Resolutions passed during Convention 2026
A1 Statutory Resolutions
Submitted by the Executive Board
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.
Carried.
A2 Statutory Resolutions
Submitted by the Executive Board
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.
Carried
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.
Carried
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, equity committees, 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.
Carried
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.
Carried.
ER2 – PASSED WITH AMENDMENTS
Submitted by: Provincial Women’s Committee
Whereas St. Lawrence College and Fleming College have abruptly announced a formal integration to form a new college; and
Whereas the colleges are chronically underfunded and under attack by the Ford government; and
Whereas this announcement sets a dangerous precedent that threatens the job security of College Academic and Support members across the entire province;
Therefore be it resolved THAT OPSEU immediately dedicate specialized legal and staff resources to the affected Locals to aggressively protect all bargaining unit work; and
Be it further resolved that OPSEU launch and fund a province-wide campaign demanding the government properly fund post-secondary education at sustainable levels; and
Be it further resolved that OPSEU/SEFPO commit to lobby against any future legislation that would allow College mergers.
Carried.
Constitutional Amendments passed during Convention 2026
A.02 amend Article 6
to read as follows (changes in bold and strikethrough)
This proposed amendment is H02 in Section H
The Committee has made the required constitutional language changes to enact this amendment as detailed below.
Submitted by The OPSEU/SEFPO Executive Board
Moved by: Dave Wakley
Seconded by: Gillian Axten
Summary: Because of the structure of some collective agreements there are workplaces where bosses can become part-time union members while still being bosses of members in their local. This amendment seeks to bar them from Union office or function.
The Committee recommends ACCEPTANCE
Rationale:
Currently members who have been laid off retain membership rights for the lesser of the period they could be recalled to work as stipulated in their Collective Agreement or 12 months. This change would eliminate the 12 month maximum in cases where recall rights extend beyond 12 months.
Article 6 Membership
6.8.3 Notwithstanding any other provision of this Constitution, any Member who concurrently holds a management or excluded position outside their OPSEU/SEFPO bargaining unit, or any member with excluded management oversight over an OPSEU/SEFPO member in their same local, shall be ineligible to seek, be elected to, or hold any Union office or function.
Carried.
A.03 amend Article 31
to read as follows (changes in bold and strikethrough)
This proposed amendment is H03 in Section H
The Committee has made the required constitutional language changes to enact this amendment as detailed below.
Submitted by Local 673
Moved by: Chad Croteau
Seconded by: Gillian Axten
Summary: Currently there is a lack of clarity around crossing the picket lines by non-striking union members.
The Committee recommends ACCEPTANCE
Rationale:
This proposed amendment adds clarity to Article 31.1 that members who are not currently on strike may be obliged by their collective agreement to cross a picket line at their workplace.
Article 31 Picket Lines
31.1 Except where required by law, a collective agreement, or under an Emergency/Essential Services Agreement, a Union member shall not violate the picket lines and shall not perform the bargaining unit work of other Union members who are on strike or locked out.
Carried
A.04 amend Article 6, 7, 14, 16 AND 30
to read as follows (changes in bold and strikethrough)
This proposed amendment is H04 in Section H
The Committee has made the required constitutional language changes to enact this amendment as detailed below.
Submitted by The OPSEU/SEFPO Executive Board
Moved by: Jason Dulmage
Seconded by: Stacy Grieve
Summary: This proposed amendment gives the Executive Board new options for responding to serious violations of policy or the Constitution. This proposed amendment provides for a broader range of conduct that the Board could determine to be sanctionable and a broader range of sanctions available to the Board.
The Committee recommends NO RECOMMENDATION
Rationale:
Currently the Executive Board can only sanction a member by removing them from good standing, and can only do this for a very limited number of violations, regardless of the severity of the infraction. The proposed amendment seeks to add restorative as well as punitive options to respond proportionately and constructively to serious misconduct while ensuring a fair process.
Article 6 MEMBERSHIP
EVERY ARTICLE NOT LISTED REMAINS UNCHANGED
6.3 A Member shall remain in good standing provided they are:
Not more than three months in arrears in payment of dues;
- Gainfully employed in a bargaining unit for which the Union holds or seeks recognized bargaining rights; and
- Not suspended or expelled from membership in good standing by decision of the Executive Board under Article 7.4.
penalized by suspension or expulsion following aconviction under Article 30 of the Constitution; and Not penalized by suspension or expulsion following conviction of a breach of theUnion’s harassment and discrimination or personal harassment policy, provided that inaccordance with any applicable laws, no such penalty shall require the employer todischarge such Member from employment.Not penalized by suspension under Art. 16.10 of the Constitution.Not penalized by failure to step down from an acting management or acting excludedmanagement position under Article 6.8.2.
However, failure to meet the requirements of (a) or (b) above shall not disqualify Members who are absent from their regular place of employment on leave of absence, paid or unpaid
6.8.2 Any mMember who is in a temporary management or temporary excluded management position shall return to their home position when required, under authority of the President, to do so. If they fail to step down, they shall be ineligible to seek or hold any Union office or function.
Article 7 MEMBERSHIP RIGHTS
EVERY ARTICLE NOT LISTED REMAINS UNCHANGED
7.2.2 All mMembers and Retired Members shall comply with may be removed from office and/or barred from running for office for a specified term by a two-thirds majority vote of the Executive Board after a finding of a breach of the Union’s Harassment and Discrimination and or Personal Harassment Policy (HDPP). Upon release of the final investigation report that details the finding of a breach of OPSEU/SRFPO’s HDPP, the Executive Board will meet within two weeks of the release of the final report and make a determination on the members status.
7.2.3 A member will be removed from office and will be barred from running for office if they refuse to return to their OPSEU/SEFPO bargaining unit position from an acting management or excluded management position when required, under authority of the President, to do so.
7.4 By two-thirds majority vote, the Executive Board may sanction a Member in good standing or a Retired Member for conduct that is contrary to Articles 6.8.2, 7.2.2, 16.10, 29.9.4, 30, or for conduct that the Executive Board determines is a serious breach of the policies of the Union or the Constitution, including Article 14.7.3.
7.5 Subject to Articles 14.1.2 and 14.1.3, sanctions under Article 7.4 may include expulsion from membership, suspension from membership for a specified term, removal from elected or appointed union office, prohibition on seeking union office for a specified term, training programs, and other conditions placed on union membership.
7.6 Decisions made by the Executive Board under Article 7.4 shall be made in accordance with the principles of procedural fairness, including that affected Members and Retired Members shall receive reasonable notice and an opportunity to make representations to the Executive Board.
7.7 A Member or Retired Member who is suspended or expelled from membership shall continue to have the right to representation from the Union as required by law and all other rights required by law, but shall be ineligible to seek or hold elected union office, participate in union activities, or access other services from the Union.
Article 14 ELECTION AND REMOVAL OF EXECUTIVE BOARD
EVERY ARTICLE NOT LISTED REMAINS UNCHANGED
14.7.2 The Member-elect shall take the following oath during the Convention immediately following their election or appointment:
“ (I, , promise that I will uphold and obey the Constitution and duly-authorized policies of the Ontario Public Service Employees Union/Syndicat des employés de la fonction publique de l’Ontario, fulfil the obligations and responsibilities of my office to the best of my ability, and promptly deliver to my successor all monies, records, and other property of the Union in my possession at the close of my term in office.)
(I further promise to uphold the Union’s commitment to dismantling anti-Black racism, anti- Indigenous racism and all forms of racism and discrimination, and I will actively participate in all required OPSEU/SEFPO training and/or initiatives.)”
14.7.3 It shall be the duty of all Members of the Executive Board to uphold their oaths and failure to act in accordance with them shall be deemed to be contrary to the Constitution.
14.7.3 14.7.4 Except for the President and First Vice-President/Treasurer, the term of office for Members of the Board shall be from adjournment of the Convention at which they were Members-elect until adjournment of the regular Convention in the next election year. The terms of office for the President and First Vice-President/Treasurer may begin at any time up to 30 days after the adjournment of the Convention at which they were elected and shall end not more than 30 days after the adjournment of the regular Convention in the next election year, but salary shall be paid only for the period from adjournment to adjournment.
Article 16 EXECUTIVE BOARD
EVERY ARTICLE NOT LISTED REMAINS UNCHANGED
16.10 Members shall not participate or support any campaign to decertify or displace the Union in respect of any bargaining unit it is certified to represent. The Board may suspend from membership in good standing any member who participates in an attempt by another organization to displace the Union from its bargaining rights in respect of any bargaining unit it represents. Such suspension shall take place only as a result of a two-thirds majority roll call vote of the Board after the member has had an opportunity to present their views to the Board.
Article 30 STRIKEBREAKING
EVERY ARTICLE NOT LISTED REMAINS UNCHANGED
30.1.1 After giving reasonable written notice of a membership meeting to all Members of a Local for whom the Local has addresses, such notice to specify the purpose of the meeting and
naming the Member(s) who is/are accused, and after all attending Members (and especially the accused) have had a reasonable opportunity to present their views, such local membership meeting may vote by a two-thirds majority to declare that a Member of that Local has engaged in strikebreaking, on more than one occasion, during a given legal strike by the Local.
30.1.2 Where a Local has been placed under trusteeship by reason of the proportion of strikebreakers, a declaration that a Member has engaged in strikebreaking may only be made the Region’s EBMs will determine by a two-thirds majority vote by their Region’s EBMs, after providing affected Members with reasonable notice and an opportunity to make representations. which of the Local’s Members have engaged in strikebreaking. Such determination will only be made after a notice has been sent to all Members of the Local, identifying the members under consideration as strikebreakers, and after all Members have had a reasonable opportunity to present their views. After the matter of strikebreakers has been determined, the trusteeship shall be lifted.
30.2.1 Any declaration that a Member has engaged in strikebreaking under Article 30.1.1 or 30.1.2 shall be referred to the Executive Board for consideration under Article 7.4. The assessment for damages to the Union for strikebreaking shall be an amount equal to 100 per cent of the strikebreaker’s wages earned during the strike, to a maximum of $10,000, in consideration of the harm to the Union caused by the strikebreaker’s action.
30.2.2 The strikebreaker will be suspended from membership, removed from any Union office currently held, and the Member’s name will be recorded on a central public registry. These penalties shall remain in effect until the assessment in Art. 30.2.1 has either been paid or collected, if necessary through enforcement in civil court.
30.3 The Member so penalized and/or assessed damages shall have the right to appeal to the Executive Board, which, after hearing all relevant evidence and arguments, shall have the authority to confirm, vary or nullify the penalty and/or forgive or vary the assessed damages, as it may in its discretion decide. After a period of one year from the date of imposition of the assessment set out in Article 30.2.1, and the penalty set out in Article 30.2.2, an individual may apply to their Local for the penalty to be lifted and/or the assessment to be forgiven. The Local may decide to confirm, vary or nullify the penalty and/or forgive or vary the assessed damages at its discretion.
30.4 Any Member who has been designated by statute and/or collective agreement as providing essential or emergency services and who is called to perform such work during a legal strike shall not be subject to any declaration, sanction, charge, damages,or penalty under this Article as long as the Member performs only such essential or emergency duties.
Carried.