Courses
Advancing Union Issues through Labour Management Committees
Often union-side members become cynical about labour management committee work because the employer refuses to meet or follow through on action. This course aims to strengthen the skills of labour management committees to solve workplace problems and build the union, whether management is cooperating or not.
A variety of activities are used to clarify the union-building potential of labour management committees (LMCs), to assess the effectiveness of a LMC, and to strengthen skills to move a workplace complaint to resolution at the LMC. Attention is paid to a) arguing an issue; b) addressing management tactics; c) using the LMC to communicate with members; d) strategies to mobilize members to back LMC work; e) connecting LMC work to bargaining and mobilizing work in the Local. Participants should bring their Collective Agreements to the course.
Duty to Accommodate 2: Making Accommodation Work
Does your employer balk at providing proper accommodations? Has your employer challenged the medical information the member has provided? Is the employer asking members for independent medical exams? Do you hear grumblings from co-workers about the number of accommodations in the workplace?
Building on the skills and information in the first course, “Duty to Accommodate: A tool for inclusive workplaces”, Making Accommodation Work: Duty to Accommodate 2 examines the challenges of supporting a worker in need of an accommodation. This course investigates strategies and skills for gathering information, challenging employer tactics used to prevent accommodations, developing a fair accommodation plan, and communicating with co-workers to build more workplace solidarity.
While the course focuses mainly on the practical aspects of accommodation due to disability, many of the issues such as Collective Agreement language, attendance management programs, and co-worker resentment apply to accommodation based on sex and family status as well.
Note: Due to the volume of information about Duty to Accommodate, it is strongly advised that participants take “Duty to Accommodate: A Tool for Inclusive Workplaces” before Duty to Accommodate 2
Women in Unions: Strengthening Leadership
This course offers seasoned women activists a chance to analyse the advances and barriers to diverse women’s leadership in the union. Through case studies of common problems women face in the workplace and Union, the course explores issues of power, privilege, equity, and effective action. It offers the chance to develop practical strategies for strengthening diverse women’s leadership and building an inclusive union. It will also focus on ways to strengthen women’s committees and gatherings in our locals and regions.
Local Treasurers Course – Updated
This course is aimed at Local Treasurers and Trustees who are either new to the role, or experienced members who are seeking a “refresher” course. The goal is to give the necessary tools and education to Local Treasurers and Trustees in order for them to fulfill their roles in the Local. It will also draw on members’ experiences to solve problems occurring with the administration of Local funds.
Political Action for Union Activists
What do you know about the political climate in your municipality, in Ontario, in Canada? How do you get insights into the current issues in your community? What is your confidence level when speaking to someone about a possibly controversial political issue? Can you use your power of communication to raise awareness of a subject that is making an impact on your life? Do you know the players in the political arena? How do you find the right persons to speak with? These are some of the topics that will be covered in this course. You will share insights, and get the tools needed to build your union and communities. You will also develop strategies for engaging your members, campaigning, and lobbying politicians.
Applications and forms
Completed application forms must include the signed recommendation or an approval email from a Local Executive Officer and be received by the Dryden Regional Office no later than Friday, September 25, 2026. Please note applications will not be accepted after this date.
Selection Process – Education Policy Section 7 (Policy Manual)
The selection process will be in accordance with the Education Policy – Section 7 of the Policy Manual. All Local Presidents have an OPSEU Policy Manual. Please contact your Local President to review this policy. Applicants will be notified after October 6, 2026 of their acceptance for the educational.
Cancellations
Notification by a member to cancel course attendance should be received by both the local president and the regional office no later than 48 hours before commencement of the regional school (no later than 4:30 P.M. on the Wednesday prior to the weekend school). When a member does not attend and the Regional office has not been notified 48 hours prior to the school’s commencement, the member will be assessed a $50.00 penalty. Extenuating circumstances will be taken into consideration.
Family/Attendant Care
Family/Attendant Care will be reimbursed as per OPSEU policy as outlined on the back of the expense claim. If you have any questions, please check the OPSEU Policy Manual.
Members seeking childcare onsite must return the Childcare Care Handbook and Forms to the Dryden Regional Office by September 25, 2025.
Lost wages/time off
Per past practice, lost wages will be paid for those members who are shift workers and are scheduled to work nightshift on Friday, November 6 and/or Saturday, November 7 and/or Sunday, November 8, 2026. Any claim for lost wages must be substantiated by proof from your employer.
Travel time
Lost wage claims will also be accepted for those members who are not shift workers and who have to take time off to travel to the educational. Claims will only be honoured for the time that is required to travel.
Transportation
Arrangements have been made for a motor coach for the members travelling from Thunder Bay to Dryden. The coach will leave the Thunder Bay Regional Office at 1:00 p.m. on Friday, November 6th and will arrive in Dryden in time for dinner on Friday evening. In compliance with the “Greening OPSEU” plan to reduce our carbon footprint that was passed at Convention in 2006 and in the interest of cost savings, all participants are requested to travel on the motor coach. Members residing east of Thunder Bay are also encouraged to utilize the motorcoach leaving from the Thunder Bay Regional Office on Friday November 6, 2026 at 1:00 pm.
Please indicate on the registration form if you will be utilizing the coach. Due to liability issues the consumption of alcohol on the bus will no longer be allowed. Please respect this expectation.
Alternate travel expense claims for those members travelling from the Thunder Bay area will only be paid with the advance approval from Ed Arvelin, the Regional Vice-President.
Accommodation and meals
Accommodation will be provided for those members who must travel 60 kilometres or more. Reservations may be made by contacting the Best Western at 1-807-223-3201. Please use or tell them you are booking within the OPSEU block.
For members bringing children to the Educational the meal allowance for those under 13 years of age should be 50% of OPSEU’s standard meal allowance. If you require special assistance at the hotel, please notify the hotel at the time of making your reservations.
Breakfast is included with your hotel room and lunch will be provided on Saturday. Claims for these meals will not be allowed (Nov 7 b & l, Nov 8 – b). If you have any food allergies or special dietary requirements, please ensure a Human Rights Accommodation Request Form is submitted.