Th London Abused Women’s Centre terminates CTV London/Bell Media Association

In light of CTV London/Bell Media’s failure to address the long-term, serious, and numerous public complaints and concerns of sexism, racism, homophobia, and xenophobia by at least one of its on-air personalities, LAWC’s Board of Directors has unanimously decided to severe its relationship with CTV London and Bell Media.

CTV London has been a long-term sponsor of LAWC’s largest fundraising event – The International Women’s Day Breakfast. We hope you and your organization and all Canadians will stand in solidarity with LAWC and the women and girls we serve by sharing the letter, boycotting CTV/Bell Media, and promoting and attending our event.

This is a historic time in the lives of women and girls who are rising collectively to hold perpetrators accountable for their behaviour. The London Abused Women’sCentr rises with them.

Megan Walker

Executive Director

London Abused Women’s Centre

797 York Street

London,Ontario N6A 5P9

Canada

519-433-2204

mwalker@lawc.on.ca

http://www.lawc.lawc.on.ca/

 

 

Attention: All CUPE members who suffer from Chronic Mental Stress

Do you suffer from Chronic Mental Stress brought on by workplace harassment, violence or bullying that occurred on or after April 29, 2014 and prior yo January 1, 2018?

If th answer is yes, you may qualify for WSIB compensation but only if you file your claim before July 1, 2018.  See information below.

What is work-related chronic Mental Stress?

Work-related chronic Mental Stress is caused by a substantial wok-related stressor or series of stressors.

A work-related stressor would generally be considered substantial if it is excessive in intensity and/or duration compared with the normal pressures and tensions experienced by people in si,Ilan circumstances.

For example, work-related chronic Mental Stress could be the result of being subjected to workplace harassment or bullying.

Who would be entitled to supporters for work-related Chronic Mental Stress under the proposed policy?

Three conditions need to be met for a person to be entitled to support:

  • an appropriate regulated health professional,such as a family physician, provides a diagnosis based on the Diagnostic and Statistical Manual or Mental Disorders (DSM)
  • th person has experienced a substantial work+related stressor(s), like workplace bullying or harassment, and
  • the work-related stressor(s) must have caused or significantly contributed to the chronic Mental Stress.

What’s the difference between work-related Chronic Mental Stress and traumatic Mental Stress?

Work-related traumatic mental stress involves events that are generally accepted as traumatic, such as a criminal act or a horrific accident. In most cases a traumatic event will be sudden and unexpected.

Fo example, being held up at gunpoint at work (such as a gas station or store) could be the cause of work-related traumatic mental stress.

When is chronic mental stress or traumatic mental stress excluded from entitlement under the legislation?

An employer’s decisions or actions that are part of the managerial function would not b considered causes of traumatic or chronic mental stress.

For example:

  • terminations
  • demotions
  • transfers
  • discipline
  • changes in working hours, or
  • changes in productivity expectations

When will the proposed policy take effect?

The policy came into effect on January 1, 2018. This is consistent with the coming into force date of th legislation (Bill 127) which is posted on the website of the Legislative Assembly of Ontario.

When will people with chronic mental stress be eligible for benefits under the legislation?

People who first seek medical attention or are diagnosed (referred to as the “accident date”) with a work-related chronic mental stress disorder on or after January, 2018 May be entitled to benefits under the new legislation.

Alert: There is a short window to apply for retroactive coverage if a person was diagnosed with work related Chronic Mental Stress on or after April 29, 2014 and prior to January 1, 2018. Those claims must be submitted to WSIB prior to July 1, 2018.

How do I file a claim?

Talk to your local union steward or staff rep to help assess f you have a claim and how to file your application.

 

OFL Rally for Time to Care

OFL Rally for Time to Care

February 27 at noon

Queen’s Park, Toronto

Ontario seniors in long-term homes have waited too long for the care they deserve. Let’s take action now o make Bill 33, the Time to Care Act, the law.

Lunch provided

Buses available

Please contact CUPE Ontario – 905-739-9739

Ontario’s long-term care system is in crisis and is less funded than any other province in Canada. Other provinces provide over half an hour of extra paid care for each resident per day then Ontario  does. This means residents are waiting for hours to get help with feeding., bathing, toileting, and getting out of bed. This crisis has gone on for too long. Bill 33, the Time to Care Act, will make 4 hours of daily, hands-on, the law in Ontario. We need Premier Wynne and MPPs to get it over the finish line.

In late, 2017, the provincial government finally responded to mounting public pressure to make Bill 33, the law. Less than a week after thousands of Ontarian’s called, emailed and petitioned their MPPs to get Bill 33 to pass Second Reading, the Premier made an announcement about four hours of Care.

Unfortunately, the government announcement rang hollow

* There is no plan to legislate a minimum Care standard of 4 hours of direct Care, per resident, per day. Without a standard enshrined in law, there is no way to maintain province-wide standards for seniors;

* There is no timeline for implementation;

* These 4 hours must be hands-on, direct care hours by personal support workers or nursing staff. It should not include sick time, vacation time, or training time – unlike how the government calculates Care hours now.

On Feb. 27, let’s rise up for seniors in long-term Care. Come to Queen’s Park at 12 pm to send the Premier and all our MPPs a clear message: make Time to Care the law in Ontario!

 

An Update on Unifor’s decision to leave the CLC

An update came out today from Mark Hancock, it read:

To All CUPE Chartered Bodies:

Sisters, Brothers, and Friends:

It has been a week since Unifor’s National Executive  Board made a decision to pull their union out of the Canadian Labour Congress.

I remain disappointed by the decision. I believe it has the potential to fundamentally damage our labour movement.

I am also disappointed that Unifor is sowing division among labour activists across the country by insisting they have a right to participate in federations of labour and in labour councils. The CLC Constitution is clear in this regard – Federations and Councils are chartered bodies of the CLC, and their membership is made up of locals of CLC affiliates.

In choosing to disaffiliate  from the CLC, Unifor members have lost their rights to participate in the CLC, it’s federations of Labour, and its labour councils. And that is very unfortunate for our movement, and for Unifor’s amazing and dedicated labour activists. But these are the consequences of their decision.

I know that in some cases, leaders of federations of labour and labour councils who come from Unifor have done the right thing, and resigned. And in some cases, they are fighting to stay in their leadership positions.

But there are bigger things at stake then elected positions and attendance at meetings.

Unifor’s decision to leave our house of labour will pit union against union in a fight for members who are already organized. Unifor is already actively raiding hotel workers in Toronto from another union, Unite HERE. And we know that they have their sights on other unions too.

Let me be very clear. While Unifor is raiding our sisters and brothers in other unions, there is no place for them in our house of labour – including our provincial federations of labour and our labour councils.

Our labour movement is stronger when we are united, when we work together to protect and defend the rights of our members and the rights of all workers in Canada. And our participation in the labour movement is more important than ever.

If your local is not already affiliated to your federation of labour, or your labour council, please take the necessary steps to join them. And if you are already affiliated, please make sure your members participate.

We don’t yet know all the ramifications of Unifor’s decision. The CLC Executive Committee meets next week, and the Canadian Council will meet after that. How this plays out in the labour movement will become more clear in the coming days and weeks.

I will provide you with another update in early February. In the meantime, please know that I am committed to workplace by with other labour leaders to bring movement back under one roof.

In solidarity

Mark Hancock

National President