Vote NO to the AMAPCEO Agreement
- by: Member
- recipient: AMAPCEO
Sign this Petition and Pledge to Vote NO!
Why All AMAPCEO Members Should Vote NO! to the proposed tentative agreement on October 16th and 17th
This agreement would take away a combined 9.5 vacation days in the first year via cuts to COC and vacation credits. For members with less than 8 years of service, this cuts our vacation allocation in half from 4 weeks per year to 2 weeks per year. To put this in perspective, one member noted via Twitter that this would give him less vacation than he had when he was a teenager working for Canadian Tire!
For fixed term employees, this means they will be getting less than the statutory minimum guaranteed to everyone else in the province. Employees will get less vacation time than the minimum required at McDonald's. The Ontario government has exempted itself from provisions in the Ontario Employment Standards Act.
If we agree to a two-year suspension of our COC days, it is extremely doubtful that we will ever get them back. The presentation of this claw-back as a “two-year suspension” is highly misleading. The AMAPCEO Executive cannot legally bind the Employer to a pledge that will reinstate the COC days in the next round of bargaining.
The union leadership grudgingly acknowledged this risk in its most recent update stating, “…if the Employer continues to target this provision in the next round of bargaining, it is imperative that AMAPCEO members demonstrate their resolve in no uncertain terms, to ensure that this key entitlement remains in our collective agreement”. AMAPCEO members should be very aware that if we ratify this agreement and give up these 6 COC days, WE WON’T GET THEM BACK!
As Gary Gannage stated earlier in the bargaining process, it should also be noted that those days were originally negotiated in lieu of salary, so their loss represents and even greater impact on the members than other leave provisions like “vacation days”.
Even though the union leadership denies it, many of us suspect that our COC days were bargained away for an agreement to implement JE. This is not a good trade-off.
It is not possible for members at the top of their pay band to opt out of the requirement to give up 3.5 vacation credits to fund merit pay, even though they will not be eligible to receive it. This means they are forced to subsidize the merit pay of others.
Our union leadership DID NOT listen to what the members wanted -- they did not advocate for us as we instructed them to via the polls. Members from MOF asked them in a recent meeting if they had even explored giving up merit temporarily in order to avoid the claw back of vacation credits and COC days during the bargaining process and they admitted that they hadn’t explored this. No merit = less unions dues collected. Something to think about.
Voting No to this deal does not mean you would be voting YES to strike action - a strike vote would need to be held and only after AMAPCEO negotiators are forced to go back to the table with the Employer to attempt a better deal or conciliation may be applied for by the Employer.
Vote NO and force the government to legislate - the record shows that imposed cuts to other bargaining units were not be as deep as those proposed in the tentative agreement:
This deal is far worse than what OPS managers and MCP staff received - a wage freeze and P4P freeze but no reductions in time off and no elimination of P4P/merit.
This deal is far worse than what the teachers got imposed through legislation - teachers got a wage freeze and their annual sick day entitlement cut in half to 10 days per year but they did not lose vacation days.
The Government will likely behave with a degree of restraint toward AMAPCEO because of these precedents and because it knows it's on shaky ground when imposing collective agreements - look at the constitutional challenge in BC, recent admission by Finance Minister Duncan that they're not on solid footing.
Most importantly, members should understand the political implications of the government imposing a deal on us rather than us accepting a bad deal for ourselves. At least if an agreement is imposed (and let’s face it, an imposed deal couldn’t get much worse than the one provided to us by the union’s executive) it will be clear that the government is not respecting the bargaining process and the onus is on them. If we accept this poor deal, with terms that are clearly not reflective of the membership’s priorities that were identified via prior polling, then we will only have ourselves to blame. We will be instrumental in our own victimization.
Do not agree to this!
Why All AMAPCEO Members Should Vote NO! to the proposed tentative agreement on October 16th and 17th
This agreement would take away a combined 9.5 vacation days in the first year via cuts to COC and vacation credits. For members with less than 8 years of service, this cuts our vacation allocation in half from 4 weeks per year to 2 weeks per year. To put this in perspective, one member noted via Twitter that this would give him less vacation than he had when he was a teenager working for Canadian Tire!
For fixed term employees, this means they will be getting less than the statutory minimum guaranteed to everyone else in the province. Employees will get less vacation time than the minimum required at McDonald's. The Ontario government has exempted itself from provisions in the Ontario Employment Standards Act.
If we agree to a two-year suspension of our COC days, it is extremely doubtful that we will ever get them back. The presentation of this claw-back as a “two-year suspension” is highly misleading. The AMAPCEO Executive cannot legally bind the Employer to a pledge that will reinstate the COC days in the next round of bargaining.
The union leadership grudgingly acknowledged this risk in its most recent update stating, “…if the Employer continues to target this provision in the next round of bargaining, it is imperative that AMAPCEO members demonstrate their resolve in no uncertain terms, to ensure that this key entitlement remains in our collective agreement”. AMAPCEO members should be very aware that if we ratify this agreement and give up these 6 COC days, WE WON’T GET THEM BACK!
As Gary Gannage stated earlier in the bargaining process, it should also be noted that those days were originally negotiated in lieu of salary, so their loss represents and even greater impact on the members than other leave provisions like “vacation days”.
Even though the union leadership denies it, many of us suspect that our COC days were bargained away for an agreement to implement JE. This is not a good trade-off.
It is not possible for members at the top of their pay band to opt out of the requirement to give up 3.5 vacation credits to fund merit pay, even though they will not be eligible to receive it. This means they are forced to subsidize the merit pay of others.
Our union leadership DID NOT listen to what the members wanted -- they did not advocate for us as we instructed them to via the polls. Members from MOF asked them in a recent meeting if they had even explored giving up merit temporarily in order to avoid the claw back of vacation credits and COC days during the bargaining process and they admitted that they hadn’t explored this. No merit = less unions dues collected. Something to think about.
Voting No to this deal does not mean you would be voting YES to strike action - a strike vote would need to be held and only after AMAPCEO negotiators are forced to go back to the table with the Employer to attempt a better deal or conciliation may be applied for by the Employer.
Vote NO and force the government to legislate - the record shows that imposed cuts to other bargaining units were not be as deep as those proposed in the tentative agreement:
This deal is far worse than what OPS managers and MCP staff received - a wage freeze and P4P freeze but no reductions in time off and no elimination of P4P/merit.
This deal is far worse than what the teachers got imposed through legislation - teachers got a wage freeze and their annual sick day entitlement cut in half to 10 days per year but they did not lose vacation days.
The Government will likely behave with a degree of restraint toward AMAPCEO because of these precedents and because it knows it's on shaky ground when imposing collective agreements - look at the constitutional challenge in BC, recent admission by Finance Minister Duncan that they're not on solid footing.
Most importantly, members should understand the political implications of the government imposing a deal on us rather than us accepting a bad deal for ourselves. At least if an agreement is imposed (and let’s face it, an imposed deal couldn’t get much worse than the one provided to us by the union’s executive) it will be clear that the government is not respecting the bargaining process and the onus is on them. If we accept this poor deal, with terms that are clearly not reflective of the membership’s priorities that were identified via prior polling, then we will only have ourselves to blame. We will be instrumental in our own victimization.
Do not agree to this!
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