: Discuss and identify action items required to address any outstanding issues or concerns raised during the meeting. Collaborate with attendees to develop strategies or plans for resolution.
Keep Chief Steward Informed: Update the Chief Steward on the progress made during the meeting and request any additional support or resources needed to fulfill the identified action items.
Provide Updates: Maintain regular communication with members by sending email updates or initiating discussions about the progress made on action items. Ensure transparency and keep everyone informed of any developments.

Understanding The Collective Agreement

An OPSEU steward plays a pivotal role in providing invaluable support by offering clear interpretation and comprehensive understanding of the collective agreement to union members. With an intricate knowledge of the agreement’s provisions and clauses, the steward serves as a reliable resource, assisting members in comprehending their rights, benefits, and obligations outlined in the agreement. They meticulously navigate the complex language of the document, breaking down intricate details into easily understandable information.

By offering guidance and clarification on matters such as wages, working conditions, leave entitlements, and other contractual aspects, the steward ensures that members are well-informed and equipped to navigate their workplace within the parameters of the collective agreement. This support not only empowers individuals to make informed decisions but also fosters a stronger sense of unity and confidence among union members in upholding their rights and advocating for fair treatment in the workplace.

OPSEU 649 Collective Agreement

Meetings With Management

An OPSEU steward serves as a dedicated support system for members during fact-finding meetings, disciplinary proceedings, and other discussions with management where the presence of a union representative is essential. With a wealth of knowledge in labor rights and union protocols, the steward stands by members, offering guidance, and ensuring their rights are upheld.

Whether it involves investigating workplace incidents, navigating disciplinary hearings, or participating in crucial discussions with management, the steward advocates for fair treatment and due process, providing valuable advice and support to members throughout these challenging processes. Their commitment lies in safeguarding members’ interests, advocating for equitable resolutions, and ensuring that members’ voices are heard and respected during these significant interactions with management.

Steps For Management Meetings

Introduction and Information Gathering: Introduce yourself to the member and gather essential details about their job title, employment classification (intern, summer student, fixed-term, permanent), and the organization they work for.
Discussion of Meeting Agenda and Allegations: Engage in discussions with the member regarding the purpose of the meeting, specific allegations, and the nature of the fact-finding meeting.
Note-taking and Active Listening: Take comprehensive notes while the member explains their perspective and provides their story regarding the issues discussed.
Identify Key Points and Areas of Clarification: Discuss key aspects of the discussion and areas where further clarification may be necessary for a better understanding.
Action Plan Creation: Collaborate on an action plan, ensuring the member understands how to answer questions concisely, avoid rambling, maintain clarity, and refrain from dishonesty.
Evidence Collection and Witness Approach: If appropriate, start collecting evidence or approach witnesses for statements, ensuring proper documentation and signed statements.
Prepare Discussion Points: Ask the member to outline a few paragraph topics related to potential discussion points with management to help them stay focused during the meeting.
Emphasize Clear-headed and Neutral Discussions: Stress the importance of maintaining composure and conducting discussions neutrally, as emotional responses can adversely affect the meeting’s outcome.
Sidebar Availability: Inform the member that they can request a sidebar with the steward at any time during the meeting for private discussions on pertinent matters.
Ensure Meeting Logistics: Verify that the member has provided the necessary details for the steward to attend the meeting, whether in person or virtually.
Consultation with Chief Steward: Collaborate with the Chief Steward to address any concerns or questions, ensuring thorough preparation for the meeting.
Attend Meeting: Accompany the member to the meeting, observing silently as the steward, as participation might be restricted. Take detailed notes on the meeting’s proceedings, tone, and attendees’ behavior.
Post-meeting Debrief: Arrange a brief debrief with the member after the meeting, discussing the meeting’s outcome and the member’s perspective.
Action Plan Discussion: Discuss action plans based on meeting outcomes, including any potential disciplinary actions or resolutions necessitated by the meeting’s conclusions.
Follow-up Meeting, if Necessary: A follow-up meeting may be required to learn about management’s decision. The original steward is encouraged to be the one who attends any follow up meetings to ensure consistent and accurate support for the member.

Grievance Investigation And Support

An OPSEU steward plays a crucial role in meticulously preparing and investigating grievances on behalf of the group. With an acute understanding of labor rights and contractual obligations, the steward diligently collects and assesses pertinent information regarding potential grievances within the workplace. They collaborate closely with affected members, attentively listening to their concerns, gathering evidence, and meticulously documenting the details of each case.

Drawing upon their knowledge of labor laws and union agreements, the steward meticulously analyzes the circumstances surrounding the grievances, ensuring accuracy and adherence to established protocols. Additionally, they liaise with union representatives and legal advisors when necessary, strategizing the best course of action to address and resolve the grievances effectively. Through their dedicated efforts, the steward acts as a steadfast advocate for fairness and justice, working tirelessly to uphold the rights and interests of the group.

In addition to their primary responsibilities within the group, an OPSEU steward extends support and guidance to other affiliated groups and ministries within the union. Recognizing the interconnections of various departments and their shared goals, the steward offers assistance and expertise to other groups facing similar workplace challenges or grievances.

They provide advice, share best practices, and offer insights gleaned from their experiences, fostering collaboration and solidarity among different sectors. This proactive approach not only strengthens unity within the union but also ensures that a collective front is maintained across various departments, amplifying the impact of union efforts and campaigns for improved working conditions and fair treatment across the board.

[Grievance], [Guidelines], [File A Grievance]

WSIB Claims, Reviews, And Accommodations

An OPSEU steward serves as a valuable advocate and supporter for union members navigating the complexities of Workplace Safety and Insurance Board (WSIB) applications, claims, and accommodation processes. The steward offers general guidance and assistance to members seeking support for workplace-related injuries or illnesses. They help individuals comprehend the application procedures, guiding them through the necessary paperwork and ensuring that claims are filed accurately and promptly.

Moreover, the steward advocates for members requiring workplace accommodations due to injuries or health conditions, liaising between the member, employer, and WSIB to facilitate necessary adjustments. Their unwavering support and expertise not only streamline the often intricate WSIB processes but also provide reassurance and solidarity to members during challenging times, ensuring they receive the support and accommodations they rightfully deserve.

Typically, the responsibility for initiating a WSIB claim lies with the employer, who is generally tasked with commencing the claim process in response to workplace-related injuries or illnesses suffered by employees. Thus, it is vital that when an injury or illness is discovered, it must be immediately reported to the employer, ensuring prompt initiation of the WSIB claim process and timely access to necessary medical care and benefits for the affected employee.

“While we are committed to offering guidance and support throughout the WSIB process, it’s important to acknowledge that we may have limited knowledge in these procedures and our support may have limitations as we are not extensively trained in this specific field. As stewards, we aim to assist and advocate for our members to the best of our abilities within the scope of our knowledge and resources. For comprehensive and specialized guidance on WSIB-related matters, seeking advice from dedicated professionals or resources specifically trained in handling such situations is highly recommended.”

Typical WSIB Reporting Process:

Immediate Medical Attention: If an injury or illness occurs at the workplace, the affected individual should seek immediate medical attention. Prompt medical treatment is crucial for ensuring the well-being of the injured or ill person.
Notify Employer: The injured or ill individual should inform their employer or supervisor about the incident as soon as possible. Reporting the injury promptly helps initiate the claim process.
Completion of Form 7: The employer is responsible for completing and submitting a Form 7 to the WSIB. This form outlines the details of the workplace incident, including the nature of the injury or illness, when and where it occurred, and the circumstances surrounding the event.
Medical Documentation: The injured party must provide relevant medical documentation to support the claim. This may include medical reports, doctor’s notes, diagnoses, treatment plans, and any other pertinent medical records.
WSIB Claim Submission: Once the Form 7 and associated medical documentation are completed and gathered, the employer submits the claim to the WSIB for review and processing.
WSIB Investigation: The WSIB assesses the submitted claim, conducting an investigation to determine its validity. This investigation may involve reviewing medical records, gathering statements from witnesses, and assessing the circumstances of the incident.
Claim Decision: Based on the investigation’s findings, the WSIB makes a decision regarding the claim. If approved, the injured or ill individual may be eligible for benefits such as medical coverage, wage replacement, or rehabilitation services.
Appeals Process: In cases where a claim is denied or if the benefits provided are insufficient, there is an appeals process available. This process allows the affected individual or their representative to appeal the decision and provide additional evidence or arguments to support their claim.

Source: WSIB Website (wsib.ca)

Navigating The WDHP

An OPSEU steward may support union members throughout the Workplace Discrimination and Harassment Prevention (WDHP) process. Acting as a trusted advocate, the steward offers guidance, assurance, and practical assistance to individuals facing discrimination or harassment issues in the workplace. They serve as a dependable resource, providing information about policies, procedures, and rights while navigating the often sensitive and complex nature of such cases.

The steward assists members in understanding the steps involved in filing complaints, offering support in documenting incidents, and advocating for a fair and just resolution. With empathy and dedication, the steward stands beside members, ensuring their voices are heard, and working diligently to foster a safe and respectful work environment for all.

“While we are committed to offering guidance and support throughout the WDHP process, it’s important to acknowledge that we may have limited knowledge in these procedures and our support may have limitations as we are not extensively trained in this specific field. As stewards, we aim to assist and advocate for our members to the best of our abilities within the scope of our knowledge and resources. For comprehensive and specialized guidance on WDHP-related matters, seeking advice from dedicated professionals or resources specifically trained in handling such situations is highly recommended.”

Typical WDHP (Respectful Workplace) Reporting Process:

Identification of Incident: If an individual experiences or witnesses workplace discrimination or harassment, it’s essential to identify and recognize the incident, acknowledging the behavior as unacceptable or discriminatory.
Documentation and Record Keeping: It’s advisable to document the details of the incident, including dates, times, locations, witnesses (if any), and the nature of the discriminatory or harassing behavior. Keeping a record helps in providing accurate information when reporting.
Reporting the Incident: The affected individual can report the incident to their supervisor, human resources department, or designated WDHP contact within the organization. Reporting promptly after the incident occurs is crucial for addressing the issue effectively.
Filing a Formal Complaint: If the initial report does not result in a resolution or if the behavior persists, the affected individual may need to file a formal complaint according to the organization’s WDHP policy. This involves providing detailed information about the incident and the parties involved.
Investigation: Upon receiving the formal complaint, the organization initiates an investigation into the matter. The investigation aims to gather information, interview relevant parties, and review evidence to determine the validity of the complaint.
Resolution and Action: Based on the investigation findings, the organization takes appropriate action to address the reported incident. This could involve disciplinary actions, mediation, training programs, or other measures aimed at preventing future occurrences of discrimination or harassment.
Follow-Up and Monitoring: The organization may conduct follow-up procedures to ensure that the situation has been appropriately resolved and to monitor the workplace for any recurring issues. Regular checks and support may be provided to prevent further incidents.
Appeals Process: In cases where the affected individual is unsatisfied with the resolution or action taken, there might be an appeals process available within the organization to seek a reconsideration or review of the decision.

Source: WDHP Information (Ontario.ca); Code Of Practice (Ontario.ca)