Executive Board Report – Section E Convention 2026
OPSEU/SEFPO Executive Board 2024-2026
Executive Committee
JP Hornick – President
Laurie Nancekivell– 1st Vice-President/Treasurer
Sara Labelle – 2nd Vice-President
Coleen Houlder – 3rd Vice-President
Dr. Crystal Garvey – 4th Vice President
Peter Figliola – 5th Vice-President
Jennifer Van Zetten – 6th Vice-President
Melissa Shaw – 7th Vice-President
Tara Maszczakiewicz – 8th Vice-President
Ed Arvelin – 9th Vice-President
Executive Board
Region 1
Jennifer Van Zetten
Laurie Nancekivell
Lisa Fewster
Region 2
Peter Figliola
Aisha Jahangir
Vikki Poirier
Region 3
Sara Labelle
Kelly Martin
Joel Usher
Region 4
Melissa Shaw
Chrisy Tremblay
Veronica Attard
Region 5
Coleen Houlder
JP Hornick
Laura Thompson
Region 6
Tara Maszczakiewicz
Mandi McNeil
Ken Steinbrunner
Region 7
Ed Arvelin
Erin Smith
Jody Tsubouchi
Equity
Dr. Crystal Garvey
Nicole Anozie
Dan Brisson
Tracey Ann Halkyard
Robert Hampsey
Kaylee Heath
Christine Rego
Outgoing OPSEU/SEFPO Executive Board Members
Carla Goodacre, Region 1
Meagan Christou, Region 5
Tina Stevens, Equity
Summary of OPSEU/SEFPO Executive Board Meetings: March 2025 – February 2026
The following report is presented to Convention as a summary of OPSEU/SEFPO Executive Board decisions at Executive Board meetings. The report was prepared on behalf of the OPSEU/SEFPO Executive Board by the Corporate Secretary. Each meeting is identified by its date.
March 25-26, 2025 – Emergency Executive Board Hybrid Meeting
March 25, 2025
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Meagan Christou who arrived at 9:35a.m., Kaylee Heath who arrived at 9:35a.m., Jody Tsubouchi who arrived at 9:45a.m., Chrisy Tremblay, and Tracey Ann Halkyard with reasons acceptable to the Chair.
March 26, 2025
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Meagan Christou who arrived at 9:35a.m., and Tracey Ann Halkyard with reasons acceptable to the Chair.
Motions Carried by the Executive Board
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the March 25-26, 2025 OPSEU/SEFPO Executive Board meeting as amended.
Adoption of the Executive Board Meeting Minutes
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the OPSEU/SEFPO Executive Board Minutes of the February 19-20, 2025 Executive Board Meeting.
Statutory Board Motion 1
Therefore be it resolved that, in accordance with section 83 of the Ontario Not-for-Profit Corporations Act, the Executive Board approves the 2024 financial statements, as reviewed by the Audit Committee; and
Be it further resolved that the President and First-Vice President/Treasurer will sign the financial statements on behalf of the Executive Board.
Young Worker Mentorship Program February 2025
Whereas OPSEU/SEFPO is a progressive union in the labour movement, and the need for young workers to become active in the union is fundamental to OPSEU/SEFPO’s succession planning and being a strong voice for its members now and in the future; and
Whereas the OPSEU/SEFPO Young Worker Mentorship Program was approved by the Executive Board in February 2022 as an annual program and has successfully provided young workers with valuable opportunities for professional growth, skill development, and leadership training; and
Whereas the Young Worker Mentorship Program has been updated to better meet the needs of young workers by including not only EBMs as mentors but all OPSEU/SEFPO elected leaders who are interested and fit the mentor selection criteria; and
Therefore be it resolved that OPSEU/SEFPO’s Provincial Young Workers Committee (PYC) will continue the annual Young Worker Mentorship Program for 2025 as outlined in the project description and that the PYC will actively recruit mentees and mentors, ensuring broad representation and inclusion across various sectors and regions; and
Be it further resolved that the funds as outlined in the proposal be taken from the Contingency Fund for 2025; and
Be it further resolved that starting in 2026, funds for the annual Young Worker Mentorship Program be taken from the Budget.
2025 OPSEU/SEFPO Convention Awards Results:
Motion that two people are awarded the Human Rights individual award for Convention 2025.
Health and Safety – Individual: Michael Lundy Local 708
Health and Safety – Local: No recipients
Honorary Lifetime Membership Award:
- John Patterson L657
- Tom O’Neil Local 467
- Gary Shaul Local 520
Human Rights Award Individual:
- Ala Qadi Local 415
- Adam Cygler Local 229
Human Rights Award Local: Local 532
Leah Casselman Award Individual: Leslie Aiston Local 446
Leah Casselman Award Local: All LBED Locals
Live and Let Live Award: Local 5120
Rainford Jackson Education and Development Fund: No recipients
Stanley H Knowles Humanitarian Award: Kris Weatherall Local 304
Fred Upshaw Social Justice Award of Merit: Ram Selverajah Local 524
Regionals 2026
Whereas the OPSEU/SEFPO Convention opens on April 9th, 2026; and
Whereas Article 14.2 of the Constitution stipulates that the Regional Meetings are to happen not more than 30 days or less than 15 days before the opening of Convention;
Therefore be it resolved that OPSEU/SEFPO hold the 2026 Regional Meetings on Saturday, March 21, 2026.
Retirees and Scholarship Eligibility
Whereas OPSEU/SEFPO supports the efforts of the children or dependents of its membership through scholarship support as enshrined in policy and procedure; and
Whereas OPSEU/SEFPO policy and procedure do not extend scholarship support to the children or dependents of retirees;
Therefore be it resolved that the s. 5C3.1 of the Policy Manual (Union Contributions – Scholarships) be amended as follows:
Be it further resolved that s. 6.4.1 of the Procedures Manual (Union Education and Training – Global Solidarity Scholarship Fund) be amended as follows:
The Structure for the Awarding Scholarships There will be 10 scholarships of $1,000.00 each offered to children, foster children or wards of OPSEU/SEFPO members and/or OPSEU/SEFPO retired members, under the Global Solidarity Scholarship Fund.
Sector 10 Bylaws
Therefore be it resolved that the amendments to article 7.1(1) of the bylaws for sector 10, Hospital Professionals are approved.
Therefore be it resolved that the amendments to article 7.1(6) of the bylaws for sector 10, Hospital Professionals are approved.
Therefore be it resolved that the amendments to article 8.1 of the bylaws for sector 10, Hospital Professionals are approved.
Sector 2 Bylaws
Therefore be it resolved that the amendments to article 7.4 of the bylaws for sector 2, Developmental Services are approved.
Therefore be it resolved that the amendments to article 8.5 of the bylaws for sector 2, Developmental Services are approved.
Therefore be it resolved that the amendments to article 9.1 of the bylaws for sector 2, Developmental Services are approved.
Sector 9 Bylaws
Therefore be it resolved that the amendments to article 9.1 of the bylaws for sector 9, Universities are approved as amended.
*Article 9.1 was amended to include only two (2) members at large.
Therefore be it resolved that the amendments to article 8.1 of the bylaws for sector 9, Universities are approved.
Therefore be it resolved that the amendments to article 8.4 of the bylaws for sector 9, Universities are approved.
Sector 18 Bylaws
Therefore be it resolved that the amendments to article 4.4 of the bylaws for sector 18, Mental Health and Addictions are approved as amended.
*Article 4.4 was amended as follows:
“4.4 Executive Committee members shall be automatic delegates to Division Meetings, BPS Conference, Bargaining Conference, Health and Safety Conference, over and above their Member Local/Member Unit Entitlement.”
Therefore be it resolved that the amendments to article 6.2 of the bylaws for sector 18, Mental Health and Addictions are approved.
Therefore be it resolved that the amendments to article 6.5(f) of the bylaws for sector 9, Universities are approved.
Strike Ad-Hoc Committee Election Results:
- Peter Figliola, RVP Region 2
- Robert Hampsey, Equity EBM
- Mandi McNeil, EBM Region 6
- Chrisy Tremblay, EBM Region 4
Jewish Members Caucus Board Liaison Election Results:
- Tara Maszczakiewicz, RVP Region 6
Travel to the US
Whereas relations between Canada and the USA are being impacted due to the threat by President Trump to annex and to impose broad tariffs on Canada; and
Whereas there is marked increase in the reporting of surveillance, including social media surveillance, of individuals travelling across land and aviation borders into the USA; and
Whereas there is an increase in the number of individuals detained or turned away at borders with the USA due to their political actions and beliefs; and
Whereas OPSEU/SEFPO is committed to the safety and security of our union activists;
Therefore be it resolved that OPSEU/SEFPO will not approve travel of OPSEU/SEFPO members and union activists for the foreseeable future to the USA, including when funded by OPSEU/SEFPO resources, when attending events as an OPSEU/SEFPO representative, or when performing a role on behalf of OPSEU/SEFPO; and
Be it further resolved that OPSEU/SEFPO will evaluate the situation regularly and will on or before July 2025 to assess the ongoing need for this travel ban.
2025 Negotiations Mobilizing Campaign Phase 1
Be it resolved that the OPSEU Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas the board has recognized the importance of public facing campaigns when our BPS Sector groups without the right to strike are in negotiations; and
Whereas The board passed a new fund to support these units in sectors without the right to strike; and
Whereas the HPD Sector 10 2025 Bargaining Team and Divex has met and discussed undertaking such a campaign for the 2025 round of bargaining; and
Whereas under HILDAA retention and recruitment is one of the criteria an arbitrator must consider. Whereas hospitals are reporting shortages across the province; and
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve a campaign to educate the public on the professions in the HPD what they do, and their critical importance to the health and well being of society and support our bargaining team; and
Be it further resolved that the funds for the 2025 Negotiations Mobilizing Campaign Phase 1 be drawn from the Non Right to Strike Fund.
April 23, 2025 – Executive Board In Person Meeting
April 23, 2025
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Dr. Crystal Garvey who arrived at 9:35a.m., Tracey Ann Halkyard, and Vikki Poirier with reasons acceptable to the Chair.
Motions carried by the Executive Board
Appointment of Equity Executive Board Member – Indigenous Circle
Therefore be it resolved that in accordance with article 14.6.8 of the OPSEU/SEFPO Constitution and section 24 of the Not-for-Profit Corporations Act, the Executive Board hereby appoints Cristine Rego as Equity Board Member – Indigenous, to take office immediately.
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the April 23, 2025 OPSEU/SEFPO Executive Board meeting as amended.
Adoption of the Executive Board Meeting Minutes
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Minutes of the March 22-26, 2025 Executive Board Meeting.
Timely Election of NDP Candidates
Whereas the Canadian Labour Congress was a founding organization of the NDP and OPSEU/SEFPO supports the NDP both provincially and federally; and
Whereas the NDP has important equity guidelines that promote the inclusion of equity seeking candidates in their candidate search processes; and
Whereas following through with the equity guidelines in place depends heavily on well-functioning Electoral District/Riding Associations; and
Whereas, as evidenced by the Ontario NDP’s failure to have candidates in place for even two-thirds of Ontario ridings three weeks before the 2025 provincial election, there are many Electoral District/Riding Associations that are not well-functioning; and
Whereas failing to give candidates time to grow our Party’s presence and their own presence is not a recipe for success for candidates who are equity seeking or otherwise; and
Whereas even NDP incumbent candidates with well-functioning Electoral District/Riding Associations are harmed by the NDP’s failure to establish candidates with a community presence in all areas of the province;
Therefore be it resolved that OPSEU/SEFPO will seek to have the NDP establish candidates in all ridings no later than six (6) months ahead of a known election date; and
Be it further resolved that in the event of a suspected early election and adhering to the six (6) month deadline is not possible, OPSEU/SEFPO will seek to have the NDP establish candidates in all ridings as soon as possible;
Be it further resolved that OPSEU/SEFPO will work with its labour allies to make these important changes to our Party’s processes.
Member Local Assignments
Whereas Constitution article 12.2.1 states:
“Units and Locals shall be formed on the basis of geographical propinquity of
membership in accordance with guidelines established by the Executive
Board. Where possible in a given area, other common elements, such as
occupation or management, which bind the Members shall also be used as
bases to establish Locals.”; and
Whereas in recent years, work from home agreements and other atypical employment structures have led to workers being assigned to locals that are distant from where they live and from where they work; and
Whereas geographical propinquity of members is important for optimal participation in local, regional, area council, and labour council activities and processes; and
Whereas the 30,000+ member OPS Unified bargaining unit, in particular, sometimes has members assigned to locals based on the location of their respective Ministry’s head office or immediate supervisor;
Therefore be it resolved that OPSEU/SEFPO Staff will provide a comprehensive report to the Executive Board that identifies members that both work and live outside of the Service Area where their assigned OPSEU/SEFPO local conducts its primary operations; and
Be it further resolved that the report will include the identification of the bargaining unit, local, Sector or Division, and any known circumstances for the local assignments; and
Be it further resolved that an emphasis will be placed on identifying OPS Unified bargaining unit members in these circumstances;
Be it further resolved that the report will be prioritized so that the members of the Executive Board have the opportunity to consider the findings, and take action if they so choose, prior to the 2026 OPSEU/SEFPO Convention local delegate entitlement deadline.
Summary of Convention Business
Whereas accountability, inclusivity, and transparency are among OPSEU/SEFPO’s values; and
Whereas communication improvements will assist OPSEU/SEFPO in achieving its goals of increasing meaningful member engagement and establishing/maintaining healthy, active, and functional locals.
Therefore be it resolved that no later than 30 days after the conclusion of Convention, OPSEU/SEFPO will post a draft document, specifically but not limited to, the following information to its Member Portal or other secured platform:
∙ all Constitutional Amendments passed by Convention
delegates, inclusive of the precise language changes made to
the Constitution;
∙ all Resolutions passed by Convention delegates, inclusive of
any amendments that were made to them; and
∙ all amendments made by Convention delegates to the
OPSEU/SEFPO Annual Budget that had been proposed.
Overtime Utilization
Whereas overtime can not always be anticipated during the budgeting process; and
Whereas overtime may have a significant impact on current budget as it is not fully costed in the budgeting process; and
Whereas the Executive Board are fiduciaries of OPSEU/SEFPO and are able to make adjustments to current plans and budget allocation; and
Whereas overtime utilization may also provide useful information to better allocate resources for additional staff positions, if needed;
Therefore be it resolved that OT utilization will include roles, departments, hours of overtime worked, costs associated with OT, OT hours banked, by position number, shall be reported to the Executive Board on a quarterly basis by department.
LBED Debrief
Whereas LBED held their first ever province wide strike; and
Whereas the LBED was also the first large province wide bargaining unit strike post pandemic; and
Whereas every strike provides an opportunity for improvement and/or streamlining of processes; and
Whereas the Executive Board has inquired on numerous occasions when a debrief will be held; and
Whereas local presidents, picket captains, local financial strike officers have been inquiring if they will be able to have a debrief with all of their counterparts across the province to provide feedback;
Therefore be it resolved that OPSEU/SEFPO shall conduct a debrief prior to the end of June with representation from each local across the province, LBED bargaining team, staff and Executive Board Members; and
Be it further resolved that the information collected shall be utilized to improve and streamline processes prior to for the next group who may engage in a province wide strike.
Non Right to Strike Fund: Total Dues Revenue Budget Line
Whereas there is a new fund to support bargaining efforts for non right to strike groups, and
Whereas the amount transferred monthly is 5% of dues revenue from the non right to strike bargaining units; and
Whereas there is no line in the financials reported to the Executive Board that provides a total amount of dues revenue from all non right to strike bargaining units; and
Whereas the Executive Board should be provided with a total breakdown of dues revenue for the non right to strike bargaining units in order to understand the 5% transfer amount;
Therefore be it resolved that a new budget line shall be created for the total dues revenue of the non right to strike fund bargaining units to increase transparency of the transfer amounts; and
Be it further resolved that these amounts shall be reported no later that the September 2025 Executive Board Meeting.
Consultant Fees
Whereas OPSEU/SEFPO utilizes external companies and consultants for a myriad of projects; and
Whereas OPSEU/SEFPO has a policy requiring reporting of consultant fees to the Executive Board;
Be it further resolved that the fees paid to consultants shall be provided at every board meeting commencing no later than the June 2025 Executive Board meeting.
Constitutional Interpretation: Article 29.3.1
Whereas Local 331 duly passed a motion to hold elections at their February 10th GMM; and
Whereas the Acting Administrator for Locals has told the local their motion was unconstitutional and they are not able to hold their elections as per the motion duly passed at a meeting with Quorum, and
Whereas Local 331 is circulating a petition currently to request the meeting for the elections be held as per the motion passed at the February 10th meeting as per article 29.7.4 of the constitution, and
Whereas only the president has the ability to interpret the Constitution, and
Therefore be it resolved that the President provide an interpretation on article 29.3.1 utilizing the process under article 18.1.3.
Disclosure of Lease Amounts of Properties
Be it resolved that OPSEU/SEFPO makes the following property lease information available to the Executive Board prior to the next Executive Board meeting:
- The address and description of each property;
- The current lease amounts by square foot, maintenance fees, and monthly total for each property;
- The terms and duration of each lease with expiry; and
- Any additional relevant financial obligations associated with each Property.
Sector 18 Bargaining Conference and Lobby Day
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas Sector 18 Mental Health and Addictions has received an approval of $152,391.68 to facilitate the Hybrid Bargaining Conference and Lobby Day; and
Whereas Sector 18 has effectively organized and conducted Bargaining Conferences annually;
Whereas Sector 18 aims to ensure diverse representation and inclusivity for critical mental health and addiction bargaining issues that impact all local sectors.
Whereas in-person conferences are essential for fostering robust networking and engagement among members. These events allow individuals to engage in in-depth discussions, strategize collaboratively, and explore effective bargaining resources and strategies pertinent to their workplaces. By promoting such interactions, in-person conferences enhance the capacity of members to work together effectively toward shared goals;
Whereas physical presence of individuals and in-person interactions significantly diminish distractions, thereby enhancing engagement levels and promoting active participation. This direct communication facilitates a sense of community, providing valuable support and fostering discussions that benefit the mental health and well-being of participants. Additionally, this environment enhances focus and concentration, contributing to a more productive and enriching experience for all involved.
Whereas the sector is seeking one additional seat per bargaining unit as a designated equity seat ensuring underrepresented groups are included and have a voice in Bargaining discussions which are critical for addressing the diverse needs for all union members, and will help address the unique bargaining concerns faced by equity seeking groups;
Therefore be it resolved that OPSEU Executive Board approve the additional costs for an in-person support for 38 equity seats for black, racialized and indigenous members. This will provide essential training that ensures inclusive representation fostering learning to promote a safer workplace for all members of OPSEU/SEFPO Sector 18.
Regional Representation
Whereas OPSEU SEFPO is a membership driven union.
and whereas OPSEU SEFPO is always about representing the members in all regions equally; and
Whereas due to unforeseen circumstances, OPSEU SEFPO Region 2 is temporarily without a resolution’s representative and without alternate; and
Whereas the position and will remain so until after convention 2025;
Therefore be it resolved that John McSevney (Local 281) temporally replace Kevin MacKay as the Region 2 resolution representative; and
Be it further resolved that John would start immediately;
Be it further resolved that Kevin MacKay will resume his elected duties once he returns from his leave.
Local Assignment of CAAT- A PT Members
Whereas OPSEU/SEFPO currently has 24 single-unit locals comprised of full-time college academic (CAAT-A) members at each of the 24 Ontario public colleges; and
Whereas the OLRB confirmed in a decision on April 16, 2025 that OPSEU/SEFPO represents part-time and sessional academic staff employed at the 24 Ontario public colleges; and
Whereas our newly organized part-time and sessional academic members will require local assignments;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the recommendation of the Executive Committee that part-time and sessional academic staff employed at each of the 24 Ontario colleges form a bargaining unit at their respective college and join the current CAAT-A single-unit local, such that the local at each of the 24 Ontario public colleges will be comprised of a full-time unit and a part-time unit.
Mergers of L306 & L317
Whereas OPS Local 306 was experiencing challenges filling their LEC positions for a long time now, and
Whereas Local 306 voted to merge with OPS Local 317, and
Whereas Local 317 voted to accept the members from 306
Be it further resolved that the Executive Board approved the recommendation of the Officers to merge OPS Local 306 members with OPS Local 317.
2025 NUPGE Convention Resolutions
Therefore be it resolved that OPSEU/SEFPO refer the following resolutions to the 2025 National Union of Public and General Employees (NUPGE) Convention:
2025 NUPGE Convention Resolution: Public-Public Partnerships
Whereas Governments of all political stripes, provincially and federally, have supported public-private partnerships that see the sell-off of our public assets; and
Whereas The next federal government may very well turbo-charge these in a misguided attempt to balance the books;
Therefore be it resolved that the National Union of Public and General Employees will:
1. Continue to oppose all public-private partnerships that jeopardize our
public assets, cause or increase privatization, create precarious
employment and harm workers in any way; and
2. Promote public-public partnerships where governments of different
levels work with each other and public organizations; and
3. Actively work with Components and other public entities who to create,
support and sustain public services to the people of Canada without
extracting profits from the provision of such services.
2025 NUPGE Convention Resolution: Canadian Blood Services
Whereas Blood and blood products are essential to our collective life and welfare and the privatization of blood and blood product supply is a threat to our members’ work; and
Whereas Instead of securing our supply of safe Blood and all other blood products like plasma, Canadian Blood Services has essentially been relying upon the US system of paid supply; and
Whereas But recent threats to Canada’s sovereignty from the US underlines the importance of us securing and sourcing our own safe supply without privatization and without jeopardizing the work of members;
Therefore be it resolved that the National Union of Public and General Employees will:
1. Continue its advocacy and opposition of the privatization of Canadian Blood Services through partnerships with for-profit entities like Grifols; and
2. Work with Components to determine how to ensure a safe and regulated access of whole blood and all other blood products like plasma that are necessary for the life and welfare of Canadians.
2025 NUPGE Convention Resolution: Fair Funding for Colleges
Whereas Canada’s egregious changes to immigration policies have resulted in unprecedented job losses and precarity for members in the College sector; and
Whereas This has been exasperated by a lack of funding from provincial governments to education at the College level; and
Whereas Has created problems for international students and encroached on their rights as students and as workers (because many of them are also members);
Therefore be it resolved that the National Union of Public and General Employees will:
1. Work with Components to advocate for fair funding for public Colleges where members work; and
2. Demand that the Canadian Labour Congress work with NUPGE and other impacted unions to work with the federal government to work with lower levels of government to restore funding to Colleges and to restore justice and balance for international students in Canadian visa programs; and
3.Continue to partner with organizations like the Migrant Rights Network and Canadian Council for Refugees on these issues.
2025 NUPGE Convention Resolution: Long Term Care
Whereas Since the pandemic, long term care in Canada has been in crisis with responsibility and funding held by different levels of government; and
Whereas This has meant that the people of Canada live with a patchwork of care that range from fully private care to partially or wholly municipally or provincially funded care; and
Whereas While some national standards now exist, they are not properly enforced or funded;
Therefore be it resolved that the National Union of Public and General Employees will:
1. Call for national standards of care for long term care facilities that
reflect best practices in Canada and elsewhere; and
2. Continue to advocate, in conjunction with Components, for public long
term care homes; and
3. For Dedicated funding from the federal government to ensure that public systems can operate without massive waitlists.
2025 NUPGE Convention Resolution: Bargaining for Wages
Whereas At a time when workers in Canada are facing the threat of job losses because of the irrational behaviour of right-wing politicians; and
Whereas when wages have yet to catch up with the inflation of the last 8 year, the federal government has transformed the Ministry of Labour into the Ministry of Jobs and Families;
Whereas This sets a terrible precedent for workers’ ability to direct policies that will help them;
Therefore be it resolved that the National Union of Public and General Employees will:
1. Work with the Canadian Labour Congress to highlight the importance of workers and their organizations to the federal government; and
2. Work with Components on strategically supporting intra-provincial efforts to strengthen bargaining by forging strong relationships between members of different Components who have shared interests such as the same employer or similar funding models.
2025 NUPGE Convention Resolution: Solidarity Against Fascism and Austerity
Whereas Workers in Canada and across the world, but especially south of the border, are being exposed to extreme and fascist ideology and
Whereas disinformation that scapegoats vulnerable populations like migrants, refugees, Trans people and those suffering from addictions and mental health disabilities;
Therefore be it resolved that the National Union of Public and General Employees will:
1. Consult with Components and stakeholders in affected communities
about the best ways to fight back against rightwing, fascist ideas so that
they don’t end up dividing workers; and
2. Will work with interested partners both in the union movement and with social movement partners to support and build solidarity against fascism and austerity (which are two sides of the same coin); and
3. Will involve Components in defending public services and protecting
labour rights, human rights and environmental sustainability.
2025 NUPGE Convention Resolution: Liquor Privatization
Whereas While many provincial politicians have participated in photo-ops to remove American alcohol from the racks of their provincial liquor stores in the fact of the imposition of massive tariffs by the US, there have also been a number of attempts to chip away at the public base of liquor licensing and sale in some provinces;
Therefore be it resolved that the National Union of Public and General Employees will:
1. Continue to support Components that are fighting the privatization of
liquor sales; and
2. Highlight the financial and social benefits of public liquor sales across
the country.
May 6, 2025 – Executive Board EPoll Meeting
May 6, 2025
The Executive Board was called to order at 7:30 p.m. President JP Hornick was in the Chair. All members were present except for Dr. Crystal Garvey who arrived at 7:40p.m., Nicole Anozie, Tracey Ann Halkyard, Coleen Houlder, Cristine Rego, and Kenneth Steinbrunner with reasons acceptable to the Chair.
Motions carried by the Executive Board
Reconsideration of the Proposed 2025 OPSEU/SEFPO Executive Committee and OPSEU/SEFPO Executive Board Meeting Dates
Therefore be it resolved that the Executive Board reconsider the following motion passed at the October 2024 Executive Board meeting:
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the 2025 OPSEU/SEFPO Executive Committee and OPSEU/SEFPO Executive Board Meeting Dates as listed in the attached document.
“Virtual” to “hybrid” the Executive Committee Meetings on May 15, 2025 and June 19, 2025
Therefore be it resolved that the Executive Board change the 2025 OPSEU/SEFPO Executive Committee and OPSEU/SEFPO Executive Board Meeting Dates to make the May and June 2025 Executive Committee Meeting “hybrid” instead of “virtual”.
May 21-22, 2025 – Executive Board Hybrid Meeting
May 21, 2025
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Dr. Crystal Garvey who arrived at 9:35a.m., Coleen Houlder who arrived at 9:40a.m., Christine Rego who arrived at 9:37a.m., and Erin Smith with reasons acceptable to the Chair.
May 22, 2025
The Executive Board meeting resumed at 9:30 a.m. President Honick was in the Chair. All members were present except for Crystal Garvey, and Erin Smith with reasons acceptable to the Chair.
Motions carried by the Executive Board
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the May 21-22, 2025 OPSEU/SEFPO Executive Board meeting as amended.
Adoption of the Executive Board Meeting Minutes
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the OPSEU/SEFPO Executive Board Minutes of the April 23, 2025 Executive Board Meeting, and the May 6, 2025 Executive Board Meeting EPoll.
Ice Storm
Whereas a highly destructive and otherwise consequential ice storm struck South Central Ontario at the end of March 2025;
Whereas the storm caused significant property damage and lengthy power outages for hundreds of thousands of Ontarians, prompting several jurisdictions to declare a state of emergency; and
Whereas OPSEU/SEFPO has a proud history of providing assistance to members facing hardship following consequential weather events.
Therefore be it resolved that from the contingency fund, OPSEU/SEFPO will allocate additional funding – amount in the attached proposal – to that any of the Regional Hardship Funds of affected regions in the amount of $0.50 per member in good standing and retired member Committees may access with a majority vote of the respective Committee members; and
Be it further resolved that the additional funding will only be used to provide hardship relief related to the March 2025 ice storm and any allocated funding not disbursed accordingly will be returned to the general fund at the end of 2025; Be it further resolved that the maximum hardship relief from the additional funding will be limited per member as identified in the attached proposal;
Be it further resolved that Regional Hardship Fund Committees that have already disbursed funds related to March 2025 ice storm hardship relief may seek reimbursement up to the per member limit for each disbursement from the additional funding; and Be it further resolved that the Regional Hardship Committees in the affected Regions will be advised of the defined purpose of the additional funding allocation and of the process to access it for disbursement.
Sector 13 Municipalities Strategic Planning Highest Ranking Meeting
Whereas OPSEU/SEFPO represents close to approximately 4,000 members working in Sector 13 Municipalities divided among 33 bargaining units, each with its own collective agreement;
Whereas these members work for different levels of municipal government and municipally funded agencies and are a diverse group who do things like administering Ontario Works, municipal housing, child care subsidies, road maintenance, ambulance maintenance, conservation area programming, driving buses among other areas;
Whereas the funds will provide the opportunity for the highest ranking from each of the 33 bargaining units to discuss challenges with the divisional executive and begin preliminary discussions on how to make significant impacts for the next municipal election scheduled for the fall of 2026;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the Municipalities Strategic Planning Highest Ranking Meeting with funds as outlined in this proposal with funds to be drawn from the Contingency Fund.
CAAT S Fulltime Bargaining Mobilizer April 2025
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas the CAAT-S FT Division is facing a very tough round of bargaining due to the College System being in financial crisis; and
Whereas the CAAT-S FT Division gives notice to bargain on June 2, 2025; and
Whereas the CAAT-S FT Bargaining Team consists of seven (7) members; and
Whereas members of the Bargaining Team will be working with locals to help organize and mobilize a super majority of those members to gain strength to secure a decent contract; and
Whereas two (2) of the Bargaining Team have secured full-time release through their locals;
Whereas the CAAT-S FT Division has secured through bargaining in 2012, four (4) full-time mobilizer positions, which will be assigned to four (4) members of the Team starting June 2 going until the new contract is secured;
Therefore be it resolved that the Executive Board allocate funding, from the Contingency Fund, to release the seventh (7th) member of the bargaining team for the purposes of organizing around a super majority;
Be it further resolved that this release will commence June 2, 2025, until a maximum of 90 working days.
Mayworks Standing Donation Motion
Whereas Subsection 5C.5.1 of the OPSEU/SEFPO Policy Manual is entitled “Contributions – Organizations; Organizations;” and
Whereas Subsection 5C.5.1 lists the organizations to which OPSEU/SEFPO makes standing donations; and
Whereas OPSEU/SEFPO makes a standing donation to Mayworks (the Mayworks Festival of Working People and the Arts); and
Whereas the amount of this standing donation has remained the same since at least 2012; and
Whereas OPSEU/SEFPO continues to value the contributions of the Mayworks Festival of Working People and the Arts, which showcases various artists’ responses to pressing issues at the intersection of art, social justice, and labour; and
Whereas OPSEU/SEFPO believes that increasing its standing donation to Mayworks Festival of Working People and the Arts would benefit the organization and strengthen OPSEU/SEFPO’s commitment to the organization;
Therefore be it resolved that commencing in 2026, OPSEU/SEFPO increase its standing donation to Mayworks Festival of Working People and the Arts, as outlined in the attached proposal.
Education Fund Surplus Motion
Whereas Subsection 4.8.1 of the OPSEU/SEFPO Policy Manual, effective January 18-19, 1995, states that “Accumulated surpluses in the Education Fund and the Defence Fund will be applied against the deficit in the General Fund; and
Whereas Subsection 4.7.1 of the OPSEU/SEFPO Procedures Manual, last updated June 17, 2015, states that “If the regional educational budget is underspent for a specific year, all such unused funds be transferred to the next year’s educational budget line;” and
Whereas it is recognized that these two (2) sentences within OPSEU/SEFPO’s Policy and Procedures Manuals conflict with respect to Regional Education Fund budget surpluses; and
Whereas it is desirable to have internal consistency in OPSEU/SEFPO’s policies and procedures.
Therefore be it resolved that the conflict between Subsection 4.8.1 of the OPSEU/SEFPO Policy Manual and Subsection 4.7.1 of the OPSEU/SEFPO Procedures Manual be referred to the Policy and Procedures Review Committee for recommendation to the Executive Board;
Be it further resolved that First Vice-President/Treasurer’s Office will assist them, if requested.
Staff Appreciation Lunch
Whereas the OPSEU/SEFPO Staff quickly pivoted to a manual system prior to convention; and
Whereas the OPSEU/SEFPO staff worked tirelessly to ensure Convention 2025 was successful and; and
Whereas words of appreciation will not suffice; and
Therefore be it resolved that an appreciation lunch be provided for staff on behalf of the OPSEU/SEFPO Executive Board Members; and
Be it further resolved that lunch be provided for those staff members who work at 100 and 155 Lesmill buildings on June 24th at the June Executive Board meeting, jointly with the Executive Board Members; and
Be it further resolved that lunch will be extended to one hour and a half on June 24th; and
Be it further resolved that each regional office be provided lunch at a time that is convenient for them; and
Be it further resolved that each unit at 100 and 155 Lesmill Road be provided lunch at a time that is convenient for them; and
Be it further resolved that funds come from the Contingency Fund.
Local 609 and 604 Merger
Whereas Local 609 members voted to merge with Local 604 and to see Local 609 be dissolved; and
Whereas Local 604 members voted to accept the members from Local 609;
Therefore be it resolved that the Executive Board accept the Executive Committee recommendation that Local 609 members be moved into Local 604 and Local 609 be dissolved.
June 24-25, 2025 – Executive Board Meeting
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Kelly Martin, who arrived at 1:42p.m. with reasons acceptable to the Chair.
June 25, 2025
The Executive Board meeting resumed In Camera at 9:34a.m. President JP Hornick was in the Chair. All members were present except for Sara Labelle, who arrived at 9:40a.m. with reasons acceptable to the Chair.
Motions carried by the Executive Board
Privileged Motion: Roll Call Voting and Show of Hands Voting
Whereas some Executive Board Members, including me, are actively being defamed on social media by other OPSEU/SEFPO members; and
Whereas OPSEU/SEFPO’s processes have not always been effective/efficient to offer consequence/remediation to those members who post non-factual, harassing, and defamatory information in those public spaces; and
Whereas the request for the use of roll call voting on some motions is undemocratic in process (only requires 5 out of 19-28 Executive Board Members to make the request) and promotes the targeting of Executive Board Members;
Whereas as determined in the OPSEU/SEFPO Constitution, one of our union’s aims and purposes is, “To strengthen, by precept and example, democratic principles and practices both in the Canadian labour union movement and in all manner of institutions, organizations, and government in Canada and internationally.”
Whereas the Executive Board should do its best to avoid the weaponizing of parliamentary procedure in all of its processes;
Whereas those who persist with the weaponizing of parliamentary procedure by requesting roll call voting on only some motions interfere with my ability to fully participate in Executive Board meeting proceedings;
Whereas as has been clearly demonstrated by my many years of roll call voting history and my use of the minority reporting process, I am not afraid to stand by my voting record; and
Whereas roll call voting can promote transparency; and
Whereas show of hands voting can save time; and
Therefore be it resolved that Executive Board Members will immediately be polled to determine whether routine Executive Board meeting votes, unless subject to Constitutional requirements otherwise, will be held using roll call voting or show of hands voting;
Be it further resolved that there will no longer be a undemocratic mechanism available to switch from one means of voting to the other; and
Be it further resolved that regardless of the outcome, e-poll voting will continue to be held using roll call voting and roll call will continue to be used for attendance taking purposes.
Be it further resolved that there will be no secret ballots except for Convention awards or committee elections.
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the June 24-25, 2025 OPSEU/SEFPO Executive Board Meeting with the amendments listed.
Adoption of the Executive Board Meeting Minutes
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the OPSEU/SEFPO Executive Board Minutes of the May 21-22, 2025 Executive Board Meeting, and the May 29, 2025 Executive Board Meeting EPoll as amended.
Toronto Disability Pride
Whereas the annual Toronto Disability Pride March (TDPM) began out of the Occupy Toronto movement in October 2011; and
Whereas TDPM brings people together to address issues such as accessible housing, low rates of social assistance, transportation, surveillance, and police violence; and
Whereas when workers with disabilities participate in the political process, they help shape legislation that directly impacts their lives; and
Whereas the TDBP serves as a public platform for the OPSEU/SEFPO Disability Rights Caucus to promote the destigmatization of disability, celebrate the contributions of workers with disabilities, highlight the value of disability as a natural and integral part of human diversity, and encourage inclusive employment by showcasing productivity and potential.
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the funds in the attached proposal for up to 7 members of the OPSEU/SEFPO Disability Rights Caucus to attend the 2025 Toronto Disability Pride March.
Indigenous Circle Budgeted Fund Re-allocation
Whereas the OPSEU/SEFPO Indigenous Circle has an approved budget to plan and organize a Pow Wow for Fall 2025 at Queen’s Park as part of their June 21st Campaign efforts; and
Whereas this needs to put on hold so that the focus can be redirected to supporting the urgent calls to actions from Elders and activists is to stand in solidarity with Indigenous communities to repeal Bill 5; and
Whereas the Indigenous Circle is submitting a request to reallocate the existing approved budget instead so that the 14 members of the committee to have the means and opportunity to join meetings, actions, events and broader resistance movement to push back against Bill 5;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the reallocation of the funds as outlined in the attached proposal.
OPS Unified Mobilizers Book Off
Be it resolved further that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas the OPS Unified Division is entering a critical phase of bargaining preparation with the planned release of the Demand Set Survey in May/June 2025 and must immediately ramp up member engagement to ensure a successful outcome; and
Whereas only a small percentage of the membership are currently engaging in bargaining-focused outreach initiatives like Table Talk Thursdays, Area Coordinating Groups, Signal Chat groups and Unifier meetings, demonstrating an urgent need to reach our membership more effectively; and
Whereas only 14 mobilizers are currently booked off under the existing 2024-2025 budget allocation, which is insufficient to sustain the momentum built so far and wholly inadequate to meet the organizing needs of a 32,000-member bargaining unit; and
Whereas Article 23.2.3.1 of the OPS Unified Collective Agreement and OPS Unified Negotiating Procedures Articles 2.9.6 and 4.1.6 provide the authority to book off mobilizers for the purpose of bargaining preparation and internal organizing; and
Whereas OPS Unified has set a target of identifying between 2,000 to 2,400 organic leaders (aka “Unifiers”) to reach a 60–80% member engagement rate and establishing a supermajority; and
Whereas many OPS Unified locals continue to lack basic contact information (emails and phone numbers) for large portions of their membership, and mobilizers have been critical in correcting, collecting data and mapping of locals; and
Whereas seasonal, fixed-term and precarious workers return in large numbers in the summer, and this time period presents a strategic opportunity to engage members who have historically felt excluded from union activities and who currently make up almost 46% of the OPS Unified membership; and
Whereas proper allocation for training, communication, internet, travel and meals is necessary for mobilizing success; and
Whereas OPS Unified represents over 32,000 members and contributes approximately 18% of OPSEU/SEFPO’s total revenues, with additional contribution through IT subsidiaries, and any wage increase achieved at the bargaining table has a financial ripple effect through ‘me-too’ clauses in other sectors; and
Therefore be it resolved that the Executive Board approve the release of a total of 27 OPS Unified Mobilizers for the period of September to December 2025, in accordance with Article 23.2.3.1 of the OPS Unified Collective Agreement and Articles 2.9.6 and 4.1.6 of the OPS Unified Negotiating Procedures, OPSEU SEFPO Policy; and
Be it further resolved that the mobilizers be fully reimbursed for communication costs (cell phone/internet), reasonable travel and meal costs associated with mobilizing duties such as days of action, regional organizing, and rallies, etc; and
Be it further resolved that this allocation be recognized as essential to achieving supermajority support in OPS Unified, with an engagement target of 80% of the membership (25,600 members), through the identification and empowerment of at least 2,560 organic leaders; and
Be it further resolved that OPS Unified continue to report progress on engagement metrics, including leader identification, contact data collection, and participation levels, to ensure accountability and demonstrate the value of this investment in union power-building;
Be it further resolved that all funds associated with OPS Unified Mobilizers be drawn from the Contingency Fund.
CAAT Pension Plan Sponsor Committee June 2025
Whereas the OPSEU/SEFPO Pension Policy requires that an OPSEU/SEFPO staff member be assigned one of the seats on the CAAT Sponsor Board; and
Whereas Cheri Hearty is currently appointed to the CAAT Pension Plan (Sponsor Committee) as the required staff appointee (OPSEU/SEFPO policy manual page 24); and
Whereas CAAT Pension Plan Sponsor representative Cheri Hearty’s term is expiring on December 31, 2025; and
Whereas Cheri Hearty is stepping down from the role due to operational demands and considerations; and
Whereas Veneise Samuels, former CAAT Sponsor Committee Co-chair, has been identified as a replacement staff resource to the CAAT Pension Plan Sponsor Committee; and
Whereas the PLC is recommending the appointment of Veneise Samuels to CAAT Pension Plan Sponsor Committee for a three -year term ending June 30, 2028.
Therefore be it resolved that Veneise Samuels be appointed to the CAAT Pension Plan Sponsors Committee for the term commencing July 1, 2025 and expiring June 30, 2028, provided Veneise Samuels signs the OPSEU/SEFPO Letter of Understanding.
CAAT Sponsor Board Appointment June 2025
Whereas Jamie Savoie’s appointment as a CAAT Support Sponsor Representative to the CAAT Pension Plan Sponsor Board ends December 31, 2025; and
Whereas the selection of persons for appointment by OPSEU/SEFPO as a CAAT Support Sponsor Representative to the CAAT Pension Plan must be made by a vote at a Final Demand Set meeting of all delegates and other eligible voters in accordance with Division by-laws and the OPSEU/SEFPO Procedures Manual; and
Whereas the CAAT Support Divisional meeting was held was held in May 2025, and Jamie Savoie was re-elected for appointment to the CAAT Pension Sponsor Board; and
Whereas the OPSEU/SEFPO Procedures Manual requires that the elected individuals be appointed to attend the next scheduled CAAT Pension Sponsor Board meeting; and
Whereas the next meeting is scheduled in September 2025;
Therefore be it resolved that Jamie Savoie is appointed to the CAAT Pension Plan Sponsor Committee as the CAAT Support representative for a term starting July 1, 2025 expiring December 31, 2028 provided Jamie signs the Letter of Understanding provided by OPSEU/SEFPO.
CAAT Support Trustee June 2025
Whereas Paul Lahaise’s appointment as a CAAT Support Trustee to the CAAT Pension Plan Board ends December 31, 2025; and
Whereas Paul LaHaise has indicated that he will be retiring and stepping down from the board effective June 30, 2025; and
Whereas the selection of persons for appointment by OPSEU/SEFPO as a CAAT Support Trustee for the CAAT Pension Plan must be made by a vote at a Final Demand Set meeting of all delegates and other eligible voters in accordance with Division by-laws; and
Whereas the CAAT Support Demand Set meeting was held was held in May 2025, and Marcia Steeves was elected to the role of Pension Trustee for the CAAT Pension Plan; and
Whereas the OPSEU/SEFPO Procedures Manual requires that the elected individuals be appointed to attend the next scheduled CAAT Pension Sponsor Board meeting; and
Whereas the next meeting is scheduled in September 2025;
Therefore be it resolved that Marcia Steeves is appointed to the CAAT Pension Plan as one of two positions allocated for CAAT Support members for a term starting July 1, 2025, expiring December 31, 2028, provided Marcia signs the Letter of Understanding provided by OPSEU/SEFPO.
Canadian Blood Services Pension Plan Board of Trustees June 2025
Whereas Geoff Cain’s appointment as a trustee to the Canadian Blood Services (CBS) Pension Plan will end June 30, 2025; and
Whereas the OPSEU/SEFPO PLC solicited applicants from the OPSEU/SEFPO members participating in the CBS pension plan in May 2025; and
Whereas the PLC conducted a test and interview for all applicants interested in applying for the CBS Trustee role in May 2025; and
Whereas through this process, the PLC has identified a qualified and eligible member to fill this position effective July 1, 2025; and
Whereas the PLC has met, discussed the outcome of the test and interview and is recommending the appointment of Brent MacPherson as a trustee to the CBS Pension Plan for a 3-year term.
Therefore be it resolved that Brent MacPherson be appointed as the OPSEU/SEFPO trustee for the Canadian Blood Services (CBS) Pension Plan for a three-year term commencing July 1, 2025, and expiring June 30, 2028, provided Brent signs the Letter of Understanding provided by OPSEU/SEFPO.
CAAT Support Trustee June 2025
Whereas Virginia Di Monte’s appointment as a CAAT Support Trustee to the CAAT Pension Plan Board ends December 31, 2025; and
Whereas the selection of persons for appointment by OPSEU/SEFPO as a CAAT Support Trustee for the CAAT Pension Plan must be made by a vote at a Final Demand Set meeting of all delegates and other eligible voters in accordance with Division by-laws; and
Whereas the CAAT Support Demand Set meeting was held was held in May 2025, and Virginia Di Monte was re-elected to the role of Pension Trustee for the CAAT Pension Plan;
Whereas the OPSEU/SEFPO Procedures Manual requires that the elected individuals be appointed to attend the next scheduled CAAT Pension Sponsor Board meeting; and
Whereas the next meeting is scheduled in September 2025;
Therefore be it resolved that Virginia DiMonte is re-appointed to the CAAT Pension Plan as one of two positions allocated for CAAT Support members for a term starting July 1, 2025, expiring December 31, 2028, provided Virginia signs the Letter of Understanding provided by OPSEU/SEFPO.
Jewish Caucus Budget Request for 2025
Be it resolved further that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas OPSEU/SEFPO is committed to equity, inclusion, and the active participation of equity-deserving groups within the union; and
Whereas Jewish members of OPSEU/SEFPO have come together to form the Jewish Caucus in order to provide a collective voice, support advocacy, and build community within the union; and
Whereas the Jewish Caucus has submitted a proposed 2025 budget to support its foundational initiatives, outreach, education, and community-building efforts for the year;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the Jewish Caucus’ proposed 2025 budget to support meetings for the remainder of the of year;
Be it further resolved that the funds be drawn from the contingency fund.
Psychological Safety in the Workplace Policy
Whereas OPSEU/SEFPO and OPSSU agreed to a Letter of Understanding #12 re: Psychological Safety and Health at Work in their joint collective agreement wherein the OPSEU/SEFPO-OPSSU-ASU Joint Health and Safety Committee was tasked with drafting a policy regarding psychological safety and health at work for presentation to the OPSEU/SEFPO Executive Board; and
Whereas the the OPSEU/SEFPO-OPSSU-ASU Central Joint Health and Safety Committee finalized the draft policy as attached;
Therefore be it resolved that the Executive Board approve the Psychological Safety in the Workplace Policy as attached.
Sector 8 Mobilizing Campaign 2025
Be it resolved further that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas OPSEU/SEFPO represents close to approximately 4,687 members working in Sector 8 Long Term Care and related facilities; and
Whereas there is low activity and participation in the Sector; and
Whereas Sector 8 is attempting to build its capacity and participation in the Sector; and
Whereas the Divex’s goal is to use the organizing model to address this issue;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the funds for the Sector 8 Mobilizing Campaign 2025 as outlined in the attached proposal, with funds to be drawn from the Non-Right-to-Strike Fund.
Executive Board Member Unpaid Wage Invoices
Whereas Executive Board Members are booked off in accordance with section 9.6 of the OPSEU/SEFPO Policy manual and; and
Whereas Executive Board Members want to foster good relations with their employers; and
Whereas multiple Executive Board Members have flagged issues with their employers not being reimbursed for their invoiced wages for 2024;
Therefore be it resolved that the First Vice-President/Treasurer’s Office do a review of the unpaid wage invoices for all Executive Board Members for 2024; and
Be it further resolved that a report including the number of Executive Board Members employer wages from 2024 that are still outstanding, (without names attached) be brought to the July board Meeting;
Be it further resolved that a that any outstanding invoice and verified wage claims for 2024 be reconciled within 45 days of this motion being passed.
Be it further resolved that all future employer invoice and verified wage claims be reconciled within 90 days of receipt.
Be it further resolved that the Audit Committee review this report every 6 months.
OPSEU/SEFPO Executive Board Equity Appointments
Therefore be it resolved that in accordance with article 14.6.8 of the OPSEU Constitution and section 24 of the Not-for-Profit Corporations Act, the Executive Board hereby confirms the appointments of Nicole Anozie, Dan Brisson, Dr. Crystal Garvey, Tracey Ann Halkyard, Robert Hampsey, Kaylee Heath, and Cristine Rego as Equity Board Members, and Dr. Crystal Garvey as Equity Vice-President, to hold office until the close of Convention 2026.
July 23, 2025 – Executive Board Virtual Meeting
July 23, 2025
The Executive Board was called to order at 9:35am Sara in Chair.
All members were present or absent with reasons acceptable to the President.
Motions carried by the Executive Board
August 6, 2025 – Executive Board Epoll
August 6, 2025
The Executive Board was called to order at 7:00p.m. President Hornick was in the Chair. All members were present except for Nicole Anozie, and Veronica Attard with reasons acceptable to the Chair.
Motions Carried by the Executive Board
Local 228 Trusteeship
Whereas the Trustee of Local 228 has requested an extension of the trustee period to provide adequate time to complete their review of matters pertaining to the trusteeship;
Therefore be it resolved that the OPSEU/SEFPO Executive Board extends the trusteeship of Local 228 to September 6, 2025.
August 20-21, 2025 – Executive Board Hybrid Meeting
August 20, 2025
The Executive Board was called to order at 9:33 a.m. President JP Hornick was in the Chair. All members were present except for Ed Arvelin who arrived at 9:35a.m., Kelly Martin, who arrived at 9:40a.m., Veronica Attard, and Dan Brisson with reasons acceptable to the Chair.
August 21, 2025
The Executive Board meeting resumed In Camera at 9:31a.m. First Vice-President/Treasurer Laurie Nancekivell was in the Chair. All members were present except for Kelly Martin, who arrived at 9:35a.m., Veronica Attard, Dan Brisson, President JP Hornick with reasons acceptable to the Chair.
Motions carried by the Executive Board
Privileged Motion: OPSEU/SEFPO Workplace Assessment
Be it resolved further that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Therefore be it resolved that no scheduled Executive Board meeting may be cancelled or changed without the proper reconsideration votes at the Executive Board of OPSEU/SEFPO.
Be it further resolved that if canceling a meeting is requested between meetings of the Executive Board a meeting of the RVPs including the President, First Vice-President/Treasurer, Equity Vice-President will consider the request with a 2/3 majority role call required to cancel the meeting.
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the August 20-21, 2025 OPSEU/SEFPO Executive Board Meeting as amended.
Adoption of the Executive Board Meeting Minutes
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the OPSEU/SEFPO Executive Board Minutes of the June 24-25, 2025 Executive Board Meeting, the July 8, 2025 Executive Board Meeting EPoll, the July 23, 2025 Executive Board Meeting, and the August 6, 2025 Executive Board Meeting EPoll as amended.
Resolutions Committee Report for the Executive Board May 2025
Therefore be it resolved that the recommendation from the Resolutions Committee found in the Resolutions Committee Report for the Executive Board May 2025 be adopted as amended.
Pension Liaison Committee Recommendation to OPSEU/SEFPO Executive
Board for change to the OPSEU Pension Plan
Whereas the OPSEU Pension Plan currently has a provision that limits the employment earnings of retirees who work for an employer who contributes to the plan; and
Whereas the Income Tax Act (ITA) requires that anyone who contributes to a pension plan begin drawing their pension by the end of the year they turn 71 years of age; and
Whereas two retirees of the OPSEU Pension Plan filed a complaint with the Human Rights Tribunal arguing this provision violated the Human Rights Code because they are experiencing discrimination based on age; and
Whereas as Sponsors of the OPSEU Pension Plan, OPSEU/SEFPO has advocated for the removal of this provision from the plan, but the other sponsor, the Government of Ontario has refused; and
Whereas the Government of Ontario also sponsors the Public Service Pension Plan (PSPP) administered by the Ontario Pension Board which holds the pensions of OPS employees who are not represented by OPSEU/SEFPO; and
Whereas the PSPP has a similar provision in the plan; and
Whereas the Government of Ontario filed an Order in Council on May 29, 2025 removing this provision effective July 1, 2025 for members who have attained the maximum age to contribute to a pension plan under the ITA (i.e. currently age 71); and
Whereas the Government of Ontario contacted OPSEU/SEFPO on June 19, 2025 advising that they had made this change to the PSPP and ask if OPSEU/SEFPO was interested in having discussions about changing the OPSEU Pension Plan in a similar manner; and
Whereas the Pension Liaison Committee met with the Government of Ontario and negotiated an agreement in principle for a similar change to the OPSEU Pension Plan; and
Whereas this agreement would see the elimination of the limitation on earnings to those retirees of the OPSEU Pension Plan who work for an Employer who contributes to the OPSEU Pension Plan and have attained the ITA maximum age to contribute to a pension plan (i.e. currently age 71);
Therefore be it resolved that the OPSEU/SEFPO Executive Board approves the Amendment in the attached Appendix; and
Be it further resolved that the Executive Board instructs the President to sign the amendment on behalf of OPSEU/SEFPO.
Administrative Lawyer
Whereas there have been concerns and reporting of fraudulent or misappropriation of subsidiary body funds in subsidiary bodies; and
Whereas subsidiary body Bylaws and practices may not be in compliance with OPSEU Constitution;
Be it resolved that an administrative lawyer to opine on the subsidiary relationship between subsidiary bodies and OPSEU/SEFPO; and
Be it further resolved that OPSEU/SEFPO will attain this from an independent administrative lawyer to opine on the Ontario Not-For-Profit Corporations Act Constitution, policies and procedures and resolutions for the Board to understand its jurisdiction and authority over subsidiary bodies and it powers to act on matters affecting subsidiary bodies or intervening in subsidiary body matters that impact our members and cause risk to the organization;
Be it further resolved that the selection of the administrative lawyer that is currently on retainer will be undertaken by the Officers by September 2025. The report to be delivered to the entire OPSEU/SEFPO board no later than December 2025
Antisemitism Training
Therefor be it resolved that the Executive Board shall receive antisemitism training by December 2025, with the selection of trainers and the format of training to be decided following meaningful consultation with the Jewish caucus.
French Translation
Whereas OPSEU/SEFPO is a bilingual union and;
Whereas we have members who do not speak English and deserve resources in French.
Therefore be it resolved that OPSEU/SEFPO will translate the local president’s tool kit, treasurer’s tool kit, and secretary’s tool kit into French by December 2025.
Be it further resolved that the OPSEU/SEFPO Health and Safety Level 1 & 2 Course be translated into French by December 2025.
OFL and CLC Convention Delegates
Whereas the Executive Board amended and passed 2024 resolution B3, establishing that OPSEU/SEFPO Sector and Division Chairs will be delegates to OFL and CLC Conventions;
Whereas in September 2024 the Executive Board passed a motion that resolved to make OPSEU/SEFPO Sector and Division Chairs, or their respective designates, delegates to NUPGE Conventions; and
Whereas the inconsistency is evident and sectoral/divisional designates are an important inclusion in the event the Chair is unable to attend or is attending in another capacity.
Therefore be it resolved that the policy is amended to include OPSEU/SEFPO Sector and Division Chair designates as delegates to OFL and CLC Conventions in the event the Chair is unable to attend or is attending as a delegate in another capacity.
Whistleblower Policy
Whereas OPSEU/SEFPO has a Whistleblower Policy that can be found in the Procedures Manual (4.6.1);
Whereas “Option 2” of the Whistleblower Policy states:
“Where the whistleblower chooses not to make the disclosure
to the Whistleblower Officer, the whistleblower may make the
disclosure to an independent third party. The third party shall
be independent of any affiliation with OPSEU/SEFPO and will
maintain confidentiality, anonymity (to the extent possible and
except as required by law) and independence. This third party
will be known to staff, members, and others, and the full
contact for this party will be easily available. All disclosures
will be made to the third party in writing.”;
Whereas “The Tandem Team” is the organization currently used by OPSEU/SEFPO for independent third party disclosures;
Whereas when disclosing to this independent third party, the party making the disclosure must agree to the following clause: “By submitting this information you agree that this information can be presented to your organization for review.” https://www.thetandemteam.com/whistleblower.html
Whereas being compelled to agree to such a clause could dissuade a party, otherwise prepared to disclose, from making their disclosure;
Whereas an example of a message received after making a disclosure is as follows:
“We received a response from OPSEU regarding your
submission which was made on May 31, 2025.
This is the response from OPSEU:
“Thank you for your submission. After careful consideration,
we have determined that this complaint does not fall within the
scope of the Whistleblower Policy. The Whistleblower Policy
covers disclosure of wrongdoing related to illegal or
inappropriate conduct, including but not limited to criminal
activity, fraud, corruption, etc.”; and
Whereas there is no known appeal process or opportunity for follow-up after receiving a message like the one above;
Therefore be it resolved that any organization involved in “Option 2” of OPSEU/SEFPO’s Whistleblower Policy will make it absolutely clear to those disclosing that confidentiality, anonymity (to the extent possible and except as required by law) and independence will be maintained when dealing with the information disclosed; and
Be it further resolved that any organization involved in “Option 2” of OPSEU/SEFPO’s Whistleblower Policy will maintain confidentiality, anonymity (to the extent possible and except as required by law) and independence when dealing with the information disclosed; and
Be it further resolved that any organization involved in “Option 2” of OPSEU/SEFPO’s Whistleblower policy will make available an appeal process and an opportunity for follow-up in the event there is no plan to pursue further action based on the information disclosed;
Be it further resolved that all parties that have made disclosures (to date and going forward) that have been dismissed without the opportunity for appeal and/or follow-up will be provided with an opportunity to appeal and/or follow-up.
Indigenous Circle Description
Whereas the Indigenous Circle of OPSEU/SEFPO actively works to decolonize existing systems and policies within the union’s structures; and
Whereas the model of a Terms of Reference (TOR) is a colonial structure that does not take into consideration the principles of Indigenous communities to self-determination and the cultural needs of the Indigenous Circle; and
Whereas the Indigenous Circle has adopted a Description which guides committee members on how to perform and accomplish the overall goals and objectives of the committee which includes working with Indigenous communities from across Turtle Island; and
Whereas the Indigenous Circle has reviewed the Description currently included in OPSEU/SEFPO Policy (in the Procedures Manual) and made changes at their recent committee meeting in February 2025.
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the updates made to the Indigenous Circle’s Description as outlined in the attached appendix.
Phase 1 Sector 9 Universities Fall Organizing Campaign June 2025
Be it resolved further that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas Universities across Ontario are experiencing a financial crisis due to years of severe underfunding by the provincial government and the recent cap on international student visas imposed by the federal government; and
Whereas Ontario provides the lowest per-student funding for universities in Canada; and
Whereas OPSEU/SEFPO members are facing program cuts, job losses, hiring freezes, increased workloads, deteriorating infrastructure and precarious working conditions; and
Whereas The Blue Ribbon Panel on Postsecondary Education Financial Sustainability recommended that the Ontario government increase funding by 2.5 billion; and
Whereas OPSEU/SEFPO is committed to organizing workers and increasing member participation and power across the province; and
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the funds as outlined in this proposal from the Contingency Fund to carry out the Phase 1 of a member organizing campaign for Sector 9 Universities.
Protect Paramedics Campaign/Presumptive Illness Legislation Campaign
Whereas the Sector 1 Ambulance Division represents paramedics across Ontario who risk their lives daily responding to emergencies including exposure to harmful substances and carcinogens;
Whereas paramedics across Ontario would like to see the provincial government enact presumptive illness legislation to protect paramedics;
Be it resolved that the OPSEU/SEFPO Executive Board approve the funds as outlined in this proposal for the Sector 1 – Presumptive Illness Legislation Campaign.
Be it further resolved that the funds be drawn from the Contingency Fund.
Idle No More Toronto Solidarity Action
Be it resolved further that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas OPSEU/SEFPO is committed to equity and Indigenous peoples right to self-determination, and supporting Indigenous led movements built on mutual respect for the land, territories and resources; and
Whereas OPSEU/SEFPO has set an aim and purpose of the Union “to actively identify and dismantle anti-Indigenous racism and discrimination within its systems and structures”; and
Whereas OPSEU/SEFPO recognizes that this includes the union’s role as an ally to decolonize and support calls to actions led by Indigenous elders, community leaders and activists which aim to restore Indigenous led governance and land stewardship; and
Whereas OPSEU/SEFPO is committed to recognizing, respecting and upholding treaty rights and Indigenous sovereignty which includes reclaiming stewardship and protection over traditional lands and ecosystems; and
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the funds for the support of Idle No More Toronto’s Solidarity Actions as outlined in the attached proposal.
Be it further resolved that the funds be drawn from the Contingency Fund.
Liquor Board Employees Division Negotiating Procedures
Whereas at the November 18-19, 2023 Liquor Board Employees Division Meeting, amendments to the Liquor Board Employees Division Negotiations Procedures were approved; and
Whereas in the OPSEU/SEFPO Procedures Manual (February 2025) the Liquor Board Employees Division Negotiating Procedures are found in Section 3.2.10.
Therefore be it resolved that the Liquor Board Employees Division Negotiating Procedures in the OPSEU/SEFPO Procedures Manual Section 3.2.10 be replaced with those found in the attached document.
Cyber Update Meeting
Motion to recommence CyberSecurity incident update meetings weekly, with the entire board. Meetings to continue until all systems are up and running and all expense claim issues are rectified for members.
Travel to the United States
Whereas the Executive Board passed a motion in March 2025 to state that OPSEU/SEFPO would not approve or fund travel of OPSEU/SEFPO members to the USA, including when attending events as an OPSEU/SEFPO representative or performing a role on behalf of the union; and
Whereas the Board called on OPSEU/SEFPO to assess the ongoing need for the travel ban;
Whereas the reasons for the ban have not gone away; and
Whereas these reasons include President Trump’s imposition of broad tarifs on many Canadian goods; an increase in surveillance, detention, and arrest of individuals travelling to the United States; increased hostility to equity, diversity, and inclusion initiatives; political attacks on Canada by U.S. politicians, e.g., regarding Canadian forest fires; and many other reasons;
Therefore be it resolved that the Executive Board extend the travel ban on OPSEU/SEFPO members travelling to the United States; and
Therefore be it further resolved that the Executive Board re-assess this ban in January 2026 and on a quarterly basis after that.
Executive Board Member Strategic Planning Retreat
Therefore be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas the Strategic Planning Committee has proposed an Executive Board Strategic Planning retreat for the Executive Board in December 2025; and
Whereas expenses for the conference venue, accommodations, and facilitation are currently not budgeted.
Therefore be it resolved that the Executive Board approve a budget for the Executive Board Retreat as per the attached proposal with funds to be drawn from the Contingency Fund.
* $67,050 was added to the proposal in order for the Executive Board Organizational Assessment to be completed by an organization selected by the committee, in consultation
with the Equity Vice President, to be presented to the Executive Board prior to the September executive board meeting; the Executive Board Organizational Assessment to be completed and implemented at the December strategic planning retreat.
Jewish Caucus Virtual Events
Whereas OPSEU/SEFPO’s Jewish Caucus is committed to promoting education, equity, and inclusion across the union by recognizing and uplifting Jewish voices, histories, and experiences; and
Whereas Rosh Hashanah, the Jewish New Year, is a significant cultural and spiritual time for Jewish members and an opportunity to build awareness and solidarity with Jewish traditions across the broader membership; and
Whereas Holocaust Education Week (HEW), held annually in the fall, serves as a critical platform to reflect on the dangers of antisemitism, racism, and all forms of hate, while reinforcing OPSEU/SEFPO’s commitment to equity and human rights; and
Whereas the Jewish Caucus plans to host both events virtually in order to maximize accessibility and engage members province-wide; and Whereas the total proposed cost will cover guest speakers or facilitators, honorariums and virtual hosting needs for both events;
Therefore be it resolved that OPSEU/SEFPO’s Executive Board approve the Jewish Caucus’ request for a one-time budget as per the attached proposal to support two virtual events in 2025: Rosh Hashanah and Holocaust Education Week (HEW).
Be it further resolved that the funds be drawn from the Contingency Fund.
Worth Fighting for July 2025
Be it further resolved that the OPSEU/SEFPO Executive Board waive the 30 day notice for expenditures in excess of $20,000.
Whereas Bill 124 was deemed unconstitutional twice, and subsequently repealed; and
Whereas wage re-openers have been an opportunity for many of our centrally bargained units (HPD, OPS Unified and Corrections, CAAT, MPAC, LBED) to achieve significant gains that have mitigated the cost-of-living crisis, while most members in the Broader Public Service (BPS) have had little or no increases due to Bill 124 and systemic underfunding; and
Whereas we must build on the momentum of the wins to regain collective power after decades of divestment, austerity and cuts; and
Whereas the approach of bargaining unit by unit has limited success and through coordinated collective bargaining, tabling similar demands and aligning contract expiries we can build worker power to win by putting pressure on the funders; and
Whereas a working group of BPS chairs has been formed to coordinate and steer the Worth Fighting For campaign;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the additional costs to support Phase 1 of the Worth Fighting For campaign, and transition organizing efforts toward Phase 2 of the campaign, as attached.
* The Board Proposal Budget Details are amended to include $32,500 in the “Other member or staff expenses” line with a comment in that same line that each of the 13 mobilizers will have the opportunity to claim up to $2,500 in expenses for Worth Fighting For Mobilizer activities beyond what is already outlined elsewhere in the Budget Details.
*Member Book Off Changed wherever possible up to 5 days a week.
Local 176
Whereas 115 members voted in favour of joining OPSEU/SEFPO from Thames Valley Family Health Team
Therefore be it resolved that the Executive Board approve the recommendation of the Executive Committee that Thames Valley Family Health Team be known as a single unit local, Local 176.
Local 398
Whereas the almost 300 Mental Health Professionals at CMHA York Region and South Simcoe just voted in favour of joining OPSEU/SEFPO
Therefore be it resolved that the Executive Board approve the recommendation of the Executive Committee of the creation of a new local 398 for the members at CMHA York Region South Simcoe.
Workplaces Assessment
Whereas the Executive Board committed in April 2025 to engage in a process to improve Board culture and with an eye toward equity, and;
Whereas the strategic planning committee in consultation with Equity VP will work with an agreed upon organization / consultation to explore “concerns within the Board that may include but are not limited to: unprofessional communication, fractures amongst Participants’ relationships, issues pertaining to the experiences of those from equity-deserving groups, lack of teamwork and cohesion, and failure to otherwise abide by prescribed standards of conduct”, and;
Whereas the Strategic Planning Committee has agreed that this discussion will be part of the Board strategic planning retreat, and;
Whereas the process in preparation for the retreat will include one-to-one interviews with all 28 Board members regarding “power dynamics and relationships in the Board; the role of gossip in the Board; the presence of a toxic environment at the Board; divergent experiences of Participants from equity-deserving groups (focusing on Black, Indigenous, and racialized Participants); communication; collaboration; equity, diversity, and inclusion; willingness to resolve issues; reporting inappropriate conduct; and suggesting areas of improvement”, and;
Whereas following the interviews the agree upon consultant/organization will produce an assessment report detailing the findings and suggestions for practical solutions, as well as facilitate a discussion at the strategic planning retreat with the Board based on those findings and recommendations as well as possible implementation;
Therefore be it resolved that the Executive Board contract with an approved organization to conduct an organizational assessment of Board culture in accordance and to be included as part of our strategic planning retreat to help ensure our Board operates effectively going forward.
International Foundation of Pension and Benefits Course
Whereas the Pension Liaison Committee (PLC) bylaw were recently passed; and
Whereas the PLC members are entitled to education as per the bylaws; and
Whereas the PLC members would like to take a course offered by the International Foundation of Pension and Benefits;
Therefore be it resolved that the attached proposal be approved with funds coming from the Contingency Fund.
September 23-24, 2025 – Executive Board Hybrid Meeting
September 23, 2025
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Dr. Garvey with reasons acceptable to the Chair.
September 24, 2025
The Executive Board meeting resumed In Camera at 9:30a.m. President JP Hornick was in the Chair. All members were present except for Peter Figliola, who arrived at 9:40a.m., Veronica Attard, Dan Brisson, Vikkie Poirier, and Dr. Crystal Garvey with reasons acceptable to the Chair.
Motions carried by the Executive Board
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the September 23-24, 2025 OPSEU/SEFPO Executive Board Meeting as amended.
Adoption of the Executive Board Meeting Minutes
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the OPSEU/SEFPO Executive Board Minutes of the August 20-21, 2025 Executive Board Meeting, the September 4, 2025 Executive Board Meeting EPoll.
Copying EBMs on Central Communications Motion
Whereas access to information is valuable to OPSEU/SEFPO Executive Board Members; and
Whereas there are times when OPSEU/SEFPO Executive Board Members are not fully informed of the content of central communications that are circulated to all local presidents, for example.
Therefore be it resolved that in addition to the central communications in which they are already included, all Executive Board Members will be copied on all non-confidential central communications sent to representatives of three or more OPSEU/SEFPO subsidiary bodies.
At Any Age, We’re Still Workers Campaign
Whereas the definition of age in O.Reg 286/01 related to S. 44 of the Employment Standards Act permits Employers to withhold and differentiate workplace benefits offered to other workers based on age younger than 18 and older than 65; and
Whereas not only OPSEU/SEFPO members, but working age folks are actively working well into their 70s and are seeing their benefits reduced or eliminated at age 65; and
Whereas Sector 1 – Ambulance has actively been working on the issue of differentiation in benefits and has advanced this to the Broader Public Service – All Chairs; and
Whereas this definition can be eliminated with a simple direction from the Minister of Labour, no legislation is required, and the differentiation would no longer have a legal basis; and
Whereas the BPS All Chairs seek to have equitable access for benefits for workers, at any age;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the funds as outlined in this proposal for the At Any Age, We’re Still Workers Campaign; and
Be it further resolved that the funds be drawn from the Contingency Fund.
Sector 02 Developmental Services – Coordinated Bargaining Conference Budgeted Fund Re-allocation
Whereas OPSEU/SEFPO’s budget includes an amount budgeted for S2 Developmental Services – Coordinated Bargaining Conference; and
Whereas the Sector 02 Developmental Services Divisional Executive has determined that this PROJECT/EVENT would best meet the MEMBERS’ (etc) needs if the budgeted funds were re-allocated.
Therefore be it resolved that the Executive Board approve the re-allocation of the funds for S2/WFF Day of Action as outlined in the attached proposal
Corrections Rally Non Right To Strike Fund Request
Whereas the Corrections Bargaining team has continued to bring forward well-researched, comprehensive proposals — solutions based on facts, frontline experience, and mutual interest. The Bargaining team has shown flexibility and willingness to collaborate. But the Employer remains positional, inflexible, and unwilling to show even a shred of creativity in solving their own staffing crisis in a way that benefits both parties; and
Whereas since November 2024 the Corrections mobilizers have been connecting with members across the province to provide information on the bargaining process and promoting solidarity throughout the division; and
Whereas the issues faced by the Corrections Division of overcrowding, workloads, and understaffing effect the province, it is vital that OPSEU SEFPO members stand in solidarity. These issues also have an adverse effect on many other sectors and divisions within OPSEU SEFPO; and
Whereas a rally for the Corrections Division organized by the Corrections Mobilizers took place on Wednesday July 9th, 2025, outside the Sheraton Centre Downtown Toronto;
Therefore be it resolved that all expenses (Buses, flights, hotels, meals, mileage for attendees, etc) related to the rally be taken from the Non-Right to Strike Fund; and
Be it further resolved that the Regional Vice Presidents confirm those in attendance from their respective regions;
Be it further resolved that all associated costs including costs that members may have incurred, be reimbursed as per OPS policy including to the individual or the Regional PUA funds as applicable.
Be it further resolved that all costs reimbursed will be for members that fall into the Non-Right to Strike Fund.
EBM Emails
Whereas each Executive Board Member (EBM) represents a large number of members; and Whereas EBMs are Directors of OPSEU/SEFPO; and
Whereas the Board is OPSEU/SEFPO’s highest governing body between conventions; and Whereas EBMs receive concerns of members regularly and attempt to find resolutions to concerns of the members in a timely manner; and
Whereas EBMs need to gather information to make informed decisions; and Whereas the EBMs request information from the President and First Vice President-Treasurer, often without a response;
Therefore be it resolved that the President and/or First Vice President-Treasurer or their designees will respond in a fulsome manner to EBM emails within 5 business days.
NUPGE Consultations
Whereas OPSEU/SEFPO participates in the NUPGE Executive Board which includes voting on motions that directly impact OPSEU/SEFPO members; and
Whereas there have been significant delays in providing key information to sector/division leaders on decisions made by the NUPGE Executive Board, for example the recent changes to the ‘NUPGE Working Session for Correctional Officers and Youth Facility Officers’; and
Whereas these delays have significantly impacted the ability for sectors/divisions to appropriately plan;
Therefore be it resolved that the OPSEU/SEFPO President’s Office shall notify and consult with sector leaders of any motions being discussed at the NUPGE Executive Board when the agenda is released, prior to any NUPGE Executive Board meetings; and
Be it further it resolved that in the event that a last minute or emergency motion is tabled at the NUPGE Executive Board, that the OPSEU/SEFPO President’s Office will make every effort to consult with the impacted Sector/ Division Chair(s) prior to a vote on the motion;
Be it Further resolved that the OPSEU/SEFPO President’s Office shall advise Sector/Division Chair(s) impacted by NUPGE Executive Board motions or decisions in writing within 7 days of the meeting.
CAAT Academic Sponsor Representative October 2025
Whereas Shawn Pentecost’s appointment as a CAAT Academic Representative to the CAAT Pension Plan Sponsor Board ends December 31, 2025; and
Whereas Shawn Pentecost has stepped down from the position due to becoming permanent OPSEU/SEFPO staff; and
Whereas the selection of persons for appointment by OPSEU/SEFPO as a CAAT Academic Sponsor Representative (and alternates) for the CAAT Pension Plan must be made by a vote at a Division Meeting of all delegates and other eligible voters in accordance with Division by-laws; and
Whereas the CAAT Full Time Academic Divisional meeting was held was held in October 2022, and Jim Carr was elected to the role of Alternate, Pension Sponsor Representative to the CAAT Pension Plan Sponsors Committee; and
Whereas the elected Alternate has confirmed that they have since retired and are no longer interested in the role; and
Whereas the OPSEU/SEFPO procedure manual, provides for the election of a single Academic Alternate to CAAT Pension Plan Sponsor Committee; and
Whereas the CAAT Full Time Academic Division, held an election in June 2025 and appointed Darryl Bedford, as the CAAT Academic representative to the CAAT Sponsor Board effective January 1, 2026; and
Whereas the PLC is recommending that the start date of Darryl Bedford’s appointment commence early, effective October 1, 2025, to fill the vacancy;
Therefore be it resolved that Darryl Bedford is appointed to the CAAT Pension Plan Sponsor Committee for a period beginning October 1, 2025, and ending December 31, 2028, provided Darryl Bedford signs the Letter of Understanding provided by OPSEU/SEFPO.
Health Research Budget Request
Be it further resolved that the OPSEU/SEFPO Executive Board waive the 30 day notice for expenditures in excess of $20,000.
Whereas Ontario faces a chronic shortage of hospital professionals; and
Whereas the publicly available data or analysis on the full extent of the problem is extremely limited; and
Whereas reliable data and analysis is vital to OPSEU/SEFPO campaigns on this issue;
Therefore be it resolved that the Executive Board approve the attached Wait Times and Addressing the Critical Shortage of Allied Health Professionals in Ontario proposal; and
Be it further resolved that funds for the proposal be drawn from the Non Right To Strike Fund.
Article 6.5 (b), (d), and (e) of the Sector 18 Bylaw Proposed Amendments
Motion to adopt articles 6.5 b, d, and e of the Sector 18 bylaw amendments as amended.
*The following amendments were made:
b. Strike “the annual” replace with “any” and change “conference” to “conferences”
“b) The Bargaining Coordinator shall be responsible for keeping up-to-date with grievances and collective bargaining issues, helping to develop provincial bargaining strategies and acting as a liaison with Member Locals, Member Units and Union Staff on bargaining issues to assist with
planning and organizing the annual any MHAD Bargaining Conference Conferences.”
d. Strike “annual” replace with “any”
d) The Public Policy and Campaigns Coordinator shall be responsible for keeping up-to-date with public policy issues, developing campaign recommendations for consideration by the Division Executive, educating members on policy issues and acting as liaison for Union staff on policy and campaign Issues, especially during annual any Lobby Days.
e. Strike “the biannual” replace with “any” and CHANGE “conference” to “conferences”
e) The Health and Safety Coordinator shall be responsible for monitoring and advancing the health and safety of members and for seeking improvements needed to make their workplaces safer by planning and organizing the biannual any MHAD Health and Safety Conference Conferences and acting as liaison for Union staff on health and safety issues.
Resolutions Committee Report for the Executive Board May 2025
Therefore be it resolved that the recommendation from the Resolutions
Committee found in the Resolutions Committee Report for the Executive Board
May 2025 be adopted as amended.
Regional Hardship Committees Motion
Whereas OPSEU/SEFPO maintains a Hardship Fund in order to provide assistance
for members in good standing who find themselves in dire circumstances; and
Whereas the Hardship Fund is managed by seven (7) Regional Hardship
Committees; and
Whereas the Hardship Fund and Regional Hardship Committees are governed by
Subsection 2.4.4 of the OPSEU/SEFPO Policy Manual and Subsections 2.4.4 and
5C.4.1 of the OPSEU/SEFPO Procedures Manual; and
Whereas OPSEU/SEFPO’s First Vice-President/Treasurer met with each Regional
Hardship Committee in the summer of 2025 to provide Committees with an open
forum to discuss challenges and possible solutions to these challenges; and
Whereas the Regional Hardship Committees were supportive of the
OPSEU/SEFPO Executive Board making some changes to Subsections 2.4.4 and
5C.4.1 of the OPSEU/SEFPO Procedures Manual; and
Whereas these changes will improve the administration of the Hardship Fund.
Therefore be it resolved that numbered point “2” of Article 3 (“Membership”)
of Subsection 2.4.4 of the OPSEU/SEFPO Procedures Manual be amended as
follows:
2. Up to four (4) eight (8) alternates shall also be elected at the Regional
meeting…
Be it further resolved that Subsection 5C.4.1 of the OPSEU/SEFPO
Procedures Manual be amended as follows:
… Up to four (4) eight (8) alternates shall also be elected at the Regional
meeting. …
Be it further resolved that numbered point “1” of Article 5 (“Finance”) of
Subsection 2.4.4 of the OPSEU/SEFPO Procedures Manual be amended as follows:
1. … The committees will establish a bank account in the name of the
OPSEU/SEFPO Region X Hardship Committee. The Vice-President/Treasurer
will be a signatory on these accounts, but not on cheques issued by the committee. OPSEU/SEFPO shall designate a specific account line for each Regional Hardship Committee within OPSEU/SEFPO’s central bank
accounts, and shall provide each Regional Hardship Committee with an
update regarding its account line monthly.
Be it further resolved that Subsection 5C.4.1 of the OPSEU/SEFPO
Procedures Manual be amended as follows:
The Committees will establish a bank account in the name of OPSEU/SEFPO
Region X Hardship committee. The Vice-President/Treasurer will be a
signatory on these accounts, but not on cheques issued by the committee.
OPSEU/SEFPO shall designate a specific account line for each Regional
Hardship Committee within OPSEU/SEFPO’s central bank accounts, and
shall provide each Regional Hardship Committee with an update
regarding its account line monthly.
Be it further resolved that Subsection 5C.4.1 of the OPSEU/SEFPO
Procedures Manual be amended as follows:
Decisions made by the Committee Shall Be by Majority Where Consensus is
not Achieved.
RFP: Executive Board Consulting Services
Whereas OPSEU/SEFPO has engaged in a Request for Proposal (RFP) process to contract the Executive Board Consulting Services; and
Whereas OPSEU/SEFPO contacted four (4) vendors to bid on the RFP; and
Whereas OPSEU/SEFPO reviewed, interviewed, and evaluated the responses for the four (4) individual parties that submitted proposals that met the RFP’s
requirements.
Therefore be it resolved that OPSEU/SEFPO Executive Board approve the engagement of Amina Leadership for Executive Board Consulting Services.
OPSEU/SEFPO Resolutions to the Ontario Federation of Labour (OFL) Convention
Therefore be it resolved that the OPSEU/SEFPO Executive Board recommend the following resolutions to the Ontario Federation of Labour (OFL) Convention 2025:
Save Our Colleges
Whereas Ontario’s community college system is under attack by the Ford government, with 600 programs being suspended or cancelled in tandem with one of the largest layoffs in provincial history; and
Whereas per-student funding in Ontario is the lowest in Canada, at only 56% of the national average; and
Whereas colleges are critical drivers of our economy, training workers that power this province, and these cuts dramatically jeopardize our future;
Therefore be it resolved that the OFL and its affiliates support OPSEU/SEFPO’s Save Our Colleges campaign, which calls on the provincial government to adequately fund our public education system.
Funding for Corrections/Mental Health
Whereas there is a funding crisis in Corrections; and
Whereas this leads to workers experiencing a significant increase in workload and workplace violence incidents, leading to a mental health crisis across the sector; and
Whereas since October 2021, at least 11 Corrections members have lost their lives to suicide; and
Whereas these tragic and untimely deaths are preventable with the integration of fulsome and proactive mental health supports; and
Whereas there has been a lack of urgency by Premier Doug Ford and the Ministry of the Solicitor General to address this crisis;
Therefore be it resolved that the OFL and its affiliates pressure the Ford government to provide immediate, meaningful, and adequate funding for Corrections so that workers in the sector can have safe and healthy workplaces.
The Rise of Extremism and Fascism
Whereas there has been a marked increase in “Canada First” types of white nationalism and right-wing extremism both in Canada; and
Whereas marginalized communities such as migrants, trans and queer people and those struggling with mental health experience mounting violence; and
Whereas politicians such as Donald Trump, Pierre Poilievre and Doug Ford use dangerous and inflammatory rhetoric to further foment hate and sow division;
Therefore be it resolved that the OFL and its affiliates will take a principled stance against fascism in all its forms, combat hate wherever it may occur, and work with community and social justice partners to dismantle the systems that perpetuate it.
Bill 124
Whereas many workers in social and community services workplaces have been organizing a fightback campaign against their employers and the Ford government; and
Whereas the government has continuously failed to offer meaningful funding improvements; and
Whereas following the overturn of Bill 124, dozens of affected workplaces did not receive retroactive wage increases; and
Whereas workers in these sectors are experiencing a staffing crisis, which limits their ability to provide high quality, effective, and safe public services;
Therefore be it resolved that the OFL and its affiliates support the joint unions’ Worth Fighting For campaign to demand a permanent, funded, retroactive wage increase of 6.5% or more for community support workers who did not receive Bill 124 retro pay; and
Be it further resolved that as well that the OFL call for adequate funding increase for community support workers to prevent further layoffs and cuts to services and to bolster critical services for the future of this province.
Return to Office Protocols
Whereas Premier Doug Ford’s government has ordered Ontario public service workers to return to the office four days per week, culminating in a full-time return to in-person work in January; and
Whereas hybrid work has provided documented and measurable benefits in productivity, retention, and well-being; and
Whereas this was a top-down decision made with no transparency, without negotiation, and without evidence that will improve service to the people of Ontario;
Therefore be it resolved that the OFL and its affiliates urge the government to reverse its decision and engage in conversation with the affected unions, which were not consulted.
AI
Whereas the UN reports that Generative AI threatens 1 in 4 jobs worldwide through the elimination of jobs, a reduction in job quality, stagnating wages, and exacerbated insecurity; and
Whereas many workers experience AI-driven workplace surveillance; and
Whereas AI data centres are in the top 10 electricity consumers in the world, creating substantial strain on local water resources, elevated carbon emissions and the attendant social costs; and
Whereas there is evidence from as many as 50 countries, including Canada, that AI has impacted democratic elections and amplified social and partisan divisions;
Therefore be it resolved that the OFL and its affiliates will work together to ensure the agenda regarding AI isn’t inflicted upon workers by employers and the government to the detriment of workers and our communities; and
Be it further resolved that the OFL will bring together affiliated unions to pro-actively consider how workers can set the agenda for the use of AI in their workplaces.
Bill 5
Whereas Premier Doug Ford’s Bill 5, or the Protect Ontario by Unleashing our Economy Act, weakens the regulatory controls and run the risk of causing irreparable harm to land, water, wildfire, and human health; and
Whereas Bill 5 empowers the government to create “special economic zones” wherein the laws that remain in place can be unduly circumvented; and
Whereas this Bill infringes on the rights of First Nations of Treaty 9, which includes the Ring of Fire, and circumvents the rights of Indigenous peoples across Turtle Island; and
Whereas Bill 5 insulates Ford’s government from lawsuits relating to the Bill;
Therefore be it resolved that the OFL and its affiliates oppose this anti-democratic and anti-Indigenous Bill that threatens the future of the province and planet and work with affected communities and union partners to push back against this legislation.
Bill 33
Whereas Bill 33, or the Supporting Children and Students Act, hands more control over education to the Premier’s office at the direct expense of school boards, post-secondary institutions, and the communities that depend on them; and
Whereas Bill 33 is a dangerous power grab and a distraction from the systemic underfunding of education across Ontario, and
Whereas public institutions do not need to be further entrenched in bureaucracy; they need adequate, long-term funding;
Therefore be it resolved that the OFL and its affiliates continue to expose Bill 33 for the blatant attack on democracy in schools and student unions that it is; and
Be it further resolved that the OFL will work with affected affiliates to effectively campaign at the community level about this legislation.
Justice for Migrant workers
Whereas all workers, including migrant workers, are critical to the future of Ontario as we face down threats from the United States; and
Whereas all workers, including migrant workers, are deserving of healthcare, family unity, labour rights and protections, and an end to racism, xenophobia, and discrimination; and
Whereas many workers are forced to flee their home countries because of war, climate change, economic instability and because of political and gender and sexual violence;
Therefore be it resolved that the OFL reaffirm the principles of “Status for All”, support the work of the Migrant Rights Network, work with community partners and join the Canadian Council for Refugees and encourage affiliate unions to do the same.
Pay Equity
Whereas there exists across Canada a significant pay equity gap, wherein the average hourly wage of women is equal to roughly 88% of the average hourly men’s wage; and
Whereas women make up the majority of part-time workers, bear the brunt of inequitable access to affordable childcare, experience segregation into lower paid job classes, and still continue to take on more family care responsibilities; and
Whereas the pay equity gap increases substantially when gender intersects with other forms of discrimination, such as those experienced by racialized women, Indigenous women, immigrant and migrant women, older women, members of the 2SLGBTQIA+ community, and women with disabilities;
Therefore be it resolved that the OFL reaffirm support to the Ontario Equal Pay Coalition and to coordinate with interested unions to ensure that women workers aren’t being systemically shortchanged.
Ontario NDP Candidates
Whereas organized Labour participated in the formation of the NDP; and
Whereas the NDP has important equity guidelines that promote the inclusion of equity seeking candidates in their candidate search processes; and
Whereas following through with the equity guidelines in place depends heavily on well-functioning Riding Associations; and
Whereas as evidenced by the Ontario NDP’s failure to have candidates in place for even two-thirds of Ontario ridings three weeks before the 2025 provincial election, there are many Riding Associations that are not well-functioning; and
Whereas failing to give candidates time to grow our Party’s presence and their own presence is not a recipe for success for candidates who are equity seeking or otherwise; and
Whereas even NDP incumbent candidates with well-functioning Riding Associations are harmed by the NDP’s failure to establish candidates with a community presence in all areas of the province;
Therefore be it resolved that the Ontario Federation of Labour will encourage the Ontario NDP to establish candidates in all ridings no later than six (6) months ahead of a known election date; and
Be it further resolved that in the event of a suspected early election and adhering to the six (6) month timeline is not possible, the Ontario Federation of Labour will encourage the Ontario NDP to establish candidates in all ridings as soon as possible.
Ontario NDP Candidates
Whereas the OPSEU/SEFPO Executive Board passed the following motion in April/25:
Therefore be it resolved that OPSEU/SEFPO will seek to have the
NDP establish candidates in all ridings no later than six (6) months
ahead of a known election date;
Be it further resolved that in the event of a suspected early election
and adhering to the six (6) month deadline is not possible,
OPSEU/SEFPO will seek to have the NDP establish candidates in all
ridings as soon as possible; and
Be it further resolved that OPSEU/SEFPO will work with its labour
allies to make these important changes to our Party’s processes.
Therefore be it resolved that the OPSEU/SEFPO Executive Board recommend the following resolution to the Ontario Federation of Labour (OFL) Convention 2025:
Whereas organized Labour participated in the formation of the NDP;
Whereas the NDP has important equity guidelines that promote the inclusion of equity seeking candidates in their candidate search processes;
Whereas following through with the equity guidelines in place depends heavily on well-functioning Riding Associations;
Whereas as evidenced by the Ontario NDP’s failure to have candidates in place for even two-thirds of Ontario ridings three weeks before the 2025 provincial election, there are many Riding Associations that are not well-functioning;
Whereas failing to give candidates time to grow our Party’s presence and their own presence is not a recipe for success for candidates who are equity seeking or otherwise; and
Whereas even NDP incumbent candidates with well-functioning Riding Associations are harmed by the NDP’s failure to establish candidates with a community presence in all areas of the province.
Therefore be it resolved that the Ontario Federation of Labour will encourage the Ontario NDP to establish candidates in all ridings no later than six (6) months ahead of a known election date; and
Be it further resolved that in the event of a suspected early election and adhering to the six (6) month timeline is not possible, the Ontario Federation of Labour will encourage the Ontario NDP to establish candidates in all ridings as soon as possible.
September 30, 2025 – Executive Board Meeting Epoll
September 30, 2025
The Executive Board was called to order at 7:01p.m. President Hornick was in the Chair. All members were present except for Veronica Attard, Dr. Crystal Garvey, Tara Maszczakiewicz, who arrived at 7:10p.m., Carla Goodacre, Coleen Houlder, Aisha Jahangir, Sara Labelle, and Melissa Shaw, with reasons acceptable to the Chair.
Motions Carried by the Executive Board
CAAT S FT Strike Activities
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas the CAAT-S Full-Time strike bargaining has broken down, an increased visible escalation is required to maximize pressure on the CEC to secure stronger job security provisions for striking CAAT-S Full-Time members; and
Whereas we aim to escalate pressure by effectively shutting down eight college operations through hard pickets; and
Whereas transportation is necessary to ensure participation from members across multiple surrounding picket line locations to send to the eight targeted colleges;
Therefore be it resolved that the Executive Board approve the proposal entitled CAAT-S FT Strike Escalation Plan_2025, with funds to be drawn from the Strike Fund.
October 6, 2025 – Executive Board Hybrid Meeting
October 6, 2025
The Executive Board was called to order at 7:00p.m. President Hornick was in the Chair. All members were present except for Mandi McNeil, who arrived at 7:10p.m., Nicole Anozie, Ed Arvelin, Dr. Crystal Garvey, Tracey Ann Halkyard, Tara Maszczakiewicz, Coleen Houlder, with reasons acceptable to the Chair.
Motions Carried by the Executive Board
CAAT S FT Strike Activities
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas the CAAT-S Full-Time strike has entered its fourth week; and
Whereas further escalation of strike activities is necessary to persuade the College Employer Council to bargain a collective agreement that is acceptable to striking OPSEU/SEFPO members;
Whereas the digital campaign component of the CAAT S-FT strike requires more funding to boost already running ads on social media;
Therefore be it resolved that the Executive Board approve the proposal attached proposal, with funds to be drawn from the Strike Fund.
October 21-22, 2025 – Executive Board Hybrid Meeting
October 21, 2025
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Coleen Houlder who arrived at 9:36a.m. with reasons acceptable to the Chair.
October 22, 2025
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present.
Motions Carried by the Executive Board
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the October 21-22, 2025 OPSEU/SEFPO Executive Board Meeting as amended.
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the September 23-24, 2025 OPSEU/SEFPO Executive Board Meeting, the September 30, 2025 Executive Board EPoll Meeting, and the October 06, 2025 Executive Board Epoll Meeting.
BPS Conference – 60 Km Hotel Policy
Therefore be it resolved that funding is approved to waive the 60 kilometer rule for delegates attending the 2025 BPS Conference and Sector Divisional meetings; and
Be it further resolved that the funding is drawn from the Contingency Fund.
President Absence
Whereas Section 2.6 Governance Procedures – Meetings – Executive Board (pg. 131), subsection, 9. Executive Board Meeting Rules of Order and Procedure, A. Attendance and Voting subsection 2. states: It shall be the duty of each member to attend all duly called meetings of the Board unless their absence is justified, by prior notice, for reasons acceptable to the President.
Whereas this section does not address the President informing the Executive Board of their inability to attend a meeting and the duration of said absence
Therefore be it resolved that the following be added to the above mentioned section, “The President, will inform the Chairperson if they will be absent from a Board meeting. This communication should include the expected duration of their absence.”
Local Composition 257 and 283
Whereas a review has been conducted of bargaining-unit assignments in Local 257 and Local 283; and
Whereas Local 257 – Halton District School Board (BU: 10548) held a General Membership Meeting on October 24, 2024 and passed a resolution endorsing the amalgamation with Local 283; and
Whereas Local 283 held a General Membership Meeting on April 23, 2025 and passed a resolution endorsing the acceptance of the Local 257 – Halton District School Board (BU: 10548) bargaining unit into Local 283; and
Whereas the Local composition has been duly discussed at a General Membership Meeting with quorum with each respective Local; and
Whereas the purpose of the above exercise is to permit improved alignment of working conditions and common employers and workplace settings; and
Whereas The Executive Officers have unanimously voted in favour of this merger motion;
Therefore be it resolved that the OPSEU/SEFPO Executive Board authorize the following:
Effective November 1st, 2025, Local 257 – Halton District School Board, bargaining-unit # 10548, shall be transferred to Local 283 and Local 257 be declared dissolved.
94 Calls to Action
Whereas the 94 Calls to Action are an appeal to mobilize all levels of government, organizations, as well as individuals to make concrete changes in society. They list specific actions to redress the legacy of residential schools and advance the process of Canadian reconciliation. The Calls to Action were released June 2, 2015, at the Truth and Reconciliation Commission of Canada’s closing event; and
Whereas the Professional Development and Training for Public Servants Call to Action 57 states:
57. We call upon federal, provincial, territorial, and municipal governments to provide education to public servants on the history of Aboriginal peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Aboriginal–Crown relations. This will require skills based training in intercultural competency, conflict resolution, human rights, and anti-racism; and
Whereas the Business and Reconciliation Call to Action 92 states:
92. We call upon the corporate sector in Canada to adopt the United Nations Declaration on the Rights of Indigenous Peoples as a reconciliation framework and to apply its principles, norms, and standards to corporate policy and core operational activities involving Indigenous peoples and their lands and resources. This would include, but not be limited to, the following:
1. Commit to meaningful consultation, building respectful relationships, and obtaining the free, prior, and informed consent of Indigenous peoples before proceeding with economic development projects.
2. Ensure that Aboriginal peoples have equitable access to jobs, training, and education opportunities in the corporate sector, and that Aboriginal communities gain long-term sustainable benefits from economic development projects.
3. Provide education for management and staff on the history of Aboriginal peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Aboriginal–Crown relations. This will require skills based training in intercultural competency, conflict resolution, human rights, and anti-racism; and
Whereas a land or territorial acknowledgement is given at the beginning of every meeting as per the Constitution; and
Whereas the Calls to action can be used to further educate union members as part of anti-Indigenous racism; and
Whereas the Calls to Action provides equity material and an opportunity for reference materials in the fields of work that members are engaged in; and
Whereas the Calls to Action draw attention for advocacy, education and lobbying for Indigenous issues and or concerns in the workplace and community; and
Therefore be it resolved that the 94 Calls to Action as outlined by the National Truth and Reconciliation Commission of Canada: Calls to Action will be added to all conference virtual binders in English and French language and it will also be made available in hard copy in English and French where desired.
Regional Meetings and Convention in Hybrid Formats
Whereas OPSEU/SEFPO held hybrid Regional Meetings and Conventions for the past four years; and
Whereas providing hybrid options can remove barriers for participation for some;
Therefore be it resolved that the 2026 OPSEU/ SEFPO Regional Meetings and Convention be provided in a hybrid formats, which includes virtual and in-person options.
CAAT Academic Trustee Appointment October 2025
Whereas Audrey Wubbenhorst’s appointment as a CAAT Academic Trustee to the CAAT Pension Plan Board ends December 31, 2025; and
Whereas the selection of persons for appointment by OPSEU/SEFPO as a CAAT Academic Trustee for the CAAT Pension Plan must be made by a vote at a Division Meeting of all delegates and other eligible voters in accordance with Division by-laws; and
Whereas the CAAT Academic Divisional meeting was held was held in Spring 2025, and Audrey Wubbenhorst was re-elected to the role of Pension Trustee to the CAAT Pension Plan;
Therefore be it resolved that Audrey Wubbenhorst is re-appointed to the CAAT Pension Plan as one of two positions allocated for CAAT Academic members for a three-year term starting January 1, 2026, expiring December 31, 2028, provided Audrey signs the Letter of Understanding provided by OPSEU/SEFPO.
CAAT Pension Plan Sponsor Committee Re-appointment October 2025
Whereas the OPSEU/SEFPO Pension Policy requires that a member of OPSEU/SEFPO staff be assigned one of the seats on the CAAT Pension Plan Sponsor Committee (OPSEU/SEFPO policy manual page 24); and
Whereas Veneise Samuels is currently appointed to the Sponsor Committee as the required staff appointee; and
Whereas Veneise Samuels is no longer an OPSEU/SEFPO employee, and therefore is ineligible to sit as the OPSEU/SEPFO staff representative on the Sponsors Committee; and
Whereas Cheri Hearty, former CAAT Sponsor Committee Co-chair, has been identified as a replacement staff resource; and
Whereas the PLC is recommending the appointment of Cheri Hearty to the CAAT Pension Plan Sponsor Committee for a three-year effective November 1, 2025 and term ending October 31, 2028;
Therefore be it resolved that Cheri Hearty be appointed to the CAAT Pension Plan Sponsors Committee for the term commencing November 1, 2025 and expiring October 31, 2028, provided Cheri Hearty signs the OPSEU/SEFPO Letter of Understanding.
CAAT Academic Trustee Appointment October 2025
Whereas Don Smith’s appointment as a CAAT Academic Trustee to the CAAT Pension Plan Board ends December 31, 2025; and
Whereas the selection of persons for appointment by OPSEU/SEFPO as a CAAT Academic Trustee for the CAAT Pension Plan must be made by a vote at a Division Meeting of all delegates and other eligible voters in accordance with Division by-laws; and
Whereas the CAAT Academic Divisional meeting was held was held in Spring 2025, and Don Smith was re-elected to the role of Pension Trustee to the CAAT Pension Plan;
Therefore be it resolved that Don Smith is re-appointed to the CAAT Pension Plan as one of two positions allocated for CAAT Academic members for a three-year term starting January 1, 2026, expiring December 31, 2028, provided Don Smith signs the Letter of Understanding provided by OPSEU/SEFPO.
Funding for the Provincial Human Rights Committee Pop Up and
Parade Banners
Whereas visibility is a cornerstone of effective advocacy, and clear, recognizable signage helps amplify the voice of the Provincial Human Rights Committee’s (PHRC) presence and message at events, conferences, and union functions; and
Whereas OPSEU/SEFPO members, allies, and the public benefit from immediately identifying our organization and its commitment to advancing equity, dignity, and human rights for all; and
Whereas branded signage that includes the PHRC logo alongside the message “Our Rights Matter” provides a unifying and empowering visual representation of our collective struggles and aspirations; and
Whereas pop-up banners are a cost-effective, portable, and reusable tool that will allow us to maximize our outreach and enhance our ability to inspire solidarity across diverse spaces; and
Whereas investment in visibility tools directly supports the goals of equity and human rights by ensuring our advocacy is not only heard but also seen;
Therefore Be It Resolved that OPSEU/SEFPO Executive Board approve funding in the attached proposal for the design, production, and purchase of two (2) pop-up banners featuring the logo and the message “Our Rights Matter,” to be used at union events, conferences, and functions as a means of strengthening the committee’s advocacy and outreach with funds to be drawn from the Contingency Fund.
Disability and Work Canada 2025 Conference Ottawa
Be it further resolved that the OPSEU/SEFPO Executive Board waive the 30 day notice for expenditures in excess of $20,000.
Whereas the Disability and Work in Canada Conference 2025 (DWC 2025) Conference brings people together to discuss advocacy and education for reducing barriers for inclusive employment for persons with disabilities; and
Whereas federal, provincial, Indigenous representatives, advocates, unions, lawyers, stakeholders and policy makers gather to facilitate a Pan Canadian strategy to develop and expand full inclusion for persons with disabilities in the workplace; and
Whereas the OPSEU/SEFPO Disability Rights Caucus aims to didactically and representationally liaise and engage with professionals, stakeholders, legal and grassroots leaders so members with disabilities can be better represented; and
Whereas the DRC has demonstrated its commitment to partner with DWC by making in person presentations to this conference in the past; and
Whereas this Conference will focus on the economic and competitive benefits of disability inclusion in the workplace, and their positive impacts and will examine and demonstrate how inclusive policies and practices can drive economic success and innovation; and
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the funds outlined in the proposal so that members of the OPSEU/SEFPO Disability Rights Caucus (DRC) are approved to attend the Disability and Work Canada Conference in Ottawa on December 1 & 2, 2025 with funds to be drawn from the Contingency Fund.
HPD Lobby Day Motion added to New Business
Whereas the board approved funds for an HPD lobby day from the Non Right To Strike Fund during budget discussions November 2024; and
Whereas the provincial election limited sitting time for Members of Parliament in the spring; and
Whereas the provincial government also took an extended summer break and will resume sessions at the Legislature on Oct 20th; and
Whereas timelines for providing time off letters and few options for scheduling Lobby Days from now until the end of the year will impede the ability to get folks off work;
Therefore be it resolved that the Executive Board place this item in the 2026 budget for the HPD lobby day.
November 26-28, 2025 – Executive Board In Person Meeting
November 26
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present.
November 27
The Executive Board meeting resumed at 9:30a.m. President JP Hornick was in the Chair. All members were present.
November 28
The Executive Board meeting resumed at 9:30a.m. First Vice-President Nancekivell was in the Chair. All members were present except for Kaylee Heath and Sara Labelle who arrived at 9:35a.m. with reasons acceptable to the Chair.
Motions Carried by the Executive Board
Motion that orders are from 10:45a.m. until 2:00p.m. on Wednesday, November 26, 2025 and that orders of the day are extended from 5:00p.m. until 7:00p.m. on Thursday, November 27, 2025 if necessary in order to support the Central West Specialized Developmental Services – Local 249 Picket line.
The Education Centre Offer
Therefore be it resolved that the First Vice-President/Treasurer sign-back the offer received on for Education Centre, located in Dorset.
Sale of Training Cantre
Therefore be it resolved that if the sale of Training Centre is successful that the funds made available through cost reductions of the current budget be allocated to additional staff rep positions; and
Be it further resolved that the position or positions be added where need is greatest by the staffing review committee re: constitution article 17.7.
2026 OPSEU/SEFPO Budget
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the 2026 OPSEU/SEFPO Budget as amended.
December 9-10, 2025 – Executive Board Hybrid Meeting
December 9, 2025
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Dr. Garvey who arrived at 9:45a.m, Carla Goodacre, Vikki Poirier, Cristine Rego with reasons acceptable to the Chair.
December 10, 2025
The Executive Board resumed at 9:30a.m. President JP Hornick was in the Chair. All members were present except Carla Goodacre, Vikki Poirier, Cristine Rego with reasons acceptable to the Chair.
Motions Carried by the Executive Board
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the December 9-10, 2025 OPSEU/SEFPO Executive Board Meeting as amended.
Adoption of the Executive Board Meeting Minutes
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the minutes of the October 21-22, 2025 OPSEU/SEFPO Executive Board Meeting and the November 26-28, 2025 OPSEU/SEFPO Executive Board Meeting.
Irregular, Seasonal, and Precarious/Casual Members as Mobilizers
Whereas irregularly employed, seasonal, and precarious/casual members may be overlooked for release mobilizer positions on account of an employment period that has ended or will be ending;
Whereas those same members could be ideal candidates for mobilizer positions
because of their unique attachment to their workplaces and their relationships with other irregularly employed peers; and
Whereas, to date, OPSEU/SEFPO has addressed irregular, seasonal, and
precarious/casual employment situations through changes to the Constitution and
changes to policy re: educational training and bargaining team participation;
Therefore be it resolved that, OPSEU/SEFPO continue to attempt to work with member mobilizers’ employers to have them cover the wages of members in good standing who are seasonal employees on seasonal layoff and/or precarious/casual employees, to be reimbursed by OPSEU/SEFPO; and
Be it further resolved that that where employers are unwilling to cover the wages of these members in good standing, OPSEU/SEFPO shall pay these lost wages directly to the members; and
Be it further resolved that the compensation received by members in good
standing will be consistent with the compensation they were receiving when their
employer last deducted OPSEU/SEFPO dues from their pay; and
Be it further resolved that OPSEU/SEFPO Policy 4.2.11 (“Expense Claims –
Wage Claims; Wage Claims) shall be amended as follows:
Where non-full-time employees who are members in good standing, including
seasonal employees or precarious/casual employees, do work for the union for collective bargaining purposes (bargaining, caucus, mobilization) or for Convention, the union will request that employers cover their wages as though they had been scheduled to work on those days.
Where employers refuse (or the agreement with the employer would normally
involve the union reimbursing the employer for the wages), the union will reimburse the wages of non-full-time employees for days off for bargaining purposes or for Convention as if they had been scheduled to work on the day in question.
Claims for lost wages must be accompanied by supporting documentation to
confirm the details of time off without pay.
Resolution K3
Whereas the PHRC had a recommended resolution (K3) to have their Conference in Year 2 of their terms, and
Whereas the amendment in the minutes does not accurately reflect the adoption of K3;
Therefore be it resolved that the Executive Board adopt the PHRC recommendation from K3 that states the Provincial Human Rights Committee Conference take place on year two of three of elections to allow for new members to receive training, gather experience, and participate in a budget process to get a better understanding of the needs of members before hosting a conference.
Proposed Schedule of 2026 OPSEU/SEFPO Executive Board and Executive Committee Meetings
Therefore be it resolved that the OPSEU/SEFPO Executive Board approved the
schedule of 2026 OPSEU/SEFPO Executive Board and Executive Committee
Meetings as presented in the attached document.
The following dates were added:
February 12, 2026 virtual (Officers)
February 17-18, 2026 full day virtual Unfinished Business, New Business, and Business Arising only
May 28, 2026 full day
July 28-29, 2026 full days virtual Unfinished Business, New Business, and Business Arising only
August 25-26, 2026 full day virtual Unfinished Business, New Business, and Business Arising only
November 26, 2026 full day
Donation for Cyclone Relief in South East Asia
Whereas the frequency of hurricanes, cyclones and other similar disasters are
becoming increasingly common, are directly linked to the global climate change
emergency and pose urgent threats to human life, infrastructure and ecosystems; and
Whereas three cyclones hit simultaneously across nations in Southeast Asia in early December and, as of the date of writing, over 1,300 people have been killed, hundreds missing and millions displaced; and,
Whereas OPSEU/SEFPO has committed to promoting education and action to avoid climate disaster (see OPSEU/SEFPO Policy Manual 1.1.9 – Peace, Environment and Poverty passed in 1989); and,
Whereas this same policy commits OPSEU/SEFPO to acting to make the world “free of poverty”;
Therefore be it resolved that OPSEU/SEFPO will donate to the International Organization for Migration (IOM) as detailed in the Budget Proposal, as IOM provides aid and relief to the those impacted by Cyclones Ditwah and Senyar.
Donation for Hurricane Melissa Relief
Whereas the climate change emergency continues to worsen causing more
catastrophic storms, displacing thousands of individuals, devastating communities and killing thousands; and
Whereas Hurricane Melissa hit the island of Jamaica on October 28 killing 45 people, displacing 30,000 households, devastating the island’s agriculture, and flattening much of the western part of the island; and,
Whereas the Hurricane continued to carve a path through the Caribbean, hitting Haiti, where it killed 43 individuals; and
Whereas OPSEU/SEFPO has committed to promoting education and action to avoid climate disaster (see OPSEU/SEFPO Policy Manual 1.1.9 – Peace, Environment and Poverty passed in 1989); and
Whereas this same policy commits OPSEU/SEFPO to acting to make the world “free of poverty”;
Therefore be it resolved that OPSEU/SEFPO, and in consultation with CoRW and the PHRC as detailed in the budget proposal will donate to hurricane Melissa relief.
CAAT Support Strikebreaker
Whereas Local 241 member Steven Mikalauskas was a scab during the recent strike by CAAT-Support members; and
Whereas he actively encouraged other members to scab as well; and
Whereas his actions were designed to undermine morale on the picket line and undermine support for OPSEU/SEFPO CAAT-S bargaining team;
Therefore be it resolved that the Executive Board declares that Steven Mikalauskas is no longer a member in good standing; and
Be it further resolved that he is suspended from membership and removed from his position as a Loal 241 shop steward, effective immediately; and
Be it further resolved that he may appeal this decision to the Executive Board as per the Constitution.
Travel to the United States
Whereas the Executive Board passed a motion in March 2025 to state that OPSEU/SEFPO would not approve or fund travel of OPSEU/SEFPO members to the USA, including when attending events as an OPSEU/SEFPO representative or performing a role on behalf of the union; and
Whereas the Board voted at its August 2025 meeting to extend the travel ban and revisit it quarterly beginning in December 2025; and
Whereas the reasons for the ban have not gone away; and
Whereas these reasons include President Trump’s imposition of broad tariffs on many
Canadian goods; an increase in surveillance, detention, and arrest of individuals travelling to the United States; increased hostility to equity, diversity, inclusion initiatives, and political attacks on Canada by U.S. Ambassador Pete Hoekstra and other American leaders;
Therefore be it resolved that the OPSEU/SEFPO Executive Board extend the travel ban on OPSEU/SEFPO members travelling to the United States until the next quarterly re-assessment.
Appointment of Jason Mushynski to the OPTrust Pension Trustee December
2025
Whereas Jason Mushynski was appointed to the role of pension Trustee to the OPTrust Pension Plan for a two-year term beginning January 1, 2024, and ending on December 31, 2025; and
Whereas the PLC has met and discussed the re-appointment of this Trustee to the OPTrust Pension Plan; and
Whereas the PLC recommends the reappointment of Jason Mushynski to the role as a Pension Trustee to the OPSEU/SEFPO Pension Trustee (OPT) Pension Plan for a three-year term effective January 1, 2026, ending December 31, 2028;
Therefore, be it resolved that Jason Mushynski be reappointed as a pension Trustees to the OPTrust Pension Plan for a three-year term beginning January 1, 2026, and ending on December 31, 2028, provided Jason signs the Letter of Understanding provided by OPSEU/SEFPO.
Appointment of Sandi Blancher to the Healthcare of Ontario Pension Plan (HOOPP) December 2025
Whereas Sandy Blancher’s appointment to the role of pension Trustee to the Healthcare of Ontario Pension Plan (HOOPP) will end on December 31, 2025; and
Whereas the PLC has met, discussed the re-appointment of Sandi Blancher to the position of Board Trustee on the Healthcare of Ontario Pension Plan; and
Whereas PLC recommends the reappointment of Sandi Blancher to the role as a Pension Trustee to the Healthcare of Ontario Pension Plan for a two year term effective January 1, 2026, ending December 31, 2027;
Therefore be it resolved that Sandi Blancher be reappointed to the Board of Trustees of the Healthcare of Ontario Pension Plan (HOOPP) for a two-year term beginning January 1, 2026 and expiring December 31, 2027, provided Sandi signs the Letter of Understanding provided by OPSEU/SEFPO.
Hotels Within 60km
Be it resolved that OPSEU/SEFPO amends the Policy Manual, specific to the “Hotels Within 60 km” policy, as provided.
CAAT – S PT Negotiating Procedures
Whereas at the October 26, 2024 College Support Part Time Division Meeting, amendments to the College Support Part Time Division Negotiations Procedures were approved; and
Whereas in the OPSEU/SEFPO Procedures Manual (February 2025) the College Support Part Time Negotiating Procedures are found in Section 3.2.10.;
Therefore be it resolved that the College Support Part Time Division Negotiating Procedures in the OPSEU/SEFPO Procedures Manual Section 3.2.10 be replaced with those found in the attached document.
* Article 2.8 was amended to:
Election of Members to the Bargaining Team The delegates shall elect, in accordance with Article 6, seven (7) members and fourteen (14) unlimited alternates to the Team, one (1) of whom shall be elected by the delegates to be the Chairperson, and one (1) to be elected as Vice-Chair. A maximum of fourteen (14) Aalternates elected to the bargaining team shall participate in bargaining team training.
Motion to move reconsideration of the December 9-10, 2025 agenda to include the Local 708 Acting Managers motion.
Education Centre (Dorset)
Therefore be it resolved that the OPSEU/SEFPO Executive Board sign-back the offer on the OPSEU/SEFPO property located at 20130 Highway 35, Dorset, Ontario (“Education Centre”), with the addition of clauses drafted by OPSEU/SEFPO’s real estate lawyer to protect OPSEU/SEFPO’s interests.
Approval of the OPTrust – Plan Trust Agreement Amendments December
2025
Whereas the executive leadership at OPTrust has proposed changes to the Pension Trust Agreement for Sponsor consideration and adoption; and
Whereas OPTrust has outlined the proposed changes in five (5) proposal papers titled “The White Papers”; and
Whereas each paper outlines the specific, proposed, Plan Trust Agreement changes in the following 5 areas:
1. White Paper #1 – Administrative/Governance-Related/Miscellaneous
Modernizing changes
2. White Paper #2 – Investment related changes
3. White Paper #3 – Changes to the Borrowing Provisions
4. White Paper #4 – Litigation-Related changes
5. White Paper #5 – Changes to the Trustee Compensation Provision; and
Whereas OPSEU/SEFPO PLC has thoroughly reviewed the proposed changes with the support of legal counsel with pension expertise; and
Whereas the PLC supports the proposed changes in White Papers 1, 2, 3 and 4 exclusively;
Therefore be it resolved that the OPSEU/SEFPO Executive Board support the motion to approve proposed changes to the OPTrust Sponsor Agreement as outlined in White Paper #1, #2, #3 and #4, exclusively.
Board Equity Committee Terms of Reference
Whereas OPSEU/SEFPO has set an aim and purpose for the Board Equity Committee (BEC) within the Union’s constitution; and
Whereas the BEC is responsible for developing any amendments to their Terms of Reference as outlined in section 3.2.;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the revised Terms of Reference as amended by the BEC at their November 22, 2025 meeting in the attached document.
*Article 5.2 was amended to:
“In order to be eligible to participate in the selection process, a member must submit a completed Participation Form to self identify with the equity-deserving group(s) with which they will participate, and to provide contact and other information. Neither the BEC nor OPSUE/SEFPO will verify or question a member’s self identification with the equity deserving groups.”
*Article 5.4 was amended to:
“Any OPSEU/SEFPO member in good standing who self identifies as a member of one or more of the seven equity deserving groups may apply to be considered for an Equity position on the Executive Board, regardless of whether they are a Participant in the selection process or unless they are member of the BEC. Neither the BEC nor OPSEU/SEFPO will verify or question a member’s self identification with the equity deserving groups.”
Chair Days
Whereas “Chair days” have been approved through the OPSEU/SEFPO budget
process for several years running; and
Whereas “Chair days” could be established in OPSEU/SEFPO policy to help with
planning, consistency, expectations, and good governance.
Therefore be it resolved that the Chair or designate of each BPS Sector/Division,
OPS Ministry Employee Relations Committee, CAAT Division, Article 19 Equity
Committee, Provincial Equity Caucus, Divisional Council, and Occupational Division
has the eligibility to take twelve (12) release days per year to assist them in carrying
out the work of their respective subsidiary body.
Worth Fighting For
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice
for expenditures in excess of $20,000.
Whereas full-time book-offs are required to support organizing and campaign
readiness; and
Whereas through the Worth Fighting For campaign, staff and mobilizers have
struggled to get book-offs approved due to restricting Union leave language in many
Collective Agreements in the BPS. A major shift that was required for most current
mobilizers was to switch from part-time to full-time. Most Employers from WFF
workplaces can only approve union mobilizing leaves if they are on a full time basis.
Therefore, this proposal includes less mobilizers than were in the previous Phase 1
proposal, but on a full-time basis.; and
Whereas Phase 1 was extended because the units were not fully strike ready.
Many of the units had not taken strike votes, gotten conciliation dates, and many
more were not able to organize the workplaces deeply enough for a super majority
of the members to be strike ready; and
Whereas with some more time, a majority of the units can be strike ready; and
Whereas the campaign is aiming to build enough power in each unit to be able to
reach and engage 80-90% of each member in each individual workplace and
ensure that 75% of all Phase 1 units are strike ready hopefully by early March,
depending on how quickly we can reach aforementioned metrics; and
Whereas the aim is to be visible and strike ready during the provincial budget
consultation process which wraps up in March. However, rather than a timeline
dictating strike dates, strike readiness will be assessed based on power and
organizing benchmarks- such as ensuring we have enough organic leaders in each
unit to talk to 80/90% of the workers; and
Whereas Phase 2 units expiring March 31, 2026 must begin organizing now as
immediate preparation is required to ensure strike readiness hopefully no later than
the Fall (depending on meeting how much power is built by then, if possible,
sooner).
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve 16
organizers for Phase 1 and Phase 2 (January to March), to support workplace
organizing/outreach, and to achieve unit by unit strike readiness benchmarks with
the logic that immediate preparation is required to ensure organizational readiness continuing into for phase 1 in January and beginning for Phase 2 in January; and
Be it further resolved that the OPSEU/SEFPO Executive Board approve funding
for Worth Fighting For campaign mobilizer book-offs to be drawn from the
Contingency Fund.
Sector 7 Budgeted Fund Re-Allocation
Whereas the NUPGE Executive Board passed a motion in March 2025,restricting participation to four (4) members per component for the Working Session for Correctional Officers and Youth Facility Workers. This has excluded OPSEU/SEFPO Sector 7 BPS Corrections unit from participating in this session; and
Whereas this restriction prevents BPS Correction members from attending and impacts previously established participation commitments; and
Whereas there is an urgent need to strengthen member visibility and mobilization efforts across the province;
Therefore, be it resolved that the Executive Board approve to reallocation of the funds for branding materials to enhance member engagement, visibility and mobilization efforts across the province.
Sector 15 Budgeted Fund Re-Allocation Proposal
Whereas OPSEU/SEFPO’s budget includes an amount budgeted for S15 Childrens Treatment Sector – CMHO Annual Conference; and
Whereas the Conference for 2025 did not occur; and
Whereas the Sector 15 Childrens Treatment Sector Divisional Executive has determined that this BUDGET would best meet the MEMBERS needs if the budgeted funds were re-allocated;
Therefore be it resolved that the Executive Board approve the reallocation
of the funds for S15 Member Solidarity Materials as outlined in
the attached proposal.
2026 LBED Anti-Privatization Committee Meetings
Whereas the piecemeal privatization of LCBO stores, depots, warehouses, and head office threatens the long-term survival of the LCBO; and
Whereas distillers are lobbying for the retail sale of spirits in hundreds of grocery stores and convenience stores are currently engaging in the retail sale of alcohol in thousands of corner stores; and
Whereas the privatized retailing of alcohol takes money away from our valuable public services and put it in the pockets of wealthy storeowners; and
Whereas the privatized retailing of alcohol increases the risk of alcohol getting into the hands of kids and imperils the health and safety of our communities; and
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the funds as outlined in the attached from the LBED Anti-Privatization Account to enable the Committee to hold up to two 2-day in person meetings and two 1-day virtual meetings in 2026 in order to effectively carry out its mandate to co-ordinate the Division’s fightback to privatized alcohol sales and distribution.
Adrienne Smith of Adrienne Smith Law’s Attendance at the January 2026 Executive Board Meeting.
Therefore be it resolved that the OPSEU/SEFPO Executive Board invite Adrienne Smith, of Adrienne Smith Law, to attend both days of the January 2026 Board meeting to observe, advise, opine, and educate the Executive Board on effective meeting strategies.
Local 401 and 491
Whereas Local 491 has 522 members consisting of Queensway Carleton Hospital/Almont Hospital/Arnprior Hospital and;
Whereas Local 401 has 20 members from the Carleton Place Hospital and;
Whereas Local 401 has requested that they become part of Loca 491 and that Local 401 be dissolved.
Therefore Be It Resolved that the Executive Board accept the merger of the members of Local 401 into Local 491 and that Local 401 be dissolved.
Local 475
Whereas OPSEU/SEFPO Local 475 (EORLA) has been in the Pay Equity process since 2017; and
Whereas the Pay Equity is to address systemic gender discrimination in compensation for work performed by employees in female job classes; and
Whereas the prolonged delayes of this process have led to uncertainty and frustration among many emplyees, and allowed systemic wage discrimination in this female dominated work environment to persist.
Whereas the employer has had 2 full human resources turnovers since 2017; and
Whereas the Collective Agreement for Local 475 expired March 31,2025 and the members of local 475 have agreed to not bargain their next collective agreement until Pay Equity is complete;
Therefore be it resolved that the members of Local 475 participate in a t-shirt and social media campaign to put pressure on the management and the Board of Directors of EORLA; and
Be it further resolved that the funds in the attached proposal be approved from the Contingency Fund Non Right to Strike Fund.
*The proposal’s instructions were amended to include that the items purchased need to follow OPSEU/SEFPO policies and procedures.
*The amount was increased by $500.00 totaling $6,500.00.
Corrections Acting Managers
Be it resolved that the following acting correctional members are declared members no longer in good standing:
Bonnie Grant
Chandler Laing
Corinne Filler
Jamie Forderer
Melanie Hachez
Christopher Hogan
Lawrence Pollock
Mitchell Thrower
Emma Wall
Kristen Trewin
January 27-28, 2026 – Executive Board Hybrid Meeting
January 27, 2026
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Tracey Ann Halkyard who arrived at 9:45a.m. Mandi McNeil who arrived at 9:40a.m., Carla Goodacre, Chrisy Tremblay with reasons acceptable to the Chair.
January 28, 2026
The Executive Board Meeting resumed at 9:30a.m. President JP Hornick was in the Chair. All members were present except for Dr. Crystal Garvey who arrived at 9:45a.m., Tara Maszczakiewicz who arrived at 10:00a.m., Mandi McNeil who arrived at 10:00a.m., Cristine Rego who arrived at 10:00a.m., Carla Goodacre, Chrisy Tremblay with reasons acceptable to the Chair.
Motions Carried by the Executive Board
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the January 27-28, 2026 OPSEU/SEFPO Executive Board Meeting as amended.
Adoption of the Executive Board Meeting Minutes
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the minutes of the December 9-10, 2025 Executive Board Meeting.
OPSEU/SEFPO Convention 2026 Awards
Motion that the following eligible individuals are awarded the Honorary Lifetime Membership Award:
Janice Ariza Local 5111
Patrick Riley Local 553
Greg Snider Local 740
Ben Treidlinger Local 449
Maggie Wakeford Local 631
Human Rights Award Individual
Motion to open the award to two (2) recipients.
Leah Cassel Award Individual:
Motion to open award up to three (3) recipients.
Stanley H. Knowles Humanitarian Award:
Motion to have one internal recipient and one external recipient.
Fred Upshaw Social Justice Award of Merit:
Motion to option the award to two (2) recipients.
OPSEU/SEFPO Convention 2026 Awards (cont.)
Honorary Lifetime Membership Award:
- Patrick Riley Local 553
- Greg Snider Local 740
- Ben Treidlinger Local 449
- Maggie Wakeford Local 631
Health and Safety Award: Kristen Wolfe Local 377
Human Rights Individual Award:
- Gillian Axten Local 417
- Stacey foster Local 380
Human Rights Local:
Coalition of Racialized Workers: Local 145
Leah Casselman Award Individual:
- Aimie Kovaksik Local 262
- Christine Kelsey Local 416
- Cindy Mazan Local 740
Leah Casselman Award Local: Local 249
Rainford Jackson Education and Development Fund: Black Queer Youth Collective (BQYC)
Stanley H. Knowles Humanitarian Award:
- Dr. Boozary, Executive Director of Social Medicine UHN
- Gail Kelly Local 715
Fred Upshaw Social Justice Award of Merit:
- Elizabeth Ha Local 154
- Samjhana (Sam) Karki Local 228
Tim Brown Award: Cristine Rego Local 352
OPSEU/SEFPO Convention 2026 Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the 2026 OPSEU/SEFPO Convention Agenda as presented.
Constitutional Amendment – Management/Excluded Positions With the Same Employer
Whereas part-time faculty at Ontario’s community colleges are now OPSEU/SEFPO members; and
Whereas it has come to our attention that this has created a situation where managers and other excluded staff of the colleges may also be members of the OPSEU/SEFPO part-time faculty bargaining unit; and
Whereas it is possible that this same situation may occur in other bargaining units represented by OPSEU/SEFPO;
Therefore be it resolved that the OPSEU/SEFPO Executive Board submit the following constitutional amendment to the Constitution Committee for consideration by the 2026 OPSEU/SEFPO Convention:
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.
Constitutional Amendment – Union Sanctions
Therefore be it resolved that the OPSEU/SEFPO Executive Board refer the attached Constitutional Amendment to the Constitution Committee for consideration by the 2026 OPSEU/SEFPO Convention.
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.
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 2026 or until their successor is appointed.
CoRW Election Summit 2026
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas OPSEU/SEFPO is committed to equity and inclusion, and supporting Black and racialized workers across the union; and
Whereas OPSEU/SEFPO recognizes that this includes the union’s role to actively identify and dismantle systemic and institutional oppression and removing organizational barriers to access and participation; and
Whereas OPSEU/SEFPO is committed to building spaces to engage, empower and strengthen the voices of those historically disenfranchised and disengaged within the union; and
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the funds to support an increase in Black and racialized member participation for the 2026 CoRW Election Summit as outlined in the attached proposal.
Be it further resolved that the funds be drawn from the contingency fund.
Appointment to the OPTrust Pension Trustee January 2026
Whereas Ram Selvarajah was appointed to the role of Pension Trustee to the OPTrust Pension Plan for a two-year term beginning April 1, 2024; and
Whereas the aforementioned term ends on March 31, 2026; and
Whereas the Pension Liaison Committee (PLC) has met and discussed the re-appointment of this Trustee to the OPTrust Pension Plan; and
Whereas the PLC is recommending that Ram Selvarajah fill the OPTrust Pension Trustee role;
Therefore be it resolved that Ram Selvarajah be reappointed as a Pension Trustee to the OPTrust Pension Plan for a three-year term beginning April 1, 2026, and ending on March 31, 2029, provided that Ram signs the Letter of Understanding provided by OPSEU/SEFPO.
2SLGBTQIA+ Rights
Be it resolved that OPSEU/SEFPO amends the Policy Manual, specific to Pride and 2SLGBTQIA+ rights, as provided in the attached document.
CAAT-A PT Bargaining Campaign Proposal
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas the members of CAAT-Academic Part-time are preparing to bargain their first collective agreement after winning union recognition in 2025; and
Whereas right after their certification, the part-time faculty unit has seen the biggest level of job losses and continues to face privatization and cuts; and
Whereas part-time academic workers do not know if they will have a job every three months and often work remotely, making them difficult to reach; and
Whereas member mobilizers released to organize on a full-time basis is critical to effectively reach a large majority of members in their union and get ready to make gains at the bargaining table – particularly in a new bargaining unit that is very large, precarious, and difficult to reach; and
Whereas the historic attacks on the college sector by the Ford government on the make this is a critical time to take action to build collective power and win the changes needed;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the release of 10 mobilizers with the funding as outlined below to come from the Contingency Fund, to support the CAAT-A Part-time division.
Therefore be it resolved that there will be at minimum, but not limited to, one young worker mobilizer selected out of the 10 book offs and if a young worker does not come forward to be a mobilizer, the position may be filled by a non-young worker.
Local 249 Strike
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas OPSEU/SEFPO members at L249, Central West Specialized Developmental Services have been on strike now for 9 weeks fighting for fair wages, safe staffing levels, and the resources necessary to provide dignified, quality care to people with developmental disabilities; and
Whereas it is urgent to escalate pressure to ensure CWSDS wins their demands
Whereas the PC Party of Ontario is having their Protect Ontario Provincial Convention from January 30 – February 1, 2026; and
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the funds as outlined in the attached proposal, with funds to be drawn from the Strike Fund, for a rally on January 31, 2026 in solidarity with CWSDS workers to coincide with the Ontario PC Party Protect Ontario Provincial Convention; and
Be it further resolved that providing buses will support the mobilization of members to attend this rally and amplify the voices of workers, highlighting the impacts of the underfunding.
Be it further resolved that the OPSEU/SEFPO Executive Board donate $10,000 to local 249 from the Contingency Fund.
Local 706 Members Transferred to Local 736
Whereas OPSEU SEFPO Local 706, is an OPS local and are located at 189 Red River rd. location;
And whereas OPSEU SEFPO Local 736 is the sole Local at the 189 Red River location;
And whereas OPSEU SEFPO Local 706 and Local 736 have both voted unanimously to transfer and accept the members from local 706 located at the Red River location;
Therefore, be it resolved that the OPSEU/SEFPO Executive Board transfer all OPSEU/SEFPO Local 706 Members working at 189 Red River Rd location in Thunder Bay into OPSEU SEFPO Local 736.
Local 5124
Whereas LifeLabs LP consists of Medical Laboratory Technicians and Medical Laboratory Assistants in Toronto and Mississauga and have voted in favour of joining OPSEU/SEFPO; and
Whereas LifeLabs consists of approximately 1041 members and has unanimously joined OPSEU/SEFPO;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the recommendation of the OPSEU/SEFPO Executive Committee that LifeLabs LP become newly organized Region 5 Local 5124.
Acting Managers
Therefore be it resolved that the following members who ignored the direction of the OPS Corrections bargaining team and the President of OPSEU/SEFPO to step down from an acting management position be removed from good standing by the OPSEU/SEFPO Executive Board.
Name Local
Paul Fitzgerald 234
Marius Burlacu 234
Anthony DeCiantis 234
Lindalisa Tigani 234
Quinton Carson 234
Adrienne McWilliams 234
Jason Roe 234
Brittany White 234
Sean Corkery 369
Andrew Carpenter 369
Nicole Hargreaves 369
Omar Williams 369
Gurjot Singh 369
Kim Baker 369
Zsolt Ramocsan 369
Erika Tammik 369
Nirmala Muthyala 229
Lakesha Brown 229
Remembering the Departed During the OPSEU/SEFPO Annual Convention
Whereas OPSEU/SEFPO recognizes the importance of honouring the memory of those we’ve lost;
Therefore be it resolved that OPSEU/SEFPO will seek from Members, Staff, and Retired Members/Staff the names and photos of Members, Staff, past/Retired Members, and past/Retired Staff we have lost since the last OPSEU/SEFPO Annual Convention;
Be it further resolved that OPSEU/SEFPO will prepare an audio-video presentation for the OPSEU/SEFPO Annual Convention to honour those Members, Staff, past/Retired Members, and past/Retired Staff we’ve lost since the last OPSEU/SEFPO Annual Convention;
Be it further resolved that OPSEU/SEFPO will show the presentation during the OPSEU/SEFPO Annual Convention; and
Be it further resolved that OPSEU/SEFPO will continue this practice for each OPSEU/SEFPO Annual Convention.
Communications Expenses for MERC Chairs
Whereas cell and internet allowances for chairs have been approved through the OPSEU/SEFPO budget process, and
Whereas cell and internet allowances were provided for years as a part of core budgets, and
Whereas cell and internet allowances could be established in OPSEU/SEFPO policy to assist with planning and provide consistency to elected leaders,
Therefore be it resolved that the Chair of each BPS Sector/Division, OPS Ministry Employee Relations Committee, CAAT Division, Article 19 Committees, and caucuses are able to submit reimbursement for a cell and internet monthly.
Therefore be it resolved that cell phone reimbursement is a maximum of $75 per month internet reim. $75 /mon and Comm reimbur $50 per month.
Sector 3 Negotiations Procedures
Whereas at the November 15-16, 2025 Boards of Education and Cultural Institutions Division Meeting, amendments to the Boards of Education and Cultural Institutions Division Negotiations Procedures were approved; and
Therefore be it resolved that the Boards of Education and Cultural Institutions Division Negotiating Procedures in the OPSEU/SEFPO Procedures Manual be replaced with those found in the attached document.
Constitutional Interpretation
Whereas 4 temporary assistant supervisor positions were posted January 16th, and
Whereas these positions were not approved in the 2026 Budget, and
Whereas article the Executive Committee was not utilized prior to posting the positions, and
Whereas the Executive Board is the governing body of the union between Conventions, and
Whereas the Executive Committee and Executive Board have fiduciary obligations under policies and articles on the Constitution including 16.11 and 17.5
Be it further resolved that an interpretation of articles 16.2.1, 16.11, 17.5 and 17.7 be provided to the Executive Board.
Be it further resolved that the interpretation shall be provided as per article 18.1.3 of the Constitution.
February 17-18, 2026 – Executive Board Hybrid Meeting
February 17, 2026
The Executive Board was called to order at 9:30 a.m. President JP Hornick was in the Chair. All members were present except for Tracey Ann Halkyard with reasons acceptable to the Chair.
February 18, 2026
The Executive Board Meeting resumed at 9:30a.m. President JP Hornick was in the Chair. All members were present except for Kelly Martin who arrived at 10:00a.m., with reasons acceptable to the Chair.
Motions Carried by the Executive Board
Adoption of the Executive Board Meeting Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the Agenda of the February 17-18, 2026 OPSEU/SEFPO Executive Board Meeting as amended.
Adoption of the Executive Board Meeting Minutes
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the minutes of the January 27-28, 2025 Executive Board Meeting.
Consideration of Constitutional Amendment: One Member, One Vote
Be it resolved that the Executive Board submit the following Constitutional Amendment for consideration at the 2026 OPSEU/SEFPO Annual Convention:
Whereas OPSEU/SEFPO activists routinely contemplate strategies to improve member engagement;
Whereas it’s reasonable that those involved in making decisions would feel more connected to the outcomes of those decisions than those not involved in making them;
Whereas the OPSEU/SEFPO Constitution only calls for local Convention delegates to seek direction from the general membership of their local when a dues increase is being proposed [article 20.1];
Whereas among OPSEU/SEFPO’s aims and purposes, as established by the OPSEU/SEFPO Constitution, is: “To strengthen, by precept and example, democratic principles and practices both in the Canadian labour union movement and in all manner of institutions, organizations, and government in Canada and internationally” [article 4.1 k)];
Whereas OPSEU/SEFPO has the opportunity to strengthen, by precept and example, its democratic principles and practices by increasing the number of members directly participating in the election of the union’s two highest ranking officers;
Whereas the passing of this constitutional amendment could incentivize the completion of a greater number of membership applications and prompt existing members to more regularly update their contact information; and
Whereas the passing of this constitutional amendment and its successful implementation in 2029 could serve as a model to further expand the rank-and-file membership’s role in decision making.
Therefore be it resolved that the OPSEU/SEFPO Constitution, specifically but not limited to article 14.8.1, is amended to permit every OPSEU/SEFPO member in good standing to vote in the elections that determine the OPSEU/SEFPO President and the OPSEU/SEFPO First Vice President/Treasurer.
Confirmation of Equity Executive Board Members
Whereas Article 14.6.8 of the OPSEU/SEFPO Constitution states the following:
“The Executive Board shall appoint seven Equity Board Members and seven Alternate Equity Board Members from the members recommended by the Board Equity Committee. Following the appointment of the seven Equity Board Members, the Executive Board shall appoint the Equity Vice-President and Alternate Equity Vice-President recommended by the Board Equity Committee. All appointments by the Executive Board shall be made prior to Convention”; and
Whereas the Board Equity Committee has recommended the appointment of a member for each of the Equity Executive Board positions listed above; and
Whereas in keeping with Article 2.4.12.8.1 of the OPSEU Procedures Manual, these recommendations follow the preferences expressed by participants through the online polling process;
Therefore be it resolved that in accordance with Article 14.6.8. of the OPSEU/SEFPO Constitution and Section 24 of the Ontario Not-for-Profit Corporations Act, the Executive Board hereby confirms the appointments of Kossi Dodjro, Dr. Crystal Garvey, Elizabeth Ha, Tracey Ann Halkyard, Robert Hampsey, Taylor McPhillips, and Cristine Rego as Equity Executive Board Members, with Dr. Crystal Garvey as Equity Vice-President, to hold office from the close of Convention 2026 until the close of Convention 2029; and
Therefore be it further resolved that, in accordance with Article 14.6.8 of the OPSEU/SEFPO Constitution, the Executive Board hereby confirms Dan Brisson, Wendy Lee, Nicole Anozie, Owen Smith, Katrina DiGiacinto, Sara McArthur Timofejew, and Robert Ziegler as Alternate Equity Executive Board Members and Robert Hampsey as Alternate Equity Vice-President.
Equity Committees Caucuses Regional Budgets 2026
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas OPSEU/SEFPO is committed to advancing equity, diversity, and inclusion across all seven (7) regions; and
Whereas OPSEU/SEFPO’s provincial equity committees and caucuses require reliable, decentralized funding to engage in grassroots regional organizing and community outreach; and
Whereas providing these funds within the budget ensures financial stability and autonomy for equity initiatives at the regional level; and
Whereas within OPSEU/SEFPO historical budget process, these funds were approved for the equity committees and caucuses; and
Whereas these funds are currently the subject a complex budget process and has the potential to be overlooked, causing planning issues within the equity committees/caucuses;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve regional budgets for OPSEU/SEFPO equity committees and caucuses that did not receive funding in 2026 to support regional equity work; and
Be it further resolved that the OPSEU/SEFPO Jewish Caucus automatically receive the same funding once their terms of reference are finalized and approved; and
Be it further resolved that the Policy and Procedures manual be amended to cover these costs on an annual basis.
Local 331
Whereas Local 331 has submitted a proposal for funds from the Non Right To Strike Fund for this round of bargaining,
Therefore be it resolved that the executive board approve the funds requested as per the attached quote from the Non Right To Strike Fund.
Ambulance Division Negotiating Procedures
Whereas a draft amendment was made to the Ambulance Division Negotiating Procedures during the November 16, 2025 Biennial Sector 1 Divisional Meeting; and
Whereas article 24.1.1 of the OPSEU/SEFPO Constitution indicates that, “the Executive Board shall have full authority to establish procedures for demand setting, selection or election of negotiating teams, conduct of negotiations, and ratification….”
Therefore be it resolved that the Executive Board approves the changes to the Ambulance Division Negotiating Procedures as desired by Sector 1, amending the OPSEU/SEFPO Procedures Manual accordingly.
Therefore be it resolved that the Executive Board adopt the February 17-18, 2026 Executive Meeting Agenda.
* Lifetime Honourary Membership Award for Janice Hagan motion was added.
* Review All Article 19 Terms of References motion was added.
* HCDC OHC Get on the Train motion was added.
Lifetime Honourary Membership Award for Janice Hagan
Motion that a Lifetime Honourary Membership Award is posthumously awarded to Janice Hagan.
HCDC OHC Get on the Train Proposal
Be it resolved that the OPSEU/SEFPO Executive Board waive the 30-day notice for expenditures in excess of $20,000.
Whereas the Health Card Division Council of OPSEU/SEFPO and its membership are actively involved in the Ontario Health Coalition; and
Whereas OPSEU/SEFPO is a long-standing supporter of the Ontario Health Coalition; and
Whereas OPSEU/SEFPO and the OHC have deep alignment in the local and province-wide fightbacks against healthcare privatization; and
Whereas publicly funded and delivered healthcare is under attack in Ontario and across Canada; and
Whereas the Ontario Health Coalition is not a charity and derives all its funding from sponsorships, fundraising, memberships, and volunteer work.
Therefore be it resolved that the Ontario Health Coalition’s Get on the Track! DeRail Health Care Privatization campaign be approved as detailed in the attached proposal with funds to be drawn from the Contingency Fund.
| Donations 2025 | |||
| 2025 Actual | 2025 Budget | ||
| Standing Donations | |||
| Greater Toronto Area Injured Worker Resource Centre | 1,250 | 1,250 | |
| Canadian Centre for Policy Alternatives | 25,000 | 25,000 | |
| Rainford Jackson Education Fund | – | 2,500 | |
| Canadian Civil Liberties | 1,250 | 1,250 | |
| Ont. Coalition for Better Daycare | 500 | 500 | |
| Workers’ Arts & Heritage Center | 5,000 | 5,000 | |
| Helen Kiss Memorial Bursary | 1,000 | 1,000 | |
| Andre Bekerman Bursary | 750 | 750 | |
| National Movement for Harmony | 2,500 | 2,500 | |
| Donna Bryant Memorial Fund | 1,000 | 1,000 | |
| Stephen Lewis Fund | 25,000 | 25,000 | |
| The Leonard Peltier Fund | – | 2,500 | |
| Brian MacIntosh Memorial Fund | 250 | 250 | |
| Bill Kuehnbaum Bursary | 250 | 250 | |
| Larry Cripps Bursary/Scholarship | – | 1,000 | |
| Carol McGregor Scholarship | 1,500 | 1,500 | |
| Curt Bishop Scholarship | 1,000 | 1,000 | |
| Women’s Legal Education and Action Fund | 5,000 | 5,000 | |
| Mayworks Festival of Working People | 2,000 | 2,000 | |
| Barbra Schlifer Commemorative Clinic | 750 | 750 | |
| Speakers School | 2,250 | 2,250 | |
| Peter Kormos Memorial Bursary | 1,000 | 1,000 | |
| Ontario Autism Coalition | 10,000 | 10,000 | |
| Amy Stiles Scholarship | 1,000 | 1,000 | |
| Karen Gottschalk-Millar Memorial Scholarship | 1,000 | 1,000 | |
| Fred Upshaw Scholarship | 1,000 | 1,000 | |
| Shareholder Association for Research and Education | 25,000 | 25,000 | |
| Water Resolution | 20,000 | 20,000 | |
| Ontario Network of Injured Workers Group | 1,000 | 1,000 | |
| Canadian Labour International Film Festival | 5,000 | 5,000 | |
| Canadian Capital Stewardship Network | 25,000 | 25,000 | |
| Wabshkaa Animkii (WAB) After School Program | 10,000 | 10,000 | |
| Workers Action Centre | 25,000 | 25,000 | |
| Total Standing Donations | 201,250 | 207,250 | |
| Other Donations | 80,000 | ||
| BOOTS ON THE GROUND – DONATION | 5,000 | ||
| WORKERS HISTORY MUSEUM- 2026 CALENDAR | 1,000.00 | ||
| MCC1316/P. MCCARTNEY DONATION | 1,300.00 | ||
| GOFUNDME LILJANA AJAX ON MAY 2025 | 587.50 | ||
| MAYWORKS FESTIVAL PRINTING MAY 2025 | 264.00 | ||
| CBTU GOLF LUNCH SPONSOR & HOLE SPONSOR | 2,500.00 | ||
| TOTAL SANITATION SERV. LTD- 20JUN2025 QUEEN’S PARK | 1,028.30 | ||
| Total Other Donations | 11,680 | 80,000 | |
| Board Approvals during 2025 | |||
| DIY Community Health Timmins | 20,000.00 | 20,000.00 | |
| Total Approvals during 2025 | 20,000 | 20,000 | |
| Total Other Donations and Board Approvals | 31,680 | 100,000 | |
| Total 2025 Donations | 232,930 | 307,250 | |
2024-2026 Executive Board Committees
Audit: Robert Hampsey, Kelly Martin, and Jennifer Van Zetten
Ad-Hoc Committees:
- Dismantling Anti-Black, Anti-Indigenous and All Forms of Racism – Aisha Jahangir
- Governance – Kaylee Heath, Kelly Martin and Melissa Shaw
- Parliamentary Procedures – Dan Brisson, Aisha Jahangir and Joel Usher
- Strike Committee: Peter Figliola, Robert Hampsey, Mandi McNeil and Chrisy Tremblay
Board Equity Committee: Coleen Houlder
Central Political Action – Sara Labelle, Laura Thompson
Coalition of Racialized Workers – Nicole Anozie
Convention Committees:
- Resolutions – Joel Usher
- Constitutional – Ken Steinbrunner
- Credentials – Nicole Anozie
- Planning – Tracey Ann Halkyard
Disability Rights Liaison: Tracey Ann Halkyard
Excluded Staff Hiring: Dan Brisson
Francophone Committee: Dan Brisson
Highest Ranking Female (NUPGE & OFL Seats): Laurie Nancekivell
Indigenous Circle: Cristine Rego
In Solidarity Board Liaison: Vikki Poirier
Jewish Members Caucus: Tara Maszczakiewicz
MDT/SDT Ad Hoc: Ed Arvelin, Dr. Crystal Garvey
OPSEU Resource Centre/Enterprises: Veronica Attard
OPSEU Staff Pension Plan Trustees: Veronica Attard, Sara Labelle, Melissa Shaw, and Ken Steinbrunner
Pension Liaison: Melissa Shaw, Ken Steinbrunner
PHRC Board Liaison: Cristine Rego
Policy and Procedures Review Committee : Dr. Crystal Garvey, Joel Usher
PWC Board Liaison: Dr. Crystal Garvey
PYC Board Liaison: Kaylee Heath
Rainbow Alliance Liaison: Robert Hampsey
Retirees Board Liaison: Vikki Poirier
Social Mapping: Robert Hampsey
Solidarity Fund Board:
- HIV/Aids Work (Live and Let Live) – Robert Hampsey
- International Humanity Work – Chrisy Tremblay
- International Solidarity Work
Staff Negotiating: Peter Figliola, Tara Maszczakiewicz, Ken Steinbrunner, and Chrisy Tremblay
Strategic Planning: Peter Figliola, Kaylee Heath, and Melissa Shaw
2022-2024 Executive Board Committees: Reports
Governance Ad Hoc Committee
The Ad Hoc Governance Committee was established to explore and enhance governance structures of OPSEU/SEFPO, ensuring they align with best practices and most effectively support the union’s strategic vision. This report outlines the Committee’s recent activities.
• Insights on establishing an Ombuds Office: The Committee met with Peggy Nash, a leader in governance and advocacy, to gather insights on how an external office may aid the union in providing additional support in achieving its mandate. Further conversations and investigation will occur to evaluate the merits of an Ombuds Office and determine if an Ombuds Office would be a valuable addition to the union’s structures of accountability.
• Evaluation of Executive Officer roles: The Committee has looked at the historical structure of OPSEU/SEFPO and other comparable labour unions, has sought legal advice from OPSEU/SEFPO general counsel, and is also seeking the expertise of third-party organizations to explore the viability and appropriateness of alternate executive structures. This evaluation will allow us to better understand executive oversight in a labour union as it relates to organizational performance, accountability, and strategic decision-making. This expertise is what will allow the committee to bring forward recommendations to the OPSEU/SEFPO Executive Board. In evaluating the role of the executive officers, chairing of executive board meetings, as well as Convention, have been discussed in order to govern meetings most efficiently and effectively.
• Continuation of the Ad Hoc Governance Committee: Given the complexity and importance of the issues being explored, the Ad Hoc Governance Committee recommends the continuation of its mandate to ensure thorough examination of the matters it has been assigned, and to ensure considered and appropriate decision-making.
Dismantling Systemic Racism Ad Hoc Committee
In April 2022, OPSEU/SEFPO Convention passed significant changes to the OPSEU/SEFPO Constitution that acknowledged the presence and prevalence of systemic racism affecting Black, racialized, and Indigenous members within the Union. The motion, recommended by the 2019-2022 Executive Board, included the following addition to the Union’s Aims and Purposes in Article 4 of the Constitution:
To actively identify and dismantle anti-Black racism, anti-Indigenous racism and all forms of racism and discrimination within its systems and structures so that members have full access to services and can fully participate in the union.
OPSEU/SEFPO’s Dismantling Systemic Racism Program (DSRP) is a multi-phased program that will implement changes to OPSEU/SEFPO’s systems and structures in accordance with the Aims and Purposes of the Union, and to achieve the following mandate:
7.2.1. …. Within 60 days of election, selection, appointment, or ascension to any OPSEU/SEFPO office, whether the office is authorized by this Constitution or by OPSEU/SEFPO policy, the Member shall participate in mandatory OPSEU/SEFPO training on dismantling anti-Black racism, anti-Indigenous racism and other forms of racism and discrimination.
Phase One
Since mid-2023, the DSRP has trained elected leaders from OPSEU/SEFPO’s Executive Board, sectors, divisions, Local Executive Committees (LEC) and stewards, equity committees and caucus, bargaining teams, and members at large. The one-day DSR training has been provided to more than 2000 of the 8,400 total elected OPSEU/SEFPO leaders from 309 of 538 OPSEU/SEFPO locals/sectors (57% of all locals/sectors). More than 160 staff have received train-the-trainer education to support the delivery of the one-day DSR training.
DSR training will continue to be offered as requested by staff or member leaders, to support groups of LEC, DivEx, and bargaining teams to identify and dismantle structural and systemic barriers created by racism and to build a stronger union among our membership and in our workplaces.
Phase Two – March 2025
In Phase Two, DSRP will offer the one-day DSR training every two months in all seven regions. Newly elected leaders will receive notice to take DSR training at the time of their election and will be invited to take the training along with leaders who have not yet received the training. Bimonthly Phase Two province-wide coordinated training will ensure OPSEU/SEFPO leaders are able to meet the constitutional requirement to receive training within 60 days election, selection, appointment, or ascension to a leadership position. Training will be tracked to ensure constitutional compliance.
DSRP in Phase Two will also offer additional supports to those OPSEU/SEFPO leaders who have completed the one-day DSR training in implementing DSR initiatives/strategies. The DSRP will provide resources to highlight anti-racism strategies in our sectors, divisions, and locals, and provide additional strategic planning tools to track progress and positive change in the fight to dismantle racism.
systemic racism affecting Black, racialized, and Indigenous members within the Union.
Strategic Planning Committee
The Strategic Planning Committee was established to create and maintain the strategic plan of OPSEU/SEFPO, ensuring they align with best practices and most effectively support the union’s strategic vision. This report outlines the Committee’s recent activities.
- Sought the expertise of a third party to review and evaluate OPSEU/SEFPO’s strategic plan with the current expanded executive board members to ensure an equity lense on the unions vision, mission statement and guiding principles.
- Explored options for a board culture assessment to improve the cohesion and working relationship of the executive board members. Utilized the expertise of Anima Leadership to facilitate a board culture assessment and suggestions for culture improvements for the OPSEU/SEFPO executive board.
Record of Minority Reports
Disclaimer:
Minority reports are an opportunity for individual Executive Board Members to provide reasons for their decision to vote against a particular board motion. OPSEU/SEFPO distributes all minority reports to OPSEU/SEFPO members in accordance with OPSEU/SEFPO policy. The distribution supports discussion, transparency and accountability. However, the views expressed in a minority report are those of the Executive Board Member responsible for the report, and do not reflect those of OPSEU/SEFPO, the Executive Board, or any other person. OPSEU/SEFPO, members, and staff cannot be held responsible for the accuracy or content of any minority report.
March 25-26, 2025 Executive Board Meeting – Hybrid Meeting
The following motion(s) carried at the March 25-26, 2025 Executive Board Meeting:
Regionals 2026
Whereas the OPSEU/SEFPO Convention opens on April 9th, 2026; and
Whereas Article 14.2 of the Constitution stipulates that the Regional Meetings are to happen not more than 30 days or less than 15 days before the opening of Convention;
Therefore be it resolved that OPSEU/SEFPO hold the 2026 Regional Meetings on Saturday, March 21, 2026.
The following indicated an intention to file a minority report:
- Sara Labelle – RVP, Region 3
The following minority reports were filed:
Sector 10 Bylaws: Article 8.1
Motion to adopt Article 8.1 of the proposed Sector 10 Bylaw Amendments.
The following indicated an intention to file a minority report:
- JP Hornick – President
The following minority reports were filed:
Sector 2 Bylaws: Article 8.5
Motion to adopt article 8.5 of the proposed Sector 2 Bylaw amendments.
The following indicated an intention to file a minority report:
- Jennifer Van Zetten – RVP, Region 1
The following minority reports were filed:
Sector 2 Bylaws: Article 9.1
Motion accept Article 9.1 of the proposed Sector 2 Bylaw amendments.
The following indicated an intention to file a minority report:
- Veronica Attard – EBM, Region 4
- JP Hornick – President
- Laurie Nancekivell – First Vice-President/Treasurer
The following minority reports were filed:
Sector 2 Bylaws: Article 12.3
Motion to Refer back to discuss and determine how to address this within the BPS All Chairs bylaws or terms of reference at the next BPS all Chairs meeting to come back to the Executive Board after discussion.
The following indicated an intention to file a minority report:
- JP Hornick – President
The following minority reports were filed:
2025 Negotiations Mobilizing Campaign Phase 1
Whereas the board has recognized the importance of public facing campaigns when our BPS Sector groups without the right to strike are in negotiations.
Whereas The board passed a new fund to support these units in sectors without the right to strike.
Whereas the HPD Sector 10 2025 Bargaining Team and Divex has met and discussed undertaking such a campaign for the 2025 round of bargaining.
Whereas under HILDAA retention and recruitment is one of the criteria an arbitrator must consider. Whereas hospitals are reporting shortages across the province.
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve a campaign to educate the public on the professions in the HPD what they do, and their critical importance to the health and well being of society and support our bargaining team.
The following indicated an intention to file a minority report:
- Veronica Attard – EBM, Region 4
- Robert Hampsey – EBM, Equity
The following minority reports were filed:
April 23, 2025 Executive Board Meeting – In Person Meeting
The following motion(s) carried at the April 23, 2025 Executive Board Meeting:
Timely Election of NDP Candidates
Whereas the Canadian Labour Congress was a founding organization of the NDP and OPSEU/SEFPO supports the NDP both provincially and federally; and
Whereas the NDP has important equity guidelines that promote the inclusion of equity seeking candidates in their candidate search processes; and
Whereas following through with the equity guidelines in place depends heavily on well-functioning Electoral District/Riding Associations; and
Whereas, as evidenced by the Ontario NDP’s failure to have candidates in place for even two-thirds of Ontario ridings three weeks before the 2025 provincial election, there are many Electoral District/Riding Associations that are not well-functioning; and
Whereas failing to give candidates time to grow our Party’s presence and their own presence is not a recipe for success for candidates who are equity seeking or otherwise; and
Whereas even NDP incumbent candidates with well-functioning Electoral District/Riding Associations are harmed by the NDP’s failure to establish candidates with a community presence in all areas of the province;
Therefore be it resolved that OPSEU/SEFPO will seek to have the NDP establish candidates in all ridings no later than six (6) months ahead of a known election date; and
Be it further resolved that in the event of a suspected early election and adhering to the six (6) month deadline is not possible, OPSEU/SEFPO will seek to have the NDP establish candidates in all ridings as soon as possible;
Be it further resolved that OPSEU/SEFPO will work with its labour allies to make these important changes to our Party’s processes.
The following indicated an intention to file a minority report:
· Veronica Attard – EBM, Region 4
· Meagan Christou – EBM, Region 5
The following minority reports were filed:
Overtime Utilization
Whereas overtime can not always be anticipated during the budgeting process; and
Whereas overtime may have a significant impact on current budget as it is not fully costed in the budgeting process; and
Whereas the Executive Board are fiduciaries of OPSEU/SEFPO and are able to make adjustments to current plans and budget allocation; and
Whereas overtime utilization may also provide useful information to better allocate resources for additional staff positions, if needed;
Therefore be it resolved that OT utilization will include roles, departments, hours of overtime worked, costs associated with OT, OT hours banked, by position number, shall be reported to the Executive Board on a quarterly basis by department.
The following indicated an intention to file a minority report:
· JP Hornick – President
· Laurie Nancekivell – First Vice-President/Treasurer
The following minority reports were filed:
Disclosure of Lease Amounts of Properties
Be it resolved that OPSEU/SEFPO makes the following property lease information available to the Executive Board prior to the next Executive Board meeting:
· The address and description of each property;
· The current lease amounts by square foot, maintenance fees, and
monthly total for each property;
· The terms and duration of each lease with expiry; and
· Any additional relevant financial obligations associated with each property.
The following indicated an intention to file a minority report:
· JP Hornick – President
· Laurie Nancekivell – First Vice-President/Treasurer
The following minority reports were filed:
Sector 18 Bargaining Conference and Lobby Day
Whereas Sector 18 Mental Health and Addictions has received an approval of $152,391.68 to facilitate the Hybrid Bargaining Conference and Lobby Day; and
Whereas Sector 18 has effectively organized and conducted Bargaining Conferences annually;
Whereas Sector 18 aims to ensure diverse representation and inclusivity for critical mental health and addiction bargaining issues that impact all local sectors.
Whereas in-person conferences are essential for fostering robust networking and engagement among members. These events allow individuals to engage in in-depth discussions, strategize collaboratively, and explore effective bargaining resources and strategies pertinent to their workplaces. By promoting such interactions, in-person conferences enhance the capacity of members to work together effectively toward shared goals;
Whereas physical presence of individuals and in-person interactions significantly diminish distractions, thereby enhancing engagement levels and promoting active participation. This direct communication facilitates a sense of community, providing valuable support and fostering discussions that benefit the mental health and well-being of participants. Additionally, this environment enhances focus and concentration, contributing to a more productive and enriching experience for all involved.
Whereas the sector is seeking one additional seat per bargaining unit as a designated equity seat ensuring underrepresented groups are included and have a voice in Bargaining discussions which are critical for addressing the diverse needs for all union members, and will help address the unique bargaining concerns faced by equity seeking groups;
Therefore be it resolved that OPSEU Executive Board approve the additional costs for an in-person support for 38 equity seats for black, racialized and indigenous members. This will provide essential training that ensures inclusive representation fostering learning to promote a safer workplace for all members of OPSEU/SEFPO Sector 18.
The following indicated an intention to file a minority report:
· Veronica Attard – EBM, Region 4
· Meagan Christou – EBM Region 5
· Peter Figliola – RVP, Region 2
· Aisha Jahangir – EBM, Region 2
· Kelly Martin – EBM, Region 3
· Mandi McNeil – EBM, Region 6
· Chrisy Tremblay – EBM, Region 4
· Jennifer Van Zetten – RVP, Region 1
The following minority reports were filed:
Peter Figliola – RVP, EBM, Region 2
My rationale for voting against this is it significantly increases the cost of the conference and the requested additional equity seats can be attained by utilizing the current allotment.
Aisha Jahangir – EBM, Region 2
I had voted against the request for additional funding to support 38 equity seats for black, racialized and indigenous members because I believe that equity and diversity can be attained by the existing approved members. The sector should consider means of having diverse voices attending with the existing processes.
May 21-22, 2025 Executive Board Meeting – EPoll Meeting
The following motion(s) carriedat the May 21-22, 2025 Executive Board Meeting:
Ice Storm
Whereas a highly destructive and otherwise consequential ice storm struck South Central Ontario at the end of March 2025;
Whereas the storm caused significant property damage and lengthy power outages for hundreds of thousands of Ontarians, prompting several jurisdictions to declare a state of emergency; and
Whereas OPSEU/SEFPO has a proud history of providing assistance to members facing hardship following consequential weather events.
Therefore be it resolved that from the contingency fund, OPSEU/SEFPO will allocate additional funding – amount in the attached proposal – to that any of the Regional Hardship Funds of affected regions in the amount of $0.50 per member in good standing and retired member Committees may access with a majority vote of the respective Committee members; and
Be it further resolved that the additional funding will only be used to provide hardship relief related to the March 2025 ice storm and any allocated funding not disbursed accordingly will be returned to the general fund at the end of 2025; Be it further resolved that the maximum hardship relief from the additional funding will be limited per member as identified in the attached proposal;
Be it further resolved that Regional Hardship Fund Committees that have already disbursed funds related to March 2025 ice storm hardship relief may seek reimbursement up to the per member limit for each disbursement from the additional funding; and Be it further resolved that the Regional Hardship Committees in the affected Regions will be advised of the defined purpose of the additional funding allocation and of the process to access it for disbursement.
The following indicated an intention to file a minority report:
- Veronica Attard – EBM, Region 4
The following minority reports were filed:
Veronica Attard – EBM, Region 4
While supporting members who were facing a natural disaster is always a challenge and is a good thing to do, from the questions asked there was no clear answer on how many people who be affected by this and if this can already be covered from the funds allocated to the Hardship fund.
No data or information was provided if the fund is current in need of additional funds or if it was even an ask from the committee. As this was unclear and unanswered , I could not support the resolution as written.
June 24-25, 2025 Executive Board Hybrid Meeting
The following motion(s) defeatedat the June 24-25, 2025 Executive Board Meeting:
Jewish Caucus Terms of Reference (cont.)
Whereas OPSEU/SEFPO is committed to equity, inclusion, and the active participation of equity-deserving groups within the union; and
Whereas Jewish members of OPSEU/SEFPO have come together to form the Jewish Caucus in order to provide a collective voice, support advocacy, and build community within the union; and
Whereas the Jewish Caucus has developed its inaugural Terms of Reference to outline its purpose, structure , and operational framework, in alignment with OPSEU/SEFPO’s equity principles and organizational values;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the Jewish Caucus’ first Terms of Reference as presented in the attached document.
The following indicated an intention to file a minority report:
- Arvelin, Ed – RVP, Region 7
- Brisson, Dan – EBM, Equity
- Goodacre, Carla – EBM, Region 1
- Labelle, Sara – RVP, Region 3
- Maszczakiewicz, Tara – RVP, Region 6
- McNeil, Mandi – EBM, Region 6
- Poirier, Vikki – EBM, Region 2
- Shaw, Melissa – RVP, Region 4
- Steinbrunner, Ken – EBM, Region 6
- Tremblay, Chrisy – EBM, Region 4
- Usher, Joel – EBM, Region 3
The following minority reports were filed:
Sara Labelle – RVP, EBM, Region 3
I voted in favour of the Jewish Caucus Terms of Reference as the Caucus had spent extensive time developing the terms that were presented to the Board. I believed the Caucus knew what their needs were and addressed them in the proposed TOR.
Melissa Shaw – RVP, EBM, Region 4
I am in favour of the first draft of the bylaws as the group has just formed and the bylaws can be reviewed and amended when the caucus has the ability to organize and network to expand the possibility of reaching all regions with Jewish members and amend the composition of the executive thereafter. I do believe it is good governance for groups to have bylaws to adhere to and refer to.
Joel Usher – EBM, Region 3
I voted in favour of the Jewish Caucus’ Terms of Reference and contrary to the prevailing side of the vote because, from the information provided by the Jewish Caucus’ Executive Board Member Liaison, I believed there was sufficient evidence of due diligence done by the democratically elected Caucus in determining their own Terms of Reference for the path ahead.
Healthcare of Ontario pension Plan (HOOPP) Trustee June 2025
Whereas Laura Dumoulin’s appointment as a trustee to the Healthcare of Ontario Pension Plan will end on June 30, 2025; and
Whereas Laura Dumoulin had written to the PLC to provide notice of their resignation from this position effective June 30, 2025; and
Whereas the OPSEU/SEFPO PLC solicited applicants from the OPSEU/SEFPO members participating in the HOOPP plan in May 2025; and
Whereas the PLC conducted a test and interview applicants interested in applying for the HOOPP Trustee role in May 2025; and
Whereas through this process, the PLC has identified a qualified and eligible member to fill this position effective July 1, 2025,;and
Whereas the PLC recommends the appointment of Sara Labelle to the position of Pension Trustee to the Healthcare of Ontario Pension Plan for a three (3) year term ending June 30, 2028l;
Therefore be it resolved that Sara Labelle be appointed as a pension trustee to Healthcare of Ontario Pension Plan (HOOPP) for the period of July 1, 2025 to June 30, 2028 provided Sara Labelle signs the Letter of Understanding provided by OPSEU/SEFPO.
The following indicated an intention to file a minority report:
- Arvelin, Ed – RVP, Region 7
- Figliola, Peter – RVP, Region 2
- Jahangir, Aisha – EBM, Region 2
- Shaw, Melissa – RVP, Region 4
- Steinbrunner, Ken – EBM, Region 6
- Usher, Joel – EBM, Region 3
The following minority reports were filed:
Joel Usher – EBM, Region 3
I voted in favour of the Sara Labelle becoming a HOOPP Trustee and contrary to the prevailing side of the vote for reasons that I am not able to discuss because this was an in-camera agenda item.
August 20-21, 2025 Executive Board Hybrid Meeting
The following motion(s) carried at the August 20-21, 2025 Executive Board Meeting:
Consent Agenda
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the OPSEU/SEFPO Executive Board Minutes of the June 24-25, 2025 Executive Board Meeting, the July 8, 2025 Executive Board Meeting EPoll, the July 23, 2025 Executive Board Meeting, and the August 6, 2025 Executive Board Meeting EPoll.
The following indicated an intention to file a minority report:
- Arvelin, Ed – RVP, Region 7
- Brisson, Dan – EBM, Equity
- Goodacre, Carla – EBM, Region 1
- Labelle, Sara – RVP, Region 3
- Maszczakiewicz, Tara – RVP, Region 6
- McNeil, Mandi – EBM, Region 6
- Poirier, Vikki – EBM, Region 2
- Shaw, Melissa – RVP, Region 4
- Steinbrunner, Ken – EBM, Region 6
- Tremblay, Chrisy – EBM, Region 4
- Usher, Joel – EBM, Region 3
The following minority reports were filed:
Tracey Ann Halkyard – EBM, Equity
I do not accept the minutes from the July 2025 meeting because the Board Corporate Secretary was not present. The role of the Corporate Secretary in ensuring that minutes and decisions are recorded correctly which makes their presence essential. The meeting was cancelled as the appointment numbers of EBM’s indicated they could not attend.
Robert Hampsey – EBM, Equity
I could not support the consent agenda, specifically the adoption of the July 23 “minutes.”
The meeting held on July 23 was not an actual board meeting.
The board meeting which had originally been scheduled for that date, was postponed by Chair when a significant number of Board Members reported not being able to attend. The Chair had determined quorum could not be established.
The meeting which did occur did not include the Corporate Secretary which means an unofficial roll-call was taken (and included folks who were also participating in meetings outside of this one). The Corporate Secretary also ensures the agenda and required information is circulated prior to the beginning of the meeting which allows attendees to be informed of the business at hand and invites member-observers to attend. This did not happen.
The Corporate Secretary is also the person responsible for recording the activity occurring within the meeting (the minutes) and helps ensure the required format is followed.
This meeting did not address any unfinished business, did not address any new business, and did not include any reports. In fact, it was stated the only reason this meeting was held (at cost to the members) was “to prove a point.”
This is not a responsible decision as fiduciaries, is an abuse of an executive board member’s power, and contrary to the oath of office all board members take.
JP Hornick – President
The July Executive Board meeting was cancelled due to issues with quorum. While a group of executive board members did gather, it was not an official meeting for a number of reasons. The Procedures Manual says the following:
2.6.5. Roll Call
The Secretary will call the roll at the beginning of the morning session and the beginning of the afternoon session of each day the Board is in session. (November 15, 1973 [B7])
The Corporate Secretary is a member of our Administrative Staff Union and is tasked with a host of specific responsibilities related to the Board. Members cannot do the work of staff members. If the Corporate Secretary is not present at a gathering of the Board, then she cannot call the roll. If the roll isn’t called, then Board is not in session. Therefore, there was no Board meeting in July.
The Procedures Manual also says:
2.6.6 Approval
At each scheduled Board meeting the previous minutes of the last Executive Board meeting will be approved.
When some of the Board members gathered online in July, they didn’t approve the minutes of the last meeting, which would suggest that even the people present did not regard it as an actual Board meeting. Further, those gathered did not follow the prescribed agenda set out in the OPSEU/SEFPO Procedures manual.
The July online meeting was an informal gathering of executive board members, and therefore, the notes taken at were not minutes and should not have been passed. The point was made that the Board would like to have a more formal process for the cancellation of Board meetings, which is a fair point.
I do have serious concerns, however, about this motion regarding the notes from the the meeting. It has the potential to set a precedent for any gathering of executive board members counting as a Board meeting if a majority of members are present. It also violates our ASU collective agreement, and is disrespectful of the role of the Corporate Secretary.
Laurie Nancekivell – First Vice-President/Treasurer
I voted against the motion to adopt the OPSEU/SEFPO Executive Board minutes for the following reason:
The motion, as carried, was out of order.
The motion, as originally moved, was in order. The original motion was to adopt the minutes from the following: the June 24-25, 2025 (Meeting), July 8, 2025 (EPoll), and August 6, 2025 (EPoll). I would have voted in favour of the original motion.
However, the amendment to the motion to add the minutes from the July 23, 2025 Executive Board meeting was out of order as the July 23, 2025 “Executive Board meeting” was not a duly constituted meeting of OPSEU/SEFPO’s Executive Board, which means that any “minutes” of the meeting are not properly Executive Board minutes.
As the amendment to the motion was out of order, I voted against the motion.
Laura Thompson – EBM, Region 5
I voted against the motion to adopt the minutes as amended given that the July Executive Board Meeting was canceled due to lack of quorum making whatever meeting that took place among members of the Board on July 23rd & 24th illegitimate. Furthermore, according
to the minutes provided the only matter discussed by those in attendance was whether they could go forward with a meeting under the Constitution & contained no proof that any matters pertinent to the issues impacting our members, our union or our movement were in any way discussed.
Jennifer Van Zetten – RVP, EBM, Region 1
As per the policies and procedures, and the constitution the Chair our President received regrets to the August Board with the amounts of regrets and the approval of absence. This included observers and the board being notified that the meeting was canceled due to quorum, the meeting proceeded and under the policies and procedures also leads to violations of our staff’s Collective agreement and grievance/s can be filed.
Administrative Lawyer
Whereas there have been concerns and reporting of fraudulent or misappropriation of subsidiary body funds in subsidiary bodies; and
Whereas subsidiary body Bylaws and practices may not be in compliance with OPSEU Constitution;
Be it resolved that an administrative lawyer to opine on the subsidiary relationship between subsidiary bodies and OPSEU/SEFPO; and
Be it further resolved that OPSEU/SEFPO will attain this from an independent administrative lawyer to opine on the Ontario Not-For-Profit Corporations Act Constitution, policies and procedures and resolutions for the Board to understand its jurisdiction and authority over subsidiary bodies and it powers to act on matters affecting subsidiary bodies or intervening in subsidiary body matters that impact our members and cause risk to the organization;
Be it further resolved that the selection of the administrative lawyer that is currently on retainer will be undertaken by the Officers by September 2025. The report to be delivered to the entire OPSEU/SEFPO board no later than December 2025.
The following indicated an intention to file a minority report:
• Halkyard, Tracey Ann – EBM, Equity
• Hornick, JP – President
• Houlder, Coleen – RVP, Region 5
• Nancekivell, Laurie – First Vice-President/Treasurer
• Thompson, Laura – EBM, Region 5
• Van Zetten, Jennifer – RVP, Region 1
The following minority reports were filed:
Tracey Ann Halkyard – EBM, Equity
There is no reason to spend members’ money in extra legal fees without a valid reason to do so. We should make use of OPSEU/SEFPO legal staff unless said staff informs the Board that they cannot perform requested duties due to a conflict of interest or similar.
JP Hornick – President
I was opposed to this motion because it proposes paying an outside lawyer thousands of dollars to do work that falls clearly within the responsibilities of our OPSEU/SEFPO General Counsel. If an opinion is required along the lines suggested, it can certainly be provided by asking our General Counsel who is literally our in-house expert on our Constitution.
Further, this motion identifies a problem – financial malfeasance – and proposes a new lawyer as a solution. The solution is not a new lawyer; it is to use the tools in the Constitution to sanction bad actors and, if necessary, to put locals who abuse members’ dues into trusteeship. Further, in its original form, the motion would have given the Governance Ad Hoc Committee hiring powers that, under the Constitution, are the President’s responsibility.
Laurie Nancekivell – First Vice-President/Treasurer
I voted against the administrative lawyer motion for the following reason:
The motion sought to have OPSEU/SEFPO retain an administrative lawyer to opine on the subsidiary relationship between subsidiary bodies and OPSEU/SEFPO.
t is not necessary to retain a lawyer to provide OPSEU/SEFPO with a legal opinion on this issue as the opinion can and ought to be provided by OPSEU/SEFPO’s General Counsel.
OPSEU/SEFPO’s General Counsel, as a function of their position, is very familiar with the Ontario Not-For-Profit-Corporations Act, OPSEU/SEFPO’s Constitution, and OPSEU/SEFPO’s policies, procedures, and resolutions. The legal opinion sought will arise out of an analysis of the legislation, Constitution, policies, procedures, and resolutions, and therefore should be provided by OPSEU/SEFPO’s General Counsel. In addition, as OPSEU/SEFPO’s General Counsel is competent and well-placed to provide this legal opinion, the retention of an “independent” administrative lawyer creates unnecessary additional cost to OPSEU/SEFPO, so is not financially prudent.
As this motion causes OPSEU/SEFPO to be required to retain an “independent” lawyer, at additional financial cost, when its General Counsel is able to provide the desired legal opinion, I voted against it.
Jennifer Van Zetten – RVP, EBM, Region 1
I don’t believe that the board or the officers have the authority over the subsidiary bodies in Locals and that not only is this in my perspective the work of OPSEU SEFPO staff and can be done if we had fiduciary concerns that govern the Locals the Audit committee has the right to legal council to offer expertise and advice to assist any and all risk that it may cause to the organization.
Antisemitism Training
Therefore be it resolved that the Executive Board shall receive antisemitism training by December 2025, with the selection of trainers and the format of training to be decided following meaningful consultation with the Jewish caucus.
The following indicated an intention to file a minority report:
• Dr. Garvey, Crystal – Equity Vice President
• Halkyard, Tracey Ann – EBM, Equity
• Hampsey, Robert – EBM, Equity
• Hornick, JP – President
• Houlder, Coleen – RVP, Region 5
• Nancekivell, Laurie – First Vice-President/Treasurer
• Rego, Christine – EBM, Equity
• Thompson, Laura – EBM, Region 5
• Van Zetten, Jennifer – RVP, Region 1
The following minority reports were filed:
Laura Thompson – EBM, Region 5
My opposition to this motion is due to the training as proposed risks conflating antisemitism with expressing solidarity with the people of Palestine & opposition to the actions of the Israeli government. Currently we are seeing white supremacists & white nationalists misrepresent antisemitism in this manner so that they can further antisemitism, Islamophobia, and racism, in ways that present a real harm to our members & our movement. With this in mind while our commitment to dismantling antisemitism needs to remain steadfast I am deeply concerned that the training as proposed will only distract from the real working of ending hate within our union.
September 23-24, 2025 – Executive Board Hybrid Meeting
The following motion(s) carried at the September 23-24, 2025 Executive Board Meeting:
Corrections Rally Non Right To Strike Fund Request
Whereas the Corrections Bargaining team has continued to bring forward well researched,
comprehensive proposals — solutions based on facts, frontline
experience, and mutual interest. The Bargaining team has shown flexibility and
willingness to collaborate. But the Employer remains positional, inflexible, and
unwilling to show even a shred of creativity in solving their own staffing crisis in a
way that benefits both parties; and
Whereas since November 2024 the Corrections mobilizers have been connecting
with members across the province to provide information on the bargaining process
and promoting solidarity throughout the division; and
Whereas the issues faced by the Corrections Division of overcrowding, workloads,
and understaffing effect the province, it is vital that OPSEU SEFPO members stand
in solidarity. These issues also have an adverse effect on many other sectors and
divisions within OPSEU SEFPO; and
Whereas a rally for the Corrections Division organized by the Corrections Mobilizers
took place on Wednesday July 9th, 2025, outside the Sheraton Centre Downtown
Toronto;
Therefore be it resolved that all expenses (Buses, flights, hotels, meals, mileage
for attendees, etc) related to the rally be taken from the Non-Right to Strike Fund;
and
Be it further resolved that the Regional Vice Presidents confirm those in
attendance from their respective regions;
Be it further resolved that all associated costs including costs that members may
have incurred, be reimbursed as per OPS policy including to the individual or the
Regional PUA funds as applicable.
Be it further resolved that all costs reimbursed will be for members that fall into the
Non-Right to Strike Fund.
The following indicated an intention to file a minority report:
- Melissa Shaw – RVP, Region 4
The following minority reports were filed:
Melissa Shaw – RVP, Region 4
The Corrections Rally was held in Toronto at the Sheraton and the request for compensation came after the event was over. Region 4 had paid for a bus at a cost of almost $7,000 and as such I had a vested interest in seeing this motion pass. When the motion was amended to exclude anyone who does not fall within the Non Right to Strike fund. (NRTSF) sectors, I was concerned. I did not personally know every member at the rally and no one in the board meeting could confirm if we had any members attending the rally who fell outside the NRTSF. At a time when we are trying to re energize the labour movement and have members support other members from across sectors within OPSEU/SEFPO and we had members from region 4 who drove themselves to the rally to support the corrections division, as such I could NOT vote in favour of a motion that may exclude members who came to support this rally.
EBM Emails
Whereas each Executive Board Member (EBM) represents a large number of members; and Whereas EBMs are Directors of OPSEU/SEFPO; and Whereas the Board is OPSEU/SEFPO’s highest governing body between conventions; and Whereas EBMs receive concerns of members regularly and attempt to find resolutions to concerns of the members in a timely manner; and Whereas EBMs need to gather information to make informed decisions; and Whereas the EBMs request information from the President and First Vice President- Treasurer, often without a response; Therefore be it resolved that the President and/or First Vice President-Treasurer or their designees will respond in a fulsome manner to EBM emails within 5 business days.
The following indicated an intention to file a minority report:
• Anozie, Nicole – EBM, Equity
• Attard, Veronica – EBM, Region 4
• Halkyard, Tracey Ann – EBM, Equity
• Hampsey, Robert – EBM, Equity
• Hornick, JP – President
• Houlder, Coleen – RVP, Region 5
• Nancekivell, Laurie – First Vice-President/Treasurer
• Thompson, Laura – EBM, Region 5
• Van Zetten, Jennifer – RVP, Region 1
The following minority reports were filed:
Nicole Anozie – EBM, Equity
I voted against this motion because I find “fulsome manner” to be subjective to the receiver(s) of said response. If this motion had requested “the response be within 5 business days”, I would have voted in favour, as that is more of a feasible timeline to expect a response from the President and First Vice President Treasurer.
I disagree with putting such a subjective timeline into policy.
Veronica Attard – EBM, Region 4
Having 5 days for a fulsome response may not be feasible depending on the subject and work required.
Some of the items asked are unclear. For this reason , I cannot support the motion as written.
JP Hornick – President
While on it’s surface this seems like a reasonable resolve, I voted against this motion because it rests on a number of problematic assertions. EBMs are provided responses from the President’s office in a number of ways, including at Board meetings and through staff in my office or the Administrators as relevant.
Gathering all pertinent information in answer to questions that are often vaguely worded or unclear can take significant staff time and resources. Many EBM questions require investigation to 1) clarify intent; 2) establish facts; 3) review existing policy, procedures, or past practice; and 4) make judgments on how facts and policy should be interpreted, taking into consideration the implications of every decision. With respect to reviewing facts, this often requires reaching out to staff or external experts who may be engaged in any number of activities, including supporting members on picket lines, in negotiations, in arbitration hearings, or they may be on vacation or other leave. With respect to policy, policy is not always clear.
Further, while EBM correspondence is one aspect of the role of the President’s office and First Vice-President Treasurer’s office, both offices need to be able to set priorities and meet the needs of any given moment. This motion significantly restricts that ability. It also presumes that emails from EBMs are both a higher priority than any other work that may be underway, including emergencies from sectors, divisions, Locals, or members, which I believe is not acceptable in a bottom-up organizing union.
Every effort is made to respond to EBM emails as soon as possible, but under the Constitution, the President and First Vice-President Treasurer are responsible for day-to-day operations, and handling those day-to-day operations demands that both officers have the discretion and flexibility to set priorities.
Laurie Nancekivell – First Vice-President/Treasurer
I voted against the motion requiring the President and/or First Vice-President/Treasurer (or designees) to respond to EBM emails within five (5) business days for the following reason:
There are a significant number of emails that come to both the President and FVPT’s office in the regular course.
In the FVPT’s office, these emails are triaged and prioritized for response in order of urgency. We try to respond to them as quickly as possible, and usually this means a substantive response within a few days to a week.
The “FVP Office” email inbox receives thousands of emails each month. This number increased to almost double after some Executive Board Members encouraged members to write directly to the FVPT’s office to address expense claim issues during the cybersecurity incident period. This clearly delays the ability to respond to all emails within these timelines.
Given this high volume of emails, and considering the current staff complement, it is unreasonable to require a five (5) day turnaround for a fulsome response to each email from an EBM.
Laura Thompson – EBM, Region 5
My reason for voting against this motion is that requiring the President and First Vice President-Treasurer or their designee to “respond in fulsome manner to EBM emails within 5 business days” will result in expediency being prioritized over accuracy in providing said response. In addition, any details on what would be considered an appropriate response is absent as the phrase “fulsome manner ” is vague & highly subjective.
NUPGE Consultations
Whereas OPSEU/SEFPO participates in the NUPGE Executive Board which includes voting on motions that directly impact OPSEU/SEFPO members; and
Whereas there have been significant delays in providing key information to sector/division leaders on decisions made by the NUPGE Executive Board, for example the recent changes to the ‘NUPGE Working Session for Correctional Officers and Youth Facility Officers’; and
Whereas these delays have significantly impacted the ability for sectors/divisions to appropriately plan;
Therefore be it resolved that the OPSEU/SEFPO President’s Office shall notify and consult with sector leaders of any motions being discussed at the NUPGE Executive Board when the agenda is released, prior to any NUPGE Executive Board meetings; and
Be it further it resolved that in the event that a last minute or emergency motion is tabled at the NUPGE Executive Board, that the OPSEU/SEFPO President’s Office will make every effort to consult with the impacted Sector/ Division Chair(s) prior to a vote on the motion;
Be it Further resolved that the OPSEU/SEFPO President’s Office shall advise Sector/Division Chair(s) impacted by NUPGE Executive Board motions or decisions in writing within 7 days of the meeting.
The following indicated an intention to file a minority report:
• Attard, Veronica – EBM, Region 4
The following minority reports were filed:
Veronica Attard – EBM, Region 4
Having sometimes no notice if an agenda that is amended the morning of, makes it impossible for the 2 OPSEU delegates of that body to notify members. It is unattainable.
Therefore be it resolved thatthe recommendation from the Resolutions Committee found in the Resolutions Committee Report for the Executive Board May 2025 be adopted as amended.
The following indicated an intention to file a minority report:
• Figliola, Peter – RVP, EBM, Region 2
• Maszczakiewicz, Tara – RVP, EBM, Region 6
The following minority reports were filed:
October 21-22, 2025 – Executive Board Hybrid Meeting
The following motion(s) carried at the October 21-22, 2025 Budget
Executive Board Meeting:
Local Composition 257 and 283
Whereas a review has been conducted of bargaining-unit assignments in Local 257 and Local 283; and
Whereas Local 257 – Halton District School Board (BU: 10548) held a General
Membership Meeting on October 24, 2024 and passed a resolution endorsing the
amalgamation with Local 283; and
Whereas Local 283 held a General Membership Meeting on April 23, 2025 and passed
a resolution endorsing the acceptance of the Local 257 – Halton District School Board
(BU: 10548) bargaining unit into Local 283; and
Whereas the Local composition has been duly discussed at a General Membership
Meeting with quorum with each respective Local; and
Whereas the purpose of the above exercise is to permit improved alignment of working
conditions and common employers and workplace settings; and
Whereas The Executive Officers have unanimously voted in favour of this
merger motion;
Therefore be it resolved that the OPSEU/SEFPO Executive Board authorize the
following:
Effective November 1st, 2025, Local 257 – Halton District School Board, bargaining-unit # 10548, shall be transferred to Local 283 and Local 257 be declared dissolved.
The following indicated an intention to file a minority report:
- Martin, Kelly – EBM Region 3
The following minority reports were filed:
The following motion(s) defeated at the October 21-22, 2025 Budget
Executive Board Meeting:
Team Future Forward OFL Endorsement
Therefore be it resolved that the OPSEU/SEFPO Executive Board endorse
Team Future Forward and support the election of Laura Walton, Jackie Taylor,
and Donna St. Louis as President, Executive Vice-President, and Secretary-
Treasurer, respectively, of the Ontario Federation of Labour.
The following indicated an intention to file a minority report:
- Hampsey, Robert – EBM, Equity
- Hornick, JP – President
- Houlder, Coleen – RVP, Region 5
- Nancekivell, Laurie – First Vice-President/Treasurer
The following minority reports were filed:
November 26-28, 2025 – Executive Board In Person Meeting
The following motion(s) carried at the November 26-28, 2025 Budget
Executive Board Meeting:
Motion that orders are from 10:45a.m. until 2:00p.m. on Wednesday, November 26,
2025 and that orders of the day are extended from 5:00p.m. until 7:00p.m. on
Thursday, November 27, 2025 if necessary in order to support the Central West
Specialized Developmental Services – Local 249 Picket line.
The following indicated an intention to file a minority report:
- Attard, Veronica – EBM Region 4
- Dr. Garvey, Crystal – Equity Vice President
- Halkyard, Tracey Ann – EBM, Equity
- Hornick, JP – President
- Houlder, Coleen – RVP, EBM Region 5
- Maszczakiewicz, Tara – RVP, EBM Region 6
- McNeil, Mandi – EBM, Region 6
- Nancekivell, Laurie – First Vice-President/Treasurer
- Thompson, Laura – EBM, Region 5
- Van Zetten, Jennifer – RVP, Region 1
The following minority reports were filed:
Veronica Attard – EBM, Region 4
While it is important to support locals on strike, the board had added an extra day to make sure budget was discussed and debated.
Arrangements could have been made for people to attend before board started or the day before.
JP Hornick – President
The Executive Board had previously added days to both the Executive Committee and Executive Board budget meetings to ensure that Board members had enough time to fully consider and discuss the proposals brought before us.
Further, the Local President for L249, the unit that is out on strike, had written in to request that the Board attend the picket line on Friday, November 28, following the close of budget deliberations, when the Local hoped to have our support at another event they were planning that Friday. I strongly believe that the wishes of the Local on strike should guide our actions as a Board.
The travel to and from the site, along with attendance at the rally on November 26 was not the preferred date for the Local, and created a 4 hour gap on the first day of our budget discussions, which seemed contrary to the point of adding an extra day to the budget process. Each additional day of a Board meeting costs significant money to our members. Further, several Board members indicated that there are accessibility barriers created for them in relation to extending orders of the day, or to changing the agenda last minute in terms of child care, physical needs, and accessibility supports.
So for accessibility reasons, financial responsibility concerns, and to honour the request of the Local itself, I voted against this change.
Laurie Nancekivell – First Vice-President/Treasurer
I voted against the orders change motion for the following reason:
The motion sought to amend the November Board Budget meeting agenda so that the Executive Board Members could travel to Oakville in the middle of the day to support the strike of the Central West Specialized Developmental Services – Local 249. While providing support to the members on the strike line is certainly something that I support and agree we all should do, it was at the expense of an important Board meeting where our budget was being considered, and did not consider the childcare, elder care, medical appointments or disability needs of fellow Executive Board members.
The Executive Board meeting scheduled for November 2025 was three days long to provide enough time to appropriately consider the important proposals presented by members, sectors, divisions, ministries etc. It’s important to remember that when the 2025 schedule was originally proposed the November 2025 meeting was proposed to be scheduled for only 2 days. However, the Executive Board felt the meeting was important enough to schedule a third day to give the proposals due consideration.
While a strike by members absolutely needs regular, ongoing support by all members of OPSEU/SEFPO and the broader community, there are 27 other days of November that Executive Board Members could attend the picket line and show their support.
Further, this change did not take the needs of those with different care needs, disabilities or medical appointments into consideration. When considering motions, it’s important to think about the impact the decisions made by the Board has on those with different life experiences and without some of the privileges we may enjoy.
Since this motion didn’t consider the serious nature of the meeting, nor the different needs of many Board Members I voted against it.
Laura Thompson – EBM, Region 5
I voted against making changes to the orders of the day as our priority needed to be our fiduciary responsibilities as members of the Executive Board to focus on a budget for 2026 that sincerely considers the proposals put forward by members while being fiscally responsible. While we all want to do everything possible to support Local 249 in their fight against a vicious employer, we were invited to join the picket line on Friday once business was completed. This Local told us what help was helpful to them & that should have been respected. This along with the need to attend to the business that members expect the governing body of their Union to prioritize as part of their obligations is why I voted against this motion.
Jennifer Van Zetten – RVP, Region 1
I voted against, as the board received an email from the Local President asking the board to attend Friday Afternoon after the board had finished OPSEU SEFPO Budget. Not only did I disagree with extending breaks and lunch however respect
the Observers in the room and online to observe the board, I also knew extending into the evening was not in my ability due too commitments within the region and accommodations in which need to be universally applied across the board . I was happy to attend the picket line as I have multiple times.
Therefore be it resolved that the OPSEU/SEFPO Executive Board adopt the 2026
OPSEU/SEFPO Budget as amended.
The following indicated an intention to file a minority report:
- Heath, Kaylee – EBM, Equity
- Usher, Joel – EBM, Region 3
The following minority reports were filed:
Kaylee Heath – EBM, Equity
I voted against adopting the OPSEU/SEFPO Budget as amended, as there is never enough time to discuss all items. There were budget proposals moved into the budget that I had voted against and proposals moved into the budget by officers that would benefit from amending. I was also still on the speakers list for an item that is important to the work of the Provincial Young Workers Committee – the International Youth Day budget proposal.
Joel Usher – EBM, Region 3
I am not in solidarity with the decision of the Board on this motion because:
● A flawed and unconstitutional process was followed. Article 17.7 of the OPSEU/SEFPO Constitution provides the following on one of the roles of the Executive Committee (aka the Officers of the Union / aka the President, First Vice President-Treasurer, the 7 Regional Vice Presidents, and the Equity Vice President):
○ “The Committee shall act as a staffing review committee to assist the President in determining the number and classifications of staff to be hired. The Committee shall not exercise any authority to hire or fire any personnel.”
● The Executive Committee was not involved in any communication with the President in determining the number and classifications of staff to be hired.
● Despite the lack of constitutionally required consultation, the core budget document incorporated all the staffing requests from OPSEU/SEFPO administrators (upper management).
● While the staffing proposals were automatically included in the core budget document, each of the proposals from member activist subsidiary bodies (i.e. Sectors/Divisions/Ministries/Committees/Councils) had to be individually moved, seconded, and carried as amendments to be moved into the core budget document.
● The member leadership from OPSEU/SEFPO subsidiary bodies that submitted budget proposals were required to present their case in writing – in a very specific way – and, if desired, prioritize their proposals (see addendum below). ○ The Staff administrators had no such requirement.
● This process being permitted was a significant departure from the long established tradition of OPSEU/SEFPO being a member driven union and a glaring sign that management Staff are the ones making some of the union’s primary organisational decisions.
● For me, this was a critical flaw in this year’s budget process. ○ Just as shop stewards swear an oath to do so (article 29.9.2), Executive Board Members swear an oath to “uphold and obey the Constitution” (article 14.7.2).
○ Additionally, every member of OPSEU/SEFPO is required to sign a declaration promising to “uphold and obey the Constitution”.
○ Further, article 16.2.1 clearly indicates that one of the primary responsibilities of Executive Board Members is to “uphold and enforce the provisions of this Constitution”.
● The departure from the article 17.7 Executive Committee consultation requirement was identified during the core budget presentation to the full Executive Board on November 10th but the flawed and unconstitutional process was not corrected.
Addendum:
Budget Proposal Development
Questions to ask yourself:
● What does your division want to achieve in 2026?
● What actions, events, and campaigns will get you there?
● What support do you need to make it happen?
Timeline:
● August – September: Member groups meet to discuss goals and develop activities, events, campaigns to support these goals
● september 26 – Deadline to provide ALL information to staff for proposals
● September – October 9 – Proposals are input into budget templates ○ Staff will discuss questions and concerns with groups
● October 9 – Staff will provide you with the draft budget proposals for your committee/caucus to review
● october 14 – Deadline to provide feedback to staff on the proposals
● November 13 & 25 – Executive Committee budget meetings
● November 26 – 28 Executive Board Member meeting for budget development
● Convention 2026 – April 9-11
What does your budget proposal need:
1. Name of the proposal.
2. The length and proposed dates of the event, activity, meeting, campaign. a. If it is more than 1 day event, how many meetings etc. are required?
b. Will this be virtual, hybrid or in person?
3. Number of members attending
4. If this event is in person or hybrid – where will this take place? a. Will external meeting rooms be required?
5. Will there be any Professional Services required, such as audio-visual equipment, microphones, professional presenters etc.?
6. Rationale – This should be written by you and your committee/caucus or division/sector. This is your opportunity to speak to the Executive Board members.
This should provide all the information the Executive Board members will need to know when deciding on whether your proposal(s) should be included in the 2026 draft budget. You’ll want to include the following: a. Why do you believe this proposal should be incorporated into the budget?
b. What strategic goal will it support?
c. How does it move your group or the union forward?
Remember:
1. You don’t need to make proposals for things that are incorporated by policy.
2. If you want to rank proposals, ensure this information is provided to your assigned staff.
3. Should you have questions or concerns that your assigned staff can’t address contact Laurie Nancekivell at [email protected] and copy [email protected].
December 9-10, 2025 – Executive Board Hybrid Meeting
The following motion(s) carried at the December 9-10, 2025 Budget
Executive Board Meeting:
Irregular, Seasonal, and Precarious/Casual Members as Mobilizers
Whereas irregularly employed, seasonal, and precarious/casual members may
be overlooked for release mobilizer positions on account of an employment period
that has ended or will be ending;
Whereas those same members could be ideal candidates for mobilizer positions
because of their unique attachment to their workplaces and their relationships
with other irregularly employed peers; and
Whereas, to date, OPSEU/SEFPO has addressed irregular, seasonal, and
precarious/casual employment situations through changes to the Constitution and
changes to policy re: educational training and bargaining team participation;
Therefore be it resolved that, OPSEU/SEFPO continue to attempt to work with
member mobilizers’ employers to have them cover the wages of members in good
standing who are seasonal employees on seasonal layoff and/or
precarious/casual employees, to be reimbursed by OPSEU/SEFPO; and
Be it further resolved that that where employers are unwilling to cover the
wages of these members in good standing, OPSEU/SEFPO shall pay these lost
wages directly to the members; and
Be it further resolved that the compensation received by members in good
standing will be consistent with the compensation they were receiving when their
employer last deducted OPSEU/SEFPO dues from their pay; and
Be it further resolved that OPSEU/SEFPO Policy 4.2.11 (“Expense Claims –
Wage Claims; Wage Claims) shall be amended as follows:
Where non-full-time employees who are members in good standing, including
seasonal employees or precarious/casual employees, do work for the union
for collective bargaining purposes (bargaining, caucus, mobilization) or for
Convention, the union will request that employers cover their wages as though
they had been scheduled to work on those days.
Where employers refuse (or the agreement with the employer would normally
involve the union reimbursing the employer for the wages), the union will
reimburse the wages of non-full-time employees for days off for bargaining
purposes or for Convention as if they had been scheduled to work on the day in
question.
Claims for lost wages must be accompanied by supporting documentation to
confirm the details of time off without pay.
The following indicated an intention to file a minority report:
- Anozie, Nicole – EBM, Equity
- Attard, Veronica – EBM, Region 4
- Shaw, Melissa – RVP, Region 4
- Van Zetten, Jennifer – RVP, Region 1
The following minority reports were filed:
Veronica Attard – EBM, Region 4
When presented to board, rationale was not been able to be given on questions
asked on implementation of this. While I whole heartedly support precarious
workers, I could not support the motion as presented.
Resolution K3
Whereas the PHRC had a recommended resolution (K3) to have their Conference in
Year 2 of their terms, and
Whereas the amendment in the minutes does not accurately reflect the adoption of
K3;
Therefore be it resolved that the Executive Board adopt the PHRC
recommendation from K3 that states the Provincial Human Rights Committee
Conference take place on year two of three of elections to allow for new members to
receive training, gather experience, and participate in a budget process to get a
better understanding of the needs of members before hosting a conference.
The following indicated an intention to file a minority report:
- Attard, Veronica – EBM, Region 4
The following minority reports were filed:
Veronica Attard – EBM, Region 4
This motion as written limits the Committee to when to have their conference.
Nothing is set in stone, If year 2 doesn’t work- what is the option? As it limits the
committee on choice, I am against this motion.
Proposed Schedule of 2026 OPSEU/SEFPO Executive Board and Executive Committee Meetings
Therefore be it resolved that the OPSEU/SEFPO Executive Board approved the
schedule of 2026 OPSEU/SEFPO Executive Board and Executive Committee
Meetings as presented in the attached document.
The following dates were added:
February 12, 2026 virtual (Officers)
February 17-18, 2026 full day virtual Unfinished Business, New Business, and Business Arising only
May 28, 2026 full day
July 28-29, 2026 full days virtual Unfinished Business, New Business, and Business Arising only
August 25-26, 2026 full day virtual Unfinished Business, New Business, and Business Arising only
November 26, 2026 full day
The following indicated an intention to file a minority report:
- Attard, Veronica – EBM, Region 4
- Garvey, Dr. Crystal – Equity Vice-President
- Halkyard, Tracey Ann – EBM, Equity
- Hampsey, Robert – EBM, Equity
- Hornick, JP – President
- Houlder, Coleen – RVP, Region 5
- Maszczakiewicz, Tara – RVP, Region 6
- Nancekivell, Laurie – First Vice-President/Treasurer
- Smith, Erin – EBM, Region 7
- Thompson, Laura – EBM, Region 5
- Van Zetten, Jennifer – RVP, Region 1
The following minority reports were filed:
Veronica Attard – EBM, Region 4
The proposed motion has an additional significant cost as well as having the executive meet every month. This proposal also has nothing attached to have more productive meetings. For that reason, I am against.
Robert Hampsey – EBM, Equity
The dates seemed excessive and somewhat arbitrary. Only after the motion was referred to the President’s Office were dates reviewed for conflicts and alternate dates provided. The additional meetings were not costed when presented to the Board. Later, the costing was determined by the FVP/Treasure’s office and there is a significant cost to these additional meetings. Some board members stated it was easier to cancel a meeting than to try and fit into their already packed schedule. However, when members previously indicated they were not able to make a meeting, and the Chair informed the Board the meeting was cancelled, those same
members conducted their own meeting to “prove a point.”
In contrast, there have been several meetings, including a Board retreat and
numerous emergency meetings, that Board members were able to add to their
already packed schedule.
Jennifer Van Zetten – RVP, Region 1
I don’t believe we needed extra monthly meetings and would like us to really look at the root of the issue our consitution is clear and if we want to ammend the constution to allow for more regular meetings I humble ask that this hit convention floor and all members can vote, we also have in the consitution a mechanism in which we can hold special/ emergency meetings as we are elected members either Regionally or Provincially .
Donation for Cyclone Relief in South East Asia
Whereas the frequency of hurricanes, cyclones and other similar disasters are
becoming increasingly common, are directly linked to the global climate change
emergency and pose urgent threats to human life, infrastructure and ecosystems; and
Whereas three cyclones hit simultaneously across nations in Southeast Asia in early
December and, as of the date of writing, over 1,300 people have been killed, hundreds
missing and millions displaced; and,
Whereas OPSEU/SEFPO has committed to promoting education and action to avoid
climate disaster (see OPSEU/SEFPO Policy Manual 1.1.9 – Peace, Environment and
Poverty passed in 1989); and,
Whereas this same policy commits OPSEU/SEFPO to acting to make the world “free of poverty”;
Therefore be it resolved that OPSEU/SEFPO will donate to the International
Organization for Migration (IOM) as detailed in the Budget Proposal, as IOM provides
aid and relief to the those impacted by Cyclones Ditwah and Senyar.
The following indicated an intention to file a minority report:
- Figliola, Peter – RVP, Region 2
- Heath, Kaylee – EBM, Equity
- Martin, Kelly – EBM, Region 3
- Maszczakiewicz, Tara – RVP, Region 6
- McNeil, Mandi – EBM, Region 6
- Shaw, Melissa – RVP, Region 4
- Tsubouchi, Jody – EBM, Region 7
The following minority reports were filed:
Kaylee Heath – EBM, Equity
I agree with the principals of this motion. I voted against as the policy cited in the
motivation of this motion is outdated and based on the 1990’s. I also do not see where it fits in with OPSEU’s strategic plan goals.
Donation for Hurricane Melissa Relief
Whereas the climate change emergency continues to worsen causing more
catastrophic storms, displacing thousands of individuals, devastating communities
and killing thousands; and
Whereas Hurricane Melissa hit the island of Jamaica on October 28 killing 45
people, displacing 30,000 households, devastating the island’s agriculture, and
flattening much of the western part of the island; and,
Whereas the Hurricane continued to carve a path through the Caribbean, hitting
Haiti, where it killed 43 individuals; and
Whereas OPSEU/SEFPO has committed to promoting education and action to avoid
climate disaster (see OPSEU/SEFPO Policy Manual 1.1.9 – Peace, Environment
and Poverty passed in 1989); and
Whereas this same policy commits OPSEU/SEFPO to acting to make the world
“free of poverty”;
Therefore be it resolved that OPSEU/SEFPO, and in consultation with CoRW and
the PHRC as detailed in the budget proposal will donate to hurricane Melissa relief.
The following indicated an intention to file a minority report:
- Figliola, Peter – RVP, Region 2
The following minority reports were filed:
Education Centre (Dorset)
Therefore be it resolved that the OPSEU/SEFPO Executive Board sign-back the offer on the OPSEU/SEFPO property located at 20130 Highway 35, Dorset, Ontario (“Education Centre”), with the addition of clauses drafted by OPSEU/SEFPO’s real estate lawyer to protect OPSEU/SEFPO’s
interests.
The following indicated an intention to file a minority report:
- Jahangir, Aisha – EBM, Region 2
- Labelle, Sara – RVP, Region 3
The following minority reports were filed:
Aisha Jahangir – EBM, Region 2
Therefore be it resolved that the OPSEU/SEFPO executive board sign-back the offer on the OPSEU/SEFPO property located at 20130 Highway 35, Dorset, Ontario (“Education Centre”) with the addition of clauses drafted by OPSEU/SEFPO’s real estate lawyer to protect OPSEU/SEFPO’s interests.
I voted against because in the absence of reviewing what in fact was going to be
part of the entire sales agreement and what were those exact clauses suggested by the real estate lawyer, I felt the motion was not complete and wasn’t entirely
satisfied. In the absence of information that I felt was important, including
understanding and having discussion, I couldn’t support the motion.
My hope is that the entire sales agreement is reviewed with the board prior to
signing before I can support such motion.
Sara Labelle – RVP, Region 3
I voted against the approval of the sale of the property as the Company that had
submitted an offer is a company that has renovated properties for the purposes of renting the properties to private healthcare entities and facilities, in particular private Diagnostic Imaging clinics. As a union who represents thousands of public healthcare workers, that fights against privatization of healthcare and who
represents thousands of Diagnostic Imaging professionals, I voted against the offer to sell to a Corporation that builds private clinics.
Board Equity Committee Terms of Reference
Whereas OPSEU/SEFPO has set an aim and purpose for the Board Equity Committee
(BEC) within the Union’s constitution; and
Whereas the BEC is responsible for developing any amendments to their Terms of
Reference as outlined in section 3.2.;
Therefore be it resolved that the OPSEU/SEFPO Executive Board approve the revised
Terms of Reference as amended by the BEC at their November 22, 2025 meeting in the attached document.
*Article 5.2 was amended to:
“In order to be eligible to participate in the selection process, a member must submit a
completed Participation Form to self identify with the equity-deserving group(s) with
which they will participate, and to provide contact and other information. Neither the BEC nor OPSUE/SEFPO will verify or question a member’s self identification with the equity deserving groups.”
*Article 5.4 was amended to:
“Any OPSEU/SEFPO member in good standing who self identifies as a member of one
or more of the seven equity deserving groups may apply to be considered for an Equity position on the Executive Board, regardless of whether they are a Participant in the selection process or unless they are member of the BEC. Neither the BEC nor
OPSEU/SEFPO will verify or question a member’s self identification with the equity
deserving groups.”
The following indicated an intention to file a minority report:
- Attard, Veronice – EBM, Region 4
- Van Zetten, Jennifer – RVP, Region 1
The following minority reports were filed:
Jennifer Van Zetten – RVP, Region 1
Unfortunately I did not see this language as presented before my vote as amended.
Veronica Attard – EBM, Region 4
The amendments to the terms of Reference have the same people who are setting the rules for the elections be able to run in the same elections. This is a direct conflict of interest. For that reason, I am against.
The following motion(s) defeated at the December 9-10, 2025 Budget
Executive Board Meeting:
Appointment of Sara Labelle to the Healthcare of Ontario Pension
Plan (HOOPP) December 2025
Whereas Sara Labelle’s appointment to the role of Observer at the Healthcare of
Ontario Pension Plan (HOOPP) will end on December 31, 2025; and
Whereas the PLC has met, and discussed the re-appointment of Sara Labelle to the
position of Observer on the Healthcare of Ontario Pension Plan board; and
Whereas PLC recommends the reappointment of Sara Labelle to the role as Observer
on the Healthcare of Ontario Pension Plan for a three-year term effective January 1,
2026, ending December 31, 2028;
Therefore, be it resolved that Sara Labelle be reappointed to the role of Observer at
the Healthcare of Ontario Pension Plan (HOOPP) for a three-year term beginning
January 1, 2026 and expiring December 31, 2028, provided Sara signs the Letter of
Understanding provided by OPSEU/SEFPO.
The following indicated an intention to file a minority report:
- Arvelin, Ed – RVP, Region 7
- Brisson, Dan – EBM, Equity
- Figliola, Peter – RVP, Region 2
- Heath, Kaylee – EBM, Equity
- Tsubouchi Jody – EBM, Region 7
- Usher, Joel – EBM, Region 3
The following minority reports were filed:
Kaylee Heath – EBM, Equity
I voted in favour of this motion due to, what I feel, are the implications for our
union of voting against it.
Joel Usher – EBM, Region 3
I am not in solidarity with the decision of the Board. While I would like to elaborate, I am restricted from doing so because this motion was debated in-camera.
January 27-28, 2026 – Executive Board Hybrid Meeting
The following motion(s) carried at the January 27-28, 2026 Executive
Board Meeting:
Constitutional Amendment – Union Sanctions
Therefore be it resolved that the OPSEU/SEFPO Executive Board refer the
attached Constitutional Amendment to the Constitution Committee for consideration
by the 2026 OPSEU/SEFPO Convention.
The following indicated an intention to file a minority report:
- Labelle, Sara – RVP, Region 3
The following minority reports were filed:
Sara Labelle – RVP, Region 3
I voted against providing the board broad range abilities to sanction members as
there is no clear process outlined for an investigation or findings to be recommended to the board. As it is currently written it would be at the whim of the board to determine when and why sanctions would be imposed. Our constitution was meant to clearly define the rules and protect the members from over reach. Expanding the existing scope to include other clearly defined reasons for sanctions and An investigation is something that I could entertain and support.
Constitutional Interpretation
Whereas 4 temporary assistant supervisor positions were posted January 16th, and
Whereas these positions were not approved in the 2026 Budget, and
Whereas article the Executive Committee was not utilized prior to posting the
positions, and
Whereas the Executive Board is the governing body of the union between
Conventions, and
Whereas the Executive Committee and Executive Board have fiduciary obligations
under policies and articles on the Constitution including 16.11 and 17.5
Be it further resolved that an interpretation of articles 16.2.1, 16.11, 17.5 and 17.7
be provided to the Executive Board.
Be it further resolved that the interpretation shall be provided as per article 18.1.3
of the Constitution.
The following indicated an intention to file a minority report:
- Attard, Veronica – EBM, Region 4
- Hornick, JP – President
- Thompson, Laura – EBM, Region 5
- Van Zetten – RVP, Region 1
The following minority reports were filed:
Jennifer Van Zetten – RVP, Region 1
I do not feel an intubation on the intent for Temporary Supervisor Roles need an interpretation as they are included in the Budget process, as well are in the operational requirements as well as the Staff Unions and their respected agreements to be able to work in temporary assignments, when we embed constitution interpretations into our policies and procedures it ultimately ties our hands and effects good labour relations and collective bargaining.
February 17-18, 2026 – Executive Board Hybrid Meeting
The following motion(s) carried at the February 17-18, 2026 Executive
Board Meeting:
Constitutional Amendment One Member One Vote
Be it resolved that the Executive Board submit the following Constitutional Amendment for consideration at the 2026 OPSEU/SEFPO Annual Convention:
Whereas OPSEU/SEFPO activists routinely contemplate strategies to improve member engagement;
Whereas it’s reasonable that those involved in making decisions would feel more connected to the outcomes of those decisions than those not involved in making them;
Whereas the OPSEU/SEFPO Constitution only calls for local Convention delegates to seek direction from the general membership of their local when a dues increase is being proposed [article 20.1];
Whereas among OPSEU/SEFPO’s aims and purposes, as established by the OPSEU/SEFPO Constitution, is: “To strengthen, by precept and example, democratic principles and practices both in the Canadian labour union movement and in all manner of institutions, organizations, and government in Canada and internationally” [article 4.1 k)];
Whereas OPSEU/SEFPO has the opportunity to strengthen, by precept and example, its democratic principles and practices by increasing the number of members directly participating in the election of the union’s two highest ranking officers;
Whereas the passing of this constitutional amendment could incentivize the completion of a greater number of membership applications and prompt existing members to more regularly update their contact information; and
Whereas the passing of this constitutional amendment and its successful implementation in 2029 could serve as a model to further expand the rank-and-file membership’s role in decision making.
Therefore be it resolved that the OPSEU/SEFPO Constitution, specifically but not limited to article 14.8.1, is amended to permit every OPSEU/SEFPO member in good standing to vote in the elections that determine the OPSEU/SEFPO President and the OPSEU/SEFPO First Vice President/Treasurer.
The following indicated an intention to file a minority report:
- Anozie, Nicole – EBM, Equity
- Attard, Veronica – EBM, Region 4
- Dr. Garvey, Crystal – Vice-President, Equity
- Hampsey, Robert – Equity, EBM
- Hornick, JP – President
- Houlder, Coleen – RVP, Region 5
- Nancekivell, Laurie – First Vice-President/Treasurer
- Thompson, Laura – EBM, Region 5
- Van Zetten, Jennifer – RVP, Region 1
The following minority reports were filed:
Veronica Attard – EBM, Region 4
While I appreciate the intent, no research was done with all the details including cost. If this was available when presented, a healthy debate on could have been had on the subject. Convention is the highest authority in OPSEU and this amendment looks to do away with that process. I cannot support the amendment with the way it is written and without having any solid data that it actually gets to goal of getting members engaged.
Robert Hampsey – EBM, Equity
Supporters of this motion are part of the Governance Committee and should have presented this to the board as a report, prior to submitting the motion. That would have allowed questions to be asked and further research to occur, rather than providing incomplete, inaccurate, and speculative answers.
The implementation of this motion, including costs and staff impact, should have been reviewed and presented. At this time, there are too many unanswered questions for me to support this.
Laurie Nancekivell – First Vice-President/Treasurer
I voted against the motion to have the Executive Board submit a Constitutional Amendment to Convention 2026 to permit every member in good standing to vote in the elections for OPSEU/SEFPO President and First Vice-President/Treasurer for the following reasons:
Previously, when Constitutional Amendments to make substantial changes to election processes have been proposed, a thorough review of the implications of these changes was completed prior to the Executive Board determining whether or not to support the changes.
In this case, this information was not gathered and provided to the Executive Board to allow for a fulsome understanding of all of the implications of the changes, including the implications on OPSEU/SEFPO’s policies and procedures.
Further, it is unclear whether this Constitutional Amendment is in compliance with the Not-for-Profit Corporations Act (ONCA), to which OPSEU/SEFPO is subject. A legal opinion on this issue was not provided to the Executive Board.
Additionally, should this proposed Constitutional Amendment be adopted, there would be significant budgetary implications for OPSEU/SEFPO.
Given the lack of information provided, including whether the Amendment is ONCA-compliant, and the high anticipated cost of the Amendment, it is unwise to proceed with this Constitutional Amendment.
Confirmation of Equity Executive Board Members
Whereas Article 14.6.8 of the OPSEU/SEFPO Constitution states the following:
“The Executive Board shall appoint seven Equity Board Members and seven Alternate Equity Board Members from the members recommended by the Board Equity Committee. Following the appointment of the seven Equity Board Members, the Executive Board shall appoint the Equity Vice-President and Alternate Equity Vice-President recommended by the Board Equity Committee. All appointments by the Executive Board shall be made prior to Convention”; and
Whereas the Board Equity Committee has recommended the appointment of a member for each of the Equity Executive Board positions listed above; and
Whereas in keeping with Article 2.4.12.8.1 of the OPSEU Procedures Manual, these recommendations follow the preferences expressed by participants through the online polling process;
Therefore be it resolved that in accordance with Article 14.6.8. of the OPSEU/SEFPO Constitution and Section 24 of the Ontario Not-for-Profit Corporations Act, the Executive Board hereby confirms the appointments of Kossi Dodjro, Dr. Crystal Garvey, Elizabeth Ha, Tracey Ann Halkyard, Robert Hampsey, Taylor McPhillips, and Cristine Rego as Equity Executive Board Members, with Dr. Crystal Garvey as Equity Vice-President, to hold office from the close of Convention 2026 until the close of Convention 2029; and
Therefore be it further resolved that, in accordance with Article 14.6.8 of the OPSEU/SEFPO Constitution, the Executive Board hereby confirms Dan Brisson, Wendy Lee, Nicole Anozie, Owen Smith, Katrina DiGiacinto, Sara McArthur Timofejew, and Robert Ziegler as Alternate Equity Executive Board Members and Robert Hampsey as Alternate Equity Vice-President.
The following indicated an intention to file a minority report:
- Figliola, Peter – RVP, Region 2
The following minority reports were filed:
Peter Figliola – RVP, Region 2
My rationale for not supporting this motion is because equity seeking members who belong to one or more of our equity groups were unable to participate in the election process and were told that all electoral seats were full or were not provided any rationale as to why their applications were denied or not moved forward. I have anecdotal information that the number of votes cast for all equity elections with the exception of the Indigenous Circle were significantly below the threshold.
We strive to engage all of our members to be involved in the business of the Union yet when they put their names forward, they are being told “Thanks, but we’re full” or “Thanks but no thanks”
I do not believe the selection process was fair and equitable in regards to how voting delegates were selected.
Email correspondence from affected members regarding this matter have been sent to the President’s Office with little to no response, recourse or explanation. These emails can be made available upon request.
To be clear, I fully support Equity and the creation of processes to ensure that equity seeking members are part of decision making, but I also fully support inclusion.
Therefore be it resolved that the Executive Board adopt the February 17-18, 2026 Executive Meeting Agenda.
* Lifetime Honourary Membership Award for Janice Hagan motion was added.
* Review All Article 19 Terms of References motion was added.
* HCDC OHC Get on the Train motion was added.
The following indicated an intention to file a minority report:
- Anozie, Nicole – EBM, Equity
Resolutions Report
The Following Resolutions Carriedat the OPSEU/SEFPO Convention 2025:
A1
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
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.
L3
Whereas OPSEU/SEFPO has made the commitment to support the efforts and calls to action from the Missing and Murdered Indigenous Woman and Girls (MMIWG) National Inquiry; and
Whereas this has been expanded to now include two-spirted, lesbian, gay, trans, bisexual, queer and/or questioning, intersex, asexual plus (2SLGTBQIA+) people; and
Be it resolved that OPSEU/SEFPO will renew its commitment to the 231 Calls to Justice, and National Action Plan to end Violence Against Indigenous Women, Girls, and two-spirited, lesbian, gay, trans, bisexual, queer and/or questioning, intersex, asexual plus (2SLGBTQIA+) people; and
Be it further resolved that OPSEU/SEFPO will renew its commitment by continuing to lobby the provincial, federal, and territorial governments and hold them accountable for failures to implement all the calls to justice.
Call for Justice 1.7 Final Report
https://www.rcaanc-cirnac.gc.ca/eng/1717103903695/1717103981609
O1
Whereas a trade war hurts workers on all sides. Protectionism is the enemy of the impoverished and powerless; and
Whereas the foundation for social progress is solidarity with workers everywhere. An injury to one is an injury to all; and
Whereas Donald Trump has threatened a 25 per cent tariff on all imports from Canada and Mexico to the USA (10% on all Canadian bitumen). Canada has stated that it will respond with a 25 per cent counter-tariff on $155 Billion worth of American goods (as of February 1, 2025) and
Whereas U.S. President Donald Trump has threatened to “annex by force” Greenland and the Panama Canal, and to absorb by “economic pressure” the Canadian state and its riche; and
Whereas the rate of union representation in the USA was 11.2 per cent in 2023, compared to 20 per cent in 1983. In the Canadian state, union density was 29 per cent in 2023, compared to 37.6 per cent in 1984; and
Whereas America’s unfavourable conditions for workers, including collapsing public health care, education and transportation systems, its growing social inequality, its surging house-less population, its looming climate crisis, and its forever wars, including its complicity with genocide are all reasons not to join the United States; and
Whereas Ottawa and the mainstream politicians promote a Team-Canada approach. But as every worker knows, there are two Canadas – one for the rich, another for everyone else.
Therefore be it resolved that OPSEU/SEFPO will call on the National Union of Public and General Employees (NUPGE) and the Canadian Labour Congress (CLC) to actively build an alliance with unions and popular movements in the USA and Mexico to resist trade war protectionism; and
Be it further resolved that OPSEU/SEFPO’s response to Trump’s trolling invitation to become the “51st state” is simply “No”.
C1
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.
J2
Whereas OPSEU/SEFPO is inclusive of all members, prioritizing accessibility as a fundamental principle of both the labour movement and the union itself; and
Whereas universal accessibility is essential to achieving full inclusion; and
Whereas the union is committed to building worker power to advance the labour movement and empower all members; and
Whereas members may obtain an operating advance, enabling them to function using union funds rather than their own personal finances; and
Whereas members are permitted to access advances to cover expenses such as lost wages, childcare, attendant care, transportation, accommodations, meals, mileage, and parking, ensuring participation in union activities is free from financial barriers;
Whereas the time required to process an advance is equivalent to that of processing an expense claim.
Therefore be it resolved that members who submit a request for an advance shall be granted the full amount requested, subject to standard union oversight and guidelines;
Be it further resolved that a clearly defined process be established and communicated to members, outlining how to apply for an advance and how it will be administered, ensuring transparency and accessibility for all; and
Be it further resolved that this be enacted within 3 months of adoption of the resolution.
E3
Whereas OPSEU/SEFPO is promoting equity and inclusion focused on multi-level educations, and skill building for bargaining, and;
Whereas Section 29.9.3 of the OPSEU/SEFPO Constitution mandates that every new member shall “…promise to uphold the Union’s commitment to dismantling anti-Black racism, anti-Indigenous racism and all forms of racism and discrimination.”
Whereas OPSEU/SEFPO has mandated that every LEC official and anyone taking an officer’s position within the organization shall take an oath to eradicate anti-Indigenous racism, anti-Black racism and all forms of racism.
Whereas OPSEU/SEFPO has passed a constitutional amendment, ARTICLE 7.2.1., which reads: “Within 60 days of election, selection, and appointment…” that all LECs and officers shall take the DSRP training.
Whereas the DSSRP training has been slow to roll out.
Whereas there has been no data to illuminate what the delays and/or obstacles that are affecting the successful completion of the DSRP training within many regions.
Therefore be it resolved that OPSEU/SEFPO shall support the Equity Unit and the Dismantling Systemic Racism Project (DSRP) Advisory Unit in furtherance of the timely completion of the DSRP training and work with the LECs who are not proactive in facilitating their groups in taking the training; and
Be it further resolved that the DSRP submits a DSRP progress training report at every six-month interval to the next scheduled sixth-month meeting of the Board and that all Equity Executive Board Members (EEBMs) shall share such report to their respective Equity Committees following that Board meeting. This reporting shall commence within 90 days of this resolution being passed.
F1
Whereas the OPSEU/SEFPO constitution states in article 10.1 Affiliation of the Union, as a whole, to any labour, fraternal, service or other organization may be decided only by a Convention. Any and all fees and dues payable directly as a result of any affiliation so decided shall be the responsibility of the Union.
Whereas the National Pensioners Federation is fighting the same fight as the OPSEU/SEFPO Retirees Division to defend and improve pensions, pharmacare, long-term care, homecare, affordable housing, affordable internet and cell phone. Protecting seniors from being scammed and exploited.
Therefore be it resolved that OPSEU/SEFPO affiliate with the National Pensioners Federation at a cost of $350 a year; and
Be it further resolved that those communications be shared with the Retired Members’ Division.
F2
Whereas the Congress of Union Retirees of Canada (CURC) a branch of the Canadian Labour Congress (CLC) is the cornerstone of the union retiree’s movement, that represents issues federally union retirees by fighting for Union Retiree’s issues federally, including pension stability, healthcare, homecare, long-term care, housing, pharmacare, security and more.
Whereas the OPSEU/SEFPO Retirees Division does the same under the OPSEU/SEFPO banner and is attempting to expand to do more in our regions.
Therefore be it resolved that OPSEU/SEFPO recognize the work of the Congress of Union Retirees of Canada (CURC) and OPSEU/SEFPO retirees by ensuring that we are represented at all CURC conventions with voice and vote with one Retired Members’ Division representative per region; and
Be it further resolved that the representatives be the Regional Chair of the Retired Members’ Division or an alternate executive member of the Retired Members’ Division for that region.
The Following Resolutions Carriedafter the OPSEU/SEFPO Convention 2025 by the Executive Board:
B5
Whereas the education fund for 2025 has been reduced by 30%.
Whereas as per article 8.2(3) of the constitution states every member has the right to the highest quality education.
Whereas this is not the first attempt to reduce the education budget and members spoke and indicated that they did not want these cuts, and the result was the budget needed to be restored.
Therefore be it resolved that the education budget be restored to 100%; and
Be it further resolved that that OPSEU/SEFPO will not attack this budget and maintain their constitutional commitment to the best quality education for members.
C2
Whereas OPSEU/SEFPO members experience unequal access to resources and support throughout their locals depending on the availability, training, and workload of their staff representatives.
Whereas stewards and local executive members are volunteer positions whose capacities and capabilities vary vastly throughout OPSEU SEFPO and often require but do not always possess the time, resources, support and guidance of staff representatives and other OPSEU/SEFPO resources needed in order to best support their members.
Whereas members, especially part-time, temporary, precarious, or equity seeking members, may experience a disproportionate amount of hardship, job insecurity and reprisal within their workplaces for participating in and/or pursuing opportunities within the union and struggle to uphold their rights within the Collective Agreement.
Whereas caps on hours of union involvement in the collective agreement can result in Gatekeeping of time allotted within locals which may prevent new member involvement and cause friction amongst the local.
Therefore be it resolved that OPSEU/SEFPO require staff representatives and bargaining units to make a concerted effort to remove language from collective agreements that speak to maximum union participation time allotments and replace language which may prevent members from participating in a broad range of OPSEU/SEFPO endeavors, business, and functions;
Be it further resolved OPSEU/SEFPO will conduct a thorough review that includes member consultation to determine how the Union can provide better resources and support for members to identify and defend against union busting tactics from employers, with special attention to members who may be facing reprisal from their employer for being active in the union and representing the membership;
Be it further resolved OPSEU/SEFPO provide training to its staff representatives, bargaining teams, local presidents, stewards, and grievance officers in regards to recognizing union busting tactics, and, supporting members to uphold their right to union affiliation, representation without prejudice, and participation within their union regardless of the designation or affiliation within OPSEU/SEFPO (local, regional, central, promotional training and leadership opportunities, campaigns, etc.); and
Be it further resolved OPSEU/ SEFPO provide specialized support for members and staff representatives throughout the grievance process, arbitration hearings, and other proceedings that relate to a members ability to participate in and affiliate with their union, identify and challenge employers who openly and covertly discriminate or hold bias, and combat employers who cite ‘management rights’, ‘operational requirements’, ‘undue hardship’ or language misinterpretation in the Collective Agreement without just cause.
E1
Whereas ageism has serious impacts and therefore needs to be understood and addressed. Despite more awareness of ageism in recent years, its prevalence remains deeply ingrained in stereotypes, behavior and government policies; and
Whereas ageism underpins many of the current dysfunctional approaches in elder care. The voices, choices and engagement of elders, are neither respected nor valued by decisions makers; and
Whereas ageism can pit one generation against each other, can devalue or limit our ability to benefit from what the older generation can contribute and can reduce opportunities for health, longevity and well-being while also having far-reaching economics consequences; and
Therefore be it resolved that OPSEU with the CLC, OFL, NUPGE, OFUR and CURC, will encourage and support the development of union policies that will support the rights of aging and older persons.
F3
Whereas OPSEU/SEFPO recognized the Ontario Federation of Labour (OFL) as the Provincial voice of Unions in Ontario and therefore ensures it is well represented at its decision-making body, its Conventions with voice and vote equally in all regions of OPSEU/SEFPO.
Whereas the Ontario Federation of Union Retirees (OFUR) is the branch of Ontario Federation of Labour (OFL) that is representing union retirees by fighting for Union Retirees issues provincially, including pensions stability, healthcare, homecare, long-term care, housing, pharmacare, security and more.
Whereas the OPSEU/SEFPO Retirees Division does the same under the OPSEU/SEFPO banner and is attempting to expand to do more in our regions.
Therefore be it resolved that OPSEU/SEFPO recognize the work of OFUR and OPSEU/SEFPO retirees by ensuring we are represented at the decision-making body of the Ontario Federation of Union Retirees (OFUR), all OFUR conventions, with voice and vote with a minimum of one representative per region; and
Be it further resolved that the representatives be the Regional Chair of the Retired Members’ Division or an alternate executive member of the Retired Members’ Division for that region.
I5
Whereas the fourth Geneva Convention explicitly prohibits the forcible displacement and ethnic cleansing of a civilian population for which Canada is a signatory as of May 1965.
Whereas Canada has its own legacy of forcible displacement, ethnic cleansing and land grab of Indigenous peoples for which it remains obligated to implement the recommendations of the Truth and Reconciliation Committee.
Whereas OPSEU/SEFPO has a history and mandate to support the human rights and equity through its policies, campaigns and actions in benefit of its membership, as well as a history of working in solidarity with other workers’ organizations in support of their rights here on Turtle Island/Canada as well as workers all over the world, including South Africa and Palestine.
Therefore be it resolved that:
OPSEU/SEFPO Provincial condemns:
Any and all forcible removal or displacement of the Palestinian people from their homes or Palestinian lands, by continuing the siege, limiting humanitarian aid and all other necessities of life and the prevention of materials to allow for the rebuilding of the Gaza Strip by and for its current inhabitants.
Displacing the Palestinian population in Gaza to other countries such as Jordan, Egypt or any other country, in order to annex the Gaza Strip and make it into a colony of America or Israel.
Any planning or rebuilding of Gaza without the leadership and support of the Palestinian population living in Gaza.
Any political rhetoric that frames the ethnic cleansing and continued genocide of the Palestinian population from Palestinian lands as a favor and minimizes the agency of the people to decide for themselves their own fate and futures society.
OPSEU/SEFPO supports:
The right of the Palestinian people to remain in their homes and on their lands; a right that is afforded to all peoples around the world.
The right of the Palestinian people to decide their own fate and futures.
Lifting the siege to allow for the rebuilding of infrastructure destroyed by Israel backed by the United States, such as Water treatment facilities, hospitals, schools, businesses and homes.
J5
Whereas weekend educationals should be accessible to all; and
Whereas lost wages for weekend educationals are typically not provided; and
Whereas many union members do shift work or work weekends, and so are unable to attend these essential trainings without sacrificing wages; and
Whereas those union members who do shift work or work weekends include front-line workers in health care and social services, are among the most vulnerable economically, and are more likely to be women and/or racialized members; and
Whereas OPSEU/SEFPO’s values of equity, inclusivity and diversity are not upheld when there are barriers to participation in regional weekend educationals that disproportionately affect women and/or racialized members; and
Whereas OPSEU/SEFPO’s strategic goals to “increase meaningful member engagement” and remove “barriers to members becoming leaders at every level of the union” are not achieved when members are hindered from participating in weekend educationals; and
Whereas locals have a Local Time-Off Fund to “help fund the work of the local” and whose usage “is at the sole discretion of the Local Executive Committee (LEC)”; and
Whereas a key aspect of “the work of the local” is to engage members, especially equity-deserving ones, and the LEC may wish to build member engagement by using the Local Time-Off Fund to encourage attendance at weekend educationals; and
Whereas the Local Time-off Fund form states that “the fund cannot be used for attendance at regional educationals”.
Therefore be it resolved that OPSEU/SEFPO honour its values and goals by either covering lost wages for members wishing to attend weekend educationals or by amending the guidelines for use of the Local Time Off Fund to allow locals to use it to cover paid time off for members wishing to attend weekend educationals.
K1
Whereas the OPSEU/SEFPO Harassment and Discrimination Prevention Policy Procedures Manual provides that Complainants and Respondents are entitled to a support person or advisor of their choice throughout the complaint process (section 2.1) and
Whereas time limits may be extended with notification to the parties (section 3.2) and
Whereas the Complainant or Respondent may request mediation through the Equity Unit Officer within 14 days of the complaint being receiving by the Respondent by making a request to the Equity Unit Officer within fourteen (14) days from the Respondent’s receipt of the complaint (section 9.2) and
Whereas the Equity Unit Officer will conduct a threshold assessment of the complaint within 7 days of a response or within 28 days of no response (section 11.1) and
Whereas any party to a complaint may request reconsideration in writing of a decision made under section 11.1 or 11.2 to the Supervisor of the Equity Unit and that Supervisor must provide a written decision on reconsideration within seven (7) days (section 11.3) and
Whereas if the Officer finds the complaint meets threshold of harassment or discrimination and will select a Regional Investigator unless there is a conflict of interest in which case an Investigator will be assigned from another region (section 12.1), and
Whereas communication protocols with the complainant and respondent needs to be detailed in policy.
Therefore be it resolved that Section 2.1 of the Harassment and Discrimination Prevention Policy Procedures Manual will be revised to include, “ Every complainant and respondent will immediately be advised in writing upon receipt of complaint or response by the Equity Unit of their entitlement to a support person or adviser of their choice, their entitlement to a Mediator, and accompanying that, an attached copy of the Harassment and Discrimination Prevention Policy, Procedures Manual and List of Advisors and Investigators”;
Be it further resolved that Section 3.2 will be revised to include, “The complainants and respondents will be notified of extension of time limits in writing with a specified date and should that specified date not be met, a notification in writing shall be provided to complainants and or/ respondents with a rationale and new date”;
Be it further resolved that Section 9.2 will be revised to include, “Every complainant and respondent will be advised in writing, upon receipt of the complaint by the Respondent, of the entitlement to a mediator which must be requested within fourteen (14) days of the respondent’s receipt of the complaint, with date of receipt of the complaint provided”;
Be it further resolved that Section 11.1 will be revised to include, “The complainant and respondent receive in writing either: the assessment has been completed and a detailed rationale for the decision, or the assessment has not been completed per the time limit and the rationale or reason for more time needed”;
Be it further resolved that Section 11.3 will be revised to include, “Upon any decision made under sections 11.1 and 11.2 and provided to the respondent and complainant in writing, it is required to notify respondent or complainant of their entitlement to request a reconsideration within seven (7) days of receipt of the decision”; and
Be it further resolved that Section 12.1 will be revised to include, “The definition of ‘conflict of interest’ in the context of this policy and procedures, and the complainant and respondent must both be advised in writing of who the investigator will be, and seven (7) days for either the respondent or complainant to request another investigator and the rationale for that request”.
K2
Whereas OPSEU/SEFPO’S Harassment and Discrimination Prevention Policy, Procedure Manual, and Complaint and Response forms are embedded in several non-related pages of the OPSEU/SEFPO website with no clear titles in a piecemeal manner and is not user friendly.
Therefore be it resolved that OPSEU/SEFPO’s Harassment and Discrimination Prevention Policy, Procedures Manual, Complaint and Response Forms will be merged into one website page of the OPSEU/SEFPO website, displayed clearly as “Harassment and Discrimination Policies” on the Menu Bar; and
Be it further resolved that OPSEU/SEFPO’s new Harassment and Discrimination Prevention Policy, Procedures Manual, Complaint and Response Forms page will include a Q&A for members, and List of Advisors and Investigators.
K3
Whereas the PHRC had to deny many applicants to their previous conferences.
Whereas the PHRC currently hosts a Human Rights conference bi-annually and
Whereas elected provincial human rights committee members deserve training and experience before time sensitive conference planning must occur.
Whereas the terms for elected committees will move from 2 years to 3 years in 2026 and this resolution seeks to modernize the conference process while saving the union money in line with the central 3-year election process.
Be it further resolved that the PHRC Conference attendee numbers be increased to 200 people from 150.
K4 # 1
Whereas Incidents of Anti-Palestinian racism against Palestinian OPSEU members has been on the rise in the past 15 months and
Whereas Incidents of Anti-Palestinian racism has Palestinians, and those who support their human rights, have been on the rise all over Canada and
Whereas The Ontario Legislature took a racist position against Palestinians and their culture by banning the Palestinian Traditional Scarf, the Keffiyeh, from Ontario Parliament and, Whereas Many Palestinian and Arab workers do not feel safe wearing their traditional outfits or showing their identity in public in many Canadian cities and
Whereas Labour rights are human rights, and the labour movement should fight for the rights of workers everywhere.
Therefore be it resolved that OPSEU/SEFPO affirms that harassment and discrimination against Palestinians and the Anti-Palestinian Racism will not be tolerated within OPSEU/SEFPO, our workplaces nor communities;
K4 # 2
Whereas Incidents of Anti-Palestinian racism against Palestinian OPSEU members has been on the rise in the past 15 months and
Whereas Incidents of Anti-Palestinian racism has Palestinians, and those who support their human rights, have been on the rise all over Canada and
Whereas The Ontario Legislature took a racist position against Palestinians and their culture by banning the Palestinian Traditional Scarf, the Keffiyeh, from Ontario Parliament and, Whereas Many Palestinian and Arab workers do not feel safe wearing their traditional outfits or showing their identity in public in many Canadian cities and
Whereas Labour rights are human rights, and the labour movement should fight for the rights of workers everywhere.
Be it further resolved that Paragraph 3 of the Statement of Respect be amended as follows:
“We accord respect to all persons, regardless of age, creed, political affiliation and racialization including and not limited to People of African descent, Black, Caribbean, South Asian, Asian, 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.”
K4 # 3
Whereas Incidents of Anti-Palestinian racism against Palestinian OPSEU members has been on the rise in the past 15 months and
Whereas Incidents of Anti-Palestinian racism has Palestinians, and those who support their human rights, have been on the rise all over Canada and
Whereas The Ontario Legislature took a racist position against Palestinians and their culture by banning the Palestinian Traditional Scarf, the Keffiyeh, from Ontario Parliament and, Whereas Many Palestinian and Arab workers do not feel safe wearing their traditional outfits or showing their identity in public in many Canadian cities and
Whereas Labour rights are human rights, and the labour movement should fight for the rights of workers everywhere.
Be it further resolved that OPSEU/SEFPO create a training course on Anti-Palestinian Racism in conjunction with Palestinian members and reputable organizations representing Palestinian workers and communities in Canada and make it available for all OPSEU/SEFPO members. This process will start no later than September 1st, 2025.
K9
Whereas the Provincial Young Workers Committee (PYC) has demonstrated leadership in advancing young worker issues, including precarious employment, environmental justice, and labour rights; and
Whereas an annual Provincial Young Workers Conference would serve as a vital space for education, leadership development, networking, and mobilization of young members across the province; and
Whereas similar conferences in the past have proven successful in empowering young members and building solidarity across locals and sectors; and
Therefore be it resolved that OPSEU/SEFPO support and fund an annual Provincial Young Workers Conference, organized by the Provincial Young Workers Committee (PYC), with participation open to young members from all regions.
K10
Whereas Contact ontarois is the foremost event of the Francophone cultural marketplace that contributes to the flourishing of performing arts in Ontario.
Whereas Contact ontarois is the most renowned event for the Canadian Francophone artistic community.
Whereas Contact ontarois is a unique networking opportunity that showcases the largest number of Francophone artists in one event.
Whereas the Provincial Francophone Committee’s mandate is to promote Francophone culture among OPSEU/SEFPO members, and develop and promote programs to encourage Francophones to participate in Union activities, and to increase the awareness and understanding of Francophone issues throughout the membership in all Francophone communities across the province, as per article 19.4 of the OPSEU/SEFPO Constitution.
Whereas OPSEU/SEFPO Francophone members doesn’t currently have an internal structure to deliver cultural connections to its members, and the Provincial Francophone Committee is developing opportunities for their engagement.
Whereas the Francophone experience may vary greatly between regions due to geography, history, social development and immigration trends.
Whereas this reinforces the importance of the community and relationship building within our union and the greater labour movement.
Therefore be it resolved that Provincial Francophone Committee members attend Contact ontarois in order to build our internal infrastructure to increase member engagement.
K11
Whereas procurement of goods and services is necessary to support the growth of our union and to provide additional support to our membership beyond the work done by our members; and
Whereas adherence to Equity, Diversity, Inclusivity, and Accessibility (DEIA) principles is crucial for promoting fair, inclusive, and accessible business practices; and
Whereas OPSEU is committed to upholding its Statement of Respect, which emphasizes that harassment or discrimination of any kind will not be tolerated, and that respect is accorded to all persons regardless of age, creed, political affiliation, and racialization, among other factors; and
Whereas there is a concerted effort and agenda to delegitimize DEIA principles, making it more important than ever to prioritize vendors who uphold strong DEIA values.
Therefore be it resolved that OPSEU/SEFPO supports the procurement of goods and services only from vendors who demonstrate a commitment to Diversity, Equity, Inclusion, and Accessibility (DEIA) in their company models;
Be it further resolved that OPSEU/SEFPO will actively move away from and will not consider vendors who do not have DEIA policies or who no longer emphasize the importance of DEIA principles; and
Be it further resolved that OPSEU/SEFPO would prioritize and seek to partner woth companies whose values align with OPSEU/SEFPO’s commitment to DEIA principles and practices.
L1
Whereas OPSEU/SEFPO continues to take steps to support and advocate for persons with disabilities, as is evident in the election of an Equity Board Member representing persons with disabilities, with the creation of the Accessibility Audit compliance officer position, and its commitment to ensuring accessibility across OPSEU/SEFPO buildings and events.
Whereas the 2024 Social Mapping Survey results indicate that OPSEU/SEFPO has approximately 30% of its members who self-identify as having a disability.
Whereas the Canada Disability Benefits Act was legislated into law in 2023 to help the 41% of Canadians with a disability who live in poverty.
Whereas the $200 monthly Canada Disability Benefit that will begin in July 2025 falls far below what is authentically required for persons with disabilities to be elevated out of poverty, given the escalating inflation and cost of living crisis.
Whereas persons with disabilities often have additional costs like medical equipment, transportation, nutrition and treatments like physiotherapy and care providers not covered by insurance or other benefits. These additional expenses are solely incurred by persons with disabilities.
Whereas it is unconscionable that poverty is so dire that some persons with disabilities are accessing Medical Assistance in Dying (MAiD) because they can’t live with dignity or a modicum of comfort.
Whereas groups like ONIWG (Ontario Network of Injured Workers Groups), Disability without Poverty, DAWN (DisAbled Women’s Network Canada), Inclusion Canada and others have made public statements and/or signed on to campaigns such as “Fund the Benefit” and #raise the benefit. Sounding alarms that the proposed benefit will offer only
$200 a month, and certainly does not live up to the commitment to contribute to lifting persons with disability out of poverty. These groups are campaigning to increase the base amount and simplify the application process.
Therefore be it resolved that OPSEU/SEFPO will, in conjunction with Disability Rights Caucus, make an initial public statement in 2025, to share our union concerns with the Canadian Disability Benefit and its shortfalls in its current form; and
Be it further resolved that OPSEU/SEFPO will continuously amplify the voice of disability advocates and organizations demanding the Federal government to immediately and drastically increase the insignificant $200 monthly Canada Disability Benefit by supporting existing campaigns to raise and fund the benefit by working in conjunction with the Disability Rights Caucus to make a commitment to share information and resources with the membership and support actions.
Canada Disability Benefit – CCPA
https://www.policyalternatives.ca/news-research/canada-disability-benefit
L2
Whereas the anti-Indigenous hatred is on the rise and 44% First Nations, 29% Inuit and 24% of Metis people experienced discrimination in the last five years; and
Whereas Indigenous people make up 5% of “Canadian” population and yet 31.6% of the prison population are Indigenous people; and
Whereas there was a Bill introduced in the Federal government (Bill C-413) which adds to the criminal code the offense of willfully promoting hatred against Indigenous people by condoning, denying, justifying, or downplaying caused by the residential school system in Canada; and
Whereas the government has been prorogued, and this Bill is off the standing paper; and
Therefore be it resolved that OPSEU/SEFPO will work in conjunction with the Canadian Labour Congress (CLC) and the Ontario Federation of Labour (OFL) to pressure the government of the day to reintroduce the contents of Bill C-413 to parliament; and
Be it further resolved that OPSEU/SEFPO will work in collaboration with the OPSEU/SEFPO Indigenous Circle to ensure that this Bill is reintroduced in the right way.
Private Member’s Bill C-413 (44-1) – First Reading – An Act to amend the Criminal Code (promotion of hatred against Indigenous peoples)
https://www.parl.ca/documentviewer/en/44-1/bill/C-413/first-reading
L7
Whereas the homeless community is subjected to higher rates of violence, victimization, and becoming missing persons (Huey & Ferguson, 2020); and
Whereas aggressive policing strategies have historically been disproportionately applied in communities of racialized peoples (Mummolo, 2018), leading to Black, Indigenous and other diverse groups being disproportionately impacted by use of force and strip searches by officers; and
Whereas racialized people are overrepresented in the number of “enforcement actions” taken against them relative to their total population in Toronto; and
Whereas the City of Toronto spends 25% of taxpayer dollars on policing, which is more than the tax dollars spent on employment services, shelter and social housing, and children’s services combined; and
Whereas the City of Toronto has spent $2 million to clear encampments of unhoused people using physical force through the police services and uses $5.9 million to maintain the Toronto Police Service mounted division; and
Whereas Toronto mayor, John Tory, has proposed to increase police funding by $50 million in 2023 which will result in 200 more police positions, despite the Toronto police report revealing widespread, systemic racism in the force, concluding a total budget proposal of $1.1 billion, alone, for Toronto Police Services.
Therefore be it resolved that OPSEU/SEFPO develop a support strategy, in conjunction with the sectors, and divisions that support and influence social services, along with the equity committees/caucus, to advocate for the shift in spending on social services that help decrease homelessness, such as, but not limited to, social housing, warming centers, employment services, and children’s services.
L4
Whereas The NDP introduced Bill 173 to the legislature on March 7, 2024, for its first reading, and on April 10, 2024, at the second reading, the bill was referred to the Standing Committee on Justice Policy; and
Whereas Despite the urgency and support from various municipalities and advocacy groups, the Progressive Conservative government has been reluctant to make the declaration, siting a need for additional research and understanding of the issue; and
Whereas The government has faced significant criticism for delaying the process, given the rising rates of IPV and femicides across the province. Advocates stress that declaring IPV an epidemic is a vital step toward addressing root causes and ensuring access to necessary resources and support for victims.
Therefore be it resolved that OPSEU/SEFPO demands that the Ontario government declare Intimate Partner Violence an epidemic and pass the contents of Bill 173 without further delay;
Be it further resolved that OPSEU/SEFPO demands the Ontario government allocate adequate funding to ensure accessible, comprehensive services for individuals impacted by Intimate Partner Violence; and
Be it further resolved that OPSEU/SEFPO encourages all its members, locals, area councils, and committees to actively communicate this demand to their respective Members of Provincial Parliament (MPPs).
M1
Whereas OPSEU SEFPO prides itself on openness and transparency for our membership; and
Whereas OPSEU SEFPO is always looking for teaching and engagement opportunities for the membership; and
Whereas members want to see how OPSEU SEFPO Executive Board Members have voted.
Therefore be it resolved that OPSEU/SEFPO will do a roll call vote on all final motion votes at the Executive Committee meetings and Executive Board meetings. For clarity, this does not include votes on amendments to motions and waiver motions.
M10
Whereas the Retired Members Division (RMD) publishes a magazine called Autumn View, and
Whereas the RMD must have consistent and reliable communications with its members, and
Whereas the RMD uses this publication to inform its members of regional bi-annual meetings and important union issues, and other pertinent retire information, and
Whereas the RMD has eliminated twice yearly mailouts to inform members of said bi-annual meetings, dates, due to cost and staffing.
Therefore be it resolved that the Retired Members’ Division (RMD) be mandated and supported to publish a minimum of three Autumn View magazines per year *
Be it further resolved that OPSEU/SEPPO assist the RMD in determining how to facilitate a survey for members to choose to receive an online version or a physical copy of the magazine; as costed by the Vice-President’s Office.
M12
Whereas many OPSEU/SEFPO workplaces do not offer post-retirement benefits or make them so costly that they are unaffordable; and
Whereas as we age, our health deteriorates and the cost of maintaining our health rises; and
Whereas many of our retired members without post-retirement benefits cannot afford the medication that their doctors prescribe; and
Whereas the Canadian Congress of Union Retires of Canada (CURC), has been offering retire benefits through the Canadian Benefits Consulting Group, administered by Greenshield, for over 15 years; and
Whereas members can purchase various post-retirement plans at various prices, depending on your choices of Extended Health benefits, from Dental, Prescription Drugs and/or Hospital Coverage; and
Whereas membership is guaranteed with no medical questionnaire, as long as the applicant meets eligibility requirements. Those being, if a member is losing their group insurance coverage because of a career change, job loss, or retirement, and they are age 79 or younger, they are eligible to apply for any of the 4 LINK plans with 90 days of losing your group coverage; and
Whereas if a member is age 75 or younger, they are eligible to apply for any of the 7 ZONE plans, whether you have had previous group health coverage or not.
Therefore be it resolved that OPSEU/SEFPO actively promote the Canadian Congress of Union Retirees (CURC) retirement benefit plan to ALL members, and pension and, Staff Reps, negotiations, and EBMs, and all sectors.
K4 #2
Whereas Incidents of Anti-Palestinian racism against Palestinian OPSEU members has been on the rise in the past 15 months and
Whereas Incidents of Anti-Palestinian racism has Palestinians, and those who support their human rights, have been on the rise all over Canada and
Whereas The Ontario Legislature took a racist position against Palestinians and their culture by banning the Palestinian Traditional Scarf, the Keffiyeh, from Ontario Parliament and, Whereas Many Palestinian and Arab workers do not feel safe wearing their traditional outfits or showing their identity in public in many Canadian cities and
Whereas Labour rights are human rights, and the labour movement should fight for the rights of workers everywhere.
Therefore be it resolved that OPSEU/SEFPO affirms that harassment and discrimination against Palestinians and the Anti-Palestinian Racism will not be tolerated within OPSEU/SEFPO, our workplaces nor communities;
Be it further resolved that Paragraph 3 of the Statement of Respect be amended as follows:
“We accord respect to all persons, regardless of age, creed, political affiliation and racialization including and not limited to People of African descent, Black, Caribbean, South Asian, Asian, 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.”
Be it further resolved that OPSEU/SEFPO create a training course on Anti-Palestinian Racism in conjunction with Palestinian members and reputable organizations representing Palestinian workers and communities in Canada and make it available for all OPSEU/SEFPO members. This process will start no later than September 1st, 2025.
K1
Whereas the OPSEU/SEFPO Harassment and Discrimination Prevention Policy Procedures Manual provides that Complainants and Respondents are entitled to a support person or advisor of their choice throughout the complaint process (section 2.1) and
Whereas time limits may be extended with notification to the parties (section 3.2) and
Whereas the Complainant or Respondent may request mediation through the Equity Unit Officer within 14 days of the complaint being receiving by the Respondent by making a request to the Equity Unit Officer within fourteen (14) days from the Respondent’s receipt of the complaint (section 9.2) and
*Referred to the President’s Office and the Equity Unit to review policy and procedures for compliance with this proposal.
Whereas the Equity Unit Officer will conduct a threshold assessment of the complaint within 7 days of a response or within 28 days of no response (section 11.1) and
Whereas any party to a complaint may request reconsideration in writing of a decision made under section 11.1 or 11.2 to the Supervisor of the Equity Unit and that Supervisor must provide a written decision on reconsideration within seven (7) days (section 11.3) and Whereas if the Officer finds the complaint meets threshold of harassment or discrimination and will select a Regional Investigator unless there is a conflict of interest in which case an Investigator will be assigned from another region (section 12.1), and
Whereas communication protocols with the complainant and respondent needs to be detailed in policy.
Therefore be it resolved that Section 2.1 of the Harassment and Discrimination Prevention Policy Procedures Manual will be revised to include, “ Every complainant and respondent will immediately be advised in writing upon receipt of complaint or response by the Equity Unit of their entitlement to a support person or adviser of their choice, their entitlement to a Mediator, and accompanying that, an attached copy of the Harassment and Discrimination Prevention Policy, Procedures Manual and List of Advisors and Investigators”;
Be it further resolved that Section 3.2 will be revised to include, “The complainants and respondents will be notified of extension of time limits in writing with a specified date and should that specified date not be met, a notification in writing shall be provided to complainants and or/ respondents with a rationale and new date”;
Be it further resolved that Section 9.2 will be revised to include, “Every complainant and respondent will be advised in writing, upon receipt of the complaint by the Respondent, of the entitlement to a mediator which must be requested within fourteen (14) days of the respondent’s receipt of the complaint, with date of receipt of the complaint provided”;
Be it further resolved that Section 11.1 will be revised to include, “The complainant and respondent receive in writing either: the assessment has been completed and a detailed rationale for the decision, or the assessment has not been completed per the time limit and the rationale or reason for more time needed”;
Be it further resolved that Section 11.3 will be revised to include, “Upon any decision made under sections 11.1 and 11.2 and provided to the respondent and complainant in writing, it is required to notify respondent or complainant of their entitlement to request a reconsideration within seven (7) days of receipt of the decision”; and
Be it further resolved that Section 12.1 will be revised to include, “The definition of ‘conflict of interest’ in the context of this policy and procedures, and the complainant and respondent must both be advised in writing of who the investigator will be, and seven (7) days for either the respondent or complainant to request another investigator and the rationale for that request.”
J5
Whereas regional weekend educationals offer essential training for union members and are a key avenue for members to engage with their union; and
Whereas weekend educationals should be accessible to all; and
Whereas lost wages for weekend educationals are typically not provided; and
Whereas many union members do shift work or work weekends, and so are unable to attend these essential trainings without sacrificing wages; and
Whereas those union members who do shift work or work weekends include front-line workers in health care and social services, are among the most vulnerable economically,
Whereas OPSEU/SEFPO’s values of equity, inclusivity and diversity are not upheld when there are barriers to participation in regional weekend educationals that disproportionately affect women and/or racialized members; and
Whereas OPSEU/SEFPO’s strategic goals to “increase meaningful member engagement” and remove “barriers to members becoming leaders at every level of the union” are not achieved when members are hindered from participating in weekend educationals; and
Whereas locals have a Local Time-Off Fund to “help fund the work of the local” and whose usage “is at the sole discretion of the Local Executive Committee (LEC)”; and
Whereas a key aspect of “the work of the local” is to engage members, especially equity-deserving ones, and the LEC may wish to build member engagement by using the Local Time-Off Fund to encourage attendance at weekend educationals; and
Whereas the Local Time-off Fund form states that “the fund cannot be used for attendance at regional educationals”.
Therefore be it resolved that OPSEU/SEFPO honour its values and goals by amending the guidelines for use of the Local Time Off Fund to allow locals to use it to cover paid time off for members wishing to attend educationals.
The following Resolutions were Defeatedat the OPSEU/SEFPO Convention 2025:
B4
Whereas Executive Board Members are elected by the leadership in their regions and communities;
Whereas OPSEU/SEFPO recognizes the significant workload and responsibilities of our EBMs, and
Whereas EBMs are often required to undertake union business which may result in their positions not being backfilled, leading to an increased workload upon their return, and
Whereas such workload increases may contribute to burnout and undermine the well-being of our EBMs, and
Whereas it is essential to ensure EBMs have sufficient time to carry out union duties effectively.
Therefore be it resolved OPSEU/SEFPO will implement a policy to book off EBMs full-time for union business. This policy will ensure EBMs are not expected to perform double duties upon their return to work and that adequate time is allocated for them to complete union business, promoting both their mental well- being and the effectiveness of the union.
This policy aims to safeguard against burnout, support our EBMs in fulfilling their union duties, and uphold the overall health and productivity of the workforce.
Be it further resolved that this start in 2026.
D1
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 2026.
M16
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 purpose of allowing Local members in good standing time off to address members issues and for the administration of their local union; and
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:
1. Trustee Audit Reports are up to date.
2. Prior approval must be received from Staff Representative.
3. 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).
4. 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 “billbacks” 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 observers to 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 will contribute $40.00 per member per year and the local will contribute $10.00 per member per year.
M11
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; and
Whereas OPSEU/SEFPO prides itself on equity between locals and members; and
Whereas different jobs have different wage rates and shift lengths but the need for time is equal when doing work of the Union Local; and
Whereas the current formula negatively impacts locals with activists in higher paying jobs and/or those with longer shifts; and
Whereas the burden weighs especially heavy on smaller locals.
Therefore be it resolved that OPSEU/SEFPO restructures the local time off fund employer release time eligibility as follows:
# of Signed Up Members / # of Eligible Release Shifts (up to 12 hours) or Teaching Contact Hours
25 or fewer / 3 shifts
26 to 50 / 6 shifts
51 to 100 / 9 shifts
101 to 150 / 12 shifts
151 to more / 12 shifts + 1 shift for every 8 signed up members over 150
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.
I1
Whereas on January 11th, 2024, the International Court of Justice (ICJ) convened to address the South African legal case, asserting that the state of Israel is in violation of its obligations under the United Nation (UN) Genocide Convention, and on January 26, 2024 issued an interim order directing Israel to take all immediate steps to prevent the killing of Palestinians, ensure resumption of humanitarian aid and basic services to Gaza, and prevent and punish incitement to genocide (https://www.icj-cij.org/node/203454); and
Whereas on November 21st, 2024 the International Criminal Court (ICC) issued arrest warrants for Israeli Prime Minister Benjamin Netanyahu and his former defence minister, Yoav Gallant, “for crimes against humanity and war crimes committed from at least 8 October 2023 until at least 20 May 2024”, as per the ICC press release (https://www.icc-cpi.int/news/situation-state-palestine-icc-pre-trial-chamber-i-rejects-state-israels-challenges) ; and
Whereas in spite of these rulings Israel has escalated its military assault on Palestinians – killing at least 45,900 Palestinians in Gaza (more than half of them women and children), and more than 700 in the West Bank as of Dec. 31, 2024 – and expanded its war into Lebanon and Syria with devastating consequences to civilians in both countries; and
Whereas Israel’s ongoing illegal occupation, colonization and annexation of Palestinian territory, its genocide in Gaza, and its continuing refusal to recognize a viable, free and independent Palestinian state are made possible and directly supported by the US, Canadian and international arms trade with Israel, and billions of dollars in direct military aid from the US; and
Whereas Canadian companies continue to export weapons, component parts and other military equipment and technology that are being used by Israel to kill innocent civilians and spread instability across the Middle East; and
Whereas Canadian banks, pension plans and other financial institutions continue to invest in arms and military technology companies and other businesses in Canada and abroad that engage in or finance the arms trade with Israel; and
Whereas in 2024 OPSEU/SEFPO’s Executive Board passed resolution I1, which committed OPSEU/SEFPO to actively support the international campaign of Boycott, Divestment and Sanctions (BDS) and resolution I2, which (among other provisions) calls for a Canadian and international ban on all financing, manufacturing, sale or transportation of arms and military equipment, components or technology to Israel; and
Whereas it is hoped the current ceasefire agreement will end the killing of civilians and Israel’s invasion and blockade of Gaza, and result in the release of all hostages and detainees held by either party, but the agreement does not commit Israel to end its occupation and colonization of Palestinian territory, or recognize a free and independent Palestinian state; and
Whereas more than 400 Canadian unions (including BCGEU, CUPE, CUPW, NUPGE. PSAC), human rights, social justice, faith and other community groups have endorsed the Arms Embargo Now campaign (armsembargonow.ca) demanding that the Canadian government impose a comprehensive two-way embargo on all manufacturing, sale or transportation of arms and military equipment, components or technology to or from Israel; and
Whereas labour rights are human rights, an injury to one is an injury to all, and the labour movement should fight for the rights of workers everywhere;
Therefore be it resolved that effective immediately, OPSEU/SEFPO will endorse and actively support the Arms Embargo Now campaign, issue a public statement calling for a comprehensive two-way arms embargo, encourage our members to learn more and participate in the campaign, and urge our labour allies – including but not limited to the National Union of Public and General Employees (NUPGE), its component unions and the Canadian Labour Congress – to do the same.
The following Resolutions were Defeated after the OPSEU/SEFPO Convention 2025 by the Executive Board:
K5
Whereas the Provincial Francophone Committee has historically held a Francophone conference every two years.
Whereas the Provincial Francophone Committee aims to promote holidays and events of cultural significance to the Francophone community and OPSEU/SEFPO Francophone members.
Whereas the Francophone conference is an active offer of a safe cultural space where Francophone members can express themselves.
Therefore be it resolved that the Provincial Francophone Committee hold one Francophone conference within its term.
Be it further resolved that in the year of the conference, there will be an additional committee meeting for conference planning purposes.
Be it further resolved that the number of participants will be a maximum of 150 in person, selected based on applications submitted to the committee.
L6
Whereas OPSEU/SEFPO engages in advocacy and in the process sometimes misinformation and harmful policy positions can be inadvertently advanced by activists, and
Whereas Guillain-Barré Syndrome (GBS) and its variants, are rare conditions which can be characterized by rapid onset of weakness and, often, paralysis of the legs, arms, breathing muscles and face, in some cases leading to complete paralysis requiring life-sustaining hospital care. Often accompanied with excruciating pain, and
Whereas Chronic Inflammatory Demyelinating Polyneuropathy (CIDP) and its variants, are rare chronic progressive conditions, which can be characterized by the onset of weakness, numbness and tingling, which can lead to the paralysis of the legs and arms and affect other areas of the body, and the effects are often symmetric in the body, and it is not uncommon for individuals to endure significant pain and discomfort, and
Whereas Multifocal Motor Neuropathy (MMN), is a rare, usually chronic, disorder in which focal areas of multiple motor nerves are attacked by one’s own immune system. MMN progresses gradually, resulting in asymmetrical weakness of a patient’s hands, limbs, and muscle wasting, which could lead to debilitating weakness or paralysis, loss of independence, and the need for ongoing treatment, and
Whereas GBS, CIDP, MMN, and variants are rare, paralyzing and potentially catastrophic disorders of the peripheral nerves where the body’s own immune system attacks the myelin sheath that protects the nerves, and
Whereas GBS, CIDP, MMN, and variants are largely unknown not only to the public but also most physicians as the diseases are barely mentioned in standard medical texts, if at all. The diagnosis and treatment of these conditions is highly specialized with only a few dozen of neurologists in Canada with deep experience, and
Whereas the causes of GBS, CIDP, MMN and variants are unknown, and these conditions can develop in any person, regardless of age, gender or ethnic background, and
Whereas there is no known cure for these conditions, and
Whereas it is difficult to diagnose these conditions as the symptoms can easily be confused for ALS (Lou Gehrig’s disease), MS (Multiple Sclerosis), or other forms of neuropathy. There does not exist one simple diagnostic test for these conditions, and diagnosis for a chronic patient can often take years, and
Whereas GBS, CIDP, MMN, and variants have a slow and unpredictable recovery, patients and their families face an uncertain future, usually requiring months of hospital care without knowing if or when they will recover, or whether they will face long-term disabilities. Earlier diagnosis, treatment, and access to rehabilitation services can improve the chances of avoiding permanent lifelong residual damage of the nerves, and
Whereas GBS and variant patients can, especially with timely diagnosis and treatment, recover although may experience some residual effects throughout their lifetime or in some cases may later be re-diagnosed as having CIDP or another chronic variant, and
Whereas CIDP, MMN, and variant patients can experience remarkable improvement with timely diagnosis and treatment, however, due to their chronic nature may require periodic treatment throughout the patient’s lifetime, and
Whereas immunoglobulin (IG) is the first line treatment for GBS, CIDP, MMN, and variants. Immunoglobulin is approved for use for these conditions and many others by Health Canada and has a solid effectiveness and safety history, and
Whereas immunoglobulin (IG) is administered intravenously (injected into a vein), known as IVIG, or administered subcutaneously (below the skin), known as SCIG, and
Whereas studies have concluded that the early diagnosis of CIDP, MMN, combined with aggressive treatment with IG is necessary to ensure the best possible patient outcomes, and
Whereas immunoglobulin (IG) is manufactured through the highly sophisticated process of fractionation of plasma, a component of human blood, with only a handful of pharmaceutical companies with such expertise and equipment, and
Whereas CIDP, MMN, and variant patients may require IVIG or SCIG for the rest of their lifetimes. It is common for patients to require IVIG once every 3 or 4 weeks to stabilize or prevent the return of symptoms such as numbness, tingling, weakness, pain, or lack of mobility including partial paralysis, and
Whereas it can take, depending on the quality of plasma collected, up to 1,000 plasma donors donating regularly to produce enough vials of immunoglobulin for just one GBS, CIDP, MMN, or variant patient, and
Whereas Justice Krever’s report, in the wake of the tainted blood scandal in Canada, recommended that no donor be paid to donate blood or plasma. This report was developed through the 1990s with the final report tabled November 1997, and
Whereas the impact of treating CIDP, MMN, and variant patients with immunoglobulin could not have been considered by the Krever Commission at the time. CIDP had only been discovered and named in 1982. MMN was discovered and named in 1988.
Treatment protocols for CIDP and MMN were developed through the 1990s and early 2000s. Health Canada finally approved the use of IVIG for CIDP in 2008 though it has a solid track record of effectiveness and safety over two decades. SCIG was finally approved by Health Canada for use with CIDP in 2018, and
Whereas in the years following the Krever Commission it is still universally acknowledged that no donors of whole blood should ever be paid, and
Whereas there is a 100% supply in Canada of every product derived from plasma except immunoglobulin (IG) where sufficient supply to meet patient need has been an issue, and
Whereas taking the incident rates and the treatment needs of CIDP, MMN, and variant patients into account, plus the patients of other conditions where IVIG or SCIG are indicated, there is no debate within the medical community that it is necessary to incentivize plasma donors to ensure sufficient supply to meet patient need, and
Whereas recent medical discoveries and treatment protocols, especially for CIDP and MMN and variants, “broke” the Krever Report when it comes to immunoglobulin. The Krever recommendations continue to hold true for products other than immunoglobulin and that isn’t in dispute, and
Whereas there is no jurisdiction where CIDP, MMN, and variants are treated that has been able to meet patient need with strictly voluntary plasma donations, instead relying heavily on U.S. imports where plasma donors are compensated, and
Whereas the nature of the IG supply problem can be demonstrated with a simple example. The London Health Sciences Centre serves a patient population of approximately 1 million people in the City of London and surrounding counties. In a typical Canadian population, as of today there are likely at least 3 in every 100,000 people who have been diagnosed with CIDP. (Depending on region and lifespan of patients, this number could be as high as 9 in every 100,000 people.) Conservatively, this would mean approximately 30 people in the London area are likely to receive IG on a regular basis. If one were to try to achieve self-sufficiency within London and meet the treatment needs of CIDP patients in the London area, up to 30,000 plasma donors would be required to donate at the CBS London donation site. This would be roughly double the donor rate one would expect for both whole blood and plasma combined within a typical Canadian community. And this example is only for CIDP, let alone the other conditions where IVIG or SCIG are indicated, and
Whereas the problem is further compounded when one considers that many CIDP cases in the community have yet to be identified, where the misdiagnosis rate is believed to be approximately 45% given how easily it is mistaken for other diseases. The need for IG will grow as awareness of CIDP grows among Canadian doctors and cases identified. It will also naturally grow as new cases of CIDP will develop spontaneously in the population at a rate of 1 in every 100,000 in a typical year, and
Whereas Canadian Blood Services (CBS) had reached a low of 15% self-sufficiency for immunoglobulin meaning that it relied on U.S. imports, where plasma donors are paid, for 85% of its supply, and
Whereas Hema-Quebec (HQ) had reached a low in 2024 of 33% self-sufficiency for immunoglobulin meaning that it relied on U.S. imports, where plasma donors are paid, for 67% of its supply. HQ has a plan to fully build out its voluntary donation centers to reach a target of 45% self-sufficiency. HQ reports that patient need is increasing at a rate of 5 to 7% per year, and
Whereas experts expressed alarm that importing more than 50% of the IG supply poses an unacceptable risk to Canadian patients should there be any disruption in the supply chain, border closures, new markets emerge, or should the U.S. achieve “Medicare for All” and provide universal treatment to its own CIDP, MMN, and variant patients based on need and not face the possibility of being declined by insurance, and
Whereas it has been acknowledged that Canada’s IG supply should not originate from a single source. This means that IG made from paid plasma from the U.S. will remain a component of the CBS and HQ supplies for the foreseeable future, and
Whereas Health Canada has confirmed that IG made from paid plasma is safe for patients and there is an over two-decade safety record, and
Whereas there is no disagreement that CBS needs to build out its own plasma donation centre network. However, CBS indicated that this would take approximately 20 years based on funding from provinces. Experts inside and outside CBS concluded that this was not an acceptable risk, and
Whereas the other unacceptable risk identified was the lack of a purely Canadian supply of IG. Today, plasma collected at CBS centers is shipped to a Grifols fractionation plant in North Carolina and then shipped back as finished IG. Should there be any issues with products crossing the border (e.g. 9/11, Covid-19 restrictions), this also posed risk to the supply needed for patients. Therefore, there was a need to have a supply fully collected and fractionated within Canada, and
Whereas patient advocacy groups demanded action to address these unacceptable risks to their patients, and
Whereas CBS devised a solution to the IG supply to reach a level of 50% self-sufficiency by entering into a supply contract with Grifols. In order to supply sufficient product, Grifols would open its own donation centers in Canada (except Quebec) operating under the authority of CBS and in locations approved by CBS. Grifols would pay plasma donors, and
Whereas Grifols plans to fractionate Grifols sourced plasma at their new Montreal based fractionation facility, estimated to begin sometime in 2026, ensuring the complete supply chain on Canadian soil, and
Whereas OPSEU/SEFPO represents CBS workers in Ontario, and
Whereas it is understandable that OPSEU/SEFPO would oppose privatization of its member work. However, activists have conflated the two distinct questions of private operation of clinics versus the payment of donors. These are two different issues, and
Whereas Bloodwatch, an advocacy group that has received OPSEU/SEFPO funding, has communicated misinformation to the OPSEU/SEFPO Board, OPSEU/SEFPO members, and the public regarding the use of IG and the patient need for IG, and
Whereas examples of this misinformation have included mischaracterization of the conditions of CIDP, MMN, and variants. This has included a mischaracterization of the diagnosis and treatment processes in Canada and raising examples from other countries that are not applicable and referencing situations that could never occur in Canada. Including a suggestion that patients could easily switch from IG to other treatments such as plasmapheresis (also known as plasma exchange) which would have a catastrophic long-term effect on the health of patients who require IVIG or SCIG. Including false claims that not all patients receiving IG require it, whereas studies have shown that in Canada 100% of the prescriptions of IG were based on legitimate medical need. Including an unfounded suggestion that somehow IG made from paid plasma is unsafe, unnecessarily scaring patients, despite the nature of the fractionation process which has a proven safety record. This misinformation included a flyer distributed at OPSEU/SEFPO Convention 2023 that falsely stated that Hema-Quebec was 100% self-sufficient for IG and therefore a fully voluntary donation system, when in fact it was only 40% self-sufficient at the time with 60% of its IG derived from paid plasma, and
Whereas OPSEU/SEFPO activists have unknowingly circulated misinformation and have been misled without having access to accurate medical information including the nature of these diseases, recent medical discoveries since the time of the Krever Commission, current treatment protocols, and patient need, and
Whereas activists supported resolutions in Hamilton and Toronto calling for those cities to become “no paid plasma zones”, and
Whereas support for these resolutions was based on misinformation supplied to city councilors, and
Whereas should such a position become widely adopted and take hold in Canada, there is no question that serious harm to patients would result. There is no debate in the medical community that stopping all supplies of IG made from paid plasma, whether it be imported from the U.S. or collected domestically somehow, would cause catastrophic harm to patients, and
Whereas it would be understandable to oppose privatization, such as the involvement of Grifols in the operation of collection centres. However, based on the medical evidence it is unconscionable to take a position, as contemplated by these municipal resolutions, that no organization, including a public agency such as CBS itself, could ever incentivize a plasma donor. Patient harm would result, and
Whereas it was acknowledged that such city council resolutions for “no paid plasma zones” were strictly symbolic as the patient need is not going away. However, such resolutions have poisoned public opinion with misinformation and provoke an unnecessary debate where there is no debate in the medical community, and
Whereas the GBS/CIDP Foundation of Canada a patient organization providing support, education, research, and advocacy, was founded in 2003 so that no patient or family would go through GBS, CIDP, MMN, or a variant, feeling alone, and
Whereas the GBS/CIDP Foundation of Canada Board of Directors bases its decisions on guidance from its Medical Advisory Board, a group of experts who specialize in the research and treatment of GBS, CIDP, MMN, and variants, and
Whereas the GBS/CIDP Foundation of Canada Board unanimously voted to be in support of remuneration of plasma donors by accepting the expert advice of its Medical Advisory Board, and
Whereas the GBS/CIDP Foundation engaged in outreach to the OPSEU/SEFPO Board and has offered to bring a delegation to share information and recommendations informed by current medical science, and
Whereas Bloodwatch has made the outrageous claim that patient groups have only supported the payment of plasma donors because they have been “bought out by big pharma,” not because experts have reached the conclusion that a strictly voluntary plasma donor system could not mathematically produce enough IG to meet the needs of CIDP, MMN, and variant patients, and patients of other conditions, today and into the future, and
Whereas the “bought out by big pharma” accusation was repeated online by certain OPSEU/SEFPO activists, and
Whereas the “bought out by big pharma” smear was a personal attack on the character of Darryl Bedford, the elected President of the GBS/CIDP Foundation of Canada, the patient group which is arguably one of the most affected by decisions surrounding IG,save for patients with primary immune deficiency. He was diagnosed with CIDP in 2005, later becoming a patient advocate and volunteer. He is active in the labour movement, having been a member of OPSEU/SEFPO Local 110 (Fanshawe College Faculty) since 2002, serving as a Steward since 2004, Local President from 2010 to 2022, having opposed partnerships between Fanshawe and private colleges, a member of two previous College Faculty bargaining teams, current member of the Resolutions Committee for Region 1, and the Communications Officer for the London and District Labour Council. Certain activists who reposted the “bought out by big pharma” attack were quite aware of Darryl Bedford’s elected leadership position in the patient community, and
Whereas there is an adage in the labour movement “not for us, or about us, without us,” and
Whereas the voices of patients with lived experience, and who also happen to have access to informed experts, deserve to be heard, and
Whereas should adopt a principle of “do no harm” and base its positions on science to ensure the best possible care for patients, which is the whole point of promoting public services;
Therefore be it resolved that the OPSEU/SEFPO Board receive the delegation previously proposed by the Guillain-Barré Syndrome (GBS) / Chronic Inflammatory Demyelinating Polyneuropathy (CIDP) Foundation of Canada;
Be it further resolved that OPSEU/SEFPO review all its advocacy positions relating to plasma such that the union can advocate to protect the valuable work performed by its members while at the same time “causing no harm” to patients who need immunoglobulin; and
Be it further resolved that OPSEU/SEFPO consult relevant medical experts versed in the needs of patients, whenever and wherever appropriate, to ensure that its messaging and materials are factually accurate and are informed by current medical science.
M5
Whereas The OPSEU/SEFPO (known as the Union) membership has grown exponentially over the last decade; and
Whereas Locals are the first line of communication between members and the union; and
Whereas many Locals are struggling with maintaining adequate representation for their members, a functioning executive committee, financial oversight, member outreach, etc.; and
Whereas Locals need reliable, consistent, and timely support from the union such as financial support, marketing, and communication, accurate Members Lists, and access to OPSEU/SEFPO staff; and
Whereas dues paying members are demanding better services, more timely assistance, and support from both their Locals and OPSEU/SEFPO; and
Whereas many Locals are non-functioning, or otherwise unable to represent their members effectively; and
Whereas the services provided by the union to its Locals and membership have not kept pace with the growth in OPSEU/SEFPO memberships.
Therefore be it resolved that OPSEU/SEFPO Executive Board create an Ad Hoc Committee to review the functionality and financial health of each local, to determine if union staffing supports are adequate, to review the constitution, policies, and procedures to ensure that they support and help maintain healthy, functioning, sustainable, and effective Locals; and
Be it further resolved that the Ad Hoc Committee review will involve a survey of Local Presidents/Executives to ascertain from a Local perspective what additional supports are deemed necessary to help support successful Locals; and
Be it further resolved that the Ad Hoc Committee would develop a strategy, based on their assessment of Local’s needs; that will ensure that OPSEU/SEFPO Locals are successful, financially stable, and capable of meeting the needs of their members today and into the future; and
Be it further resolved that the Ad Hoc committee report back to the Executive Board and a final costed report be presented at convention 2026.
B1
Whereas OPSEU/SEFPO continues to grow and evolve as a Union;
Whereas OPSEU/SEFPO has a highly complex budget process;
Whereas there has been a change in the process to which Ministries, Sectors, Equity and Colleges submit their budget requests;
Whereas the current process has seemed rushed;
Therefore be it resolved that OPSEU/SEFPO process for the budget will be changed to the following:
The Executive Committee will meet one day in November for the budget only, receiving a presentation from the First Vice President/Treasurer and any other department as may be required or requested. At this meeting the Executive Committee will have the opportunity to amend the budget as deemed necessary, with votes on all amendments.
The Executive Board will then meet one week after the Executive Committee budget meeting with all Executive Board Members present. The first day of the executive Board Budget meeting will be designated for presentations from the First Vice President/Treasurer, departments as may be required or requested, sectors, ministries, equity committees and colleges. The next 3 days will be for the budget debate.
Be it further resolved that that this would start in 2025.
Rationale: The committee understands the intent of the resolution; however, the policies and processes in place already allow the Board to decide how much time is required to deliberate on the budget.
B2
Whereas The Executive Board’s budget for 2024 is $1,547,036. Activities covered under this budget include travel and travel related expenses, release time, Board-related supplies, and “other activities”, and
Whereas according to the Audited Financial statements presented at the 2024 Convention for the Budget ending December 31, 2023 under DEPARTMENTAL COSTS, under sections President’s Office and Vice President’s Office there is a subsection “other costs”, which was $136,287 and $27,413 respectively, and
Whereas according to the Audited Financial statements presented at the 2024 Convention for the Budget ending December 31, 2023, under DEPARTMENTAL COSTS, under section Legal Services, with subsection “other costs” initially budgeted for $161,510 when in fact $961,688 was spent creating a deficit of $800,178, and
Whereas these and several other budget lines of “Other” are not explained in a transparent and accessible manner, and
Whereas according to the 2024 Financial statements presented at the 2024 Convention for the Budget ending December 31, 2023, under DEPARTMENTAL COSTS, section “Finance and Operations, and subsection “other costs” was budgeted for $136,000 and the actual cost was $84,607, and
Whereas according to the 2024 Financial statements presented at the 2024 Convention for the Budget ending December 31, 2023, under DEPARTMENTAL COSTS, section, Political Action and Education, and subsection “other costs” was budgeted for $605,601 and the actual cost was $355,822.
Therefore be it resolved that OPSEU/SEFPO provide full disclosure of ALL “other costs” and “Miscellaneous activities” including but not limited to Social Justice Funds, Trips for equity members, donations, in the OPSEU/SEFPO budget; and;
Be it further resolved that OPSEU/SEFPO share the above information to the general membership to improve transparency and accountability.
Rationale: While the committee believes in transparency of expenses, the itemization of these items are contained within the audited financial report and parts of the budget.
Whereas Currently OPSEU/SEFPO does not have a clear policy to ensure transparency of donation monies sent or received by members of the board, or the Board as a whole, and;
Whereas all donations sent or received represent the membership;
Therefore be it resolved that that all donations sent or received serve the vision and mission objectives of OPSEU/SEPFO, a just Ontario for all workers and building public service worker power to advance social and economic justice for all Ontario workers;
Be it further resolved that donations sent or received are in support of Ontario Labour relations and would have a benefit to OPSEU/SEFPO members;
Be it further resolved that donations sent or received may include supporting international union efforts to build unions and worker rights;
Be it further resolved that any donations sent or received will not include involvement in any international political affairs, wars and conflicts, and religious and/or cultural organizations, that are not directly beneficial to OPSEU/SEFPO members equally, with the exception of such union efforts directed to workers’ rights and well-being as stated above; and;
Be it further resolved that any donations sent or received will not involve participation in international political affairs, international wars and conflicts, or religious and/or cultural organizations, unless such efforts directly benefit OPSEU/SEFPO members equally. However, this restriction shall not preclude the union’s involvement in advocacy efforts related to workers’ rights, well-being, and public policies that promote equitable access to healthcare and other essential services that support the overall health and welfare of members.
Rationale: Upon evaluation of this resolution, it was determined by the committee that formulation of this policy would not be enforceable. Existing policy includes safeguards to ensure that donated monies are allocated to promoting union agendas. This resolution would also unduly bind OPSEU/SEFPO and make it difficult to engage in advocacy work.
This resolution can be perceived as a violation of the following Code-based grounds: race, ancestry, place of origin, colour, ethnic origin, citizenship and creed.
The limitations stipulated in this resolution could also impact OPSEU/SEFPO’s Social Justice Fund whose role is to provide financial support to international development projects in Africa, Asia, and Latin America and the Caribbean.
Whereas as of December 21, 2024, Regional Education Funds were reduced by 30%; and
Whereas one of the primary functions and priorities of OPSEU SEFPO is to educate its members to help combat egregious employers and encourage succession planning.
Therefore be it resolved that Regional Education Fund balances, as of January 1 2025, are increased by 30%; and
Be it further resolved that these funds be taken from the General Fund.
Rationale: While the committee recognizes the importance of restoring the surplus amounts to the Regional Education Funds, this resolution would increase the budgeted funds by more than $700,000 and this would further stress the proposed deficit budget.
D2
Whereas Area Councils do important work coordinating union activities within OPSEU/SEFPO involving members in labour solidarity, political action, community involvement and social justice causes.
Whereas Area Councils are funded through the dues paid by affiliated Locals and do not receive any central funding from OPSEU/SEFPO.
Whereas OPSEU/SEFPO gives Locals the option to use their dues rebate to pay for Local expenses including the cost of wages for Alternates attending OPSEU/SEFPO Convention & purchasing merchandise on the Shop OPSEU/SEFPO website provided their TARs are up to date.
Therefore be it resolved OPSEU/SEFPO will commit to providing any Local that is affiliated to an Area Council or Labour Council with the OPTION to request that OPSEU/SEFPO pay their dues required to affiliate or maintain affiliation directly to their Area Council or Labour Council, and deduct the amount(s) paid from the local’s quarterly dues rebate;
Be it further resolved that for locals that request this option, OPSEU/SEFPO will also calculate the local’s 90% reimbursement on their Area Council and Labour Council dues per union policy, and include this reimbursement in the same quarterly local dues rebate from which the Area Council or Labour Council dues are deducted; and
Be it further resolved that for transparency, the amounts of the Area Council and Labour Council dues deducted and the amounts of the respective 90% reimbursement will be listed as separate line items in the local’s rebate statement for each quarterly rebate.
Rationale: While the committee believes associating to Area and Labour Councils is very beneficial, the Resolution as proposed would set an unchecked liability for OPSEU/SEFPO wherein Locals may associate to a Labour Council or Area Council and at some later time stop attending or participating in the council.
E2
Whereas is committed to equity and inclusion, ensuring all members have access to opportunities that enhance their skills and support their workplace needs;
Whereas recognizes its status as part of a bilingual nation, with both English and French being official languages of Canada;
Whereas many OPSEU/SEFPO members work in French-designated workplaces or serve French-speaking communities, where proficiency in French is essential for effective communication and service delivery;
Whereas providing French language training would enable members to better meet the demands of their roles, enhance workplace equity, and increase access to career opportunities;
Whereas offering such training would foster solidarity by empowering members to support colleagues and communities in bilingual settings.
Therefore be it resolved that OPSEU/SEFPO develop and implement a French language training program within five years, accessible to members across the province, to promote workplace equity, professional development, and the union’s commitment to bilingualism; and
Be it further resolved that until such a program is developed, OPSEU/SEFPO will cover the cost of French language training for members through institutions such as Collège Boréal, which offers French as a second language courses.
I2
Whereas the Executive Board of OPSEU/SEFPO committed the Union to active support of “the international campaign of Boycott, Divestment and Sanctions (BDS)” in order to attack the State of Israel; and
Whereas support of this campaign commits OPSEU/SEFPO to following the direction of the Palestinian National BDS Committee; and
Whereas the Palestinian National BDS Committee is comprised of groups that include, first and foremost, the Council of National and Islamic Forces in Palestine
(per http://bdsmovement.net/bnc), also known as Palestinian National and Islamic Forces (PNIF); and
Whereas this group in turn comprises groups that have been listed as terrorist groups by the Government of Canada, including Hamas, Islamic Jihad, and the Popular Front for the Liberation of Palestine; and
Whereas the civilians who have been targeted for death by these groups include OPSEU/SEFPO members who have lived in or visited Israel, as well as their friends and family members; and
Whereas it is corrosive to Union solidarity for our Union (or any affiliated or adjunct group representing members of our Union) to formally support terrorist groups that are actively attempting to murder the friends and family members of other members of our Union.
Therefore be it resolved that OPSEU/SEFPO avoid establishing formal partnerships with–or participating in initiatives and projects that are organized or co-organized by–groups listed as terrorist entities by the Government of Canada; and
Be it further resolved that OPSEU/SEFPO formally withdraw from any such partnerships, initiatives, or projects in which it is currently participating, including the International Boycott, Divestment, Sanction movement targeting the State of Israel, which is co-organized by groups including Hamas and Islamic Jihad — groups that are listed as terrorist groups by the Government of Canada; and
Be it further resolved that this resolution shall similarly apply to any group that represents itself as part of or adjunct to OPSEU/SEFPO or representing OPSEU/SEFPO members in whole or in part.
Rationale: This resolution – which requires the union not to participate in partnerships, initiatives or projects depending on the group/issue/cause – could be perceived as a violation of the following Code based grounds: race, ancestry, place of origin, color, ethnic origin, citizenship and creed.
Whereas the current conflict between the State of Israel and Hamas is among the most divisive conflicts in the world; and
Whereas OPSEU/SEFPO members have strongly held opinions on both sides of this conflict, extending to friends and family members who are directly impacted by it; and
Whereas the international campaign of Boycott, Divestment, and Sanction (BDS) against Israel is designed to attack Israel economically and socially; and
Whereas the campaign’s co-founder explicitly described the purpose of the BDS movement being to “euthanize” the State of Israel; and
Whereas the businesses targeted for boycott by the campaign include businesses that employ OPSEU/SEFPO workers, including the LCBO; and
Whereas OPSEU/SEFPO has targeted Israel exclusively among all nations for sanction and boycott; and
Whereas it is antisemitic for OPSEU/SEFPO to hold the world’s only Jewish state to standards to which it holds no other country; and
Whereas no less than 136 Jewish organizations have identified the BDS Campaign as antisemitic for this reason; and
Whereas the “cultural boycott” of Israel to which the Executive Board has committed OPSEU/SEFPO directly violates of our Statement of Respect, which explicitly states that “we welcome all peoples of the world” to OPSEU/SEFPO events; and
Whereas the “academic boycott” of Israel to which the Executive Board has committed OPSEU/SEFPO directly contradicts the principle of academic freedom that OPSEU/SEFPO has otherwise maintained as essential for its members in academic workplaces; and
Whereas OPSEU/SEFPO membership was not presented with an independent financial analysis of potential financial liabilities to union funds, including but not limited to pension plan funds, because of divestment triggered by the BDS resolution.
Therefore be it resolved that OPSEU/SEFPO formally withdraw from any such partnerships, initiatives, or projects in which it is currently participating, including the international Boycott, Divestment, Sanction Campaign targeting the State of Israel; and
Be it further resolved that this resolution shall similarly apply to any group that represents itself as part or adjunct to OPSEU/SEFPO or representing OPSEU/SEFPO members in whole or in part.
I4
Whereas union members have a fundamental right to know how their union is making decisions related to the Boycott, Divestment, and Sanctions (BDS) movement; and
Whereas union members have a fundamental right to know what goods, services, relationships, and partnerships are being divested from; and
Whereas transparency in these divestment decisions is essential for maintaining trust between union leadership and membership; and
Whereas members should be informed about any changes to the union’s portfolio of goods, services, relationships, and partnerships, that will be impacted by their decisions related to the BDS movement; and
Whereas full disclosure of such decisions allows members to make informed decisions about their union’s policies and leadership.
Therefore be it resolved that:
1. The OPSEU/SEFPO President and First Vice-President/Treasurer shall, within 90 days of the close of Convention 2025, provide a report to all members detailing the impact of the Boycott, Divestment and Sanction (BDS) resolution adopted by the Board, with particular attention to the following information:
– The criteria used to determine which goods, services, relationships, and partnerships, were subject to divestment
– All current and past divestments made in accordance with BDS-related policies including the termination or modification of vendor contracts, business relationships, academic partnerships, research collaborations, institutional memberships and affiliations, changes to members pension funds
– Any other financial, commercial, or academic relationships affected by BDS-related policies not listed above
2.The disclosure shall include:
– The criteria used to determine which relationships were subject to modification or termination
– The timeline of when such divestments were executed
-The financial impact of such divestments on the union’s overall financial position and changes to members pension funds
– The effects on academic programs, research initiatives, or educational resources
– Alternative providers, partners, or sources selected, if any
– Any associated costs, savings, or operational impacts from these changes
3. This disclosure shall:
– Be made available to all union members through secure electronic means
– Be updated annually or when significant changes occur
– Include both direct divestments and indirect divestments of all types
– Cover both financial and non-financial relationships
– Protect any legally required confidential information while maximizing transparency
– Detail any exceptions made and the rationale for such exceptions
– Include impact assessments on academic and research activities.
Rationale: While the committee is sympathetic to the request for information concerning the impacts of OPSEU/SEFPO’s existing policy of BDS, the resolution as written would impose an unreasonable administrative burden on the Union. The scope and detail of requested information includes numerous items that OPSEU/SEFPO has no ability to access or evaluate. In addition, the timelines for reporting information are unrealistic.
J1
Whereas OPSEU/SEFPO should let members gather together, provide a safe space and not disadvantage members due to demographical restrictions; and
Whereas urban congestion can lead to travel times greatly in excess of smaller distances in less congested areas.
Therefore be it resolved that OPSEU/SEFPO will allow members over 30km from any event that normally includes accommodation, to be reimbursed for accommodation and associated expenses if desired for all union business.
Rationale: The committee recognizes the challenges of commuting for OPSEU/SEFPO business. Lowering the 60 km threshold to 30 km would be cost prohibitive.
J3
Whereas the ability for committee members to engage in union work is critical, and financial barriers such as the inability to secure advances, or the absence of personal credit cards, may prevent members from fully participating; and
Whereas while the Equity Executive Board Member (EEBM) of the committees may have access to a corporate credit card, they are not always in attendance with the committee when performing union-related work, which may create financial barriers for members who are unable to use their personal credit cards or secure advances; and
Whereas it is important to ensure that all members have equal access to the resources required to fulfill their union duties, regardless of their financial circumstances.
Therefore be it resolved that OPSEU/SEFPO will provide each equity committee with one union-issued credit card to be used for expenses related to union work, including but not limited to hotel holds, registration fees, and travel-related costs, where members are unable to use their personal cards or secure advances;
Be it further resolved that the credit card will be held by the Treasurer of each equity committee, with the understanding that all expenses will be managed and documented according to union policy and guidelines to ensure transparency and accountability;
Be it further resolved that this provision will enable equity committee members to participate in union activities, including conferences, meetings, and other work-related functions, without financial barriers inhibiting their involvement;
Be it further resolved that the union will monitor and evaluate the implementation of this measure to ensure it is achieving its intended purpose of supporting full participation in union work by all members, particularly those who may face financial barriers.
Rationale: The passing of this resolution would set up a financial liability for
OPSEU/SEFPO and the equity committee treasurers. This could introduce contention between equity committee members and their respective treasurers and OPSEU/SEFPO should financial irregularities arise.
J4
Whereas OPSEU/SEFPO’s financial policies do not allow for a local to hold a credit care, and
Whereas most banking institutions charge feed for each EFT transaction, and
Whereas many vendors with whom locals do business will only accept electronic or card payments, and
Whereas the use of personal credit cards for union business can create undue hardship for individual members;
Therefore be it resolved that OPSEU/SEFPO revise its financial policies to create appropriate safeguards and permit locals to hold a credit card should their local bylaws allow them.Rationale: The passing of this resolution would set up a financial liability for OPSEU/SEFPO and local treasurers. This could introduce contention between local members and their respective treasurers and OPSEU/SEFPO should financial irregularities arise.
K7
Whereas OPSEU/SEFPO Retires are un unutilized resource; and
Whereas OPSEU/SEFPO activist retires still have a passion for social justice and the union movement; and
Whereas OPSEU/SEFPO retires 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; and
Whereas OPSEU/SEFPO’s other equity seeking groups/divisions all have regular conferences on a biannual or annual schedule; and
Whereas OPSEU/SEFPO says it respects equity; and
Whereas the United Nations recognized agism 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.
Be it further resolved that Retirees also be entitled to regular conferences.
Rationale: While the committee appreciates the vital role that Retired Members fulfill within OPSEU/SEFPO, the committee notes that the Retired Members’ Division is not an OPSEU/SEFPO equity committee.
Whereas the climate crisis disproportionately impacts working-class and marginalized communities; including rural areas, necessitating equitable solutions that balance environmental sustainability and social justice; and
Whereas public transportation, especially buses, reduces carbon emissions and air pollution, and is essential for achieving environmental goals; and
Whereas union members face barriers to adorable transportation, limiting their participation in climate justice efforts and sustainable commuting; and
Whereas many rural union members lack access to public transit, requiring alternative transportation solutions such as ridesharing, carpooling, electric vehicles (EVs), or on-demand shuttles to contribute to sustainability goals; and
Whereas studies show public transportation is vital in reducing emissions and improving environmental sustainability, making it a key component of any climate action plan;
Whereas providing free or subsidized transportation options for both urban and rural union members will reduce financial burdens and promote fairness, solidarity, and sustainability for workers; and
Whereas incorporating these policies into climate action plans helps reduce the environmental footprint of the labour force, while strengthening economic well-being and worker power;
Therefore be it resolved that OPSEU/SEFPO calls for the adoption of policies providing free bus passes to urban union members and alternative transportation solutions for rural members, including ride-sharing, EV incentives, carpooling, and on-demand shuttle services;
Be it further resolved that OPSEU/SEFPO will advocate for the inclusion of both free transit passes and rural transportation options in climate action plans at all levels of government, ensuring equitable access to clean, reliable transportation for all workers; and
Be it further resolved that OPSEU/SEFPO reaffirms its commitment to both labour rights and climate justice, advocating for policies that support good jobs and contribute to building a more sustainable, equitable, and just society.
Rationale: While the committee sees the intent that the submitting body is presenting in the second and third resolves, OPSEU/SEFPO providing bus and alternative transportation solutions would be cost prohibitive.
Whereas OPSEU/SEFPO continues grow and evolve as a Union; and
Whereas OPSEU/SEFPO locals and bargaining units continue to grow; and
Whereas time commitments and responsibilities 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 full-time book off will be as follows: Single Unit – 600 members, Composite/Multi-Unit – 500 Members; and
Be it further resolved that this would start in 2026.
Rationale: While the committee appreciates the potential need for full time presidency book offs to conduct union business, this resolution would cause a budget increase of approximate $2M per year.
M3
Whereas OPSEU/SEFPO’s Area Councils work hard at promoting, mobilizing, advocating and engaging our Locals and Members; and
Whereas OPSEU/SEFPO’s Area Council’s are creative in the ways they connect with Locals and members; and
Whereas Area Councils actively work with communities and Labour Allies.
Therefore be it resolved that OPSEU SEFPO Area Council Chairs and or designee will meet for a two day hybrid meeting annually in January of every year to discuss mobilizing, advocating and engaging strategies they use to promote their locals and the Union;
Be it further resolved that support will be provided to the Area Council chairs meeting from the President’s Office, Vice President/Treasurer’s Office and any other applicable resource that is needed, directed from the President’s Office; and
Be it further resolved that the President and or designee, will be the chair of the meeting and will add and call for agenda items for the January meeting; and
Be it further resolved that this meeting will start in 2026.
Rationale: Passing this resolution would incur costs to OPSEU/SEFPO that would outweigh the perceived benefit.
Whereas the Ontario Public Service Employees Union (OPSEU/SEFPO) aims to promote active participation and representation for all members in union activities; and
Whereas local unions with fewer than 50 members often face challenges in ensuring adequate representation at the annual convention and divisional meetings due to financial constraints and limited resources; and
Whereas the involvement of alternate delegates at these events plays a crucial role in strengthening local unions by increasing their representation and ensuring a diverse range of voices within the decision-making process; and
Whereas attending the convention and divisional meetings requires time off work, which can present a financial hardship for local members.
Therefore be it resolved that OPSEU/SEFPO will cover the costs for alternates from locals with fewer than 150 members to attend divisional meetings, including the necessary wages to ensure their attendance does not create a financial burden; and
Be it further resolved that this policy would support the ongoing growth, engagement, and solidarity of all OPSEU/SEFPO members, ensuring that even the smallest locals are represented and able to fully participate in union activities.
Rationale: While the committee recognizes the value of having alternates attend Divisional Meetings, if this resolution were to be adopted, it would be both complicated to implement and cost prohibitive. OPSEU/SEFPO Sectors and Divisions have varying procedures when determining the number of alternates that may attend.
M6
Whereas OPSEU/SEFPO members rely on on-site childcare to attend OPSEU/SEFPO events with their children aged 17 years and under; and
Whereas members with children who are caregivers cannot actively participate in events without access to childcare; and
Whereas OPSEU/SEFPO has made progress by incorporating childcare into its policies, barriers and accessibility challenges persist, limiting full member participation; and
Whereas High-quality childcare remains a key objective and mandate of OPSEU/SEFPO, with policies stating that all OPSEU/SEFPO events—educational sessions, conventions, regional meetings, divisional meetings, and central demand-setting meetings—must offer child care services when requested at least three weeks prior to the event; and
Whereas the current form required for parents and caregivers to access child care services is overly detailed and repetitive, creating unnecessary obstacles that overwhelm members and discourage their participation; and
Whereas Members who register their children in the OPSEU/SEFPO member portal should not be unreasonably denied child care services; and
Whereas Accessibility and access to child care must not serve as barriers to attendance at union events.
Therefore be it resolved that OPSEU/SEFPO establish a permanent Child Care Standing Committee, meeting four times a year, to review and recommend changes to child care procedures and communicate these updates annually to the membership to be implemented within 3 months of adoption of this resolution;
Be it further resolved that to identify areas for improvement OPSEU/SEFPO annually review the childcare registration forms/handbook in consultation with key stakeholders, including designated members from each equity committee who utilize childcare services;
Be it further resolved that OPSEU/SEFPO conduct an annual survey of all members who utilized childcare services, as outlined in the policy and procedure manual, to gather feedback and enhance service quality.
Be it further resolved that OPSEU/SEFPO childcare providers will receive information on registered member children in a timely manner and that all registered members are informed of the childcare location, itinerary, and contact details no later than one week prior to the event; and
Be it further resolved that the application of childcare practices are inline and compliant with Ministry standards.
Rationale: The committee agrees that childcare should not be a barrier to participation in OPSEU/SEFPO events. OPSEU/SEFPO recently conducted a review of childcare policy and practices via an ad hoc committee. The current practices exceed Ministry standards.
Whereas social media can amplify political, ideological or social divisions and polarize union members and such divisions can negatively affect the reputation of a union and reduce its reach for mobilization, solidarity, labour and social justice issues and;
Whereas many Canadian unions have developed social media guidelines and policies such as CUPE and USW and those guidelines and policies feature prominently on the union websites for all membership to access and
Whereas OPSEU/SEFPO has no such guidelines, rules, or policies governing their social media accounts or platforms, the absence of which raises issues of liability, security or privacy infringements, or unfair or discriminatory practices and
Whereas the conduct of union members on OPSEU/SEFPO’s social media platforms is an extension of in-person conduct subject to the Constitution, Statement of Respect, Harassment and Discrimination Policy and Privacy Policy.
Therefore be it resolved that OPSEU/SEFPO will develop social media guidelines;
Be it further resolved that policies subject to the Constitution, Statement of Respect, Harassment and Discrimination Policy, and Privacy Policy and will be implemented in the social media guidelines; and
Be it further resolved that such guidelines will include the following:
A. The guidelines and policies will be disseminated to all members and found easily on the OPSEU/SEFPO website.
B. The guidelines will apply to all OPSEU/SEFPO social media accounts and platforms with a link to such guidelines and polices on the OPSEU/SEFPO website prominently displayed.
C. Every social media account of OPSEU/SEFPO shall post information about the local, region, committee, group, or caucus represented on that account or platform and their mandates.
D. Every administrator of an OPSEU/SEFPO social media account or platform will be a current elected member of the Executive Board, Regional Executive Board, Local Executive Board, or provincial, regional, local Committee or Caucus.
E. Uniform rules on admittance or removal of a member from a social media account.
Rationale: While the committee understands that social media can be used in a way that violates the Statement of Respect and/or the Harassment and Discrimination Prevention Policy, this resolution is too prescriptive.
Whereas the OPSEU/SEFPO member portal is operated and maintained by the third-party company UnionWare and
Whereas UnionWare, previously a Canadian company, was acquired in 2019 by American corporation (Togetherwork) and
Whereas the current political climate is experiencing an increase in far-right, fascist, anti-equity and anti-union rhetoric and,
Whereas equity groups have requested information be displayed and used (e.g. pronouns and preferred names entered into portal to be printed on event badges) that has gone unaddressed and,
Whereas sensitive information about equity deserving groups is stored on the member portal, therefore in UnionWare with the potential for this information to be in the hands of American corporations.
Therefore be it resolved that OPSEU/SEFPO change vendors for operation and maintenance of the Member Portal to a Canadian company (that does not store their data in the US) to safeguard the information of its membership, including details of equity-deserving status from American corporations, as soon as feasibly possible due to the impending administration change in the American government.
Rationale: The premise of this resolution is no longer applicable. The Committee has been informed by OPSEU/SEFPO staff that Unionware has been since sold to Valsoft, a Canadian company. It was also noted that Unionware a is Winnipeg-based company with employees unionized by MGEU. All data is stored on servers in an OPSEU/SEFPO data centre and not on cloud services. A 2019 project to identify an alternative to Unionware did not find a comparable product with the features the Union needs.
Whereas OPSEU/SEFPO represents tens of thousands of members across Ontario, and effective communication is essential to engage, inform, and mobilize members; and
Whereas social media has become a critical tool for unions to reach their members, amplify campaigns, share successes, and combat misinformation in real time; and
Whereas the current volume and complexity of social media communications require dedicated expertise to ensure consistent, timely, and high-quality messaging; and
Whereas hiring a full-time social media manager with professional experience in communications, digital strategy, and member engagement will strengthen OPSEU/SEFPO’s online presence and support organizing efforts; and
Whereas a strong social media strategy can increase member engagement, build solidarity, and enhance OPSEU/SEFPO’s public profile in advocacy campaigns.
Therefore be it resolved that OPSEU/SEFPO hire a full-time social media manager to manage, create, and coordinate content for the union’s social media platforms; and
Be it further resolved that the social media manager will work closely with elected leadership, communications staff, and members to develop strategies that reflect the values and priorities of the union; and
Be it further resolved that OPSEU/SEFPO allocate appropriate resources for the role, including professional development and tools to enhance digital communications.
Rationale: The Union should have the flexibility to appropriately determine its staffing needs and organize work so that all communications are consistent and effective across all media.
Whereas OPSEU-SEFPO continues to grow with new locals; and
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; and
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; and
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; and
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; and
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; and
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; and
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.
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 400 signed-up members, as follows:
“Section A – Definitions, Responsibilities and Requirements
This policy applies to single unit Locals with 750 or more signed members and to composite and multi- unit Locals that have 650 or more signed-up members and to composite locals with 400 or more signed-up members. When determining whether a Local qualifies for access to local union leave the signed Local membership numbers from each quarter shall be referenced.
Should membership numbers decline/or increase the loss or acquisition of eligibility will be reassessed when the new quarterly numbers become available.
The Executive Committee may include Locals that are created during the year in this policy, if they qualify. Only individuals who are members in good standing may access local union leave.
Individuals on local union leave will be required to continue to pay Union dues. Where an existing collective agreement provides for Union leave with pay for specific
Union-related duties such as, but not limited to collective bargaining, this policy does not apply. Locals are required to track and report all such periods of time so that proper reconciliation between Union-paid leave and employer-paid leave may be completed.
A Local that is eligible for local union leave under this policy must include, in the demand sets of the bargaining Units included in such Local, proposals that would seek to gain employer-paid local union leave intended for Local wide general Union activities. Such proposals must also ensure that the employer continues to provide insurance coverage, pensions, vacations and all other rights and benefits during such leave.
For the purposes of this policy the following definitions shall apply:
8. “Local Union Leave” shall be defined as a leave of absence for Union business initiated by a single unit Local of 750 signed-up members and/or composite and multi-unit Locals of 650 or more signed-up members and/or composite locals with 400 or more signed-up members under this policy.
9. “Insurance Plans” shall be defined as all insurance arrangements that apply to an employee under their collective agreement.
10. “Pension Arrangements” shall include any employment related pension or Registered Retirement Savings Plan (RRSP) arrangement that apply to an employee under their collective agreement.
Except for any reimbursements specifically set out under this policy the Local will be responsible for costs relating to any of their members on local union leave.
Should the bargaining unit of the member on local union leave be on strike or locked out, the member on leave shall receive only those payments that apply to other striking/locked out members in their home bargaining unit for the period of the strike or lock out.
In the event a Local is placed under trusteeship, the Trustee shall determine on what basis any existing local union leave will continue. The Trustee will have the same rights and responsibilities accorded to the Local Executive Committee during the period of trusteeship.
Each Local within the meaning of this policy shall only be entitled to one full-time employment (FTE) local union leave of absence under this policy.”
Rationale: Passing this Resolution would be cost prohibitive. Also, it provides a solution that is focused solely on composite locals.
M14
Whereas The use of social media platforms such as Twitter, Facebook, Instagram, and BlueSky has been beneficial for communication but also said social platforms, are experiencing homophobia, bigotry, and racism; and
Whereas The optics of OPSEU/SEFPO using platforms owned by individuals who peddle bigotry, racism, homophobia, and xenophobia are concerning; and
Whereas Social media allows for easy collaboration outside of locals and unions but doesn’t increase local engagement; and
Whereas It is important to evaluate how OPSEU/SEFPO organizes and recognize that shared 1:1 conversations are more effective for organizing than social media; and
Whereas Social media does not significantly leverage or engage members compared to traditional organizing methods like 1:1 conversations or phone trees.
Therefore be it resolved that OPSEU/SEFPO will conduct an internal review regarding the use of social media platforms in 2025 and consider alternative methods of communication that align with our values.
Rationale: While the committee recognizes the importance of different modes of communication, it is important for OPSEU/SEFPO to have a wide range of tools and that includes social media.
O2
Whereas many people are switching to Bluesky and abandoning X (Twitter) as a form of protest against its owner and the rise of far-right politics, spread of misinformation and conspiracy theories on X; and
Whereas Bluesky introduces customizable algorithms, enabling users to determine how content appears in their feeds, empowering users to avoid overwhelming or irrelevant content, creating a timeline free from sensationalism or forced trends; and
Whereas Bluesky allows you to set up your own Personal Data Server, meaning your content and domain-tied handle are yours forever and cannot be held hostage by the platform; and
Whereas Bluesky does not offer monetization tools or advertising options, making it an ad-free platform creating a more organic environment where brands can focus on building genuine connections; and
Whereas Bluesky is growing rapidly, particularly among users seeking a positive and community-driven experience.
Therefore be it resolved that any OPSEU/SEFPO groups (locals, committees, etc.) who are currently using X will close those accounts by January 1st, 2026, and switch to using Bluesky (if desired), as well as any OPSEU/SEFPO groups looking to create new social media accounts will no longer use X on a going forward basis with the adoption of this resolution.
Rationale: The committee feels it is important for groups to be able to choose the platform that works best for the members with whom they are trying to communicate.
M17
Whereas there is no local in all Region 7 that can ever meet the full-time book off threshold based on membership numbers; and
Whereas OPSEU/SEFPO is based on equity in representation for all members.
Therefore be it resolved that the threshold for full time book off for a Region 7 Local be reduced to 300 members.
K8 #2
Whereas OPSEU/SEFPO is an inclusive union and espouses the concepts of Equity Diversity and Inclusion (EDI) as one of its primary guiding principles.
Whereas OPSEU/SEFPO has constitutionally created a committee to reach out to Racialized members to assist and support their inclusion in Union activism and activities.
Whereas Equity, Diversity and Inclusion initiatives such as the DSRP have been slow to roll out across the local LECs.
Whereas OPSEU/SEFPO recognizes the presence and prevalence of systemic racism affecting Racialized and equity identifying Members within the Union and the workplace.
Whereas culturally appropriate support and training is most effective in supporting Racialized and equity identifying members.
Be it further resolved that OPSEU/SEFPO shall ensure be proactive by supporting every local in facilitating local members with connecting with the Article 19 Equity Committee they identify with when requiring and/or requesting a support person. This action shall be effective within six weeks of this resolution being passed.
M5
Whereas The OPSEU/SEFPO (known as the Union) membership has grown exponentially over the last decade; and
Whereas Locals are the first line of communication between members and the union; and
Whereas many Locals are struggling with maintaining adequate representation for their members, a functioning executive committee, financial oversight, member outreach, etc.; and
Whereas Locals need reliable, consistent, and timely support from the union such as financial support, marketing, and communication, accurate Members Lists, and access to OPSEU/SEFPO staff; and
Whereas dues paying members are demanding better services, more timely assistance, and support from both their Locals and OPSEU/SEFPO; and
Whereas many Locals are non-functioning, or otherwise unable to represent their members effectively; and
Whereas the services provided by the union to its Locals and membership have not kept pace with the growth in OPSEU/SEFPO memberships.
Therefore be it resolved that OPSEU/SEFPO Executive Board create an Ad Hoc Committee to review the functionality and financial health of each local, to determine if union staffing supports are adequate, to review the constitution, policies, and procedures to ensure that they support and help maintain healthy, functioning, sustainable, and effective Locals; and
Be it further resolved that the Ad Hoc Committee review will involve a survey of Local Presidents/Executives to ascertain from a Local perspective what additional supports are deemed necessary to help support successful Locals; and
Be it further resolved that the Ad Hoc Committee would develop a strategy, based on their assessment of Local’s needs; that will ensure that OPSEU/SEFPO Locals are successful, financially stable, and capable of meeting the needs of their members today and into the future; and
Be it further resolved that the Ad Hoc committee report back to the Executive Board and a final costed report be presented at convention 2026.
L6
Whereas Guillain-Barré Syndrome (GBS) and its variants, are rare conditions which can be characterized by rapid onset of weakness and, often, paralysis of the legs, arms, breathing muscles and face, in some cases leading to complete paralysis requiring life-sustaining hospital care. Often accompanied with excruciating pain, and
Whereas there is no known cure for these conditions, and
Whereas immunoglobulin (IG) is administered intravenously (injected into a vein), known as IVIG, or administered subcutaneously (below the skin), known as SCIG, and
Whereas studies have concluded that the early diagnosis of CIDP, MMN, combined with aggressive treatment with IG is necessary to ensure the best possible patient outcomes, and
Whereas immunoglobulin (IG) is manufactured through the highly sophisticated process of fractionation of plasma, a component of human blood, with only a handful of pharmaceutical companies with such expertise and equipment, and
Whereas CIDP, MMN, and variant patients may require IVIG or SCIG for the rest of their lifetimes. It is common for patients to require IVIG once every 3 or 4 weeks to stabilize or prevent the return of symptoms such as numbness, tingling, weakness, pain, or lack of mobility including partial paralysis, and
Whereas it can take, depending on the quality of plasma collected, up to 1,000 plasma donors donating regularly to produce enough vials of immunoglobulin for just one GBS, CIDP, MMN, or variant patient, and
Whereas Justice Krever’s report, in the wake of the tainted blood scandal in Canada, recommended that no donor be paid to donate blood or plasma. This report was developed through the 1990s with the final report tabled November 1997, and
Whereas the impact of treating CIDP, MMN, and variant patients with immunoglobulin could not have been considered by the Krever Commission at the time. CIDP had only been discovered and named in 1982. MMN was discovered and named in 1988. Treatment protocols for CIDP and MMN were developed through the 1990s and early 2000s. Health Canada finally approved the use of IVIG for CIDP in 2008 though it has a solid track record of effectiveness and safety over two decades. SCIG was finally approved by Health Canada for use with CIDP in 2018, and
Whereas in the years following the Krever Commission it is still universally acknowledged that no donors of whole blood should ever be paid, and
Whereas there is a 100% supply in Canada of every product derived from plasma except immunoglobulin (IG) where sufficient supply to meet patient need has been an issue, and
Whereas taking the incident rates and the treatment needs of CIDP, MMN, and variant patients into account, plus the patients of other conditions where IVIG or SCIG are indicated, there is no debate within the medical community that it is necessary to incentivize plasma donors to ensure sufficient supply to meet patient need, and
Whereas recent medical discoveries and treatment protocols, especially for CIDP and MMN and variants, “broke” the Krever Report when it comes to immunoglobulin. The Krever recommendations continue to hold true for products other than immunoglobulin and that isn’t in dispute, and
Whereas there is no jurisdiction where CIDP, MMN, and variants are treated that has been able to meet patient need with strictly voluntary plasma donations, instead relying heavily on U.S. imports where plasma donors are compensated, and
Whereas the nature of the IG supply problem can be demonstrated with a simple example. The London Health Sciences Centre serves a patient population of approximately 1 million people in the City of London and surrounding counties. In a typical Canadian population, as of today there are likely at least 3 in every 100,000 people who have been diagnosed with CIDP. (Depending on region and lifespan of patients, this number could be as high as 9 in every 100,000 people.) Conservatively, this would mean approximately 30 people in the London area are likely to receive IG on a regular basis. If one were to try to achieve self-sufficiency within London and meet the treatment needs of CIDP patients in the London area, up to 30,000 plasma donors would be required to donate at the CBS London donation site. This would be roughly double the donor rate one would expect for both whole blood and plasma combined within a typical Canadian community. And this example is only for CIDP, let alone the other conditions where IVIG or SCIG are indicated, and
Whereas the problem is further compounded when one considers that many CIDP cases in the community have yet to be identified, where the misdiagnosis rate is believed to be approximately 45% given how easily it is mistaken for other diseases. The need for IG will grow as awareness of CIDP grows among Canadian doctors and cases identified. It will also naturally grow as new cases of CIDP will develop spontaneously in the population at a rate of 1 in every 100,000 in a typical year, and
Whereas Canadian Blood Services (CBS) had reached a low of 15% self-sufficiency for immunoglobulin meaning that it relied on U.S. imports, where plasma donors are paid, for 85% of its supply, and
Whereas Hema-Quebec (HQ) had reached a low in 2024 of 33% self-sufficiency for immunoglobulin meaning that it relied on U.S. imports, where plasma donors are paid, for 67% of its supply. HQ has a plan to fully build out its voluntary donation centers to reach a target of 45% self-sufficiency. HQ reports that patient need is increasing at a rate of 5 to 7% per year, and
Whereas experts expressed alarm that importing more than 50% of the IG supply poses an unacceptable risk to Canadian patients should there be any disruption in the supply chain, border closures, new markets emerge, or should the U.S. achieve “Medicare for All” and provide universal treatment to its own CIDP, MMN, and variant patients based on need and not face the possibility of being declined by insurance, and
Whereas it has been acknowledged that Canada’s IG supply should not originate from a single source. This means that IG made from paid plasma from the U.S. will remain a component of the CBS and HQ supplies for the foreseeable future, and
Whereas Health Canada has confirmed that IG made from paid plasma is safe for patients and there is an over two-decade safety record, and
Whereas there is no disagreement that CBS needs to build out its own plasma donation centre network. However, CBS indicated that this would take approximately 20 years based on funding from provinces. Experts inside and outside CBS concluded that this was not an acceptable risk, and
Whereas the other unacceptable risk identified was the lack of a purely Canadian supply of IG. Today, plasma collected at CBS centers is shipped to a Grifols fractionation plant in North Carolina and then shipped back as finished IG. Should there be any issues with products crossing the border (e.g. 9/11, Covid-19 restrictions), this also posed risk to the supply needed for patients. Therefore, there was a need to have a supply fully collected and fractionated within Canada, and
Whereas patient advocacy groups demanded action to address these unacceptable risks to their patients, and
Whereas CBS devised a solution to the IG supply to reach a level of 50% self-sufficiency by entering into a supply contract with Grifols. In order to supply sufficient product, Grifols would open its own donation centers in Canada (except Quebec) operating under the authority of CBS and in locations approved by CBS. Grifols would pay plasma donors, and
Whereas Grifols plans to fractionate Grifols sourced plasma at their new Montreal based fractionation facility, estimated to begin sometime in 2026, ensuring the complete supply chain on Canadian soil, and
Whereas OPSEU/SEFPO represents CBS workers in Ontario, and
Whereas it is understandable that OPSEU/SEFPO would oppose privatization of its member work. However, activists have conflated the two distinct questions of private operation of clinics versus the payment of donors. These are two different issues, and
Whereas Bloodwatch, an advocacy group that has received OPSEU/SEFPO funding, has communicated misinformation to the OPSEU/SEFPO Board, OPSEU/SEFPO members, and the public regarding the use of IG and the patient need for IG, and
Whereas examples of this misinformation have included mischaracterization of the conditions of CIDP, MMN, and variants. This has included a mischaracterization of the diagnosis and treatment processes in Canada and raising examples from other countries that are not applicable and referencing situations that could never occur in Canada. Including a suggestion that patients could easily switch from IG to other treatments such as plasmapheresis (also known as plasma exchange) which would have a catastrophic long-term effect on the health of patients who require IVIG or SCIG. Including false claims that not all patients receiving IG require it, whereas studies have shown that in Canada 100% of the prescriptions of IG were based on legitimate medical need. Including an unfounded suggestion that somehow IG made from paid plasma is unsafe, unnecessarily scaring patients, despite the nature of the fractionation process which has a proven safety record. This misinformation included a flyer distributed at OPSEU/SEFPO Convention 2023 that falsely stated that Hema-Quebec was 100% self-sufficient for IG and therefore a fully voluntary donation system, when in fact it was only 40% self-sufficient at the time with 60% of its IG derived from paid plasma, and
Whereas OPSEU/SEFPO activists have unknowingly circulated misinformation and have been misled without having access to accurate medical information including the nature of these diseases, recent medical discoveries since the time of the Krever Commission, current treatment protocols, and patient need, and
Whereas activists supported resolutions in Hamilton and Toronto calling for those cities to become “no paid plasma zones”, and
Whereas support for these resolutions was based on misinformation supplied to city councilors, and
Whereas should such a position become widely adopted and take hold in Canada, there is no question that serious harm to patients would result. There is no debate in the medical community that stopping all supplies of IG made from paid plasma, whether it be imported from the U.S. or collected domestically somehow, would cause catastrophic harm to patients, and
Whereas it would be understandable to oppose privatization, such as the involvement of Grifols in the operation of collection centres. However, based on the medical evidence it is unconscionable to take a position, as contemplated by these municipal resolutions, that no organization, including a public agency such as CBS itself, could ever incentivize a plasma donor. Patient harm would result, and
Whereas it was acknowledged that such city council resolutions for “no paid plasma zones” were strictly symbolic as the patient need is not going away. However, such resolutions have poisoned public opinion with misinformation and provoke an unnecessary debate where there is no debate in the medical community, and
Whereas the GBS/CIDP Foundation of Canada a patient organization providing support, education, research, and advocacy, was founded in 2003 so that no patient or family would go through GBS, CIDP, MMN, or a variant, feeling alone, and
Whereas the GBS/CIDP Foundation of Canada Board of Directors bases its decisions on guidance from its Medical Advisory Board, a group of experts who specialize in the research and treatment of GBS, CIDP, MMN, and variants, and WHEREAS the GBS/CIDP Foundation of Canada Board unanimously voted to be in support of remuneration of plasma donors by accepting the expert advice of its Medical Advisory Board, and
Whereas the GBS/CIDP Foundation engaged in outreach to the OPSEU/SEFPO Board and has offered to bring a delegation to share information and recommendations informed by current medical science, and
Whereas Bloodwatch has made the outrageous claim that patient groups have only supported the payment of plasma donors because they have been “bought out by big pharma,” not because experts have reached the conclusion that a strictly voluntary plasma donor system could not mathematically produce enough IG to meet the needs of CIDP, MMN, and variant patients, and patients of other conditions, today and into the future, and
Whereas the “bought out by big pharma” accusation was repeated online by certain OPSEU/SEFPO activists, and
Whereas the “bought out by big pharma” smear was a personal attack on the character of Darryl Bedford, the elected President of the GBS/CIDP Foundation of Canada, the patient group which is arguably one of the most affected by decisions surrounding IG,
save for patients with primary immune deficiency. He was diagnosed with CIDP in 2005, later becoming a patient advocate and volunteer. He is active in the labour movement, having been a member of OPSEU/SEFPO Local 110 (Fanshawe College Faculty) since 2002, serving as a Steward since 2004, Local President from 2010 to 2022, having opposed partnerships between Fanshawe and private colleges, a member of two previous College Faculty bargaining teams, current member of the Resolutions Committee for Region 1, and the Communications Officer for the London and District Labour Council. Certain activists who reposted the “bought out by big pharma” attack were quite aware of Darryl Bedford’s elected leadership position in the patient community, and
Whereas there is an adage in the labour movement “not for us, or about us, without us,” and
Whereas the voices of patients with lived experience, and who also happen to have access to informed experts, deserve to be heard, and
Whereas should adopt a principle of “do no harm” and base its positions on science to ensure the best possible care for patients, which is the whole point of promoting public services;
Therefore be it resolved that the OPSEU/SEFPO Board receive the delegation previously proposed by the Guillain-Barré Syndrome (GBS) / Chronic Inflammatory Demyelinating Polyneuropathy (CIDP) Foundation of Canada;
Be it further resolved that OPSEU/SEFPO review all its advocacy positions relating to plasma such that the union can advocate to protect the valuable work performed by its members while at the same time “causing no harm” to patients who need immunoglobulin; and
Be it further resolved that OPSEU/SEFPO consult relevant medical experts versed in the needs of patients, whenever and wherever appropriate, to ensure that its messaging and materials are factually accurate and are informed by current medical science.
The following Resolutions given “No Recommendation” after the 2025 OPSEU/SEFPO Convention by the Executive Board:
B7
Whereas the budget meeting is held on Wednesday night at 9:00 PM.
Whereas this is not equitable with travel, family obligations, additional expense not supported by OPSEU/SEFPO.
Whereas those that are within the 60km radius would be required to travel for the budget meeting and unjustly penalized for arduous travel late at night for this budget meeting.
Whereas The Budget Q&A session is essential in educating members about the budget process and making it more accessible will enhance members’ understanding and engagement.
Therefore be it resolved that OPSEU/SEFPO’s Budget Q&A session will be scheduled at 6:00 PM eastern time prior to commencement of the convention.
Rationale: While the committee recognizes the challenge of the budget meeting occurring so late in the evening the day prior to convention, we identified that there will always be challenges for individuals at any point of the day prior to the commencement of Convention.
K6
Whereas young workers represent a growing and vital portion of the workforce, yet their voices have been underrepresented in labour movements; and
Whereas young workers bring fresh perspectives and innovative ideas that are essential for the continued strength and relevance of unions; and
Whereas mobilizers play a key role in union activities, organizing, and advocating for workers’ rights, and young workers can greatly contribute to these efforts; and
Whereas including young workers in mobilizer positions will develop their leadership skills, foster intergenerational solidarity, and address challenges like precarious work and low wages; and
Whereas unions that invest in young workers are better equipped to adapt to changing workplace dynamics and ensure long-term success in the labour movement; and
Whereas young workers are involved in social justice movements, making their leadership essential for advancing economic, environmental, and social justice.
Therefore be it resolved that OPSEU/SEFPO commits to including at least one young worker in every mobilizing campaign, providing them with opportunities to lead in organizing and advocacy; and
Be it further resolved that OPSEU/SEFPO reaffirms its commitment to the future of the labour movement by providing young workers the tools and opportunities to shape the union’s direction and advance workers’ rights.
Rationale: While the committee understands the need for renewal for the future of the labour movement by including young workers, the committee feels that the composition of those working on a campaign is best left to the organizers of the campaign that is going to be run and that this resolution is too prescriptive.
Provincial Committee Reports
OPSEU/SEFPO Procedures Manual: Governance Procedure 2.6b.1.
The Indigenous Circle, Provincial Francophone Committee, Provincial Women’s Committee, Provincial Human Rights Committee and Provincial Young Workers Committee will prepare and submit to each Convention a report of the previous year’s activities. For ease of filing, the reports may be appended to the report of the Executive Board and the contents may be debated by the delegates.
Coalition of Racialized Workers (CoRW) 2026 Convention Report
January:
The Equity Gathering
This event was a gathering of equity representatives from OPSEU/SEFPO’s eight (8) equity committees and caucus. The overall purpose was to present equity committee and caucus strategic plans and discuss Resolutions created by the Social Mapping Task Force with your equity counterparts based on the Final Report of the Social Mapping Project that was put forward at OPSEU/SEFPO’s 2024 annual Convention. It was also an opportunity for members to network with equity representatives from across the province. The Coalition of Racialized Workers (CoRW) started the year by presenting constitutional amendments and resolutions at the annual Equity Gathering.
February:
The Coalition had several (Regional) Black History Forums.
Region 1 (R1): Black History Tea with guest speakers
- Author Jalin Whyte presented an overview of her book.
- Chris Ramsaroop: Assistant Professor and Justice for Migrant Workers Director. ‘History of Migrant Workers in Ontario’.
- Everlyn Myrie: CEO EMPOWER Strategy Group “Equity, Diversity, anti-racism, and anti-oppression”; discussions on history of colonization in the “West Indies”
- Held a brunch to honour those who have paved the way.
- R1 is incredibly proud to have partnered on Black History Month celebration organized by the Ujima Initiative! The word ‘Ujima’ (pronounced oo-JEE-ma) means collective work, union and association in Swahili. Ujima is based on the idea of building a community together and making ‘our brother’s and sister’s problems our problems and solving them together’, precisely what the youth program hopes to do.
Region 2: “February and Forever: “Celebrating Black History today and every day”.
Region 3: Celebrating their inaugural Black History celebration.
Region 5: This year’s event put a spotlight on “Examining Black Lives and Through Time and Space,” workplace equity, labour rights, Black union leadership, historical contributions of Black workers, and Black peoples’ heritage.
Region 6: organization and hosting of the Black Excellence Gala collaboration with the Laurentian Afro-Caribbean Association (LUACSA).
Lunar New Year (February celebration)
Region 1 – collaborated with Essex Chinese Canadian Association (ECCCA) to celebrate the Lunar New Year. CoRW Region 1 sponsored a table for OPSEU/SEFPO members.
This was the first ever collaboration with this association.
March:
Black Mental Health Symposium:
Region 5 caucus of the Coalition of Racialized Workers (CoRW) presented its 6th annual Black Mental Health event. Mental health issues are a real significant problem, but most significantly, within Black communities. Black Canadians deal with significant social and economic challenges that create negative impacts on their mental health. Experiences of racism, physical, psychological, verbal, and indirect stressors like seeing videos of police brutality on social media or being the target of micro-aggressive comments and opinions all contribute to racial trauma. This includes facing micro-aggression within the workplace, being passed up for promotions and earning significantly less than their counterparts.
May:
Convention
OPSEU/SEFPO Equity Executive Board Member second (2nd) year of the position!
Every member needs to know that CoRW was the original mover of the Constitutional Amendment that passed. There were several versions of this Amendment; no doubt the Coalition was instrumental in the creation of the Equity Board and has a delegate who sits at the table. It has been a historic moment for OPSEU/SEFPO and the broader labour movement. There are some growing pains as the Equity Executive Board Members try to find their place within the union.
The role of the Equity Board Liaison was not without controversy, when they stood on convention floor, where a motion was put forward, contrary to that of the wish of committee – which later was deemed to be “mis-guided”, which sparked controversy and discourse. The Committee was able to move beyond that mishap, which has led us to today – Stronger, united and standing in solidarity!
CBTU:
While CBTU OPSEU/SEFPO delegations did not travel to the USA in support of the “tariff trade” no travel, members continued to show solidarity with CBTU. Those who travelled did so on their own while others participated virtually;
As a Coalition, we continue to participate in local and global events of CBTU.
Commemorate Asian and South Asian Heritage Month:
Despite countless barriers, Asian Canadian workers have actively organized for rights and significantly contributed to Canada’s economic and social fabric for over two centuries.
The 2025 event was the Lunar New Year began on 29 January and ushered in the Year of the Snake. In Chinese culture, the snake is a symbol of wisdom, intuition, and transformation.
All Regions across the Province hosted Asian and South Asian Heritage Celebration by acknowledging the rich history of the endless contributions by Asian and the South Asian Communities from grass-root to labour.
Region 1: Commemorate South Asian Heritage Month through, music, food, education cultural dance and customs;
Region 2: Roots and Rhythms “Celebration of South Asian Identity”;
Region 3 & Region 5: Partnered in hosting Lunar New Year;
Region 4: hosted several education and screening such as “Where the Olive Trees Weep” which generated conversation, education and comrade not only within R4, but throughout the province;
Region 7: “Boxing” as a art form;
Coalition of Racialized Workers (CORW) Engagement Meeting
CORW invited all racialized members across the province to come and find out more about committee. They learned about the work plans for the rest of the year and how to be involved. Black and racialized OPSEU/SEFPO members from all regions were invited to join virtually!
June:
Pride: R5 hosted breakfast and BBQ (at PRIDE annual parade) at 31 Wellesley;
R4 hosted breakfast at the Ottawa Regional Office
OPSEU/SEFPO at Philippine Day
Members came out for a day of good festivities to celebrate the 127th anniversary of the Proclamation of Philippines independence by showing off their colourful costumes and a taste of Filipino food. Vendors such as Asukal Desserts, Mitzify bags and Aki’s Bayong were also there to showcase some cultural artifacts.
Carrousel of Nations:
The Carrousel of the Nations is Windsor and Essex County’s premier award-winning cultural festival, celebrating over 35+ diverse cultures through food, music, and dance at various “villages” across the region. Now in its 50th+ year, it runs over the last two-three weekends in June, offering free, family-friendly experiences. Villages are hosted by local community organizations throughout Windsor, Essex, and Leamington..
Villages: In 2025, 37+ villages were featured, including African, Bavarian, Caribbean, Chinese, Croatian, Filipino, German, Greek, Hungarian, Italian, Lebanese, Mexican, Polish, Scottish, Serbian, and Ukrainian, among others.
July:
Inaugural “Afro Vibe” in Thunder Bay
OPSEU/SEFPO partnered with 3 days of celebration, food, music and culture infused in one. This event was a great success. OPSEU/SEFPO CORW members were in attendance, EEBM and the Region 7 EBM all came out to support;
Kiddies Carnival
CoRW for the second time joined the Junior Carnival and Family Fun parade as revelers. We sponsored eighty costumes, they celebrated and honoured dynamic displays of Caribbean culture, music and costumes.
Coalition of Racialized Workers from OPSEU/SEFPO Region 4 at the Ottawa Basketball Tournament
Phresh Men’s Salon and the CoRW hosted a three-on-three Basketball tournament and celebrated this annual. Tapping into the love of basketball and entertainment, Phresh has focused on providing an outlet for youth and adults to engage in the sport they love while strengthening community ties.
August:
Toronto Caribbean Carnival
CoRW participated and sponsored the Toronto Caribbean Carnival – a spectacular display of costumes, music, and culture. CoRW continues to enforce the call out for revellers wearing t-shirts in the parade. The basic calypso dance that is executed with a relaxed forward shuffle of the feet, knees slightly bent with the balls of the feet and the heels continuously flat on the ground as you shift weight from one leg to the other*
Pride: Region 2 sponsored Hamiliton PRIDE in Leandra Drive Hamilton which was a 2 day celebration.
Emancipation Celebration:
Region 1: Windsor
Another Coalition event honouring 90 years since the first Emancipation Day celebration, the Emancipation Jubilee commemorates the Emancipation Proclamation of August 1, 1834, that ended slavery throughout the British Colonies, including Canada and parts of the Caribbean. In collaboration with the Black Council of Windsor-Essex, the Emancipation Jubilee events continued to stand out. Many residents have longed to see the revival of Canada’s Emancipation Day in Windsor, especially now that it has been officially proclaimed by the Federal Government.
Region 5 partnered with CAMH on Emancipation Day celebration by symbolizing a flag raising event.
12th Annual Emancipation Day Underground Freedom Train – This signature event, in collaboration with the TTC, took place on the night of July 31. It started around 10:45 PM and ended in the early hours of August 1. The ride symbolized the dangerous journey to freedom and featured music, poetry, and special guests. In 2025, the ride departed from Vaughan Metropolitan Centre Station and traveled towards downtown Toronto. Earlier during the day, activist, Black Lives Matter, CBTU and many other Labour Activist joined the rally that saw a Black Liberation flag-raising at City Hall, followed by an “Emancipation Walk and Celebration” from the Blackhurst Cultural Centre to Christie Pits Park.
Annual Cook Out
The Region 5 Coalition of Racialized Workers hosted their annual event at 155 Lesmill Road, where many members came out to celebrate the annual Cookout! Many families and friends came for a day filled with games, music, food and fun!
September:
Region 2 hosted Lunar in the Park in Mississauga (Lakeside Park); Iri Ji New Yam Harvest Ceremony at the Lakeside Park in Mississauga.
Labour Day community initiative on Monday, during which CORW Region 6 donated a bicycle to one of our members’ children.
Joint Leadership Day
The Coalition of Racialized Workers, as well as OPSEU/SEFPO’s Equity Chairs, hosted the annual Joint Leadership Day.
Joint Leadership Day brings together Executive Board Members, MERC, CERC, CAAT and Sector Chairs, as well as Senior Staff. It is designed to integrate equity issues into all aspects of OPSEU/SEFPO’s work.
This year’s events focused on Palestinian, Black People of African Descendants in Congo, and other regions of the Continent. It was a day of ongoing education and human rights support with opportunities for Q&A.
December:
Supporting those who feed us (Migrant Workers Outreach)
Over the last 6 years OPSEU/SEFPO’s Coalition of Racialized Workers (CoRW) organized meal distributions to migrant workers over the holidays in Region 1. The Coalition continued to partner with both the Windsor West Indian Association and Justicia for Migrant Workers (J4MW) on this initiative. This partnership started early in 2018 with the OPSEU/SEFPO Provincial Human Rights Committee (PHRC). Since then, there has been an increase in the number of individuals who are provided with hot meals, toiletries, and other necessity items.
Kwanzaa:
Region 2 Regional Office Coopers location
Celebrating
Breakfast/ Nutritional Program:
This is an initiative that saw schools get support in funding their breakfast and nutritional programs across the province. The Breakfast/Nutritional Program provides free, nutritious breakfasts, lunches, and snacks to elementary students to support health and learning.
Mobilizing and Member Engagement:
All Regions had great emphasis on mobilizing and member engagement for Black and Racialized across the province.
Region1 & Region 2 focused on creating FB and What’s App chat groups
Region 3 by ensuring every space entered information collected on members via what’s app groups – this tool is being used to educate, communicate and to provide updates to all members. There is ongoing conversation with dedicated day to allow access to the members within that region (once monthly on Mondays) via zoom to discuss what is important to them within their region.
Region 4 & Region 5 Continue to utilize resources through FB, What’s App groups and Signal.
Region 6 & Region 7 have seen a growing increase in membership through what’s app groups.
Commitment to Truth and Reconciliation:
Each region across the province acknowledged and recognized their commitment to truth and reconciliation. The National Day for Truth and Reconciliation recognizes the tragic legacy of residential schools, the missing children, the families left behind and the Survivors of these institutions by participating in “Orange Shirt” day and coming up with one commitment they would like to be committed to.
- Most regions focused on acts of having tough conversations within their workplaces and regions addressing issues of clean drinking water and high rates of death by suicide amongst Indigenous youth.
- Region 3 participated in their First Nation Day for Truth and Reconciliation zoom and allowed the Region3 Indigenous Circle Members to share their story and journey.
- Region 4 offered ongoing education across the region on topic such as “Palestinian journey”
The work of the Coalition of Racialized workers committee is committed to building, growing, through dedication, resilience, and tireless commitment, to ensure that all Black and Racialized workers’ voices will be amplified loudly through our continued work. We know this work cannot be done by us only, therefore, when we tap you, our allies, you will be ready to roll up your sleeves and join us, because together we will be stronger. United, we will overcome any and all obstacles and adversities!
Disability Rights Caucus
Convention 2025
The Disability Rights Caucus participated in Convention 2025 by hosting a table in the Marketplace within the Equity space. Caucus members engaged with delegates to highlight the importance of a dedicated disability caucus within OPSEU/SEFPO and to provide information on available supports and resources. Delegates were encouraged to share feedback, ask questions, and discuss priorities for future work. The caucus developed and distributed materials and resources that were well received and contributed to increased awareness of disability-related issues among the membership.
April 28 – Day of Mourning (Workers Killed or Injured on the Job)
On April 28, Disability Rights Caucus members participated in Day of Mourning events within their respective regions across the province. The Caucus maintained a visible presence to honour and remember workers who were killed or injured on the job, reaffirming the union’s commitment to workplace health, safety, and the dignity of all workers.
May 2025 Webinar
In recognition of National Accessibility Week, the Disability Rights Caucus hosted a webinar in May titled “Navigating Accessibility in the Workplace.” The webinar featured three respected current and former OPSEU/SEFPO leaders and achieved record attendance for midweek evening event. Member feedback indicated that participants found the session meaningful, informative, and affirming, particularly in relation to hearing lived experiences reflected in union leadership.
The panel included Tracey Halkyard, Equity Executive Board Member (EEBM) for Persons with Disabilities; Carol Mundley, Chair of the Coalition of Racialized Workers (CoRW); and Greg Snider, a retired OPSEU/SEFPO member, founding member of the Disability Rights Caucus, and long-standing advocate for injured workers’ rights.
Disability Rights Conference – September 2025
A significant achievement of the year was the successful delivery of the inaugural Disability Rights Conference. The conference was well attended by both union leadership and members and received very positive feedback. The program featured a diverse range of speakers and centered on the voices and lived experiences of members and those with disabilities.
Friday’s program included the screening of Silent Voices: A Black Mental Health Narrative, a documentary by Dr. Crystal Garvey highlighting the underrepresented mental health experiences of Black Ontarians. The documentary received the Best Short Film award at the Toronto Hollywood International Film Festival (TINFF).
Two members of the Caucus developed and delivered a practical tool on accessible meetings at the conference that was well received and continued to be shared at subsequent workshops.
The conference also included a panel of Caucus members who shared their personal experiences navigating disability within the workplace and the union.
An accessibility guide for the venue was developed as part of the conference planning process and was identified by attendees as valuable and practical support. Moving forward, The Disability Rights Caucus is recommending that accessibility guides be developed for all future OPSEU/SEFPO conferences and major events. The conference emphasized practical tools, shared learning, and actionable strategies to support members in their locals and in their daily lives.
Recognizing that up to 17% of persons with disabilities live in poverty (25% for those with severe disabilities), and poverty as a significant barrier, the Disability Rights Caucus, along with Disability Without Poverty National Director Rabia Khedr co-signed a letter to Prime Minister Mark Carney, Finance Minister Francois Phillipe Champagne, and the RH Patti Hadju, Minister of Jobs and Families urging the Federal Government to fulfill its commitment in the Fall Economic Statement to introduce legislation exempting the Canada Disabil7ity Benefit (CDB) from being treated as income under the Income Tax Act.
The Disability Rights Caucus builds on this advocacy by attending the Disability and Work Conference in Ottawa where Minister Hadju presents to federal, provincial and labour leaders assembled to amplify awareness to advance the rights of people with disabilities. The DRC will continue to seek approval to attend this Conference in Ottawa where federal and labour leaders of change assemble, like Inclusion Canada, with the goal of achieving a direct seat at the legislative table.
The DRC further supported this advocacy by including Rabia Khedr, National Director of Disability without Poverty and King Charles Recipient, to speak at the Inaugural Disability Rights Conference. She shared her personal lived experience, and national movement to lift people with disability without poverty.
Disability at Work Conference – Ottawa, December 2025
In December 2025, members of the Disability Rights Caucus attended the Disability at Work Conference in Ottawa, Ontario. The conference brought together speakers from across Canada, including union leaders, researchers, advocates, educators, and former provincial leaders. Participation in this conference supported the caucus’s ongoing efforts to strengthen knowledge, build networks, and advance best practices related to disability inclusion.
A significant focus of the conference was on neurodivergence and invisible disabilities. This emphasis was particularly timely and will directly inform the caucus’s 2026 work plan, which includes increased education and awareness initiatives related to non-apparent disabilities for the membership.
International Day of Persons with Disabilities – Hybrid Event, December 3, 2025
In recognition of the International Day of Persons with Disabilities, the Disability Rights Caucus organized a hybrid event on December 3, 2025 at the OPSEU/SEFPO Membership Centre in Ottawa. The event featured Dr. Mahadeo A. Sukhai of IDEA STEM, a well-respected and engaging speaker, who presented on “Ableism in the Workplace.”
Dr. Sukhai’s presentation addressed the pervasiveness of ableism in workplace environments and emphasized the shared responsibility of employers, unions, and members in fostering awareness and taking meaningful action. The session encouraged participants to consider practical ways to challenge ableism and contribute to the creation of truly inclusive workplaces.
Region 2 – Navigating Accommodations Virtual Event, December 10, 2025
On December 10, 2025, a Region 2 Disability Rights Caucus member organized a virtual evening event focused on navigating workplace accommodations. The event was open to the broader OPSEU/SEFPO membership and was well attended by members from across the province, with over 120 participants.
The event featured former Disability Rights Caucus member Susan Fournier (Region 4), who shared her extensive experience advocating for and supporting members through the accommodation process. The presentation included practical guidance, strategies, and considerations for navigating accommodation requests effectively. The session included a question-and-answer period, allowing members to raise concerns and share experiences. The event was recorded and made available to members who were unable to attend, and supporting resources were distributed to all participants.
Our Region 3 member, in their role as Equity Executive Board Member for Disability Rights, Board Liaison to Disability Rights Caucus, has worked to ensure disability advocacy remains visible, credible, and action-oriented across the union. Some might ask how: through raising accessibility concerns at the Board level, advocating for inclusive communication and barrier-free participation, supporting members navigating workplace discrimination and accommodation issues. She also consistently centers universal design, practical solutions, and accountability in decision-making, while amplifying the voices of members with disabilities and reinforcing that equity is not optional—it is a union responsibility.
In addition, Caucus members from all seven Regions have contributed to the planning of equity weekends, delivered presentations at weekend educationals, and participated in community meetings including ONIWG, Health Coalition, Area Council, Labour Council and others. Throughout these engagements, members continue to reinforce how pivotal universal design is in removing barriers and ensuring meaningful participation for all members across locals, workplaces, and community spaces.
Looking ahead to 2026, the Caucus plans to offer Zoom-based educational events focused on practical knowledge and tools to support members living with disabilities and to build awareness and allyship among the broader membership support members living with disabilities and to build awareness and allyship among the broader membership
Dismantling Systemic Racism Ad Hoc Committee
In April 2022, OPSEU/SEFPO Convention passed significant changes to the OPSEU/SEFPO Constitution that acknowledged the presence and prevalence of systemic racism affecting Black, racialized, and Indigenous members within the Union. The motion, recommended by the 2019-2022 Executive Board, included the following addition to the Union’s Aims and Purposes in Article 4 of the Constitution:
To actively identify and dismantle anti-Black racism, anti-Indigenous racism and all forms of racism and discrimination within its systems and structures so that members have full access to services and can fully participate in the union.
OPSEU/SEFPO’s Dismantling Systemic Racism Program (DSRP) is a multi-phased program that will implement changes to OPSEU/SEFPO’s systems and structures in accordance with the Aims and Purposes of the Union, and to achieve the following mandate:
7.2.1. …. Within 60 days of election, selection, appointment, or ascension to any OPSEU/SEFPO office, whether the office is authorized by this Constitution or by OPSEU/SEFPO policy, the Member shall participate in mandatory OPSEU/SEFPO training on dismantling anti-Black racism, anti-Indigenous racism and other forms of racism and discrimination.
Dismantling Systemic Racism Program (DSRP) – Progress to Date and 2025–2026 Outlook
Progress to Date
Since its launch, OPSEU/SEFPO’s Dismantling Systemic Racism Program (DSRP) has delivered training to a broad cross-section of the union’s elected leadership and membership. Key groups trained include:
- Executive Board Members
- Sector and Division leaders
- Local Executive Committees (LECs) and stewards
- Equity committees and caucuses
- Bargaining teams
- Elected Members at large
To date, more than 4,500 of the union’s 8,400 elected leaders (53%) have completed the one‑day DSR training. In addition, over 200 staff have completed the train‑the‑trainer program, expanding the union’s internal capacity to deliver this work.
The one‑day DSR training continues to support LECs, DivEx leaders, and bargaining teams in identifying and dismantling structural and systemic racism within their locals, workplaces, and union structures.
Changes and Enhancements in 2025
The program has expanded and strengthened its offerings in several key ways:
- Regular Training Cadence: The one‑day course is offered every 60 days in each region and will continue at this frequency into 2026.
- French‑Language Access: Multiple French-language sessions have been delivered, including translation of course materials into French braille to support accessibility.
- Integration into Union Practice: Sector and elected leaders are increasingly applying DSR strategies in:
- Member engagement
- By‑law updates
- Intentional campaigns
- Bargaining language improvements
- Targeted training requests
Looking Ahead to 2026
The DSRP will continue to evolve to meet the needs of members and leaders:
- Advanced Workshops: New workshops will support previously trained members in applying DSR strategies more deeply and effectively.
- Lunch & Learns (Daytime and Evening): These sessions will focus on the bargaining guide and other member‑requested topics, supporting locals and bargaining teams in real time.
- Facilitator Refresh Training: Facilitators will receive updated training based on course content changes and evaluation feedback to ensure consistency and quality.
- Continuous Course Improvement: Course materials will be regularly updated to reflect participant feedback and emerging needs.
- Commitment to Full Participation: The DSRP Committee remains committed to engaging and training all remaining and newly elected leaders across the union.
Ongoing Commitment
The Dismantling Systemic Racism Program is one essential component of OPSEU/SEFPO’s broader commitment to disrupting and dismantling systemic racism. Through continued training, leadership development, and structural change, the program supports the union in building a stronger, more equitable organization for all members.
Provincial Francophone Committee
The Provincial Francophone Committee (PFC) is proud to report on a milestone year characterized by deep community roots and significant historical celebrations. Throughout 2024–2025, we have worked to ensure that the French language and culture remain a vibrant, integral part of our union’s identity.
Key Activities and Community Engagement
- Pratique ton français avec nous (Zoom Series): Our virtual conversation circles reached record attendance this year. These sessions remain a cornerstone for members looking to bridge the linguistic gap and build province-wide connections in a welcoming, bilingual environment.
- Strike Line Solidarity: The PFC stood in unwavering solidarity with our colleagues on the front lines. Members joined the picket lines to support CAAT-A (Academic) members during their strike mandate and job action phases, advocating for fair wages, workload protections, and the preservation of quality education.
Landmark Celebration: 50 Years of the Franco-Ontarian Flag
The pinnacle of our year was the Francophone Conference held in September 2025. This landmark event served as a powerful tribute to the 50th Anniversary of the Franco-Ontarian flag, which was first raised in Sudbury in 1975.
- Historic Flag Raising: The committee gathered on the Laurentian University campus for a symbolic flag-raising ceremony, returning to the roots of the flag’s creation.
- Distinguished Speakers & Media: The celebration featured key speakers who provided historical context on the Francophone struggle in Ontario, garnering significant media attention for the union’s commitment to cultural preservation.
- Board Participation: We were pleased to have Executive Board Members participate in the conference, joining committee members and local activists to honor this historic milestone together.
- Cultural Immersion & Entertainment: The conference empowered members through a vibrant mix of bilingualism and tradition. Highlights included an interactive chanson à répondre workshop and a high-energy private show by special guest King H 509, showcasing the power of francophone rap to bridge generations and cultures.
Looking Ahead to 2026
The PFC is dedicated to turning the momentum of 2025 into long-term growth by focusing on:
- Standardizing Bilingual Resources: Ensuring all essential union documents are accessible in both official languages.
- Youth Leadership: Encouraging young Francophone members to take on active roles within their Locals.
- Expanded Regional Presence: Identifying new regional cultural events to support local Francophone visibility and engagement.
Vive la Francophonie!
Indigenous Circle
2025 was a busy year for the Indigenous Circle and one in which we continued to make changes to how we work and communicate.
The Circle has been busy in our respective regions and communities giving support to our members and trying to help our communities through these difficult times. The Circle has helped in several causes within Indigenous communities, such as protesting Bill 5, sending support to 1492 Land Back Lane in Caledonia, supporting the February 14th Strawberry Ceremonies, Sisters in Spirit Online Vigils and many other ceremonies and events over the past year.
The Circle has been steadily working away on our water campaign in the hopes to provide clean and accessible drinking water to First Nations communities throughout Turtle Island. The Circle is busy planning our next Water Summit to be held in June of 2026. Space will be limited so get your applications in early if you wish to be selected to attend.
The Indigenous Circle continues the ReDress Campaign to raise awareness and encourage the Federal Government to implement all the recommendations of the Missing and Murdered Indigenous Women and Girls (MMIWG) Inquiry. The Circle encourages everyone to support the call for a Red Dress alert system so that information about missing indigenous women, girls, and 2 spirit people is sent out sooner so they can be found and brought home safely. The Circle asks all OPSEU/SEFPO members to support our campaign and to buy a Red Dress Pin and spread the word about the campaign.
One of the Circle’s annual goals is to increase education on Indigenous Issues within OPSEU/SEFPO so non-indigenous members can understand our cultures and history. This is achieved through the “Indigenous Journey” courses at regional educationals. The Circle is working on updating and revising the 1st and 2nd courses and adding a new 3rd course with new and relevant information for all union members. Circle members have also done teachings and educational sessions at different locals/area councils across the province and are happy to continue to do this important work of educating OPSEU/SEFPO members.
The Indigenous Circle biennial conference was held May 30th-June 1st, 2025 in Oshweken Ontario on the Six Nations Reserve. The conference theme was: Rising of Indigenous Women-Protecting the Land and Water. OPSEU/SEFPO members were able to learn more about the Haudenosaunee culture through workshops and tours on the Six Nations reservation. The Conference showcased the traditional Thanksgiving Address spoken in three of the Haudenosaunee languages.
The Circle continues its work on the Social Mapping Project bringing insight into Indigenous issues and barriers that are faced by our members and developing ways to increase participation in Union activities and events.
The Circle has also been busy this past year on the Dismantling Systemic Racism Advisory group in helping to develop important Anti-Racism training for all elected OPSEU/SEFPO members. Prior to the start of the 2025 Convention, the Circle also hosted a Blanket Exercise for those OPSEU/SEFPO members who had already taken the DSRP training. This exercise adds a new level of understanding to supplement the DSRP training that leaders have taken to help members understand more of the harms that Indigenous people faced since the start of colonization. We encourage all local to reach out to their staff rep to ensure your elected officers and steward receive this extremely important training.
In November, the Circle along with OPSEU/SEFPO Graphic Artist Laura O’Brien were honored by Mayworks and received the Labour Organization Award for Excellence in Contribution to Labour Arts. This award honours a labour organization that has made outstanding use of the arts to engage their membership and/or the community. Mayworks recognizes the exceptional work in creating a timeline graphic representation of its Reconciliation Story as a reflection of key milestones on the union’s journey over the last 35 years to strive for reconciliation for the 2025 OPSEU/SEFPO Convention.
In December, the Circle worked with Idle No More Toronto to host a Land Back Symposium focusing on the rights of Indigenous people and how Indigenous communities are fighting back. The day was full of amazing speakers, knowledge keepers, dancers and drummers and featured traditional food for all participants to enjoy. The Symposium was open to everyone in both the community as well as from the labor movement.
We anticipate another eventful and productive year ahead and would like to thank OPSEU/SEFPO members and staff for all their support as we continue to find our voice within OPSEU/SEFPO and the labour movement.
Jewish Caucus
2026 Convention Section E Report
The inaugural year of OPSEU/SEFPO’s Jewish Caucus focused on establishing priorities, building visibility, and beginning meaningful outreach to Jewish members and allies across OPSEU/SEFPO.
Our mission is to represent, support, and advocate for Jewish members. To that end, the Caucus is working to foster understanding of Jewish history, culture, and lived experience within the Union and broader community. It provides a space for members and allies to connect, organize, and raise awareness of issues affecting Jewish members, including antisemitism and discrimination, as well as barriers to participation in Union life. Through education, outreach, and collaboration with other equity groups, the Caucus promotes a respectful and inclusive union environment grounded in equity and solidarity.
An important milestone occurred during Convention 2025, where we held our first in-person gathering. This meeting provided an opportunity to introduce the Caucus, answer questions from members, and begin building connections across regions and sectors.
Throughout the year, we worked closely with the Equity Unit to strengthen inclusion and representation. This included contributing to an updated and inclusive calendar recognizing Jewish cultural and community observances, participating in broader Equity initiatives, and ensuring the Caucus was represented within Equity communications and online resources. The Caucus also participated in the rollout of the unified Equity logo reflecting committees and caucuses across the Union.
Member engagement and education were central to the Caucus’ activities. In September 2025, we hosted a virtual Rosh Hashanah gathering marking the Jewish New Year. The event welcomed Jewish members and allies to learn about Jewish cultural traditions and their connections to values of renewal, solidarity, and reflection. The program included cultural education, symbolic traditions, and opportunities for members to share hopes and commitments for the coming year. Member contributions gathered during the event were later incorporated into a collective word-cloud initiative highlighting shared intentions and strengthening engagement beyond the event itself.
In November 2025, the Caucus hosted a virtual Holocaust Education Week event featuring a screening of the documentary Sabotage followed by a facilitated discussion. The program explored themes of resistance, solidarity, and moral courage through the lens of women’s underground resistance in Auschwitz-Birkenau. The event connected Holocaust education to labour values, collective action, and the importance of standing against antisemitism. The discussion component created space for reflection and dialogue among members and reinforced the role of education in building inclusive Union spaces.
The Caucus also marked United Nations International Holocaust Remembrance Day by inviting Jewish members and allies to participate in a collective remembrance initiative. Members were invited to share names, reflections, or words of remembrance, which were brought together into a curated collage. This initiative provided a meaningful and respectful opportunity for members to remember collectively while reinforcing the Union’s commitment to human rights and remembrance education.
In addition to events and educational initiatives, the Caucus prioritized outreach and solidarity through regular communications recognizing important moments in Jewish history, culture, and community life. These included communications marking Jewish Heritage Month, Rosh Hashanah, Yom Kippur, and Hanukkah.
Members of the Jewish Caucus also attended a recent Equity gathering, which provided an important opportunity to connect with other equity-deserving groups, share experiences, and learn from one another. Participating in this space reinforced our commitment to collaboration and deepened understanding of the diverse issues facing members across the Union.
Looking ahead, the Jewish Caucus remains focused on strengthening engagement with members and expanding outreach across the Union. Priorities for 2026 include continuing to strengthen our engagement within the Equity Unit and expanding outreach to the greater membership. We have four events planned for the upcoming year, including an in-person Passover celebration and virtual programming highlighting the notable contribution of Jewish workers to the historical labour movement.
To connect with us, please reach out at [email protected]. If you would like to be added to the OPSEU/SEFPO Jewish Caucus mailing list, please fill out this short form: https://tinyurl.com/CaucusConnect
Provincial Human Rights Committee
The Provincial Human Rights Committee (PHRC) remains steadfast in its mandate to advance equity, challenge systemic discrimination, and empower OPSEU/SEFPO members to become informed and effective human rights advocates within their workplaces, communities, and union.
This year, the Committee deepened its commitment to education, collaboration, and action. Members of the PHRC proudly attended the John Humphrey Facilitator Training through the John Humphrey Centre for Peace and Human Rights. This partnership with one of Canada’s leading human rights advocacy agencies marks a significant milestone in strengthening our internal capacity to deliver high-quality, rights-based education across all seven regions.
We are excited to build on this relationship in the coming year to secure education-based success for the Committee and for all OPSEU/SEFPO members. The PHRC remains grounded in one core principle: educate the membership so they can be the advocates.
Committee representatives also attended both the National Union of Public and General Employees (NUPGE) and the Ontario Federation of Labour (OFL) to continue shaping human rights priorities within the broader labour movement.
Below is a summary of regional activities and initiatives undertaken throughout the reporting period.
Region 1
Region 1 prioritized direct community engagement and advocacy.
- Organized clothing swaps and coordinated food donation initiatives supporting youth, men’s, and women’s shelters, addressing food insecurity and housing instability.
- Collaborated with the PWC, Indigenous Circle, and PYC to host a Ribbon Skirt–Making Event, fostering cultural learning, strengthening relationships, and honouring Indigenous traditions.
- Assisted in organizing regional education sessions highlighting mental health, addiction, and youth homelessness.
- The regional alternate attended the John Humphrey Train-the-Trainer session, strengthening Region 1’s ability to deliver human rights education moving forward.
Region 2
Region 2 focused on solidarity, Indigenous rights, and community health.
- Supported local Indigenous water protection events.
- Sponsored a screening of the documentary Boil Water to raise awareness of water insecurity in Indigenous communities.
- Participated in local Pride events.
- Supported Region 2 equity committees to collaborate on initiatives
- Supported McMaster Children’s Hospital and Ronald McDonald House initiatives.
Region 3
Region 3 advanced education, equity-centered collaboration, and frontline solidarity.
- Hosted a regional education webinar featuring Layla Staats.
- Co-hosted a webinar with region 1 supporting Rayjon Share Care.
- Developed and delivered a Land Acknowledgement Seminar focused on how to write meaningful acknowledgements and understand their purpose.
- Collaborated with Region 3 equity representatives to host an Equity Conference grounded in facilitator training provided through the John Humphrey Centre partnership with OPSEU/SEFPO PHRC.
- Continued expansion of the Region 3 PHRC library of documents and educational articles.
- Hosted equity tables at all Region 3 educationals to ensure visibility and accessibility of human rights supports.
- Promoted the Water First initiative.
- Collaborated on an ongoing regional initiative to educate members and collect donations to help end period poverty, ensuring sustained awareness and action at every regional educational and conference.
- Walked countless picket lines in solidarity with regional membership, demonstrating that human rights and labour rights are inseparable.
- Dedicated extensive time supporting members one-on-one in navigating human rights concerns and advocacy efforts.
Region 4
Region 4 emphasized collaboration and international human rights awareness.
- Collaborated with CoRW to host a Pride Breakfast prior to the Ottawa Pride Parade.
- Organized a screening of When the Olive Trees Weep.
- Hosted a presentation by the High Commissioner of South Africa.
- Purchased books for Shepherds of Good Hope shelter library.
- Donated goods to a local food bank.
Region 5
Region 5 demonstrated strong labour solidarity and equity integration.
- Collaborating with the PWC to support the Market Place
- Social Mapping Involvement
- Facilitate Training and DSRP implementation with Human Rights focus
- John Humphries training/facilitator
- Attend Greater Toronto Area council Meetings as Delegate
- Attend Toronto York Region Council Meetings as delegate
- Collaborate with the Region 5 EBMs for Regional activities and educationals
- Participate in the Pride Parade and BBQ
- Information session regarding committee and Human Rights initiatives and activities
- Collaborate with CoRW for summer activities
- Assist and build Labour Day parade float
- Supported and joined the Colleges, LBED and Canada Post on the picket lines during strike
- Donated to Rayjon sponsorship
- Collaborated with Region 5 EBMs to reinstate the Equity Conference
- Support GTAC holiday party
- Collaborated with other equity members at The Gathering
Region 6
Region 6 maintained a full calendar of equity, labour, and community initiatives.
- Participated in Equity Gatherings and regional conferences.
- Organized and supported Health & Safety Award Dinners.
- Led and mentored Equity Plenary sessions.
- Re-launched period product campaigns in local high schools.
- Attended Convention, NUPGE, OFL Convention, and CLC meetings.
- Hosted a highly successful Region 6 Equity Conference on Manitoulin Island.
- Supported Labour Day events and disability rights meetings.
- Allocated regional funds to community organizations including Outloud, UN Human Rights 75th Anniversary booklet distribution, and Ranyor.
Region 7
Region 7 prioritized solidarity and community support.
- Attended the Region 7 Leadership Conference as a PHRC representative.
- Volunteered in support of an OPSEU/SEFPO family fundraiser.
- Served on the planning committee for the Region 7 Annual Picnic and donated prizes on behalf of PHRC.
- Supported the Thunder Bay and District Injured Workers Awards Dinner.
- Participated in the Fairness for Workers rally.
- Attended Corrections rally in solidarity with correctional workers.
- Joined picket lines with postal workers and participated in joint rallies in Dryden alongside striking workers.
Moving Forward
The Provincial Human Rights Committee remains committed to:
- Building strong educational foundations through our partnership with the John Humphrey Centre.
- Expanding regional equity conferences and facilitator-led education.
- Strengthening collaboration with labour partners through NUPGE and OFL.
- Ensuring that every OPSEU/SEFPO member has access to meaningful human rights education and advocacy tools.
Our work is grounded in the belief that human rights education is union education. When members are informed, they are empowered. When they are empowered, they advocate. And when they advocate, our union becomes stronger, more inclusive, and more just.
Respectfully submitted,
Provincial Human Rights Committee
OPSEU/SEFPO Convention 2026
OPSEU/SEFPO Provincial Women’s Committee (PWC)
PWC Section E Report Convention 2026
Mission: The Provincial Women’s Committee empowers women and gender‑diverse members to thrive and lead across OPSEU/SEFPO. We champion equity at the bargaining table, in union structures, and in our communities through education, advocacy, and solidarity.
Committee Report:
Throughout 2025, the members of the PWC attended multiple functions, which increased their education and involvement within women’s rights throughout Ontario and Canada.
PWC attended NUPGE and OFL conventions, where they connected with union affiliates to shape the future of the union movement at a provincial and national level. At the OFL convention, Bonnie Eddy (Region 3) was re-elected as the alternate Women’s VP. Congratulations, Bonnie.
PWC attended CLC Summer School in Hamilton. This opportunity gave attendees education from a union perspective other than OPSEU/SEFPO. We were able to make connections with individuals from multiple unions, as well as meet some new OPSEU/SEFPO members, and further our knowledge, which has aided us in our union/equity work.
PWC representatives hosted two key OPSEU/SEFPO events outside of the Convention cycle; the biennial PWC Conference 2025 and International Women’s Day event 2026.
The committee, with the guidance of many, spent a great deal of time planning to host the biennial PWC Conference in October 2025. This event had incredible guest speakers, including some of our own OPSEU/SEFPO members, insightful education and an evening event which brought the attendees together for celebration, community building and, of course, dancing. The committee wants to extend a thank you to the attendees who spent the weekend with us and shared your unique perspectives. The committee was excited to see so many new members in attendance.
International Women’s Day was celebrated across the seven (7) regions on March 7, 2026. The hybrid model of the event allowed the committee to bring all attendees together, while allowing for each region to shine in their respective activities.
As always, the PWC hosted an empowering Bread and Roses breakfast at the 2025 OSPEU/SEFPO Convention. Attendees heard from guest speakers, such as JP Hornick (President), Laurie Nancekivell (First Vice-President/Treasurer), Crystal Garvey PhD, RN (Equity Vice-President / Equity Executive Board Member – Women’s) and Cristine Rego (Equity Executive Board Member – Indigenous). The committee was honoured to present 8 awards (7 regional awards and one Bread and Roses award) to those selected via nominations within their regions. Celebrating the incredible work and activism of the award winners is a great way to close an uplifting breakfast. The committee looks forward to the 2026 Convention, the Bread and Roses awards as well as the celebration of 50 years of PWC.
As this report is prepared in advance of the regional elections, the Committee extends its sincere appreciation to all those who offered support and guidance throughout the 2024–2026 term. We extend our best wishes to members who will not be returning, our thanks to those continuing their service, and a warm welcome to new representatives joining the Committee for the 2026–2029 term.
Our regional reports below will highlight the incredible work done in each region by the respective regional representatives. While working in each of our respective regions, the committee keeps its feet rooted within our communities across the province. Regional work allows each individual to access the needs of their communities and find ways to offer support and calls to action for other members to join them. Whether it is a local/sector/division on strike, a community agency in need or members who need support, PWC is also integral within our regions.
Regional Reports
Region 1 – Sue Fairweather – Region 1 PWC 2025 Activities/Events are as follows: March 8, 2025 International Women’s Day Breakfast; May 4 and August 24, 2025, Ribbon Skirt Making/Teaching Events with Tina Stevens Indigenous Circle and a third on planned for February 14, 2026; August 16, 2025, Equity Conference (planning and implementing with all equity and caucus groups in Region 1); 60 Backpacks filled with items for people in need and then distributed throughout the region; 25 winter packages put together and given to women in need just before Christmas; Keeping it Cool donation drive for summer weather; Keeping it Warm donations for cold weather
Region 2 – Michele Morrison – In early 2025, I moved from alternate to delegate on behalf of Region 2 PWC. At a committee meeting in 2025, I was elected as the chair of PWC. It has been incredible to work with the current PWC delegates and the members of Region 2. Within Region 2, I was able to co-facilitate at Educationals and bring an equity lens to the courses. At each of the educationals, members answered the PWC call for donations for women in the region. At the November 2025 educational, blank cards were purchased and members were asked to write an uplifting message in them. These cards, as well as the vast amount of donations received by Region 2 members, were left with agencies throughout our region. Women seeking services in the community received uplifting messages during the holidays, when they may not otherwise have. I was able to support Region 2 members on the strike lines throughout 2025 and spoke at the Mohawk College rally.
Region 3 – Bonnie Eddy – The guiding theme of the Region 3 Provincial Women’s Committee this term has been Connectedness. Region 3 equity representatives have worked collaboratively with regional committees and caucuses to raise awareness and strengthen engagement across the region. Information displays were hosted at regional educationals, and a call for donations of personal hygiene products was well received, allowing us to support and build relationships with local community programs.
With leadership from the PHRC representative, all the Region 3 equity reps successfully planned and facilitated a weekend Equity Conference titled Solidarity Rising, creating space for meaningful dialogue on equity and community building. Members of the PWC also participated in numerous rallies, engaging in conversations with activists from across the province, both within OPSEU/SEFPO and alongside allied organizations. Standing together fostered a shared sense of solidarity and deepened our understanding of the diverse concerns facing workers throughout the province.
Region 4 – Jennifer King
Region 5 – Odessa Austin – Region 5 Provincial Women’s Committee (PWC) has engaged in several activities and training opportunities since the close of the last Convention. Highlights include two Holiday Marketplace events that brought together community members and Region 5 members. The events held at 155 Lesmill featured over 30 vendors and welcomed more than 300 visitors. In lieu of a vendor fee, vendors donated warm hats, gloves, and hygiene products. These donations enable PWC Region 5 to provide gift bags and period products to four shelters within Region 5. Those shelters include Eva’s Place, Covenant House, Common Table, Evangeline Residence Shelter
During one of the coldest winters in recent years, Region 5 launched an outreach initiative called “Region 5 Cares.” Through this initiative, warm packs containing hats, gloves, hand warmers, and food packs were assembled and distributed to community members living on the streets of Toronto and those accessing warming centres. Region 5 Executive Board Members (EBMs), along with PWC volunteers, participated in street outreach to distribute these supplies.
PWC Region 5 also hosted two virtual events as part of the “Sip and Chat” series. The first event, “Black Women in Unions – The Black History Edition,” highlighted Black women from various unions across Toronto. The webinar included a forum where participants shared their union journeys, discussed challenges and achievements, and offered guidance to women interested in union involvement and leadership roles.
The second event, “Women in Our Union – The OPSEU Edition,” provided an opportunity for women candidates running for OPSEU/SEFPO office and Executive Board Member positions to present their platforms and connect directly with the women of Region 5.
Region 6 – Maureen Harkin – I supported striking college & postal workers on the line & provided refreshments. I collected and filled purses with hygiene products and snacks and distributed them to a local shelter.
Region 7 – Gail Kelly
Feb 2025 – I had the honor to be invited by Roy Ragu Reg 7 CoRW to attend the Sisters for Canadian Black Community event held in Thunder Bay. It was an amazing event with food, entertainment, and education! Attended the Coldest Night of the Year, a 5 km walk in Thunder Bay. All donations were given to Grace Place, Thunder Bay, as well as clothing donations from the Region were dropped off.
March 2025 – International Women’s Day – Held a March to celebrate women! This event was held at our Regional office. Food and refreshments were served.
Feminine Product Drive “End Period Poverty ” All donations were given to United Way Thunder Bay.
April 2025 – Attended the Region 7 Educational in Kenora; held draws for donations. Every feminine product or food item brought you received a ballot for a prize. All donations were given to Humble Harvest in Kenora!
July 2025 – Region 7 OPSEU SEFPO Picnic – Donation for attending members/children.
September 2025 – Attended the DEK Annual Women’s golf tournament with 3 other Women from our Region. All money raised was for the Dayna Elizabeth Karle Foundation. This Foundation is of trust, compassion, and unity, creating connections with all those who are impacted by addiction.
October 2025 – Pay it Forward Food drive at our Region 7 educational. Attendees received a ballot for every food item donated for prizes. All donations were brought to the Dew Drop Thunder Bay.
November 2025 – Held a brunch at Thunder Bay Shelter House. We served sausage egg McMuffins, hash browns, juice and donuts to over 120 people. ” ITS COLD OUTSIDE ” Donation Drive of hats, mitts, scarves and socks were given to the shelter.
Dec 6 – National Day of Remembrance and Action against women. We held a Vigil at the regional office. Indigenous Elders opened and closed the ceremony. We had Indigenous drummers, 3 guest speakers and an amazing 11-year-old singing Rise Up.
Volunteers performed readings and lit candles in memory of the 14 women murdered at the L’Eole Polytechnique. Food and refreshments were served. Donations of feminine products and toiletries were collected and brought to Beendigen-Thunder Bay.
Provincial Young Workers Committee (PYC)
The Provincial Young Workers Committee (PYC) remained active throughout 2025, with a strong focus on engaging young workers through education, mentorship, leadership development, and province-wide events.
Leadership, Governance, and Awards
The 2026 Young Worker of the Year Award will be awarded to Maggie Devine, Local 168, Sarnia–Lambton Children’s Aid Society, in recognition of her advocacy around health and safety, her work engaging community partners to advance equity initiatives in the workplace, and her efforts to create a dedicated space for young workers within her agency.
The PYC supported leadership development and democratic engagement throughout the year. The Young Worker EEBM Candidate Forum was hosted on January 29, and five nominations were received for the Young Worker EEBM position. The committee participated in The Gathering, where it worked alongside other equity committees to draft resolutions that were submitted for consideration on the Convention floor.
Education, Mentorship, and Member Engagement
The Young Worker Mentorship Program operated as a full-year program for the 2025–2026 term. Mentors and mentees were selected and paired, and feedback meetings were held throughout the year. Many mentees attended Board meetings, participated in regional events, or launched their own projects.
The PYC hosted and supported multiple educational opportunities, Pension Basics education, and a region 7 Resolution Writing Zoom Room session that was attended by members from all regions.
Conferences, Regional Activities, and Events
The 2025 Young Workers Conference was held October 3–5 at the Sheraton Parkway Hotel in Richmond Hill, with a focus on health and safety in the workplace, including mental health. The conference welcomed 150 in-person participants, along with virtual attendees, and featured keynote speakers, workshops, networking opportunities, and a post-conference feedback process. The committee debriefed the conference and commenced planning for the 2026 Young Workers Conference.
The PYC supported and participated in a variety of regional and social engagement initiatives, including a Region 2 bowling social, Region 5 in-person networking events, and International Youth Day activities.
If you would like more information please, reach out to your regional representative to discuss events or plans in your area. We can be reached at [email protected], or by phone at 1-888-405-9559. You can also contact your regional representative by emailing them at region#@pyc-opeu.org. (example for region 7 [email protected]).