THIS IS AN ARCHIVE OF THE FIRST AMAPCEO “NO” PAGE. PLEASE GO TO THE NEWEST PAGE at http://www.timelessfinance.com/NO. Please comment on the new site; I will approve comments on this page but recommend you comment where it’ll be most publicly seen! — October 4th, 2012
October 3rd — 9:30PM Update
1. We need our Fixed Term Members to speak up and be heard. This deal really does throw FTs under the bus. They already get an inferior deal: tenuous employment with essentially no benefits. AMAPCEO’s willingness to let the Government cut their vacation down to 5.5 days a year is disgusting. For what? Job Evaluation?
Our Colleague Jennifer Backler is standing with us to be counted among the “NO” vote. She’s prepared a poster to help Fixed Term Colleagues make an informed vote. We need Members to share this poster. If you’re not on Fixed Term, please show compassion for our friends who are.
2. Please sign the petition! We’ve got 61 “NO” signatures. You are not alone in thinking this is a rotten deal. It’s been half a day and we’ve got half a percent of the entire Membership. Speak up and be heard:
Almost 50 members are promoting the “NO” vote on Twitter. There are dozens of mostly “NO” comments on this post. Why should Members sign the petition? To tell AMAPCEO to get ready, because we’re sending them back to the table.
3. If you hadn’t heard: AMAPCEO’s leadership predicts that, if we speak truth to power by voting “NO”, the results will be cataclysmic for us. Let’s rise above fearmongering and THINK — that’s what AMAPCEO Members are good at doing, right? We’re strategists and tacticians.
As our Colleague Mike S. pointed out yesterday, this government is experiencing massive labour strife with teachers. It’s only going to get more intense when they negotiate with OPSEU.
If we, the Members of AMAPCEO, resoundingly reject this deal — which is predicated on a “pay freeze” lie that only protects union dues with merit and the Pet Project (JE) — could there be a positive outcome? Yes.
If AMAPCEO represents Members by protecting our entitlements and benefits, is willing to give up on JE, and offers to suspend ATBs/Merit/P4P for two years, then there’s a chance for the Government and the Union to save face.
Does McGuinty and his tenuous minority — facing defeat on any number of issues — really have the political capital to lock out a core group of important workers because the workers demanded a real pay freeze?
If Gary Gannage had brought us a pay freeze deal, even with a few unpaid days, I would have been angry. At who? The Employer. I would have continued to angrily tell McGuinty and his lackies what I thought in emails, phone calls, Tweets, and blog posts. But I would have voted “yes”.
Instead, we got a garbage deal that gives up COC days for two years (if not forever), sacrifices job security, dumps 3.5 vacation days, completely screws Fixed Term employees, red circles many Colleagues, and slashes head room for many more. And it paints a target on our backs for the next round of bargaining. Why would the Employer ever bargain in good faith again? They’ll know they can leave the table, come back with a hardball offer, and the AMAPCEO Negotiators will fold. As JCR said, “What did our reps think the government would do, come back with roses and chocolate?” Then, the AMAPCEO Board will foist the terrible deal on a naive membership and tell them horror stories to make them implement it.
The Union Leadership is trying to divide and conquer by pointing out our individual interests. Let’s stand up together and send our negotiators back for a fair deal.
October 3rd — 1:00PM Update
Colleague Ken Smith has shared a petition we can sign to tell our AMAPCEO Leadership that we’re voting NO on their garbage agreement:
Please sign it, send it to your Colleagues, Tweet it — get the word out. Let’s get enough signatures to tell our Union we’re sending them BACK to the table and that, this time, they’d better protect our entitlements and rights above all, not their pet project JE and a measly few percent for some.
October 3rd — 1:00AM Update:
Amapceo Member shared a brilliant piece called “Losers, bigger losers, and biggest losers (and a few winners)” that is reproduced here:
“There are always going to be winners and losers.”
- Gary Gannage, responding to members at the Toronto meeting who raised valid points about how the tentative agreement singles them out for especially harsh punishment (yes, our Union’s President called members, who pay his salary, “losers”).
It shouldn’t be this way. We are friends and colleagues. We should be making gains and taking losses together. We deserve an equitable contract.
- ALL MEMBERS, for losing 15.5 days off over the next two years.
- Members who don’t have a JE category yet and have to vote without knowing how the contract affects their salary.
- All members, who may find themselves in a toxic work environment thanks to a contract that pits worker against worker.
- Everyone who may get sick more than 6 days in a given year and will now get paid ⅔ of their salary instead of ¾ of their pay for those extra sick days [unless the employer, in its renowned grace and wisdom, labels the illness critical or catastrophic].
- People who lost “head room” thanks to JE.
- Everyone who was classified unfairly low in JE and will have to appeal and live with uncertainty re: whether their job will be successfully re-classified [again, dependent on a decision that is ultimately made by the employer].
- Members with less than 8 years seniority, who are less likely to have vacation and COC days saved up, will be left with just 11.5 vacation days – 1.5 more than the ESA minimum, and much less than what any other large employer in Canada offers non-entry level workers.
- Everyone who’s red-circled as of year 2 – their salaries will be completely frozen, with no pay-for-performance.
- Junior members, who will LOSE job security due to stronger bumping rights under JE.
- Fixed-term employees, who are left with just 5.5 days vacation a year – less than what’s allowed by law (except the government is exempt).
- The Union, which has ensured it maximizes the amount of dues it collects.
- Members who were previously re-circled and aren’t anymore, thanks to JE.
- Members with high seniority and the appetite to bump junior workers out of their jobs.
- The few Members who currently earn less than the bottom of their new JE category – they’re getting a raise.
October 2nd — 9:30PM Update:
Colleague Lisa Levac shared some thoughts on Twitter and then expanded on them in the comments section of this page:
AMAPCEO is claiming that they did not trade away anything for JE [Gary specifically said this at today's meeting in Peterborough]. If you read their own news release, 4th paragraph from bottom, you will see their own words saying that if they resisted, they would have lost JE. And then during first teleconference, they admitted that 1 per cent bad faith ruling bargained away for further JE benefits/commitments.
[Other comment:] this deal is terrible and punitive and takes away what matters most to us. JE was the union’s hidden agenda – that much seems clear to me. They bargained away the 1 per cent bad faith ruling for it. They sacrificed our precious time off for it. They screwed contract employees every which way. All for JE. Any headroom promised under JE cannot be counted on – the employer will likely freeze merit when next round of bargaining comes, or they will keep making us pay for that headroom with our vacay days – next time they will probably give us a choice – merit or time off. And so that so called headroom will never be achieved. Promises made today, will be “temporarily suspended” tomorrow…
October 2nd — 5:00PM Update:
1. Patrice Cloutier, an AMAPCEO Colleague from MCSCS is running for President of the Association in the upcoming election. He asked that I share this message about our Union’s governance:
“The first thing i’m going to challenge is how the executive gets voted in. If we can ratify this bad deal via phone why can’t all dues-paying members not vote directly for the Association’s leaders? Countries vote that way and change their constitutions online; we can certainly do the same at AMAPCEO or via phone. Why should a few dozen delegates or a couple hundreds decide for thousands of members? It’s simple ! you pay your dues, you get to vote… a very simple principle of representative democracy. It’s really time for openness and transparency at AMAPCEO.”
2. Please keep in mind our fellow AMAPCEO Colleagues who are Fixed Term. This agreement would cut their vacation to 5.5 days a year. I can not condone that; it is NOT proper representation to approve a deal that slashes employees’ vacation entitlements to 45% UNDER the Employment Standards Act minimum.
3. One of our Colleagues tidied up the Job Evaluation Analysis PDF that was posted yesterday.
4. This page has a new, shorter address to make sharing easier: http://www.timelessfinance.com/NO
So far today, this page has received over 1,600 hits. That means that, today alone, as many as 15% of the Membership has seen this page. Please keep sharing the facts and engaging in the comments — people are reading your comments.
5. Thoughts from a Colleague, Mike, from MGS Toronto about how JE could ruin upward mobility:
“JE puts a stop on getting a better paid job. For example current level ASY19, ASY20 and ASY21 are all in Category 6. The maximum salary for this band is below the current maximum for ASY21 and very close to the current ASY20. This basically means that the ASY21 is eliminated, the best you can do in this band is to get a job that was formerly ASY20. On top of that, once you reach maximum in the band there is no P4P. Moving to next band (7) is very unlikely since the jobs there are just a few. Even if you are lucky to get to level 7, its maximum salary is actually below ASY21 today. Level 8 is beyond of any reasonable reach.”
October 1st — 11:00PM Update: Tonight I received some shocking analysis of the Job Evaluation (JE) Project from a Colleague who wishes to remain anonymous.
The Member superimposed the new “Category” salary ranges on AMAPCEO’s chart of current salary maximums. Click here to see the results for yourself (this PDF is sideways and rough-looking — if anybody has the technology and time to make a tidier version please do so and email it to me).
Based on the Member’s analysis:
- It appears that 2500 Colleagues (one in four) will have their earning potential immediately slashed upon JE implementation, resulting in a permanent compounded loss of income.
- It appears as many as 4000 members may be out of headroom by the end of the tentative agreement (if ratified). Keep in mind that many under JE exceed the new max and won’t get ATBs whenever they are reinstated.
I haven’t verified these numbers but it’s increasingly evident that AMAPCEO’s leadership has left important questions unanswered. They claim that many Members stand to gain headroom — but how much headroom? Give us the per capita dollar amount of headroom gained for each Member under JE. Is the new maximum for each category just a weighted-average of the old maximums that fall under each category? When we take into account the loses from red circling, how much does our Membership gain?
I want to be clear: regardless of the answers, my 7% gain as a Category 5 isn’t worth throwing 1 in 4 Colleagues under the Red Line bus. It’s also not worth giving up two weeks of vacation next year, nor is it worth the loss of Surplus Factor 80. But I’d like to know the amount of Union dues that it took for AMAPCEO to throw us all under the McGuinty bus.
Please forward this to your Colleagues ASAP so they can demand accountability at the ratification meetings (a.k.a. the Rat Roadshow).
The AMAPCEO negotiating team has reached a tentative agreement with the employer. I’m voting NO to this garbage deal on October 16th or 17th, and I hope you do, too. Send them back to the table with a message for McGuinty: we won’t be bullied.
- This garbage deal will destroy work-life balance — AMAPCEO’s sacrifice of 9.5 days in the first year is disgusting. If we vote “NO” there’s little to lose for Members with seniority of 8 years or less — the “deal” would cut our vacation to almost the Employment Standards Act minimum.
- The union defended and – in many cases – increased our salaries. I stand to get an extra 7% in headroom. But I was OK with an ACTUAL wage freeze, if work-life balance was protected. Why would the union sacrifice so much for a measly few percent? Is it because they’ll get more union dues?
- Dalton McGuinty’s pay freeze is, quite simply, a lie. A lot of us stand to make more money. None of us stand to lose salary. Yet so many AMAPCEO Members are standing up against this deal. Could it be that AMAPCEO Members are protecting the public against our employer’s pathological lies and our union leadership’s money-grab?
- Job Evaluation consolidates 200+ categories into 8. The administrative efficiencies benefit the employer, not you and I. Why should I sacrifice so much to save more money for the employer?
It’s an unfair deal regardless of seniority:
- All employees — including employees with more seniority who stand to gain NOTHING from Job Evaluation — are being forced to subsidize merit progression by giving up 3.5 vacation days.
- Job evaluation makes it easier for employees with more seniority to bump employees with less seniority. Employees with more seniority, all things equal, make more money (a.k.a. MORE DUES). The Union should represent all of us, but it’s sacrificing its most vulnerable members.
- The agreement sacrifices Surplus Factor 80, which can be the difference between dignity and poverty for public servants after a long, distinguished career.
Not to be cynical, but do you see how union dues are protected at every turn, in every possible scenario?
People are concerned about infighting and it’s understandable. But we can’t let our union remain unaccountable. It’s a ridiculous deal that protects Union Dues and little else. Please stand with your colleagues and, on October 16th and 17th, vote NO to the ratification of this garbage deal.
What can you do?
- Politely tell your Workplace Rep that you don’t support the deal. Many don’t like this garbage deal. If they don’t understand why, explain the problems.
- Print off an analysis like this one, or the analyses listed below, and share the information among your Colleagues. Email this article, or even just a link, to your Colleagues.
- Attend the AMAPCEO Dis-Information Sessions and tell your Union what you think of this garbage deal.
- Tweet your disgust using the #AMAPCEO hashtag. Tweet this article using the button on the left or at the bottom of this article. Tweet your thoughts at the Union’s account @AMAPCEONews.
- Post this article on your Facebook if you have friends who are in AMAPCEO. It’s easy using the social button at the bottom of this article.
Lots of AMAPCEO Colleagues have spoken out against this garbage deal:
- Calling All AMAPCEO Members
- Lets not be accomplices to betrayal … vote NO !
- Dignity matters in the OPS
- Why I’m voting “no” to #AMAPCEO (and maybe you should too)
- Losers, bigger losers and biggest losers (and a few winners)
Margaret Kipp, a Founding Member of AMAPCEO, had this to say:
@cehenne This is a really bad deal and Ialong with many ofmy colleages will be voting against it. I am disgusted.
— Margaret (@MargaretKipp) October 1, 2012
(Please comment below with any related link and include the name/pseudonym of the author.)