Convention 2026 Resolutions – Section G

Printable PDF of Resolutions – Section G Convention 2026

Received in accordance with Article 13.8 of the OPSEU/SEFPO Constitution

Resolutions Submitted by the Deadline of February 6, 2026

Submitting Bodies (Ministry and Sector, Division, Locals, Area Councils, Executive Board, and Provincial Committees)

Resolutions Committee 2026

Resolution Committee Report

1. Resolutions received from submitting bodies (Ministry and Sector, Division, Locals, Area Councils, Executive Board, and Provincial Committees):

No. of Resolutions received: 374

No. of Resolutions referred to Constitution Committee: 28

No. of Resolutions rejected: 13

No. of Resolutions accepted: 333

Resolutions are rejected because of failure to meet the requirements outlined in “Your Guide to Resolutions and Constitutional Amendments” i.e. resolutions which is already policy, failing to meet the deadline, improperly voted, lacking meeting minutes, or the subject is deemed to be a bargaining issue, etc. The Committee voted on each rejection.

2. Section G – Resolutions:

Resolutions that were received on the deadline of February 6, 2026, and accepted by the Committee are in the Resolutions Book – Section G, categorized by subject. Identical or similar resolutions are only printed once in the book, but with all other submitting bodies clearly identified.

All delegates are encouraged to review the Resolutions Book prior to Convention.

3. Report of the Resolutions Committee:

This year, the first report of the Resolutions Committee will be in your Convention kits.

4. Emergency Resolutions to Convention:

An Emergency Resolution to Convention is a motion which is:

truly unexpected; and

urgent; and

of great importance to the Convention

and it is NOT an issue that could have been foreseen prior to the resolution deadline date and submitted in the proper manner.

If such an issue arises after the resolution deadline date, a submitting body may pass an emergency resolution at a meeting of the body properly called to order. Such an emergency resolution can then be provided in writing along with a rationale, a record of the meeting held showing that quorum was achieved with a vote specifically on the emergency resolution, to any member of the Resolutions Committee. We will assess its merits and recommend to the Chair of the Convention our opinion on the merits of any and all proposed emergency resolutions received. The acceptance of an Emergency Resolution by the Committee, does not necessarily guarantee that the Resolution will be presented on the floor of Convention.

The “Emergency Resolutions Guidelines” will be included in your registration kit.

5. Alternative Format

A Large Print version of Section G has been prepared and is available on request. Please visit the Equity Table at the back of Convention Hall to obtain a copy.

6. Where do you find the Committee at Convention?

The Resolutions Committee will be available from 8:30 – 9:00 a.m. during Convention. The committee will be located in the following rooms:

April 9 – Room 201A, MTCC

April 10 and 11 – Room 206E, MTCC

7. Activities of the Committee since last Convention:

The Committee had its first meeting in January 2026. This meeting was to plan for upcoming Convention. Roles and upcoming meeting dates were decided.

In March, the Committee came together for 5 days of intense review and debate to verify each submitted resolution and determine the Committee’s position on the merits of those resolutions.

In some cases, similar resolutions were merged as the Committee believed one resolution captured the intent of other resolutions.

A significant amount of Committee time was spent organizing and clarifying bundled resolutions. Moving forward, the Committee recommends that each resolution be submitted individually as this was a cumbersome task this year.

Committee members went to great lengths to contact submitting bodies who had not adhered to the submission guidelines. As per the Committee’s Operating Guidelines and Procedures, submitting bodies were afforded the opportunity to correct their submissions.

If you have any questions, please feel free to contact the Resolutions Committee member for your region. In the meantime, the Resolutions Committee hopes you enjoy a good Convention.

In solidarity,

Authorized for Distribution:

Christine Kelsey
OPSEU/SEFPO Resolutions Committee

JP Hornick
OPSEU/SEFPO Chairperson
President

Resolutions Committee Terms of Reference

OPSEU/SEFPO Convention Policy, Section 4

1. Upon receipt of proposed resolutions, where several identical or nearly identical resolutions are submitted, select one of such resolutions as being representative of all, and print only that resolution in the Convention manual, taking care to identify all Locals that submitted such resolutions.
2. Examine all proposed resolutions having collective bargaining implications, determine which are specific contract demands (as opposed to general bargaining objectives of the union), and refer such specific contract demands back to the submitting body with the recommendation that they be presented at demand setting meetings.
3. Omit from the Convention manual those resolutions that are submitted contrary to Article 13.8, namely, late resolutions and those submitted without the required accompaniment of signed minutes of the meeting at which they were adopted. Such minutes must contain evidence that a quorum was present, and that each resolution was presented and voted upon separately.
4. When preparing the committee’s report to the Convention, check where possible with the originating body when the intent is not clear, so that a resolution can be clarified by changing words.
5. Combine similar resolutions into one resolution encompassing the spirit of several or prepare composite resolutions which may be the sum of several resolutions (but which may be different from any of the submitted resolutions) and thus attempt to build the broadest consensus for a complete policy resolution.
6. Divide the resolutions into categories (such as internal, economics, politics, industrial relations) and within categories, assign priorities on the assumption that there may not be time to deal with all resolutions in every category.
7. Consider the urgency of the desired actions(s) of resolutions submitted as emergency resolutions and whether the content could have been reasonably contemplated prior to the conventional resolution submission deadline. Also, the Committee will determine whether there is urgency to consider the resolution immediately, including the consequences of the resolution not being decided upon at the current Convention. Prioritize those submissions that meet their emergency threshold. In order of priority, recommend to the Convention Chair any submission determined to meet their emergency threshold, so the Convention Chair may seek to determine if delegates are willing to accept the submission as an emergency resolution and deal with it immediately.
8. Resolutions submitted that are already OPSEU/SEFPO policy, shall be returned to the submitting body.

Resolutions

Statutory Resolutions

A1

Submitted by: The Executive Board

Statutory Resolution 1

Therefore, be it resolved that the Executive Board refer the following statutory resolution to Convention, in accordance with the requirements of the Ontario Not-for-Profit Corporations Act:

Therefore be it resolved that as required by Section 17 of the Ontario Not-for-Profit Corporations Act, Convention confirms and approves the actions of the OPSEU/SEFPO Executive Board that created or amended a bylaw of OPSEU/SEFPO, as reflected in the minutes of the meetings of the OPSEU/SEFPO Executive Board from the closing of the last Convention until the closing of this Convention.

A2

Submitted by: The Executive Board

Statutory Resolution 2

Therefore, be it resolved that the Executive Board refer the following statutory resolution to Convention, in accordance with the requirements of the Ontario Not-for-Profit Corporations Act:

Therefore, be it resolved that as required by section 68 of the Ontario Not-for- Profit Corporations Act, Convention appoints MNP LLP as Auditors of OPSEU/SEFPO for the fiscal year 2025 or until their successor is appointed.

Budget

B1

Submitted by: Local 561

Whereas OPSEU/SEFPO is a member-driven union committed to transparency, accountability, and responsible stewardship of members’ dues; and

Whereas OPSEU/SEFPO budgets and audited financial statements include multiple line items described as “other costs” or “miscellaneous activities”; and

Whereas these categories are not consistently explained in a clear, detailed, and accessible manner to the general membership; and

Whereas the absence of clear disclosure limits members’ ability to understand how union funds are allocated and spent;

Therefore be it resolved that OPSEU/SEFPO provide clear, itemized explanations of all budget and financial statement line items categorized as “other costs” or “miscellaneous activities”; and

Be it further resolved that this information be shared with the general membership in an accessible format as part of the annual budget and financial reporting process, beginning with the first budget cycle following adoption of this resolution.

B2

Submitted by: Kingston Area Council. Also submitted by: Provincial Young Workers Committee, Local 561, Rainbow Alliance arc-en-ciel, Provincial Women’s Committee, Local 500

Whereas the OPSEU/SEFPO Social Justice Fund supports organizations fighting for human, economic, labour and political rights, and the Social Justice Board uses established criteria to prioritize funding proposals; and

Whereas the Social Justice Fund was initially funded by setting aside forty eight cents per member per year, and in 2015 this amount was increased to an annual contribution of one dollar per member, reflecting the union’s ongoing commitment to social justice work; and

Whereas the cost of supporting organizations and movements advancing human, economic, labour and political rights continues to rise due to inflation and increased demand for funding; and

Whereas modest, predictable increases help ensure the long term sustainability and effectiveness of the Social Justice Fund;

Therefore be it further resolved that OPSEU/SEFPO increase the contribution to the Social Justice Fund by $1.00 per member for 2027; and

Be it further resolved that OPSEU/SEFPO implement an additional increase of $1.00 per member to the contribution to the Social Justice Fund every ten years thereafter to ensure the continued strength and viability of the fund.

B3

Submitted by: Local 558. Also submitted by: Local 500, Local 560, Local 561, Local 583, Local 590, Local 595, Indigenous Circle, Provincial Francophone Committee, Provincial Women’s Committee

Whereas OPSEU/SEFPO is a member-driven union committed to transparency, accountability, and responsible stewardship of members’ dues; and

Whereas OPSEU/SEFPO budgets and audited financial statements include multiple line items described as “other costs” or “miscellaneous activities”; and

Whereas these categories are not consistently explained in a clear, detailed, and accessible manner to the general membership; and

Whereas the absence of clear disclosure limits members’ ability to understand how union funds are allocated and spent.

Therefore be it resolved that all donations made to and from OPSEU/SEFPO will be clearly detailed and a fulsome list will be provided to members, and that “miscellaneous/other donations” will no longer be used, within ninety (90) days of the passing of this resolution; and

Be it further resolved that this information be shared with the general membership in an accessible format as part of the annual budget and financial reporting process, beginning with the first budget cycle following adoption of this resolution.

B4

Submitted by: Thunder Bay & District Area Council

Whereas Executive Board Members (EBMs) play a critical role in representing members, advancing the union’s agenda, and carrying out decisions made by Convention and the Executive Board;

Whereas in some workplaces, EBMs are not backfilled for their regular job duties when they take paid union leave (PA days) to attend board meetings, regional events, or other union work, resulting in increased workload when they return;

Whereas this cycle can create significant stress and burnout, discouraging strong leaders from continuing in EBM roles or from seeking re-election;

Whereas full-time book-offs would allow EBMs to focus entirely on their union duties without the compounding workload from their regular position, while still respecting that some roles require limited in-work presence to maintain licenses or certifications;

Therefore be it resolved that OPSEU/SEFPO provide Executive Board Members with the option to serve as full-time book-off positions for the duration of their elected term, should they choose;

Be it further resolved that full-time book-off status remain optional, allowing EBMs who wish to maintain all of their regular job duties to do so;

Be it further resolved that the union negotiates and/or allocate necessary resources to ensure that any full-time book-off arrangement does not negatively impact the member’s benefits, pension, or seniority.

B5

Submitted by: Thunder Bay & District Area Council

Whereas many OPSEU/SEFPO Members have experienced trauma and addictions; and

Whereas many OPSEU/SEFPO Members have had to seek in-patient treatment through Homewood Health Centre in Guelph, Ontario; and

Whereas when admitted to Homewood, Members spend long, painstaking hours trying to heal from traumas and the diseases and conditions that come from these traumas; and

Whereas Members often have limited and/or time sensitive resources and/or lack of opportunities within the facility to use effectively release and cope with the pain caused by the healing process

Whereas if Homewood Health Centre had additional funds allocated to the facility, they would be provided residents with equipment and additional outlets to engage in activities outside of the extensive trauma work and recovery process.

Therefore be it resolved that OPSEU/SEFPO provide Homewood Health two (2)

$10,000 One for the general trauma program and a second for the guardians trauma program annual bursaries to provide equipment and/or healthy activities for residents; and

Be it further resolved that OPSEU/SEFPO will form a 3-5 member working group of OPSEU/SEFPO Members who are willing to disclose that they have been through Treatment at Homewood and have a desire to make recommendations as to where these bursaries would best benefit our Member residents; and

Be it further resolved that OPSEU/SEFPO contact Homewood Health Centre to secure agreement on these bursaries and to determine the parameters of the recommendations in advance.

Be it further resolved that this be reevaluated after 5 years.

B6

Whereas the OPSEU/SEFPO Executive Board passed a motion in 2021 for a forensic audit of the OPSEU/SEFPO financials; and,

Whereas the forensic audit trigged and lead OPSEU/SEFPO to file several civil suits; and,

Whereas it is alleged that in each case OPSEU/SEFPO is seeking over a million dollars and that the total of the various suites is for tens of millions of dollars; and,

Whereas since the civil suits have been filed the past and current Executive Board have not provided the membership with any detail or meaningful information; and,

Whereas many civil suits are settled with confidentiality agreements; and,

Whereas the members of OPSEU/SEFPO as dues paying members and shareholders of our union have a right to know where their dues were spent and whether any criminal activity took place; and,

Whereas members of OPSEU/SEFPO cannot bring forward resolutions and constitutional amendments to the Convention to prevent future financial mismanagement when they aren’t being told what took happened in the first place; and,

Whereas the membership of OPSEU/SEFPO have a right to be made whole and seek financial redress if any criminal activity took place; and,

Whereas the membership of OPSEU/SEFPO has every right to be suspicious of the leadership; and,

Whereas the requirements and motivation of the Executive Board may differ significantly from that of the membership, for example, protecting the reputation of the union rather than disclose the facts of what transpired.

Therefore be it resolved that no civil suite stemming from the forensic audit will be settled with a confidentiality agreement; and,

Be it further resolved that the OPSEU/SEFPO Executive Board will provide all local presidents with an update and proposed settlement for any civil suite stemming from the forensic audit at least 60 days prior to any settlement.

Collective Bargaining / Strike

C1

Submitted by: Local 410 Also submitted by: Local 500, Provincial Young Workers Committee, Rainbow Alliance arc-en-ceil, Local 503, Local 455, Greater Toronto Area Council, Local 532

Whereas OPSEU/SEFPO has been moving towards an organizing model that understands that the ability to win negotiations is based on members’ participation and the power to cause consequences to the employer.

Whereas membership participation requires that members feel ownership of bargaining procedures and have trust in a transparent process.

Whereas employers maintain control by causing divisions within the membership and weaponize a limited flow of information to build distrust and spread misinformation.

Whereas open bargaining is an approach to negotiations in which negotiating sessions are open to union members to view.

Whereas open bargaining has been used successfully by many unions of different sizes in both the public and private sector.

Whereas when negotiating with the government for demands which benefit the broader working class, transparency of these demands and the employers’ refusals to accept them is beneficial for building public support and solidarity.

Whereas the principles of open bargaining can be applied in all negotiations with employers including, but not limited to: grievance settlements, joint employer-employee committees, and bargaining of collective agreements.

Whereas the existence of a union policy requiring open bargaining principles would strengthen the position of bargaining teams forcing these principles to be respected by the employer.

Therefore be it resolved that the Executive Board will work with all bargaining units to amend negotiation procedures to include open bargaining principles including, but not limited to:

Refusing ground rules that limit information and participation of OPSEU/SEFPO members,

Open viewing and/or participation of membership within negotiation sessions, membership ratification of all bargaining demands, and open and accessible tracking of negotiation proposals and responses.

Any proposed amendments to the negotiation procedures will be submitted to the relevant Sector/Division conference for approval.

C2

SW Area Council Also submitted by: Local 558

Whereas the right to strike is a fundamental component of collective bargaining and union solidarity;

Whereas crossing picket lines undermines the strength and unity of the labour movement and can weaken the bargaining power of striking workers;

Whereas OPSEU/SEFPO is committed to promoting solidarity among its members and with other unions, locals, and bargaining units across the labour movement;

Whereas some collective agreements lack clear language that protects members from disciplinary action or loss of pay when they choose to respect legal picket lines established by other OPSEU/SEFPO locals, unions, or bargaining units;

Therefore Be it resolved that OPSEU/SEFPO actively encourage and support all locals and bargaining units to include language in their collective agreements that affirms the right of members to refuse to cross legal picket lines established by other OPSEU/SEFPO locals, bargaining units, or other unions entirely, without fear of reprisal;

Be it further resolved that OPSEU/SEFPO provide education, resources, and bargaining support to locals seeking to negotiate such language into their collective agreements;

Be it further resolved that OPSEU/SEFPO advocate for broader legislative protections that uphold the right of all workers to respect picket lines as a matter of conscience and solidarity.

C3

Submitted by: Local 351

Whereas Locals need to be able to refer directly to OPSEU/SEFPO policy in addressing strikebreaking; and

Whereas there is a need to empower locals and divisions to enhance bargaining language to protect their work; and

Therefore be it resolved that OPSEU/SEFPO encourage all Locals to bargain collective agreement language requiring that seniority be applied in accordance with OPSEU/SEFPO policy, including recognition of seniority penalties imposed by the Union; and

Be it further resolved that OPSEU/SEFPO develop model bargaining language and provide training and resources to assist Locals and Divisions in negotiating and enforcing these provisions.

C4

Submitted by: Local 447

Whereas Strike Pay for OPSEU/SEFPO members remains at the current rate of $250.00 per week, with an increase to $350.00 per week for the fourth week and beyond; and

Whereas no cost-of-living increase has been applied to this rate.

Therefore be it resolved that OPSEU/SEFPO members receive an increased strike pay of $450.00 per week ($90.00 per day);

Be it further resolved that strike pay be increased to $550.00 per week ($110.00 per day) commencing week four and beyond;

Be it further resolved that the dependent entitlement be increased to $125.00 per week ($25.00 per day);

Be it further resolved that OPSEU/SEFPO have a clear and transparent process to update strike pay, and dependent entitlement, equitably in a way that reflects the cost of living and is indexed to inflation to avoid falling behind in the future;

Be it further resolved that OPSEU/SEFPO post this strike pay information in an accessible format to reassure the membership, and show resolve to all public sector employers; and

Be it further resolved that as part of its educational mandate, OPSEU/SEFPO provide ongoing education about the strike fund, supporting mechanisms (such as local top-up or hardship funds), the history of strikes, and how to prevent scabbing and strikebreaking.

Dues/Rebate

D1

Submitted by: Sector 9 Universities Also submitted by: South West Area Council

Whereas OPSEU/SEFPO Governance Policy Section 2.8, Article 9 provides for reimbursement of 90% of affiliation dues to Labour Councils and Area Councils;

Whereas Sector engagement is a critical component of OPSEU/SEFPO’s democratic structure and bargaining effectiveness, particularly within specialized sectors such as the Universities Sector;

Whereas equitable participation in Sector engagement should be supported financially to ensure all Locals, including those with limited resources, can contribute meaningfully;

Therefore be it resolved that OPSEU/SEFPO establish a reimbursement policy for Locals contributing dues or financial support toward Sector engagement activities, modeled on the existing 90% reimbursement structure for Labour and Area Council affiliations.

D2

Submitted by: Thunder Bay & District Area Council

Whereas OPSEU/SEFPO has almost 200,000 members.

Whereas OPSEU/SEFPO continues to grow, evolve and adapt to the needs of our membership.

Whereas is a member driven union and continues to offer one of the lowest percentage of dues in Canada.

Whereas the cost of events, engagement, and member servicing have risen.

Therefore be it resolved that OPSEU/SEFPO have the First VP Treasurer, President, Executive Committee, and the Executive Board begin the process to increase dues by at least 0.125%, up from 1.375%; and

Be it further resolved that the dues increase be considered at Convention 2027.

D3

Submitted by: Local 710

Whereas OPSEU/SEFPO has approximately 200,000 members.

Whereas OPSEU/SEFPO continues to grow, evolve and adapt to the needs of our membership.

Whereas OPSEU/SEFPO is a member driven union and continues to offer one of the lowest percentage of dues in Canada.

Whereas when compared to other public service unions across Canadian provinces and territories, and federally; OPSEU/SEFPO ranks seventh out of sixteen unions with similar dues structures.

Whereas the cost of events, engagement, and member servicing have risen, as seen in the increasing cost of living.

Whereas strike pay was increased at the 2025 Convention to $450 per week, and there are growing demands from the general membership for more education and programming.

Therefore be it resolved that OPSEU/SEFPO have the First VP/Treasurer, President, Executive Committee, Equity Deserving Caucuses, and the Executive Board begin the process to consult the membership regarding a dues increase;

Be it further resolved that the First VP/Treasurer, President, Executive Committee, Equity Deserving Caucuses, and the Executive Board provide local leadership with materials to assist with informing and educating their memberships on what would happen with a dues increase, including but not limited to, average cost projections per member hourly by earning brackets, at various percentage increases.

Be it further resolved that any vote for a dues increase would happen after consultation with the general membership and would be voted on no earlier than Convention 2027.

Education

E1

Submitted by: Provincial Young Workers Committee Also submitted by: Local 500, Rainbow Alliance arc-en-ciel, Greater Toronto Area Council, Provincial Francophone Committee, Provincial Women’s Committee

Whereas young workers are underrepresented in union education, yet are the future leaders and activists of OPSEU/SEFPO;

Whereas education designed by and for young workers provides an opportunity to connect union principles to the experiences and challenges faced by newer members in the workforce;

Whereas providing a dedicated young workers educational will promote the union’s agenda, encourage succession planning, and help to grow and strengthen the union by inspiring active participation and leadership development among young members;

Whereas having young workers facilitate these courses, wherever possible, through the Train-the-Trainer program supports a peer-based learning environment that builds confidence, solidarity, and long-term engagement;

Therefore be it resolved that OPSEU/SEFPO, through collaboration between the Provincial Young Workers Committee (PYC) and the Education and Training Department, develop a Young Workers Educational Course to be included in the Regional Course Catalogue;

Be it further resolved that this course be eligible to be selected as an equity-based educational option when Regional Education Committees plan their Regional Educationals;

Be it further resolved that wherever possible, this course be facilitated by a young worker who has completed Train-the-Trainer, to ensure peer-led learning and leadership development among young members.

Submitted by: Local 441 Also submitted by: Provincial Young Workers Committee, Thunder Bay & District Area Council, Rainbow Alliance arc-en-ciel, Provincial Francophone Committee, Provincial Women’s Committee, Local 500

Whereas the OPSEU/SEFPO Board is the highest governing body of the union between Conventions; and

Whereas OPSEU/SEFPO Conventions are conducted in accordance with Robert’s Rules of Order to ensure fair, transparent, and democratic decision-making; and

Whereas the Board is expected to uphold the same standards of governance and procedure between Conventions; and

Whereas inconsistent or overly loose application of Rules of Order during Board meetings undermines clarity, accountability, and member confidence; and

Whereas proper education and accessible reference tools are necessary for all Board members to consistently apply Rules of Order, regardless of tenure;

Therefore be It resolved that all OPSEU/SEFPO Board members, be required to receive education and training on Robert’s Rules of Order; and

Be it further resolved that the entire OPSEU/SEFPO Board be educated on Robert’s Rules of Order at the beginning of every Board term, and that this education be mandatory for all Board members, regardless of length of service or previous experience on the Board; and

Be it further resolved that OPSEU/SEFPO provide all Board members with practical reference tools, including a Robert’s Rules of Order wheel or equivalent quick-reference guide, for use during Board meetings; and

Be it finally resolved that the OPSEU/SEFPO Board conduct its meetings in strict accordance with Robert’s Rules of Order to uphold democratic process, fairness, and effective governance between Conventions.

E3

Submitted by: Provincial Young Workers Committee Also submitted by: Local 500, Rainbow Alliance arc-en-ciel, Local 317, Orillia Area Council

Whereas many young workers are new to unions and may have limited understanding of their rights, benefits, and opportunities for engagement within OPSEU/SEFPO; and

Whereas effective union orientation and education strengthen member participation, confidence, and long-term engagement; and

Whereas young workers benefit from education and onboarding materials that are accessible, timely, and reflective of their communication and learning preferences;

Therefore be it resolved that OPSEU/SEFPO develop and enhance young-worker-focused union orientation and education resources, including digital and accessible formats; and

Be it further resolved that OPSEU/SEFPO ensure these orientation and education resources are provided to young workers early in their membership to support meaningful engagement from the outset; and

Be it further resolved that OPSEU/SEFPO consult with the Provincial Young Workers Committee in the development, implementation, and evaluation of these orientation and education initiatives.

E4

Submitted by: Provincial Francophone Committee Also submitted by: Local 500, Provincial Young Workers Committee, Thunder Bay & District Area Council, Rainbow Alliance arc-en-ciel, Provincial Women’s Committee

Whereas OPSEU/SEFPO is a bilingual union; and

Whereas French is an official language in Canada, and Francophone workers in Ontario have the right to equitable representation; and

Whereas offering courses in French demonstrates the union’s proactive commitment to reconciliation, solidarity, and the full participation of Francophone members in union life; and

Whereas the provision of French language training is a reasonable and constructive measure that strengthens the union without diminishing services to other members;

Therefore be it resolved that all new courses be translated into French concurrently with their development in English and released simultaneously in both English and French.

E5

Submitted by: Local 154 Also submitted by: Local 500, Provincial Young Workers Committee, Thunder Bay & District Area Council, Rainbow Alliance arc-en-ciel, Provincial Francophone Committee, Region 1 Area Council

Whereas OPSEU/SEFPO is a bilingual union; and

Whereas French is an official language in Canada, and Francophone workers in Ontario have the right to equitable representation; and

Whereas supporting language training aligns with the union’s commitment to equity, diversity, inclusion, and respect for minority language rights; and

Whereas offering courses in French demonstrates the union’s proactive commitment to reconciliation, solidarity, and the full participation of Francophone members in union life; and

Whereas the provision of French language training is a reasonable and constructive measure that strengthens the union without diminishing services to other members;

Therefore be it resoleved that a minimum of two(2) courses in French be offered in person per calendar year; as determined by the PFC; beginning as of January 2027 calendar year; and

Therefore be it resolved that these be funded out of the general fund; and

Therefore be it further resolved that the courses be delivered with a minimum enrollment threshold of five(5) participants.

E6

Submitted by: Local 500 Also submitted by: Provincial Francophone Committee, Thunder Bay & District Area Council, Rainbow Alliance arc-en-ciel, Greater Toronto Area Council, Provincial Women’s Committee

Whereas OPSEU/SEFPO is a bilingual union;

Whereas French is an official language in Canada, and Francophone workers in Ontario have the right to equitable representation; and

Whereas offering courses in French demonstrates the union’s proactive commitment to reconciliation, solidarity, and the full participation of Francophone members in union life; and

Whereas the provision of French language training is a reasonable and constructive measure that strengthens the union without diminishing services to other members;

Therefore be it resolved that three(3) existing English only courses be translated each calendar year until all existing English courses are translated into French; and

Be it further resolved that French courses are updated at the same time as they are updated in English, following the same policy as for English courses; and

Be it further resolved that courses are selected jointly with education dept and the PFC; and

Be it further resolved that the funding come from the education unit budget.

E7

Submitted by: Region 1 Area Council Also submitted by: Local 154

Whereas the labour movement in Canada saw a reduction in unionization within the last 20-30 years and the current majority of workers in Ontario fall between 25 – 54 years of age thus entering the labour force within that time period, and

Whereas public sector coverage by a collective agreement rose to over 76% in 2023, nearly five times as likely as those covered in the private sector in 2023, and

Whereas strikes were much more prevalent during the 1970s and 1980s with days lost to labour disputes declining and remaining stable until 2022 with 2023 showing the number of days not worked due to labour disruption being the highest number since 1986, and

Whereas strikes have mainly targeted the educational services and public administration sectors, and

Whereas increases in economic inflation in 2023 correlate with the highest number of labour disruptions recorded in almost four decades, and

Whereas collective bargaining and the power of a strong, unified labour force is the cornerstone of success for OPSEU/SEFPO, one of the largest public sector unions in Ontario with over 500 different Collective Agreements and more than 150,000 members across the province, and

Whereas training members is a priority for OPSEU/SEFPO

Therefore be it resolved that a weekend educational program will be established and offered to members regarding labour disruption tactics, strengths, weaknesses, guidelines and strategies, beginning in January 2027

E8

Submitted by: Provincial Women’s Committee Also submitted by: Local 500, Provincial Young Workers Committee, Provincial Francophone Committee

Whereas OPSEU/SEFPO recognizes education as a cornerstone of strong, informed, and effective member representation; and

Whereas legislation, workplace practices, collective agreements, and union policies are continually evolving; and

Whereas many OPSEU/SEFPO education courses reflect the context, laws, and best practices at the time they are delivered; and

Whereas members who completed courses several years ago may not have received updated information relevant to their current roles;

Therefore be it resolved that OPSEU/SEFPO allow members to retake OPSEU/SEFPO education courses when five (5) years or more have passed since the member last completed the course; and

Be it further resolved that retaking courses after five (5) years be recognized as refresher education and not restrict access for members taking the course for the first time.

E9

Submitted by: Ottawa Area Council Also submitted by: Local 500, Rainbow Alliance arc-en-ciel, Provincial Women’s Committee

Whereas OPSEU/SEFPO is committed to Disability Justice and Accessibility as demonstrated by the existence of the Disability Rights Caucus, and various course and education around duty to accommodate; and

Whereas the training would afford staff clarity to understanding the needs of members who identify as having an apparent and/or non apparent disabilities.

Therefore be it resolved that OPSEU/SEFPO make AODA training available to elected members within one (1) year of the resolution passing; and

Be it further resolved that this be offered on a regular ongoing basis to ensure newly elected members complete and that a permanent link is available on the OPSEU/SEFPO membership portal for reference; and

Be it further resolved that the cost for this training born by OPSEU SEFPO general budget.

E10

Submitted by: Retired Members Division

Whereas many employers are not offering pre-retirement courses to their employees

Whereas it is important that our members to be provided timely information in order to plan effectively for retirement.

Whereas many people have misinformation about retirement.

Whereas CURC has already developed a pre-retirement course that offers the information we need. Thus, reducing the cost for development.

Therefore be it resolved OPSEU/SEFPO offer at least one pre-retirement course pre region, per year using the CURC pre-retirement course as a template.

Be it further resolved that OPSEU/SEFPO retirees that have been trained be used as co-facilitators.

Grievances

G1

Submitted by: Local 103 Also submitted by: Local 154, Region 1 Area Council

Whereas the employer continues its practice of frequently denying every grievance regardless of merit of the case.

Whereas grievances forwarded to an arbitrator can take over a year to be heard and multiple years before being resolved.

Whereas the situations that caused the grievances waiting to be heard are to be complied with until resolution by the arbitrator. These situations are often harmful to OPSEU/SEFPO members. They can range from improper termination, harassment, failure to meet an accommodation, loss of pay, etc. that our members have to live with while waiting for the arbitration process to work.

Whereas such a lengthy grievance process forms a grave disincentive for members to fight for their rights and to look to their union for support.

Therefore be it resolved that OPSEU/SEFPO study the fundamental issues for the delays in the grievance and arbitration process and make recommendations to reduce the wait time for an arbitrator.

Therefore be it resolved that a report be further presented to the membership prior to Convention 2027

G2

Submitted by: Local 130

Whereas the OPSEU/SEFPO Executive Board passed a motion in 2021 for a forensic audit of the OPSEU/SEFPO financials; and,

Whereas it is alleged that some past OPSEU/SEFPO Directors on the Executive Board were paid hundreds of thousands of dollars in the form of grievance settlements; and,

Whereas the full Executive Board of the day were not consulted or made aware of such huge financial disbursements; and,

Whereas the past and current Executive Board have not provided any detail or meaningful information to the membership since the conclusion of the forensic audit, and,

Whereas it is imperative that there be appropriate and meaningful checks and balance at all levels of OPSEU/SEFPO.

Therefore be it resolved that no grievance filed by any OPSEU/SEFPO Executive Board member seeking financial remedy shall be settled without full disclosure to the full OPSEU/SEFPO Executive Board.

G3

Submitted by: Local 561

Whereas OPSEU/SEFPO’s grievance database has been unusable since the cyber attack, and being microfiche-based, was not searchable in a user-friendly way even before the cyber attack; and

Whereas there has been rapid generational turnover within Local Executives, Staff Representatives, Negotiators and Grievance Officers who need to know the history of the wins and losses and interpretations of their own Collective Agreements;

Therefore be it resolved that OPSEU/SEFPO build and maintain a user-friendly, searchable database of grievance awards by Collective Agreement accessible to all Locals.

Health and Safety

H1

Submitted by: Provincial Young Workers Committee Also submitted by: Local 500, Rainbow Alliance arc-en-ciel, Provincial Francophone Committee, Provincial Women’s Committee

Whereas young workers are statistically at greater risk of workplace injury due to limited experience, lack of supervision, and inadequate safety training; and

Whereas many young and new workers are placed in high-risk or precarious positions where they may be treated as “cheap labour” without the proper orientation, mentorship, or hazard-recognition education; and

Whereas effective workplace health and safety programs—especially those tailored to young and new workers—reduce injuries, improve retention, and promote a stronger culture of safety and respect in all sectors; and

Whereas OPSEU/SEFPO has a long-standing commitment to worker safety, education, and equity across all workplaces;

Therefore be it resolved that OPSEU/SEFPO lobby the Government of Ontario and the Ministry of Labour, Immigration, Training and Skills Development to strengthen training, supervision, and hazard-recognition programs for young and new workers in all sectors; and

Be it further resolved that OPSEU/SEFPO advocate that employers be required to provide tailored orientation programs for all young and new workers, with clear standards and enforcement mechanisms; and

Be it further resolved that OPSEU/SEFPO call on the province to close legislative and regulatory gaps that allow young workers to be used as low-cost labour in unsafe or high-risk roles without proper protection or compensation; and

Be it finally resolved that OPSEU/SEFPO continue to educate and engage its own young members on occupational health and safety rights and responsibilities to empower them as advocates for safer workplaces.

World Issues

I1

Submitted by: Local 595 Also Submitted by: Local 590, Local 560, Local 583

Whereas OPSEU/SEFPO is a democratic, member-driven union whose political commitments should reflect broad consultation with, and the interests of, its membership;

Whereas in 2024 the OPSEU/SEFPO Executive Board committed the Union to actively support the international Boycott, Divestment and Sanctions (BDS) campaign;

Whereas this commitment was undertaken without organized, union-wide consultation or a direct mandate from Convention;

Whereas OPSEU/SEFPO’s association with the BDS campaign has caused significant division within the Union and has alienated many Jewish and Israeli members, weakening member trust, solidarity, and participation;

Whereas OPSEU/SEFPO has not adopted comparable boycott or sanctions campaigns targeting any other state, raising concerns about the selective application of political standards;

Whereas components of the BDS campaign, including cultural and academic boycotts, are in conflict with OPSEU/SEFPO’s Statement of Respect and the Union’s stated support for academic freedom and inclusive participation;

Whereas boycott and pressure campaigns have targeted institutions that employ OPSEU/SEFPO members in different ways, including academic and cultural boycotts directed at Toronto Metropolitan University (TMU) and the University of Toronto, as well as political or institutional pressure campaigns directed at public-sector employers such as the Ministry of the Attorney General and the City of Vaughan, creating a potential conflict with the Union’s responsibility to protect the interests of its members;

Whereas OPSEU/SEFPO members also work in workplaces where products subject to international boycott campaigns are sold, including the LCBO;

Whereas the Executive Board has not presented the membership with a comprehensive analysis of the impacts of this policy, including potential implications for investments or union operations; and

Whereas delegates to the 2025 Convention rejected resolution I1 that targeted Israel exclusively;

Therefore be it resolved that OPSEU/SEFPO withdraw from the international Boycott, Divestment and Sanctions (BDS) campaign; and

Be it further resolved that this withdrawal apply equally to OPSEU/SEFPO and to any body, committee, caucus, or group representing itself as part of, or acting on behalf of, OPSEU/SEFPO.

I2

Submitted by: Local 503

Whereas the CLC has endorsed elements of the Boycott, Divestment and Sanctions movement’s calls to sanction Israel over the occupation of Palestine and Israel’s system of apartheid;

Whereas Israel has continued its genocidal bombing campaign, ground invasion, and siege and starvation of Gaza and annexation of the West Bank despite the October 2025 ceasefire;

Whereas the Israeli labour central the Histadrut has been a partner in the colonization of Palestine since the foundation of Israel, and maintains discriminatory practices against Palestinian workers;

Therefore be it resolved that we call on the Canadian Labour Congress to declare trade, services and relationships with Israel to be “hot cargo” and to cut ties with the Histadrut

Be it further resolved that the CLC endorse the Arms Embargo Now campaign and work with relevant unions to declare arms shipments to Israel to be “hot cargo,” not to be touched by workers of conscience.

Expenses

J1

Submitted by: Local 441 Also submitted by: Local 500, Provincial Young Workers Committee, Rainbow Alliance arc-en-ciel

Whereas OPSEU/SEFPO is committed to equity, inclusion, and the removal of financial barriers that prevent full participation of members in union activities; and

Whereas many OPSEU/SEFPO committees are required to incur expenses in order to carry out their mandated work, often relying on members to personally cover costs and seek reimbursement; and

Whereas requiring members to advance personal funds creates financial barriers, disproportionately impacting low-income members, young workers, equity-seeking members, and others who may not have access to credit; and

Whereas these financial barriers undermine equitable participation and limit the ability of committees to function effectively and inclusively;

Therefore be it resolved that OPSEU/SEFPO provide a credit card to each Provincial Committee listed under Article 19 – Provincial Committees in the OPSEU/SEFPO Constitution for approved union-related expenses; and

Be it further resolved that the credit card will be held by the committee treasurer; and

Be it further resolved that clear policies and accountability guidelines be established for the use of committee credit cards to ensure transparency, appropriate oversight, and fiscal responsibility; and

Be it further resolved that this measure be implemented within the first 3 months of the resolution passing as part of OPSEU/SEFPO’s broader commitment to equity, inclusion, and the removal of systemic financial barriers to member participation.

J2

Submitted by: Thunder Bay & District Area Council

Whereas transparency and accessibility are essential to maintaining trust and accountability within our union; and

Whereas members currently have limited access to their own financial records and expense claim history through the membership portal; and

Whereas members should be able to view all past advances, even after they have been reconciled by the Claims Department; and

Whereas members would benefit from being able to see which expense claim was applied to which advance, as well as a clear breakdown of each submitted expense; and

Whereas having a record of the event date, submission date, and payment date would help members track timelines and ensure accuracy in processing; and

Whereas many institutions, such as banks and credit unions, already offer this level of transparency through their online systems — for example, providing PDF copies of deposited cheques and detailed transaction histories showing all money in and out — demonstrating that secure, user-friendly financial tracking tools are both feasible and widely adopted; and

Whereas adopting similar functionality would modernize OPSEU/SEFPO’s digital systems and align with member expectations for clarity and accountability;

Therefore be it resolved that OPSEU/SEFPO make members’ financial records more accessible within each member’s online portal; and

Be it further resolved that the portal include a record of all advances, including those that have been reconciled; the expense claim(s) used to reconcile each advance; a detailed breakdown of each submitted expense; the event date, date submitted, and date paid.

Be further it resolved that there be an appeal process that is timely.

J3

Submitted by: Rainbow Alliance arc-en-ciel Also submitted by: Provincial Young Workers Committee, Local 500, Orillia Area Council, Provincial Francophone Committee, Provincial Women’s Committee

Whereas members currently must print, complete, and scan advance forms to submit them, which can be inconvenient, inaccessible, and not environmentally friendly; and

Whereas not all members have access to Adobe or printing/scanning equipment, creating barriers to submitting advance requests; and

Whereas OPSEU/SEFPO already has a system for submitting expense claims through the Membership Portal; and

Whereas creating a similar online mechanism for submitting advances would streamline the process, ensure all required information is provided, and make the process accessible on cell phones, tablets, and laptops;

Therefore be it resolved that OPSEU/SEFPO create a mechanism within the Membership Portal that allows members to apply for advances in a manner similar to submitting expense claims; and

Be it further resolved that this mechanism be designed to be accessible across all devices and reduce the need for printing and scanning, supporting a more eco-friendly and efficient process for members.

Equity

K1

Submitted by: Local 500 Also submitted by: Provincial Young Workers Committee, Rainbow Alliance arc-en-ciel, Local 441, Region 1 Area Council

Whereas all OPSEU/SEFPO members have the right to participate in union activities, events, and meetings free from harassment, bullying, discrimination, or violence; and

Whereas incidents of member on member harm, including assault or other forms of violence, create unsafe environments that discourage participation and erode trust within the union; and

Whereas OPSEU/SEFPO’s existing Harassment and Discrimination Prevention Policy may not fully address situations involving assault or other serious forms of member on member harm; and

Whereas the union has a responsibility to ensure that its spaces and events are safe, respectful, and inclusive for all members;

Therefore be it resolved that OPSEU/SEFPO develop and implement a clear and comprehensive policy and procedure to prevent, address, and respond to member on member violence or assault, including defined reporting processes, confidentiality protections, and supports for affected members; and

Be it further resolved that OPSEU/SEFPO provide training for elected leaders, staff, and local executives on preventing, identifying, and responding to member on member harm in a consistent and respectful manner; and

Be it further resolved that OPSEU/SEFPO review the Harassment and Discrimination Prevention Policy to ensure alignment and clarity regarding how cases involving violence or assault between members are handled.

Be it further resolved that OPSEU/SEFPO conduct a review of Article 7 – Membership Rights in the OPSEU/SEFPO Constitution with the goal of recommending amendments that strengthen protections for members and clearly outline their right to safety within all union spaces.

K2

Submitted by: Rainbow Alliance arc-en-ciel Also submitted by: Local 500, Provincial Young Workers Committee

Whereas OPSEU/SEFPO is committed to equity, inclusion, and the removal of systemic barriers for all members, including young workers; and

Whereas OPSEU/SEFPO vehicle use policies currently require drivers to be at least twenty-five (25) years of age, creating unnecessary age-based barriers for younger members who are otherwise legally licensed and qualified; and

Whereas this restriction limits young workers’ full participation in union work, leadership development, and employment opportunities, despite alternative risk management measures being available;

Therefore be it resolved that OPSEU/SEFPO review and amend its vehicle use policies to remove the minimum age requirement of twenty-five (25) years within 6 months of this resolution passing; and

Be it further resolved that eligibility to operate OPSEU/SEFPO vehicles be based on objective, non-discriminatory criteria such as valid licensing, acceptable driving records, and compliance with insurance and safety requirements; and

Be It Further Resolved that any revised policy align with OPSEU/SEFPO’s equity commitments and be clearly communicated to all members.

K3

Submitted by: Local 415 Also submitted by: Provincial Young Workers Committee, Local 566, Coalition of Racialized Workers, Ottawa Area Council, Rideau St. Lawrence Area Council

Whereas OPSEU/SEFPO is a progressive, socially conscious Union, and

Whereas OPSEU/SEFPO has established caucuses and Committees for members or identified groups which have unique perspectives, and

Whereas such caucuses and Committees have provided invaluable assistance, counsel, and leadership for the Executive Board and Convention in establishing and growing the OPSEU/SEFPO response to diversity, equity, inclusion and challenges, and

Whereas Muslim members of OPSEU/SEFPO comprise a unique and definable community with unique perspectives and needs, and

Whereas OPSEU/SEFPO has already started creating religious and ethno-religious caucuses by creating the Jewish Caucasus in November 2025

Whereas the ongoing rise in Islamophobia in Canada and The West has been identified as needing immediate attention, and

Whereas Muslim member face specific issues and challenges specific to them in their workplace and union functions

Whereas Muslim members are in the best position to advise on Islamophobia and issues affecting Muslim members, and

Whereas according to the social mapping project final report released in July 2025, Muslim members constitute 6% of total OPSEU/SEFPO members.

Therefore be it resolved that OPSEU/SEFPO establish a Muslim members caucus, effective immediately after the passing of this resolution, and

Be it further resolved that the initial leadership of the caucus be composed of Muslim members of OPSEU/SEFPO, to be selected from among themselves, to a number not greater than 14 members, and not less than seven

Be it further resolved that this caucus report quarterly to the Executive Board, and annually to the Convention, and

Be it further resolved that an annual budget and staffing be dedicated for the use of the caucus, with limits and reporting obligations as per OPSEU/SEFPO policy, and

Be it further resolved that beginning with Convention 2027 and continuing for each Convention thereafter, OPSEU/SEFPO provide meeting space on the Convention site for the caucus’s needs, for the caucus and its members, and that the caucus be permitted to independently conduct its business and caucus leadership positions.

K4

Submitted by: Indigenous Circle Also submitted by: Provincial Women’s Committee, Provincial Francophone Committee, Rainbow Alliance arc-en-ciel, Kingston Area council, Provincial Young Workers Committee, Local 500

Whereas the water crisis facing Indigenous communities is profound and Water First offers training and education in three key programs: Drinking Water Internship, environmental water technical training and school-based water science education workshops with no cost to the students attending the programs; and

Whereas Water First helps address water challenges in Indigenous communities in Canada through their programs and is just one part of a solution to the water crisis facing many Indigenous communities; and

Whereas OPSEU/SEFPO currently donates $20,000 annually to the Water First programs;

Therefore be it resolved that OPSEU/SEFPO increase its annual donation to Water First Education and Training Inc to $30,000 to help ensure the continuation of the programs in Indigenous communities so that these programs can continue to be offered with no cost to the students in Ontario.

K5

Submitted by: Southwest Area Council Also Submitted by: Sector 9 Universities, Local 558

Whereas OPSEU/SEFPO is committed to fostering an inclusive and respectful environment for all members at conferences, conventions, and gatherings;

Whereas the ability to display preferred names and gender pronouns on identification badges affirms members’ identities and promotes equity, dignity, and belonging;

Whereas options such as onsite badge printing provide flexibility to accommodate last-minute updates, corrections, and accessibility needs, ensuring accurate representation for all participants;

Therefore be it resolved that OPSEU/SEFPO implement a policy allowing members to include their preferred names and gender pronouns on identification badges for all conferences, conventions, and official gatherings;

Be it further resolved that OPSEU/SEFPO ensure onsite capability at all conferences and conventions to allow for real-time updates and corrections, including preferred names and pronouns;

Be it further resolved that that registration systems and conference/meeting processes be updated to securely and confidentially support these options.

K6

Submitted by: Southwest Area Council

Whereas OPSEU/SEFPO Retirees are an underutilized resource.

Whereas OPSEU/SEFPO activist retirees still have a passion for social justice and the union movement.

Whereas OPSEU/SEFPO Retirees Division has a vision to be active in all our regions and as many communities as possible representing OPSEU/SEFPO in the community, through volunteerism, on picket lines, with an active flying picket squad in each Region and in order to do that we need to engage our activists..

Whereas OPSEU/SEFPO’s other equity seeking groups/divisions all have regular conferences on a bi-annual or annual schedule..

Whereas OPSEU/SEFPO says it respects equity. Whereas the United Nations recognized ageism as an equity issue.

Therefore be it resolved that all equity seeking groups be treated equitably when

OPSEU/SEFPO does conference planning and that staff and financial resources for conferences be shared equitably.

Therefore be it further resolved that Retirees also be entitled to regular conferences.

K7

Submitted by: Ottawa Area Council Also submitted by: Local 500, Rainbow Alliance arc-en-ciel, Local 154, Provincial Young Workers Committee, Provincial Women’s Committee, Kingston Area Council, Provincial Young Workers Committee, Indigenous Circle, Region 1 Area Council, Provincial Francophone Committee

Whereas an access guide assists those with disabilities to plan for the built environment where events are taking place, and plan any support as needed

Whereas at many OPSEU/SEFPO event locations, there are limited accessible restaurant options, limited places for service dogs to rest/defecate, and unknown quiet and prayer space locations.

Whereas at many OPSEU/SEFPO events OSPEU/SEFPO members are responsible for eating breakfast, lunch and dinner on their own time and event locations may have limited accessibility restaurant options.

Whereas OPSEU/SEFPO event locations are not chosen for accessibility needs as a primary concern, potentially limiting the number of accessible rooms, accessible washrooms and automatic doors, therefore reducing access to the event space

Whereas OPSEU/SEFPO is committed to accessibility and disability justice as demonstrated by the Disability Rights Caucus and the statements OPSEU/SEFPO has prepared in support of International Day for Persons with Disabilities

Therefore be it resolved that at every OPSEU/SEFPO event, the staff will prepare an accessibility guide that will be shared with attendees 2 weeks prior to the event.

This event guide shall describe all accessibility features of the space including but not limited to Accessible rooms, washrooms, automatic doors, inaccessible spaces, accessible restaurants for all meals during the event

Therefore be it also resolved that for OPSEU/SEFPO buildings, and regular event locations, these accessibility guides be made available to all members to use and build on for future events and stored on the website for reference

Therefore be it further resolved that the staff will create a template that will be used moving forward for aforementioned accessibility guide which will be reviewed and approved by the Disability Rights Caucus prior being implemented for locals and regional usage

Therefore be it further resolved that once approved this will come into effect 6 months following the close of convention 2026

Therefore be it further resolved that the template, approved by the DRC, will be reviewed every three (3) years, in consultation with the DRC.

K8

Submitted by: Local 665 Also submitted by: Local 623, Sault St. Marie Area Council, Sudbury Area Council

Whereas OPSEU/SEFPO values diversity and inclusion as core strengths of the union and sees them as integral to justice and dignity;

Whereas OPSEU/SEFPO espouses the concepts of Equity, Diversity and Inclusion (EDI) as one of its primary guiding principles, confirming that inclusion is not merely rhetorical but part of the union’s formal governance and practices;

Whereas the OPSEU/SEFPO Statement of Respect is a norm-setting document that is read at union gatherings and signals who belongs and how;

Whereas OPSEU/SEFPO members reasonably expect the Statement of Respect to reflect solidarity, recognition, and accountability;

Whereas the Ontario Human Rights Code identifies grounds protected from discrimination, recognizing that identities are diverse, evolving, and often intersectional;

Whereas the OPSEU/SEFPO Statement of Respect uses the language “including and not limited to”, which is intended to be inclusive, but in equity-focused contexts, this often functions as a catch-all phrase that gives the appearance of comprehensive inclusion while freezing recognition at a particular moment in time;

Whereas naming specific groups using “including and not limited to” creates implicit hierarchies of recognition, in which named groups are perceived as visible and legitimate while other identities remain unnamed, reinforcing normative assumptions about which identities “count”;

Whereas this approach places the burden of inclusion on the reader, requiring individuals—particularly those from historically marginalized or less visible groups—to infer whether they belong, which can feel exclusionary rather than affirming;

Whereas it is neither possible nor desirable to list every identity or equity group within the OPSEU/SEFPO Statement of Respect;

Therefore it resolved that OPSEU/SEFPO change its Statement of Respect by referencing human rights-protected grounds, rather than enumerating specific equity groups, to ensure that the Statement is as inclusive as possible, and that no member feels excluded or less recognized;

Be it further resolved that the OPSEU/SEFPO Statement of Respect be amended to read as follows (in English):

“Harassment or discrimination of any kind will not be tolerated at OPSEU/SEFPO functions. Whenever OPSEU/SEFPO members gather, we welcome all peoples of the world. We will not accept any unwelcoming words, actions or behaviours against our union members. We accord respect to all persons, regardless of age, sex, disability, social or economic class, marital or family status, creed, citizenship, national or ethnic origin, ancestry, place of origin, colour, race or racialization, sexual orientation, gender identity or expression, language, or political affiliation. In our diversity we will build solidarity as union members. If you believe that you are being harassed or discriminated against, contact     (specify names)* for immediate assistance.”

Be it further resolved that the OPSEU/SEFPO « Énoncé de respect » be amended to read as follows (in French):

« Aucune forme de harcèlement ou de discrimination ne sera tolérée aux activités de l’OPSEU/SEFPO.

À l’OPSEU/SEFPO, chaque fois que nous nous rassemblons, nous souhaitons la bienvenue à tous les peuples du monde. Nous n’acceptons aucun geste, parole ou comportement indésirable dirigé contre les membres de notre syndicat.

Nous accordons du respect à toutes les personnes, sans distinction d’âge, de sexe, de handicap, de classe sociale ou économique, de statut matrimonial ou familial, de croyance, de citoyenneté, d’origine nationale ou ethnique, d’ascendance, de lieu d’origine, de couleur, de race ou de racialisation, d’orientation sexuelle, d’identité ou d’expression de genre, de langue ou d’affiliation politique.

Dans notre diversité, nous renforçons notre solidarité à titre de membres du syndicat. Si vous estimez avoir été victime de harcèlement ou de discrimination, communiquez avec

                                  (préciser les noms)* pour obtenir de l’aide immédiate. »

K9

Submitted by: Ottawa Area Council Also submitted by: Local 500, Kingston Area Council, Rainbow Alliance arc-en-ciel, Provincial Francophone Committee, Provincial Women’s Committee

Whereas OSPEU/SEFPO is committed to fostering an inclusive and accessible environment for all members.

Whereas ongoing efforts to improve accessibility require dedicated leadership, expertise, and accountability.

Whereas an Accessibility Coordinator would provide strategic direction, oversight, and advocacy to ensure the union’s policies, practices, and events are as accessible as possible.

Whereas the appointment of an Accessibility Coordinator would strengthen collaboration across equity, accommodation, and diversity initiatives.

Whereas providing appropriate resources and support to an Accessibility Coordinator will ensure knowledgeable and effective advocacy on behalf of all members.

Whereas regular review and improvement of accessibility standards and accommodation processes is necessary for continual organizational growth.

Whereas – this position is being implemented in organizations, and workplaces across Ontario and Canada

Therefore be it resolved that OPSEU/SEFPO shall establish the position of OPSEU/SEFPO Accessibility Coordinator as a permanent member of OPSEU/SEFPO staff, responsible for:

• Leading the development and implementation of accessibility policies and practices across all union activities.
• Serving as the primary point of contact for accessibility concerns, feedback, and accommodation policy and implementation.
• Coordinating with locals, members, and external partners to facilitate reasonable accommodation and remove barriers;
• Ensuring ongoing training and resources for staff, officers, and members on accessibility standards and best practices.
• Regularly reviewing and reporting on the union’s progress toward full accessibility, recommending improvements as needed.
• Collaborating with equity and diversity officers to support intersectional approaches to inclusion.

Be it further resolved that OSPEU/SEFPO shall provide the necessary resources and support to enable the Accessibility Coordinator to fulfill these responsibilities effectively. This role will commence within 90 days of the passing of this resolution and costs for this role to come out of OPSEU/SEFPO central operating budget.

K10

Submitted by: Local 362 Also submitted by: Local 455

Whereas OPSEU/SEFPO is and promotes itself to be a member-driven organization;

Whereas member engagement is fundamental to a strong union that builds solidarity and worker power;

Whereas a significant portion of our membership is not consistently engaged in the activities of the union, which is demonstrable in the struggles locals have achieving quorum at general membership meetings; the lack of candidates for leadership positions resulting in many acclamations; regional conventions not having full attendance from all eligible locals; and a pervasive hesitancy among members to be associated with their union;

Whereas OPSEU/SEFPO’s Social Mapping Report identified both a lack of member knowledge regarding how to become more involved with the union (e.g., equity committees and caucuses) and inadequate communication touchpoints;

Whereas the OPSEU/SEFPO Mobilizer programs organized across bargaining units have initiated and demonstrated the value in the work of connecting members;

Whereas the union should be doing the work of providing continuous, barrier-free, consistent member outreach and engagement;

Therefore be it resolved that OPSEU/SEFPO will:

1. Create an Outreach and Engagement Committee with the purview of reviewing the Social Mapping Report’s recommendations and the union’s current communications strategies at all levels to inform new, more robust member outreach and engagement strategies;
2. Support the newly established Outreach and Engagement Committee in developing necessary training and toolkits to increase member involvement with union committees, executives, and caucuses;
3. Support the Outreach and Engagement Committee in the development and delivery of Union “101” training materials to ensure a standardized baseline of union knowledge among members. This training will include a structural map of the union including the purview of committees/caucuses, their contact information, and how members can get involved;
4. Improve transparency and accountability by ensuring that committees and caucuses provide twice annual updates to the Outreach and Engagement Committee to share with the membership;
5. Utilize the Permit Fees — received by OPSEU/SEFPO from the Ontario Public Service for Information Technology services, when such services are outsourced — to provide financial support for staffing and resources required to support the efforts of this Committee, with the intent that based on the recommendations of the committee a long-term strategy for outreach and engagement be created and funded;

Be it further resolved that an update regarding Items 1 and 2 should be presented no later than the 2027 Convention; and

Be it further resolved that an update regarding Items 3 and 4 should be presented no later than the 2028 convention; and

Be it further resolved that this initiative aims to enhance the meaningful engagement of all OPSEU/SEFPO members, thereby strengthening the union and its capacity to effectively mobilize its membership.

K11

Submitted by: Provincial Francophone Committee Also submitted by: Rainbow Alliance arc-en-ciel, Thunder Bay & District Area Council, Local 500, Provincial Women’s Committee

Whereas per policy OPSEU/SEFPO identifies as a bilingual organization in policy and practice; and

Whereas the Ontario labour movement represents members from diverse linguistic and cultural backgrounds, including a significant number of Francophone and French-speaking members; and

Whereas effective communication between union leadership and members is essential to strong representation, trust, and democratic participation; and

Whereas provision of French language interpretation at conferences will increase equitable participation and engagement of francophone members;

Therefore be it resolved that professional human French language interpretation be provided at all OPSEU/SEFPO provincial, sectorial, divisional and regional conferences and meetings; and

Therefore be it further resolved that the funds come out of the general fund, starting within 90 days of the passing of this resolution.

K12

Submitted by: Local 560

Whereas the OPSEU/SEFPO Statement of Respect declares ‘Harassment or discrimination of any kind will not be tolerated at OPSEU/SEFPO functions;’ and

Whereas discrimination against Jewish people is a kind of discrimination; and

Whereas discrimination against Jewish people is not acknowledged in the Statement of Respect as it is currently written;

Therefore be it resolved that the term ‘Jewish’ is added to the statement after the word ‘Asian’, so the OPSEU/SEFPO Statement of Respect shall read as follows:

Whenever OPSEU/SEFPO members gather, we welcome all peoples of the world. We will not accept any unwelcoming words, actions or behaviours against our union members. We accord respect to all persons, regardless of age, creed, politicalaffiliation and racialization including and not limited to People of African descent, Black, Caribbean, South Asian, Asian, Jewish, Palestinian, women, men, First Nations, Métis and Inuit peoples, members of ethno-racial groups, people with disabilities, gays, lesbians, bisexual, trans, two-spirit, and gender diverse persons, francophones and all persons whose first language is not English.

In our diversity we will build solidarity as union members. If youbelieve that you are being harassed or discriminated against, contact__________________(specify names)* for immediate assistance.

K13

Submitted by: Local 532

Whereas OPSEU/SEFPO is committed to celebrating the diversity of our members and our communities, and to promoting & defending our members’ human rights – including their rights to equity and inclusion – in our union, our workplaces and the broader community; and

Whereas these rights are enshrined and protected in the OPSEU/SEFPO Statement of Respect, our Harassment and Discrimination Prevention Policy (HDPP) and Procedures, the Ontario Human Rights Code, our Charter of Inclusive Workplaces and Communities, and our educational programs and our work to organize, empower and represent all members; and

Whereas OPSEU/SEFPO’s commitment to diversity and human rights are central to building our solidarity as workers, and our collective power to fight for good, unionized jobs, fair pay and benefits, quality public services and social justice; and

Whereas over more than 200 years of trade union history, workers have had to overcome profound social and cultural divisions based on religion, in order to build our solidarity and power to achieve these common goals, while also recognizing that diversity, equity and inclusion make us stronger together; and

Whereas with the current rise in social and political instability, religious differences are being weaponized to increase divisions and build support for right-wing, populist movements in Canada and internationally; and

Whereas in 2024 OPSEU/SEFPO’s Executive Board passed a resolution to establish and fund a Jewish Caucus to represent members of OPSEU/SEFPO who self-identify as Jewish; and

Whereas this precedent may prompt other groups of members to seek to establish caucuses or groups to represent OPSEU/SEFPO members who identify as members of their specific religions, faiths or denominations, or related cultural communities;

Therefore be it resolved that OPSEU/SEFPO will continue to actively support and defend the rights of all members to be free from harassment and/or discrimination, to freedom of expression and association, and to full representation by and participation in their union – including on the basis of and/or with respect to their religion, faith and/or related cultural communities; and

Be it further resolved that OPSEU/SEFPO will not sponsor, sanction or provide funding to any caucus or other group created to represent members who identify as members of a specific religion or religions, faith(s) or denomination(s) or related cultural community(ies); and

Be it further resolved that OPSEU/SEFPO will end its sponsorship, sanctioning and/or funding of any such existing caucuses or other groups as of June 30, 2026, and will provide notice to these groups as soon as possible

K14

Submitted by: Indigenous Circle Also submitted by: Local 500, Provincial Young Workers Committee, Kingston Area Council, Rainbow Alliance arc-en-ciel, Provincial Women’s Committee

Whereas Equity committee/caucus members are often from marginalized communities and are disproportionally represented among lower-income members, or young workers unable to access home ownership, and;

Whereas the price of rental space and housing has drastically increased, and

Whereas OPSEU/SEFPO has at least two membership centers per region for members use,

Therefore be it resolved that OPSEU/SEFPO provide secure space in each of its regional membership centers for Equity committee/caucus leaders to store equipment and supplies necessary to do the committee/caucus work within 1 year of the passing of the resolution

K15

Submitted by: Provincial Women’s Committee Also submitted by: Local 500, Provincial Young Workers Committee, Rainbow Alliance arc-en-ciel

Whereas OPSEU/SEFPO is committed to equity, inclusion, diversity, accessibility and the meaningful participation and representation of all members, including those from equity-seeking and historically marginalized groups; and

Whereas some OPSEU/SEFPO collective agreements place limits on the number of union leave or days off available to a local in a given year; and

Whereas these limits can restrict the ability of members to participate in union activities, including running for, holding, and fulfilling roles within OPSEU/SEFPO’s equity structures and initiatives; and

Whereas such restrictions create systemic barriers for equity members and can disproportionately impact locals by forcing equity-related participation to compete with the local’s ability to conduct its regular union business; and

Whereas ensuring equitable access to union leave is essential to removing barriers, strengthening representation, and upholding OPSEU/SEFPO’s equity commitments;

Therefore be it resoleved that OPSEU/SEFPO establish and implement a policy by Convention 2027 that provides additional, designated union leave for equity committee members whose collective agreements limit the number of days off available to their local; and

Be It further resolved that these additional days be allocated specifically for equity-related union activities, including campaigning for, holding, and carrying out duties associated with equity positions and initiatives, and that these days shall not be drawn from or reduce a local’s existing allotment of union leave; and

Be It further resolved that this policy be administered in a manner that ensures locals are not financially or operationally disadvantaged and are able to continue conducting regular union business without interruption; and

Be It further resolved that OPSEU/SEFPO leadership review the implementation andeffectiveness of this policy on a regular basis and make any necessary adjustments to ensure consistent, fair, and equitable application across all locals and regions.

K16

Submitted by: Provincial Francophone Committee Also submitted by: Local 500, Provincial Young Workers Committee, Local 154, Region 1 Area Council

Whereas equity committees and caucuses need safe space for materials that they purchase;

Therefore be it resolved that each equity committee and caucus be allocated a secured storage space for their materials, located at the central office, and be made accessible to equity committee members and OPSEU/SEFPO staff within 90 days of the passing of this resolution; and

Therefore be it further resolved that the funds come out of the contingency fund.

Lobby / Campaigns

L1

Submitted by: Orillia Area Council

Whereas on November 1, 2024, the Ontario government and Workers Safety and Insurance Board (WSIB) announced another 2.5 billion dollars or “rebates” to employers Whereas injured and I’ll workers have been presenting the Ontario government and WSIB with evidence that those very injured or I’ll workers fall into systemic Poverty

Whereas the Ontario government and WSIB has amassed and o�ered 18.6 billion dollars in handouts to employers since 2017

Whereas this surplus’s was accumulated on the backs of inured or I’ll workers by way of benefit uts, practices of deeming, and /or disregarding doctor’s orders

Whereas the quality of life, physical and mental health, in addition to financial security has been grossly diminished by these benefit cuts

Whereas the provinces of British Columbia, Alberta, Saskatchewan, Manitoba, Quebec, New Brunswick and Prince Edward Island provide Loss of Earnings Benefit (LOE) to injured or I’ll workers at 90%

Whereas Ontario provided LOE benefits at 85% further exacerbating the poverty within which many injured or I’ll workers live

Therefore be it resolved that OPSEU/SEFPO increases pressure on the Ontario government.

and WSIB immediately to increase the Loss of Earnings Benefit to all injured or ill workers from 85 to 90%

Be it further resolved that OPSEU/SEFPO advocates that injured or ill workers in Ontario be further compensated and additional 5% retroactively to 2020.

Be it further resolved that OPSEU/SEFPO publicly supports and joins the coalitions of union and political allies currently advocating for ending WSIB age discrimination and “deeming” practice to be initiated.

Be it further resolved that these actions commence in ninety (90) days from the passing of the resolution and be ongoing.

L2

Submitted by: Provincial Young Workers Committee Also submitted by: Local 500, Rainbow Alliance arc-en-ciel, Provincial Francophone Committee, Region 1 Area Council

Whereas climate change is creating widespread social, economic, and environmental disruption across Ontario; and

Whereas many workers in resource based and industrial sectors will experience major changes in their industries as the economy shifts toward low carbon production, creating both challenges and opportunities for new, safer, and more sustainable jobs; and

Whereas OPSEU/SEFPO, as a public sector union, has an important role in supporting a just transition through public investment, training programs, and strong social safety nets; and

Whereas solidarity among trade unions is essential to ensure that all workers, especially those most affected by the transition, are protected and supported;

Therefore be it resolved that OPSEU/SEFPO develop an education and advocacy plan to raise awareness among members about the importance of a worker centred just transition, highlighting the role of public services in building a sustainable and equitable economy; and

Be it further resolved that OPSEU/SEFPO advocate for greater public investment in training, infrastructure, and services that support a fair and sustainable transition for all workers and communities; and

Be it further resolved that OPSEU/SEFPO work with labour federations and allied unions to develop joint policy proposals for a worker centred just transition, ensuring that public sector perspectives are included in broader labour movement strategies; and

Be it further resolved that OPSEU/SEFPO advocate for the public sector to lead Ontario’s transition to a sustainable economy through green jobs, clean energy, and publicly owned infrastructure.

L3

Summitted by: Greater Toronto Area Council Also submitted by: Provincial Women’s Committee, Rainbow Alliance arc-en-ciel, Provincial Young Workers Committee, Local 500

Whereas the “Pink Tax” refers to the gender-based price discrepancy where products and services marketed to women (such as razors, deodorants, haircuts, and clothing) cost significantly more than substantially similar products marketed to men; and

Whereas studies in Canada have shown that women pay up to 50% more for personal care products despite having no functional difference in ingredients or production costs; and

Whereas this price discrimination is compounded by the gender wage gap, where women in Ontario still earn approximately 89 cents for every dollar earned by men, reducing their overall purchasing power; and

Whereas OPSEU/SEFPO is a female-dominated union, with approximately two-thirds of its membership identifying as women who are directly impacted by these discriminatory economic practices; and

Whereas gender-based pricing is a form of systemic discrimination that violates the spirit of the Ontario Human Rights Code by penalizing individuals based on gender identity;

Therefore be it resolved that OPSEU/SEFPO launch a provincial advocacy campaign, led by PWC and appropriate staff, to educate members and the public on the economic impact of the “Pink Tax”; and

Be it further resolved that OPSEU/SEFPO formally petition the Government of Ontario to introduce legislation that prohibits gender-based price discrimination for substantially similar goods and services by collecting member signatures (physical and electronic); and

Be it further resolved that OPSEU/SEFPO work with the Ontario Federation of Labour (OFL) and other labor partners to lobby for consumer protection transparency, requiring retailers to justify price differences between gendered versions of the same product; and

Be it further resolved that these actions begin within 45 days of the passing of the Resolution.

L4

Submitted by: Local 154 Also submitted by: Local 500, Provincial Young Workers Committee, Rainbow Alliance arc-en-ciel, Indigenous Circle, Orillia Area Council, Provincial Francophone Committee, Provincial Women’s Committee, Region 1 Area Council

Whereas the 2022 Renfrew County Inquest into the femicides of Carol Culleton, Anastasia Kuzyk, and Nathalie Warmerdam issued 86 recommendations, the first of which was for the Government of Ontario to declare intimate partner violence (IPV) an epidemic; and

Whereas as of late 2025, over 100 municipalities in Ontario (including Ottawa, Toronto, and Hamilton) and the Province of New Brunswick have formally declared IPV an epidemic, while the Ontario government has only recognized it as “endemic,” which lacks the same urgency for emergency resource allocation; and

Whereas statistics from 2024 and 2025 show a harrowing trend: nearly 8 in 10 victims of IPV are women and girls, and police-reported IPV incidents in major centers like Ottawa increased by 9% in the first half of 2025 alone; and

Whereas Indigenous women are seven times more likely to be killed by an intimate partner than non-Indigenous women, and women with disabilities or those living in poverty face significantly higher rates of violence; and

Whereas OPSEU/SEFPO represents thousands of frontline workers in social services, healthcare, and the justice system who witness the devastating impacts of this crisis daily;

Therefore be it resolved that OPSEU/SEFPO formally call upon the Government of Ontario to declare Intimate Partner Violence an epidemic within 100 days of the passing of this resolution by way of a public campaign; and

Be it further resolved that OPSEU/SEFPO launch a province-wide email and social media campaign, led by PWC and appropriate staff, within 60 days to coordinate members in messaging their respective MPPs by way of an email and social media campaign, demanding the immediate passage of legislation (such as a re-introduced Intimate Partner Violence Epidemic Act) to trigger emergency funding for shelters, counseling, and prevention programs.

L5

Submitted by: Provincial Women’s Committee Also submitted by: Local 500, Provincial Young Workers Committee, Provincial Francophone Committee, Rainbow Alliance arc-en-ciel, Kingston Area Council

Whereas OPSEU/SEFPO is a predominantly female and female identifying Union, with members as young as 15 years old; and

Whereas women that go through menstruation, perimenopause, and menopause with little to no support from their employer and ability to flex their time around this depending on the type of work they provide; and

Whereas women, even although they have access to sick leave, are being placed in Attendance Support Programs based on frequency of leaves needed; and

Whereas these Attendance programs are negatively affecting members with penalties up to and not included job status changes and potential termination.

Therefore be it resolved that OPSEU/SEFPO will lobby the Provincial Government to have clear legislation to add menstrual, perimenopause, and menopause leave to a list of excluded needs; and

Be it further resolved that OPSEU/SEFPO will advocate to not have these leaves included in any attendance support program, as it is protected under the Ontario human rights code; and

Be it further resolved that OPSEU/SEFPO will engage female members about the experiences they have faced trying to access support for menstrual, perimenopause, and menopause leave, to bring a fulsome voice to this cause; and

Be it further resolved that OPSEU/SEFPO will work with our sibling Unions and Affiliates to promote and educate the important need of this leave and awareness around it; and

Be it further resolved that OPSEU/SEFPO will begin this work within 6 months of this resolution being passed.

L6

Submitted by: Indigenous Circle Also submitted by: Local 500, Provincial Young Workers Committee, Rainbow Alliance arc-en-ciel, Greater Toronto Area Council, Local 154, Provincial Francophone Committee, Provincial Women’s Committee, Region 1 Area Council

Whereas First Nations have waited a long time for this clean water legislation is an understatement; and

Whereas Bill C-61 (First Nations Clean Water Act), was eventually introduced in December 2023, aiming to give First Nations control over water on their lands, ensure safe drinking water, and provide equitable funding to meet their responsibilities; and

Whereas The bill died on the order paper when Parliament was prorogued in January 2025; and

Whereas Alberta and Ontario took issue with some of the protections that First Nations would get for source water in their territory; and

Whereas Prime Minister Mark Carney told the AFN General Assembly that his government plans to re-introduce First Nations clean drinking water legislation in the spring, but Ontario chiefs are concerned the new bill could see some protections rolled back.

Therefore be it resolved that OPSEU/SEFPO in consultation with OPSEU/SEFPO’s Indigenous Circle’s Water Campaign Committee AND in conjunction with the Canadian Labour Congress(CLC) and the Ontario Federation of Labour (OFL) take actions in consultation with First Nations, advocate for a bill to be re-introduced at the Federal and Ontario government level to eliminate existing boil water advisories along with existing protections and to re-introduce a Safe Water Drinking Act.

L7

Submitted by: Region 1 Area Council Also submitted by: Local 500, Provincial Women’s Committee, Provincial Young Workers Committee, Rainbow Alliance arc-en-ciel, Greater Toronto Area Council, Local 154, Provincial Francophone Committee

Whereas First Nations, Métis, and Inuit women are continually impacted by colonialism in what is now known as Canada and continue to face significantly higher rates of violence and sexual assault than non-Indigenous women; and,

Whereas the final report on the IMPLEMENTING A RED DRESS ALERT IN CANADA was released on September 2024 by the Standing Committee on the Status of Women; and

Whereas Indigenous women’s organizations such as Pauktuutit, NWAC and Les Femmes Michif Otipemisiwak have been raising awareness and calling for concrete actions to address the tragedy of MMIWG for years. It is appalling that four years after the release of the Final Report of the National Inquiry into MMIWG in 2019, only 2 of the 231 Calls for Justice had been fulfilled; and

Whereas Call for Justice 5.8 asks provincial and territorial governments to enact legislation for missing persons, while call 9.5 asks governments to standardize protocols to respond to cases of missing and murdered Indigenous women, girls and gender-diverse persons, including the creation of an emergency number. The Red Dress Alert has the potential to be an impactful part of this response to prevent further disappearances, violence and deaths; and

Whereas The Red Dress system must be more than just an alert, the report says. It must play an integral role in a comprehensive, holistic and co-ordinated response that is culturally safe and trauma-informed.

Therefore be it resolved that OPSEU/SEFPO in conjunction with the Canadian Labour Congress (CLC) and National Union of Public General Employees (NUPGE) and the OPSEU/SEFPO Indigenous Circle, continue its actions in pressuring the federal government immediately for a definitive timeline to create a national Red Dress Alert system to notify the public when an Indigenous woman, girl, gender-diverse person or two-spirit, person goes missing.

L8

Submitted by: Local 5110

Whereas the Government of Ontario has expanded alcohol sales into grocery and convenience stores, resulting in significant loss of retail revenue and market share for the LCBO; and

The LCBO’s “Future State Modernization” initiative, while presented as an internal improvement plan, appears to prioritize wholesale expansion over investment in public retail, aligning with a broader agenda of alcohol privatization; and

Privatization and retail contraction threaten good union jobs, stable public revenue, and the socially responsible retail model that the LCBO has upheld for decades; and

Large quantities of confiscated American alcohol products are currently being stored and left unsold due to tariff disputes, representing avoidable lost public revenue;

Therefore, be it resolved that OPSEU/SEFPO and the LBED Division call on the LCBO and the Government of Ontario to:

Take immediate measures to protect and maximize public retail revenue, including exploring the legal and logistical feasibility of selling confiscated American alcohol within Ontario; and

Be it further resolved that OPSEU/SEFPO develop and distribute a clear public communication and advocacy strategy that opposes any move toward LCBO privatization, retail reduction, or restructuring that shifts focus to wholesale-only operations under the guise of “modernization”; and

Be it further resolved that the LBED Division demand full transparency from the LCBO regarding all modernization spending, technology contracts, and retail store reclassifications, ensuring that these investments strengthen — rather than weaken — unionized public retail operations; and

Be it further resolved that OPSEU/SEFPO reaffirm its commitment to defending the LCBO as a public, unionized retail model, and advocate for meaningful reinvestment in front-line workers as essential to the corporation’s long-term success and stability.

L9

Submitted by: Retired Members Division Also submitted by: Thunder Bay & District Area Council

Whereas all full-time workers should be entitled to the same support and benefits regardless of age.

Whereas 1 in 5 people over 65 years of age continue to be in the work force.

Whereas many of these workers are working full-time not by choice but necessity.

Whereas these workers currently are no longer eligible for WSIB benefits in case of injury.

Whereas these workers are no longer for Long-term income protection in case of illness.

Whereas these workers are excluded from most health benefit plans after they turn 70.

Therefore be resolved that OPSEU/SEFPO will advocate and lobby for members over 65 to receive equal benefits to their counterparts under 65 years of age if they continue to work full time.

Be it further resolved that those members/employees working part-time be entitled to the same benefits as part-time employees under 65 years of age.

L10

Submitted by: Retired Members Division Also Submitted by: TB & District Area Council

Whereas these members are usually in lower waged careers so CPP is in lower range OPSEU/SEFPO will lobby the federal government to Increase the Old Age Security (OAS) and the Guaranteed Income Supplement (GIS) so the lowest-income seniors can be lifted out of poverty.

Because Old Age Security is meant to strengthen senior’s income security, and neither Old Age Security or the Guaranteed Income Supplement effectively address the economic security needs of seniors.

Because every person deserves to retire with dignity after a lifetime of work.

Therefore be it resolved that OPSEU/SEFPO actively lobby the federal government to increase OAS and GIS for low-income retirees.

Be it further resolved that the OAS increase payment (at 75) be extended for all seniors after age 65.

L11

Submitted by: Thunder Bay & District Area Council

Whereas OPSEU/SEFPO supports their members who suffer an illness or injury in the workplace, and

Whereas OPSEU/SEFPO believes workers compensation in an EMPLOYERS OBLIGATION

Therefore be it resolved that OPSEU/SEFPO include a message on all their electronics billboard between late april though early June, encompassing the Day of Mourning, April 28th and Injured Workers Day June 1st.

Be it further resolved that the above message be reflective of OPSEU/SEFPO support for Injured Workers and their fight for fair compensation from employers for workplace related injuries and illnesses.

L12

Submitted by: Local 500 Also submitted by: Thunder Bay & District Area Council, Ottawa Area Council, Provincial Francophone Committee

Whereas on November 1, 2024, the Ontario Government and Workers Safety and Insurance Board (WSIB) announced further rebates of 2.5 billion dollars to employers

Whereas injured and ill workers continue to present the Ontario Government and WSIB with evidence that injured or ill workers fall into systemic legislative poverty

Whereas the Workers Safety and Insurance Board (WSIB) uses the practice of “deeming” whereby they assign “phantom” job based of market potential that an injured/ill worker could possibly do but the job does not actually exist and then uses this “deemed” or “phantom” job as leverage for denying and/or terminating benefits to injured or Ill workers

Whereas the quality of life, physical and mental health, in addition to financial security has been grossly diminished by these benefit cuts

Whereas the provinces of British Columbia, Alberta, Saskatchewan, Manitoba,Quebec, New Brunswick and Prince Edward Island provide Loss of Earnings Benefit (LOE) to injured or ill workers at 90%

Whereas Ontario provided LOE benefits at 85% further exacerbating the poverty within which many injured or ill workers live and with benefits cut off at 65 years of age

Therefore be it resolved that OPSEU/SEFPO demand that the Ontario government compel WSIB to immediately end the practice of deeming for all injured or ill workers, regardless of the nature of their injuries or illnesses

Therefore be it resolved that OPSEU/SEFPO increases pressure on the Ontario government and WSIB immediately to increase the Loss of Earnings Benefit to all injured or ill workers from 85 to 90% in line with other Provinces

Therefore be it further resolved that OPSEU/SEFPO call upon the Ontario government to necessitate the increase and acceleration of approval rates for workers who incur mental health injuries or illnesses, without stigma or discrimination.

Therefore be it further resolved that OPSEU/ SEFPO publicly supports and joins other unions, injured worker groups, and political allies currently advocating/campaigning for WSIB reform ,including supporting the new private members bill 86, the Meredith Act, requesting an overhaul of WSIB and Bill 57, the respecting injured workers act.

Therefore be it further resolved that these actions commence upon the passing of this resolution and continue thereafter

Membership Activities / Services

M1

Submitted by: Local 365

Whereas OPSEU/SEFPO is committed to transparency, accountability, and equitable support for members facing financial hardship;

Whereas the Regional Hardship Committees play a vital role in providing emergency financial assistance to members in need;

Whereas consistent communication and reporting are essential to maintaining member trust and ensuring equitable access to hardship support across all regions;

Whereas the current structure of the Regional Hardship Committees would benefit from enhanced reporting, training, and member engagement mechanisms;

Be it resolved that OPSEU/SEFPO require each Regional Hardship Committee to submit quarterly reports detailing application volumes, types of hardship addressed, funds disbursed, and remaining budget balances;

Be it further resolved that these quarterly reports be submitted to the Regional Vice-Presidents (RVPs) and distributed to Local Presidents to ensure transparency and regional awareness;

Be it further resolved that OPSEU/SEFPO develop and implement a standardized digital tracking system for hardship applications to improve processing efficiency, ensure confidentiality, and support data-informed decision-making;

Be it further resolved that OPSEU/SEFPO establish a comprehensive training and onboarding program for all elected and alternate members of the Regional Hardship Committees, including modules on equity, trauma-informed practices, financial accountability, and member support;

Therefore be it further resolved that OPSEU/SEFPO create a member feedback mechanism to gather input from applicants on their experience with the hardship process, and use this feedback to inform future improvements;

Be it further resolved that OPSEU/SEFPO ensure that hardship application processes are accessible and inclusive, including accommodations for members with disabilities;

Be it finally resolved that OPSEU/SEFPO convene an annual meeting of Regional Hardship Committee Chairs to share best practices, align procedures, and strengthen the Union’s collective capacity to support members in times of need.

M2

Submitted by: Local 365 Also submitted by: Southwest Area Council

Whereas OPSEU/SEFPO Locals are permitted to conduct banking with any chartered bank, trust company, or credit union best suited to their interests;

Whereas Locals are required to maintain transparency and accountability in all financial transactions;

Whereas electronic transfers (e-transfers) are a secure, traceable, and efficient method of payment widely supported by financial institutions;

Therefore be it resolved that OPSEU/SEFPO Locals are authorized to use e-transfers for financial transactions, including but not limited to reimbursements, payments to vendors, and transfers between accounts, provided such use complies with existing financial policies and procedures;

Be it further resolved that all e-transfers must be approved by two authorized signing officers, consistent with the requirement for dual authorization on cheques and withdrawals, and that documentation of each transaction, including purpose, amount, and recipient, must be retained and reported to the Local Treasurer;

Be it further resolved that all e-transfer transactions must be recorded in the Local’s financial records and included in regular financial reporting to the membership, and that bank statements reflecting e-transfer activity must be sent to the Local Treasurer;

Be it further resolved that e-transfers shall not be made to any individual who is a signing officer on the Local’s bank account, in order to ensure impartiality, prevent conflicts of interest, and maintain the integrity of financial oversight;

M3

Submitted by: Local 708 Also submitted by: Local 500, Provincial Women’s Committee, Provincial Young Workers Committee, Thunder Bay & District Area Council, Local 590, Rainbow Alliance arc-en-ciel, Local 441, Provincial Francophone Committee

Whereas OPSEU/SEFPO members receive a high volume of emails from various departments, committees, and campaigns, and many members have expressed the need for clearer control over the types of emails they receive; and

Whereas an email system that allows members to select their communication preferences would reduce email fatigue and improve member engagement; and

Whereas modern email platforms offer built-in tools for preference centres, segmentation, and customizable mailing lists;

Therefore be it resolved that OPSEU/SEFPO transition its current email system to a platform that has the capacity to create and maintain member email-preference settings; and

Be it further resolved that this platform shall allow members to select the types of emails they wish to receive, update their preferences at any time, and unsubscribe from categories without being removed from all union communications; and

Be it further resolved that OPSEU/SEFPO implement this email system within a reasonable timeframe, ensuring training and support for staff responsible for communications; and

Be it further resolved that the Communications Department develop a rollout plan informing members about these new options and how to access and manage their preferences.

M4

Submitted by: Local 303 Also submitted by: Sector 1 Ambulance Division, Local 679

Whereas OPSEU/SEFPO has established a local time off fund, commonly referred to as the 80/20 fund, for locals to release activists from work to do the work of the Union Local;

Whereas OPSEU/SEFPO prides itself on equity between locals and members;

Whereas different jobs have different wage rates and shift lengths but the need for time is equal when doing work of the Union Local;

Whereas the current formula negatively impacts locals with activists who are in higher paying jobs and/or those who work longer shifts;

Therefore be it resolved that OPSEU/SEFPO restructures the local time off fund employer release time eligibility to allow for one (1) working day for every ten (10) signed up members a local has.

Be it further resolved that the 80/20 cost sharing, the availability of local funds, and other existing local time off fund parameters will continue. This includes the ability to use partial days for those locals able to do so.

For Clarity, a work day will normally be considered as 8 hours unless the local has a majority of its members working greater than 8 hours per day, then it would be considered 12 hours. This is to ensure that all members across OPSEU/SEFPO can be released for an entire working day equally in order to do the work of the Union Local.

M5

Submitted by: Southwest Area Council

Whereas under section 2.8 GOVERNANCE POLICY – The budget will provide for a local union member Time Off Fund. The fund shall be for the purposes of allowing Local members in good standing time off to address members issues and for the administration of their local union.

Whereas the Local Time-Off (80/20) Fund Under OPSEU/SEFPO policy, locals may apply to use the Local Time-Off Fund (80/20) to help fund the work of the local. The fund will be based on the following formula: $35.00 per member in good standing per year.

OPSEU/SEFPO Head Office will contribute $28.00 per member per year and the Local Union will contribute $7.00 per member Fund eligibility requires the following:

• Trustee Audit Reports are up to date.
• Prior approval must be received from Staff Representative.
• Forms must be signed by two officers other than the person requesting the local time-off leave.
  Usage is at the sole discretion of the Local Executive Committee (LEC).
• The form must be fully completed.

Only wages are covered by the fund (cannot be used for own time) Where possible, employer “bill backs” should be utilized. The local’s share of the costs will be deducted from its quarterly rebate. Where employer “bill backs” are not possible, the member completes an expense claim form, claiming lost wages.

Accounting will process reimbursement of lost wages to the member minus statutory deductions, upon proof of lost wages along with the Local Time-Off Fund Application for Reimbursement Form.

The fund will provide a minimum of one day per year for any local that has a maximum entitlement that is less than the cost of lost wages for one day, by topping up that entitlement. The Local Time-Off Fund shall not be utilized for locals to send alternates or observersto central union functions including conventions, conferences, and divisional meetings. The fund cannot be used for attendance at regional educational or sectoral meetings. There will be no retro-active payments or carry-over of monies from the fund.

Therefore be it resolved that OPSEU/SEFPO amend the amount to be $50.00 per member in good standing per year. OPSEU/SEFPO Head Office will contribute $40.00 per member per year and the local will contribute $10.00 per member.

M6

Submitted by: Local 441 Also submitted by: Local 500, Provincial Women’s Committee, Provincial Young Workers Committee, Rainbow Alliance arc-en-ciel, Provincial Francophone Committee

Whereas the OPSEU/SEFPO website is an essential communication tool for members to access accurate, up-to-date information about their union; and

Whereas the current website is difficult to navigate and contains a large number of outdated or historical links, which can cause confusion and make it challenging for members to locate current and relevant materials; and

Whereas members rely on the website for key resources such as collective agreements, policies, forms, and contact information; and

Whereas an outdated or cluttered website can create barriers to engagement and reduce transparency and accessibility for all members; and

Whereas many organizations and unions have modernized their websites to include improved search functions, archived historical content, and streamlined layouts that make information easier to find;

Therefore be it resolved that OPSEU/SEFPO conduct a full review and rehaul of the union’s website to improve accessibility, navigation, and overall user experience; and

Be it further resolved that older and historical links be properly archived in a clearly labeled section separate from current and active materials; and

Be it further resolved that the updated website prioritize user-friendly design, accessibility standards, and an efficient search function to ensure members can easily access the most current and accurate information; and

Be it further resolved that this review, redesign, and implementation be completed within six (6) months of the passing of this resolution.

M7

Submitted by: Thunder Bay & District Area Council

Whereas the effective and efficient functioning of the organization requires regular evaluation of operational structures to ensure responsiveness, sustainability, and improved service delivery; and

Whereas the centralization of work within the Head Office may limit flexibility, create bottlenecks, and reduce opportunities for regional engagement and capacity building; and

Whereas decentralizing certain Head Office functions may enhance operational efficiency, support local decision-making, and strengthen organizational resilience;

Therefore be it resolved that a Committee on the Decentralization of Head Office Work be formed for the purpose of reviewing, analyzing, and making recommendations on the feasibility, potential models, and impacts of decentralizing selected Head Office classifications; and

Be it further resolved that the Committee shall:

Be comprised of the President, Vice President/Treasurer, Two Regional Vice Presidents, Two Executive Board Members and one member from each region selected but the Regional Executive Board Members; Meet no less that once per month following convention or at the earliest ability; Conduct a comprehensive assessment of current Head Office functions to identify which classifications may be suitable for decentralization; Examine best practices, organizational needs, financial implications, staffing impacts, and operational risks associated with decentralization; Consult with ASU and OPSSU; Provide options and recommendations, including potential implementation timelines and resource requirements; andDeli ver a written report with findings and recommendations to Convention 2027 which will include recommendations on which classifications can be decentralized and timelines on when this could occur.

M8

Submitted by: Rainbow Alliance arc-en-ciel Also submitted by: Local 500, Provincial Young Workers Committee, Local 441, Provincial Francophone Committee, Region 1 Area Council

Whereas OPSEU/SEFPO represents tens of thousands of members across Ontario, and timely, strategic communication is essential to organizing, mobilization, and democratic engagement within the union;

Whereas social media is now one of the primary ways members receive information, engage with campaigns, and understand union priorities, particularly during bargaining, advocacy, and rapid-response situations;

Whereas the volume, speed, and public-facing nature of social media communications require specialized skills, ongoing attention, and strategic coordination that cannot be sustainably absorbed as an add-on to existing staff roles;

Whereas a dedicated, full-time social media manager with professional experience in communications, digital strategy, and member engagement will improve consistency, responsiveness, and effectiveness while allowing other communications staff to focus on their core responsibilities;

Whereas a coordinated and proactive social media strategy strengthens organizing efforts, increases member participation, counters misinformation, and enhances OPSEU/SEFPO’s public profile in advocacy campaigns;

Therefore be it resolved that OPSEU/SEFPO create and fill a full-time social media manager position responsible for managing, creating, and coordinating content across the union’s social media platforms;

Be it further resolved that this role work collaboratively with elected leadership, communications staff, and members to ensure digital communications reflect the values, priorities, and diversity of OPSEU/SEFPO;

Be it further resolved that OPSEU/SEFPO allocate appropriate and sustainable resources for this position, including professional development and the necessary tools to support effective digital communications within 6 months of this passing.

M9

Submitted by: Provincial Young Workers Committee Also submitted by: Local 500, Rainbow Alliance arc-en-ciel, Provincial Francophone Committee

Whereas OPSEU/SEFPO organizes conferences, conventions, trainings, and events that require members to stay in hotels arranged by the union; and

Whereas timely receipt of hotel confirmation details is essential for members to make appropriate travel arrangements; and

Whereas members often require adequate notice to complete hotel credit card authorization forms, coordinate transportation, and request or modify accommodations related to accessibility, family status, or other needs; and

Whereas hotel confirmations sent with insufficient notice can create unnecessary barriers to participation, particularly for young workers and members with caregiving, financial, or accessibility considerations;

Therefore be it resolved that OPSEU/SEFPO ensure that hotel confirmation details for any OPSEU/SEFPO-booked accommodations are provided to registered members no later than two (2) weeks in advance of the event whenever possible; and

Be it further resolved that OPSEU/SEFPO recognize timely communication of accommodation details as an important accessibility and participation measure for all members; and

Be it further resolved that OPSEU/SEFPO review internal event planning processes to support consistent and timely delivery of hotel confirmations.

M10

Submitted by: Provincial Young Workers Committee Also submitted by: Local 500, Provincial Women’s Committee, Provincial Francophone Committee

Whereas OPSEU/SEFPO represents members across generations, including a significant and growing number of young workers; and

Whereas young workers overwhelmingly prefer text messaging as a primary method of communication over email; and

Whereas important OPSEU/SEFPO updates, campaigns, mobilization efforts, and opportunities for engagement are primarily communicated through email, which may not effectively reach many young workers; and

Whereas barriers to accessing timely union information can result in reduced awareness, participation, and engagement among young workers; and

Whereas providing communication options that reflect members’ preferences strengthens union democracy, inclusion, and member participation;

Therefore be it resolved that OPSEU/SEFPO develop and implement an optional opt-in text message news blast system to share timely union updates, calls to action, and key information with members who choose to receive communications by text; and

Be it further resolved that this text message system be promoted as an additional communication tool and not replace existing methods such as email, ensuring accessibility and choice for all members; and

Be it further resolved that OPSEU/SEFPO work in consultation with the Provincial Young Workers Committee in the development, rollout, and evaluation of this text-based communication system to ensure it effectively meets the needs of young workers; and

Be it further resolved that OPSEU/SEFPO report back to Convention on the implementation and effectiveness of this communication tool.

M11

Submitted by: Orillia Area Council

Whereas transparency and accountability are fundamental to fostering trust, participation, and democracy within OPSEU/SEFPO; and

Whereas open and clearly communicated processes for selecting members for Union opportunities (committees, task forces, delegations, trainings, conferences, and appointments) are essential to promote equity, inclusion, and members’ right to participate in the Union’s work; and

Whereas existing policies and procedures set standards for democratic elections, equity, accessibility, and communication, but do not provide a single Union-wide minimum standard for how member-selection opportunities are posted, assessed, and communicated;

Therefore be it resolved that OPSEU/SEFPO adopt a Union-wide Member Selection Transparency Guideline that applies to all opportunities where members are selected or appointed, other than where specific election or selection procedures are already defined in the Constitution, Policy Manual, or Procedures Manual;

Be it further resolved that at a minimum, the Guideline shall provide that:

1. All eligible member-selection opportunities (for example, appointments to committees, delegations, training, and other opportunities where selection is not already governed by election rules) shall be posted publicly on OPSEU/SEFPO’s official communication channels (such as the website or Member Portal). Postings shall remain open for 14 days wherever possible, and in no case less than 7 days, except where external timelines or urgent operational needs make this impossible, in which case the reason for shortened posting shall be documented in the posting itself.
2. Each posting must include:
   1. a clear description of the opportunity;
   2. eligibility criteria;
   3. key responsibilities; and
   4. an estimate of time commitment and term length.
3. The responsible Local, Committee, Council, Board, or Officer shall identify in the posting who will serve on the Selection Committee (or decision-maker) for each opportunity, in a manner consistent with OPSEU/SEFPO’s equity and anti-racism commitments.
4. The Selection Committee (or decision-maker) shall follow a documented process for reviewing applications, including basic assessment criteria, and shall ensure that applicants can receive updates on the status of the process and final outcomes, using accessible communication methods.
5. Any member who applied for a posted opportunity shall be entitled, on request, to an individual debrief (written or verbal) after the selection process concludes, explaining the criteria used and the general reasons why they were selected or not, subject to privacy and confidentiality obligations.
6. Each posting shall set out timelines for key stages (closing date, expected decision date, and expected date for notifying applicants), and OPSEU/SEFPO shall make reasonable efforts to meet those timelines or advise applicants of any changes.

M12

Submitted by: Local 710

Whereas there are approximately 60 OPSEU/SEFPO locals with 50 or less members totalling approximately 1700 members.

Whereas the majority of these locals exist outside of their region’s metropolitan centres with limited to no access to their regional membership centres, they incur extra costs to do union work such as member outreach and member engagement.

Whereas remoteness of some locals is paired with higher costs for supplies or events and there is little competition between potential vendors to find cheaper alternatives to supplies or events.

Therefore be it resolved that OPSEU/SEFPO will:

1. Create a 90/10 fund to assist locals with 50 members or less with completing union work;
2. Create an outreach plan to assist remote locals with membership engagement strategies and further ways to assist small locals to compensate locals that are burdened by extra costs related to being small and/or in remote communities.
3. Make an ongoing commitment to assist smaller locals using meaningful support, such as but not limited to: staff guidance, education, outreach.

M13

Submitted by: Local 500 Also submitted by: Provincial Women’s Committee

Whereas OPSEU/SEFPO holds the intellectual property rights governing the authorized use of the name OPSEU/SEFPO, its logo, and associated identifiers; and

Whereas the use of the OPSEU/SEFPO name conveys representational authority and may reasonably be understood by members and the public to reflect official union activities, positions, or affiliations; and

Whereas clarity regarding the authorized use of the OPSEU/SEFPO name supports transparency, consistency, and good governance; and

Whereas OPSEU/SEFPO does not currently have a single, clearly articulated policy outlining when and how the OPSEU/SEFPO name may be used by groups, caucuses, coalitions, or other entities;

Therefore be it resolved that the use of the name OPSEU/SEFPO, or any recognizable variation thereof, be reserved for officially constituted OPSEU/SEFPO bodies, including provincial, regional, and local bodies, committees, caucuses, and coalitions recognized under OPSEU/SEFPO governance structures; and

Be it further resolved that any other group or entity wishing to use the name OPSEU/SEFPO, or a recognizable variation thereof, seek written authorization in accordance with procedures established by the Executive Board; and

Be it further resolved that OPSEU/SEFPO communicate this guidance to the membership and make information about the authorization process available on the OPSEU/SEFPO website.

M14

Submitted by: Local 317 Also submitted by: Local 500, Provincial Women’s Committee, Provincial Young Workers Committee, Rainbow Alliance arc-en-ciel, Greater Toronto Area Council, Indigenous Circle, Local 154, Orillia Area Council, Provincial Francophone Committee, Region 1 Area Council, Sector 9 Universities, South West Area Council, Local 558

Whereas OPSEU/SEFPO is committed to transparency, accountability, and member engagement in its democratic processes;

Whereas resolutions and constitutional amendments debated and voted on at Convention represent the collective will and evolving priorities of the membership;

Whereas access to historical resolutions and constitutional amendments is essential for preserving institutional memory, informing future decision-making, and supporting member education and organizing;

Whereas the current availability of past resolutions and constitutional amendments is limited, making it difficult for members to access and review the Union’s legislative history;

Therefore be it resolved that OPSEU/SEFPO shall maintain a searchable digital archive of all proposed resolutions and constitutional amendments, including their full and final text, the submitting body, the year of submission, the recommendations and rationale coming from the Constitution Committee and the Resolutions Committee, and their status (pending/accepted/rejected, result of the vote and the body that cast the vote); and

Be it further resolved that BE IT FURTHER RESOLVED that this archive be made accessible to all members through the secure member portal on the OPSEU/SEFPO website.

Be it further resolved that OPSEU/SEFPO allocate appropriate resources to ensure the archive is regularly updated and maintained.

M15

Submitted by: Thunder Bay & District Area Council

Whereas OPSEU/SEFPO continues to grow year by year and not every member has a chance to attend or participate in annual Convention;

Whereas connections between members and Union needs to be enhanced;

Whereas it is known from Mapping and the Living Wall that the members unable to attend Convention come predominantly from Black, Indigenous, and racialized workers;

Whereas there is a need for education tool from OPSEU/SEFPO leadership;

Therefore be it resolved that OPSEU/SEFPO live stream the Convention via the OPSEU/SEFPO Member Portal starting for Convention 2027;

Therefore be it further resolved that this livestream be recorded and archived

M16

Submitted by: Greater Toronto Area Council

Therefore be it resolved that Local Book-off be based on the number of employees in a Local, not signed members.

M17

Submitted by: Rideau St. Lawrence Area Council Also submitted by: Local 402, Local 441

Whereas OPSEU/SEFPO continues to grow and evolve as a Union; and

Whereas OPSEU/SEFPO locals and bargaining units continue to grow; and

Whereas time commitments and responsibility of local Presidents grow with the addition of members to the local and bargaining units; and

Whereas there has been an increase in time commitments for the local Presidents; and

Whereas work, union, life balance is essential to an activist’s health and wellness.

Therefore be it resolved that OPSEU/SEFPO number of members required for a fulltime book off will be as follows: Since unit – 575 members, composite/multi-unit: 475 members CARRIED

M18

Submitted by: Thunder Bay & District Area Council

Whereas OPSEU/SEFPO is a Membership driven Union; and

Whereas elections for delegation to NUPGE Convention, OFL Convention and CLC Convention occur at OPSEU/SEFPO’s Regional Biannual meetings; and

Whereas the Regional delegates elect members in a democratic way; and

Whereas members elected are chosen to represent OPSEU/SEFPO;

Therefore be it resolved that any member elected at OPSEU/SEFPO’s Biannual Regional meeting to go to NUPGE Convention, OFL Convention or CLC Convention, shall remain a delegate for the Region, regardless if they change locals, as long as they remain a member in good standing of OPSEU/SEFPO.

M19

Submitted by: Local 154 Also submitted by: Region 1 Area Council

Whereas OPSEU/SEFPO continues to grow with new locals, including the recent notable increase with the CAAT-A part time bargaining unit formation;

Whereas OPSEU/SEFPO composite locals are experiencing significant barriers to their autonomy, for a number for a reasons, including but not limited to, a decline in membership participation, the erosion of local labour relation tables, and increasing interference with employers trying to take control over the union

participation at the labour relation tables, failure to onboard new members and to ensure all members sign their membership application;

Whereas the OPS Unified Bargaining unit currently maintains a Local 999 list where members are temporarily placed which at times has housed as many as 10,000 members, this means a local will not be receiving the rebates for their members;

Whereas many bargaining units struggle to get their employers to provide onboarding time to new members in their collective agreements, and this creates a large catch-22 barrier: Local LECs eligible for book offs are unable to get all of their members signed, but if they had the time provided by a book to do the work, they would be able to get them all signed ;

Whereas the isolations and social changes that occurred during and as a result of COVID and COVID restrictions have significantly affected all locals to conduct business

and fostering a member-driven union, due to lack of interactions, suspension of activities which contributed negatively towards a general changing union and labour culture, which locals have found it very difficult to rebuild from;

Whereas the general direction of OPSEU/SEFPO is to be a member-driven union and to empower the general membership and its leaders, which means a shift to less staff direction and day to day work in running the locals to each of the LEC members, which increases past workload;

Whereas it is the right and the duty of the elected leadership in the locals to run their business day-to-day, and not the responsibility of a staff representative to perform their duties, as the staff representatives have a big enough workload and should be available to do bargaining, to support LECs, and to intervene in more complex manners, not stuck filling in to perform the work of the local presidents when members end up having to reach out to them directly for help;

Whereas the landscape of the labour movement and political culture has shifted to significantly threaten the very existence of unions, and the only way to fight back is to increase the active participation of all members, through more local activism and greater local leadership presence within the work sites;

Whereas composite locals generally include a larger OPS Unified and Corrections presence, which includes two separate collective agreements that are each over 400 pages long that bargains with an employer that has historically slashed rights and benefits, which includes very little union leave for local leadership, represents a total membership of over 50 000 people, with a combined geographic presence in every corner of the province, trying to balance the needs of highly populated urban areas with extremely isolated remote communities;

Whereas the current political climate in Ontario and Canada is likely going to significantly increase the required activism and organization of the locals to fight back against continued privatization, funding cuts, staffing cuts and anti-union rhetoric;

Whereas the union as a whole, all bargaining units, can only truly be united if all locals are empowered to provide solidarity and support to other locals, and other labour organizations as deemed appropriate, in order to fight back against the dismantling of the public services in Ontario;

Whereas we are entering into a labour climate where solidarity between unions is imperative, and that solidarity is time consuming and requires a much higher level of engagement from the members in the locals,

Whereas the ability for mid sized locals to keep their house in order to prop up their bargaining units has been severely compromised,

Therefore be it resolved that the OPSEU/SEFPO Policy Manual, section Governance Policy 2.8.1, Leaves of Absence for Local Union Business, be amended to lower the signed-up member count required for a local union leave for composite locals from 650 signed-up members to 500 signed-up members, as follows

M20

Submitted by: Local 416 Also Submitted by: Local 351, Sudbury Area Council, Kingston Area Council, Local 561, Local 154, Local 243, Ottawa Area Council, Rideau St. Lawrence Area Council, Region 1 Area Council

Whereas locals are responsible for finding new members and getting them to sign up for OPSEU/SEFPO membership; and

Whereas members may apply for membership electronically; and

Whereas that membership application form is processed by OPSEU/SEFPO; and

Whereas it sometimes can take weeks or months for the application to be processed; and

Whereas the processing delay can make it difficult for locals to track their membership; and

Whereas locals need to know as soon as possible when someone is a member of the local to conduct local business; and

Whereas delegate entitlement as per Article 13.4 of the Constitution is based on the number of signed members from Union Headquarters, this can impact a local’s delegate entitlement throughout the next year at meetings, release time, bargaining, etc; and

Whereas Article 13.3 of the Constitution allows a local to challenge the delegate entitlement if there is a discrepancy between the membership records at Union Headquarters and local records, upon providing sufficient proof, this creates a barrier for the locals to challenge the discrepancy; and

Whereas locals need to follow up with members who have told them they have filed out the Electronic Membership Application Form; and

Whereas the paper forms used to be processed first by the locals and then sent to OPSEU/SEFPO for processing; and

Whereas members receive a confirmation email immediately after submitting the Electronic Membership Application form;

Therefore be it resolved that the Local President is copied on the confirmation email to the member when they submit the Electronic Membership Application Form, allowing locals to more easily track new members, follow up with members who have said they were going to fill out the form and know to watch for the member’s application to be processed by OPSEU/SEFPO.

M21

Submitted by: Local 679 Also submitted by: Sector 1 Ambulance Division

Whereas Sector 1 members are governed by the Ambulance Services Collective Bargaining Act (ASCBA);

Whereas the ASCBA directs an essential services agreement before a strike or lock out can occur;

Whereas in the event of a meaningful strike or lock out, the essential services strike policy will apply; and

Whereas in the event the Sector 1 bargaining unit is deemed essential, with no right to a meaningful strike or lock out, they have no access to funds that could strengthen their position at the bargaining table and afford them the opportunity to access necessary resources.

Therefore be it resolved that all Sector 1 bargaining units not covered by the Hospital Labour Disputes Arbitration Act (HLDAA), also contribute to and be granted access to the Non Right to Strike Fund.

M22

Submitted by: Local 583 Also submitted by: Local 561, Local 595, Local 590, Local 558, Provincial Women’s Committee, Local 500

Whereas OPSEU/SEFPO holds the copyright and governs the authorized use of the name OPSEU/SEFPO, its logo, and associated branding;

Whereas many Canadian unions have developed social media guidelines and policies, including CUPE and USW, and make such guidelines publicly available to their membership;

Whereas OPSEU/SEFPO currently has no comprehensive guidelines governing OPSEU/SEFPO social media accounts or platforms, the absence of which raises issues of liability, security, privacy, and potential unfair or discriminatory practices;

Whereas the conduct of union members on OPSEU/SEFPO social media platforms is an extension of in-person conduct and is subject to the Constitution, Statement of Respect, Harassment and Discrimination Policy, and Privacy Policy;

Whereas social media can amplify political, ideological, or social divisions, which may negatively affect member engagement, union reputation, and collective mobilization;

Therefore be it resolved that OPSEU/SEFPO will develop and implement social media guidelines within six (6) months of the passing of the resolution; and

Be it further resolved that within 30 (thirty) days of the passing of the resolution, OPSEU/SEFPO will place a statement on the OPSEU/SEFPO website informing members that any social media account or platform using the name OPSEU/SEFPO, its logo, or any recognizable variation thereof is required to adhere to OPSEU/SEFPO’s Constitution, Statement of Respect, Harassment and Discrimination Policy, and Privacy Policy; and

Be it further resolved that social media accounts or platforms using the OPSEU/SEFPO name or logo that do not adhere to the above policies may be directed to remove references to OPSEU/SEFPO, in accordance with OPSEU/SEFPO policy and applicable processes.

M23

Submitted by: Local 503 Also submitted by: Local 446, Thunder Bay & District Area Council

Whereas AI stands to fundamentally shift and augment all work

Whereas OPSEU/SEFPO has fought for modern and flexible work and demanded meaningful consultation with workers when it comes to any policy changes

Whereas the use of AI tools can constitute strikebreaking

Whereas the luddites were not resisting technological advancement, but the exploitation of workers and the deskilling and devaluation of their labour

Whereas AI represents a risk to democracy, the environment, housing and the communities

Therefore be it resolved that no OPSEU/SEFPO member will engage in the use of AI for the purposes of outsourcing any labour already provided by this union.

Therefore be it further resolved that OPSEU/SEFPO will commit to launching a joint research project in consultation with other OFL and CLC affiliates for the purposes of informing on the acceptable use of AI within this union ninety [90] days from the time this resolution is passed.

Therefore be it further resolved that the results of said research project will be provided to all members & made available on the OPSEU/SEFPO website within thirty [30] days of completion.

Pension

P1

Submitted by: Coalition of Racialized Workers Also submitted by: Local 532, Region 1 Area Council, Provincial Young Workers Committee, Local 415, Local 566, Rainbow Alliance arc-en-ciel, Local 410, Local 503, Local 455, Greater Toronto Area Council, Ottawa Area Council, Rideau St. Lawrence Area Council, Provincial Francophone Committee

Whereas Under Donald Trump’s Presidency, the United States has made repeated threats to the sovereignty of Canada and numerous other nations in the Western Hemisphere and globally in the form of unsanctioned military incursions, interference in other nations’ internal politics, threats of military action, and threats of annexation against both Greenland and Canada; and

Whereas Trump has imposed arbitrary and coercive tariffs and sanctions against states it sees as rivals, subordinates or potential proxies, including Canada, which has destabilized the global economy and caused real harm to workers in Canada and internationally, in the form of layoffs, plant closings, rising living costs, economic disruption and uncertainty, and increased job precarity; and,

Whereas together these tactics represent blatant US imperialism and outright violations of the United Nations Charter, international law, longstanding treaties, democratic norms, and the sovereignty of nations; and

Whereas public sector pension plans to which OPSEU/SEFPO members contribute invest hundreds of millions of dollars in American weapons manufacturers, with HOOPP and OMERS alone holding investments worth $123,652,887 USD in the 6 largest American weapons manufacturers and a further $110,925,485 USD in the largest American military intelligence contractor as of Q1 2025; and,

Whereas the financing of American weapons manufacturers supports the US government’s program of military and economic aggression–including its threats to the sovereignty of Canada and other states–and is contrary to the best interest of OPSEU/SEFPO members and the people of Ontario and Canada as a whole; and,

Whereas provincial public sector pension plans have established a precedent of ethical divestment from companies and sectors that represent a substantial economic, social, or reputational risk to the plan and their fiduciary obligations to their members, such as OPTrust’s and HOOPP’s existing policies of excluding tobacco and firearms companies from their portfolios;

Therefore be it resolved that OPSEU/SEFPO join with NUPGE and our labour allies in calling on the Government of Canada to take a clear and unambiguous stand against these US government policies, and that it work with affected nations to demand compliance with international law, the UN Charter and the sovereignty of nations; and

Be it further resolved that OPSEU/SEFPO calls upon the OPSEU Pension Trust, the College of Applied Arts and Technology (CAAT) Pension Plan, the Healthcare of Ontario Pension Plan (HOOPP), Ontario Municipality Employees Retirement System (OMERS) Pension Plan, and other jointly sponsored pension plans for OPSEU/SEFPO members to fully disclose their investments in the 6 largest American weapons manufacturers, these being Lockheed Martin Corp., RXT Corp., Northrop Grumman Corp., Boeing, General Dynamics Corp., and L3Harris Technologies Inc., as well as America’s foremost military intelligence and surveillance contractor, Palantir Technologies, within six months of the passing of this resolution; and,

Be it further resolved that OPSEU/SEFPO calls on these pension plans to develop a plan to fully divest from these corporations within the next 12 months; and

Be it further resolved that OPSEU/SEFPO will work with fellow union sponsors of the listed pensions, as well as our labour and community allies, to mobilize support and amplify the call for these and all major Canadian pension plans to divest from these corporations.