Please be advised that negotiations between Woodbine Entertainment Group and CAW Local
2007 (Mutuels) are continuing.
Although the Strike/Lockout deadline is February 5, 2009 at 12:01am, neither party has provided notice to engage in a labour dispute at that time, notwithstanding being in a legal position to do so.
The parties continue to have an agreement to provide each other with 24 hours notice should
either party decide to engage in a labour dispute.
Wednesday, February 04, 2009
Monday, February 02, 2009
Notice - Negotiations Update
Negotiations between Woodbine Entertainment Group and CAW Local 2007 (Mutuels) are continuing.
Each of the Bargaining Committees remain focused at resolving the workplace issues at the bargaining table and as such have agreed to not take any Strike/Lockout action, notwithstanding being in a legal position to do so.
The parties have also agreed to provide each other with 24 hours notice should either party decide to engage in a labour dispute which in any event will be no earlier than Thursday February 5, 2009 at 12:01 a.m.
Each of the Bargaining Committees remain focused at resolving the workplace issues at the bargaining table and as such have agreed to not take any Strike/Lockout action, notwithstanding being in a legal position to do so.
The parties have also agreed to provide each other with 24 hours notice should either party decide to engage in a labour dispute which in any event will be no earlier than Thursday February 5, 2009 at 12:01 a.m.
Tuesday, January 27, 2009
Notice - Negotiations Update
January 27, 2009
Negotiations between Woodbine Entertainment Group and CAW Local 2007 (Mutuels) are continuing.
Our current focus remains at the bargaining table and the parties have agreed to not take any
Strike/Lockout action, notwithstanding being in a legal position to do so.
The parties have also agreed to provide each other with 24 hours notice should either party decide to engage in a labour dispute which in any event will be no earlier than February 3, 2009 at 5:00 a.m.
Negotiations between Woodbine Entertainment Group and CAW Local 2007 (Mutuels) are continuing.
Our current focus remains at the bargaining table and the parties have agreed to not take any
Strike/Lockout action, notwithstanding being in a legal position to do so.
The parties have also agreed to provide each other with 24 hours notice should either party decide to engage in a labour dispute which in any event will be no earlier than February 3, 2009 at 5:00 a.m.
Monday, January 12, 2009
NOTICE OF UNION MEETING
DATE: SUNDAY, JANUARY 25th, 2009
Located one kilometer south of HWY 401
One block west of Dixie Road
On the south side of Matheson
At the intersection of Matheson and Ambler Dr.
TIME: 7:45 PM
PLACE: 1343 MATHESON BLVD. EAST
In the Union hall at the back of CAW Local 252Located one kilometer south of HWY 401
One block west of Dixie Road
On the south side of Matheson
At the intersection of Matheson and Ambler Dr.
AGENDA:
· Progress Report on Negotiations with WEG
· Strike Mandate
All mutuel bargaining unit employees are welcome and encouraged to attend.
This includes Seniority List, Eligibility List and all casual/part-time
mutuel employees
WEG and CAW Local 252 are in a legal strike/lock-out position as of 12:01
am. Wednesday, January, 28th, 2009
Monday, December 29, 2008
Negotiations Update
Woodbine and the Union have exchanged opening positions and have meetings scheduled for January.
The parties will be in a legal strike/lock-out position as of 12:01 am Wednesday, January 28.
The parties have indicated a willingness not to initiate a labour dispute as long as the bargaining is progressing toward an agreement.
We anticipate calling a membership meeting when we have a sense of how the talks are going.
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Elimination of “Elect To Work” Exemptions
The Ontario Government has introduced Bill 139, the Employment Standards Amendment Act (Temporary Help Agencies), 2008, and also announced related changes to the ESA regulations. These changes will affect any employer or organization that:
(1) employs “elect to work” or casual employees;
(2) is a temporary help agency; or
(3) uses the services of a temporary help agency.
While the focus of Bill 139 is on temporary help agencies, the government announced related changes that affect all “elect to work” employees. Elect to work employees are those who are employed on a casual basis, and have the ability to refuse work assignments offered by their employers, without suffering negative consequences. Currently, elect to work employees are exempt from the public holidays provisions of the ESA, and are exempt from the requirement to provide notice of termination (or termination pay in lieu of notice) and severance pay.
The government announced that it has already passed a regulation that will eliminate the elect to work exemption that relates to public holiday pay, as of January 2, 2009. This means that, beginning with Family Day next year, elect to work employees will be entitled to public holiday pay under the ESA, just like any other employee.
The government also announced its intention to pass a regulation that will eliminate the elect to work exemptions related to notice of termination and severance pay. When this regulation is passed, it will mean that elect to work employees will be entitled to notice of termination (or termination pay in lieu of notice) and severance pay under the ESA. At this time, it appears that the Government will wait until Bill 139 is passed (and possibly until it comes into force) before it eliminates these exemptions.
Click the link below for more details.
http://www.ontla.on.ca/web/bills/bills_detail.do?locale=en&BillID=2132
The parties will be in a legal strike/lock-out position as of 12:01 am Wednesday, January 28.
The parties have indicated a willingness not to initiate a labour dispute as long as the bargaining is progressing toward an agreement.
We anticipate calling a membership meeting when we have a sense of how the talks are going.
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Elimination of “Elect To Work” Exemptions
The Ontario Government has introduced Bill 139, the Employment Standards Amendment Act (Temporary Help Agencies), 2008, and also announced related changes to the ESA regulations. These changes will affect any employer or organization that:
(1) employs “elect to work” or casual employees;
(2) is a temporary help agency; or
(3) uses the services of a temporary help agency.
While the focus of Bill 139 is on temporary help agencies, the government announced related changes that affect all “elect to work” employees. Elect to work employees are those who are employed on a casual basis, and have the ability to refuse work assignments offered by their employers, without suffering negative consequences. Currently, elect to work employees are exempt from the public holidays provisions of the ESA, and are exempt from the requirement to provide notice of termination (or termination pay in lieu of notice) and severance pay.
The government announced that it has already passed a regulation that will eliminate the elect to work exemption that relates to public holiday pay, as of January 2, 2009. This means that, beginning with Family Day next year, elect to work employees will be entitled to public holiday pay under the ESA, just like any other employee.
The government also announced its intention to pass a regulation that will eliminate the elect to work exemptions related to notice of termination and severance pay. When this regulation is passed, it will mean that elect to work employees will be entitled to notice of termination (or termination pay in lieu of notice) and severance pay under the ESA. At this time, it appears that the Government will wait until Bill 139 is passed (and possibly until it comes into force) before it eliminates these exemptions.
Click the link below for more details.
http://www.ontla.on.ca/web/bills/bills_detail.do?locale=en&BillID=2132
Thursday, November 27, 2008
Negotiations Update - November 27, 08
Greetings
On November 20, our Mutuel's Bargaining Committee met with Woodbine. At the Meeting WEG CFO Stephen Mitchell reviewed the financial status of WEG. Woodbine also presented written proposals for a new collective agreement. CAW National Rep. Brian Stevens outlined the Union's bargaining issues.
The parties scheduled meetings for December 17 and January 8.
On November 26, WEG filed for conciliation.
Brian Henderson
CAW Local 2007 President
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Challenges Ahead - “The Opportunity We Face”
Click here for an open letter from John Aman, CAW National Director of Organizing
On November 20, our Mutuel's Bargaining Committee met with Woodbine. At the Meeting WEG CFO Stephen Mitchell reviewed the financial status of WEG. Woodbine also presented written proposals for a new collective agreement. CAW National Rep. Brian Stevens outlined the Union's bargaining issues.
The parties scheduled meetings for December 17 and January 8.
On November 26, WEG filed for conciliation.
Brian Henderson
CAW Local 2007 President
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Challenges Ahead - “The Opportunity We Face”
Click here for an open letter from John Aman, CAW National Director of Organizing
Thursday, November 20, 2008
Interested in Applying for the Eligibility List ??
All applications for the Eligibility List must be made by Dec. 3rd.
Click here for a copy of the application (Schedule F, Collective Agreement)
Click here for a copy of Schedule E "Eligibility List" (from the Collective Agreement)
Applications can be sent by fax to WEG at 416-213-2140
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Mohawk Christmas Party
Click here for the Poster/Invitation to the Mohawk Christmas Party, hosted by our CAW brothers and sisters in Food & Beverage, set for Dec. 17th at the Mohawk Inn.
See Poster for more info.
Click here for a copy of the application (Schedule F, Collective Agreement)
Click here for a copy of Schedule E "Eligibility List" (from the Collective Agreement)
Applications can be sent by fax to WEG at 416-213-2140
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Mohawk Christmas Party
Click here for the Poster/Invitation to the Mohawk Christmas Party, hosted by our CAW brothers and sisters in Food & Beverage, set for Dec. 17th at the Mohawk Inn.
See Poster for more info.