we hope you enjoy the Steeldrum send your comments to info@uswa1998.ca.

4

$100k list5

9

10

12

13

Shirley Chisholm; Young workers program

Staff tributes;Fact or Fiction

Arbitrator awards damages in bullying

Blue Man boycott14

On other fronts

Graduate Education

inde

xin

dex

The September 2004 issue of Steeldrum featured a cover arti-

cle on bullying in the workplace(Bullying and Its Impact On Us). Itshowed us how to identify a work-place harassment situation and providedsome information on reporting bullyingbehaviour as well as how to get the behav-iour halted. Unfortunately as the article pointedout, Ontario does not have anti-harassment leg-islation, at least not in the context of weedingout bad bosses. Bad bosses, which I have noexperience with, do pose huge financial bur-

dens on theworkplace, inaddition to theanxiety andhumiliationendured by theemployee. MarjeBurdine, a

Vancouver-basedorganizational con-

sultant, draws uponAustralian research

that suggests each case ofbullying in the workplace cost about $20,000,or about $24 billion each year in Canada. If youthink that figure is a misprint, one might lookat it another way: each employee, manager, ordirector who changes jobs

A ed by the university to the Government ofOntario under the “Sunshine Law”.

U of T added 263 new members to the $100Kclub in 2004 - more people than the total $100Klist for 16 of the 25 universities which reported.And while U of T's $100K list members did not

see the same kind of exponential salary increaseslast year as they did in 2003, (please see GravyTrain Stops At U of T, Steeldrum, June 2004), theiraverage increase from 2002-2004 (during the lifeof our current Collective Agreement) was 16%.

As pointed out in this month's President's

Report, the total amount the university spent onsalaries for people earning over $100,000 is awhopping $201,607,218. A look at the U of TQuick Facts, available on the university's website, shows that U of T has an operating budgetof $1.107 billion. This means that nearly 20% ofthe budget goes to pay the salaries of the high-est paid faculty and senior administrators.

It is interesting to compare this to YorkUniversity. York has 577 staff on the $100K listwith a total compensation bill of $70,054,090.With operating expenses of approximately $555million, York dedicates about 12.5 percent of itsbudget to its top salaried faculty and adminis-trators. More interestingly, York has 50,000 stu-dents compared to U of T's 67,000. Yet, U of Thas two-and-a-half times the number of staff onthe $100K list than York (1,508 at U of T com-pared to 577 at York)! ...continued on page 5

News for members of Steelworkers Local 1998 Summer 2005, volume 5, no 2 uswa1998.ca

s Steelworkers Local 1998 enters into negotiations for its third Collective

Agreement, the University of Toronto is singingthe same old refrain that budgets are tight andthis is still a time of restraint in the U of T com-munity. An article posted on the university'snews web site in April of this year states that"the university is entering the second year of asix-year budget cycle, continuing a period ofbelt-tightening." Base budget reductions arepredicted for the coming years, including a 5%cut in 2006-2007.

There is no question that chronic governmentunder-funding of post secondary education inOntario has taken a toll on universities. But atthe same time, the university makes choices onits priorities and how it allocates the money itdoes have. And in this light, it is interesting totake a look at the latest $100K salary list report-

The Economic Cost of Bullying

...continued on page 13

.

Workplace bullying carriesan annual pricetag of $24 billion

.

UU ooff TT aaddddss226633 nnaammeess

ttoo $$110000kk lliisstt

11,,550088

STEELDRUM

Out of a budget of $1.107 billion, nearly20% goes to pay thesalaries of the highestpaid faculty and senior administrators.

11,,22445522000033

22000044

From 2002 - 2004, the averagesalary increase for an $100k

list member was 16%.

image by K

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Artist in our midst;Spring up!15

3 President’s Message

22 the Steeldrum vol. 5, no. 2 summer 2005.

weare

whoNewsletter CommitteeJohn AnkenmanMarjorie Bhola-SwamiMary BirdMarcella BollersRobin BreonP.C. Choo (Editor & Co-Chair)Allison DubarryJenny FanLillian LancaGlenda GillisCharles KernermanJudy MacLeodTanya PatinaSteve Rutchinski (Co-Chair)Ana SappRon Wenerin

dex Layout & Design

Kim Walker

GraphicsCanadian Association ofLabour Media (CALM)

Photography & ImagesP.C. ChooKim Walker

The Steeldrum is published byUSWA Local 1998 (UofT). TheNewsletter is printed byPayette and Simms. TheSteeldrum is a member ofUSPA and CALM.

All inquiries and submissionsare encouraged. Submissionsby email are preferred.

Non-email submissions shouldbe on a 3.5” disk or CDaccompanied by a hard copy.

t 416.506.9090 f 416.506.0640 info@uswa1998.caSTEELDRUM directory

t has been about five months since my last

report and a number of signif-icant events have taken placeduring that time.

New President at U of T First and foremost, we have a new President at Uof T. After an exhaustive search, the PresidentialSearch Committee recommended to GoverningCouncil that Dr. David Naylor, Dean at the Facultyof Medicine, be appointed as the 15th President ofU of T.

My only qualm during the debate was in regardto one of the mandates of the new President whichwas to "attract and retain the best and the brightestof faculty." Try as I did, I could find no reference toadministrative staff. I proposed that in the spirit ofinclusiveness that we add two words after faculty:"and staff." My proposal was accepted.

I would say that Dean Naylor got off to a goodstart. In his maiden speech to Governing Council,he said that "we remain blessed with dedicatedstaff who are the foundation on which the academ-ic excellence of the institution has been built."

In an interview with The Bulletin, Dean Naylordescribed administrative and support staff as "thebackbone of U of T." He went on to add that "if youdon't have enough skilled and satisfied staff, threebad things happen: the quality of the student expe-rience suffers in multiple dimensions; the qualityof working life for academic staff declines; and theadministrative and support staff themselves getoverloaded, leading to a negative spiral for every-one. We need to keep a close eye on the staff-to-student and staff-to-faculty

I

reports

SStteeeellddrruumm $$110000kk lliisstteexxppoossee wwiinnss aawwaarrdd

.

n the past two months the union has negotiated with the university for the

creation of four new positions in the bar-gaining unit and to have seven membersmoved from part-time to full-time status.I would like to thank Vince Montori andJerry Nogas for their efforts in makingthese negotiations successful.

By making it clear that we could provein arbitration that they had been hiringnon-union employees to replace bargain-ing unit members who had left the uni-versity, we were able to convince the uni-versity to post two new part-time posi-tions (each at 32 hours/week) in theHousekeeping Department.

The university had also been hiringnon-union employees to replace terminat-ed bargaining unit members in FoodServices. When we had compiled the nec-essary evidence, we were able to convincethe university to move seven of our mem-bers from part-time to full-time status,and to create two new part-time positions(each at 32 hours/week). A provision forvoluntary layoff was agreed to as part ofthe settlement. The wording of the vol-untary layoff provision gives good pro-tection to our members, while providingthem a new option that, depending on anindividual's circumstances, could be quitebeneficial.

The process of negotiating a new collec-tive agreement is moving forward well.Your negotiating team has completeddrafting the proposals that will be pre-

I

teeldrum has won an award for its expose of the $100,000K list at U of T at

the 2005 Canadian Association of LabourMedia (CALM) Conference held in Ottawafrom June 10-12, 2005.

Ed Finn, editor of the Canadian Centre forPolicy Alternatives (CCPA) publication, TheCCPA Monitor, and former columnist for TheToronto Star, presented the award to Steeldrumeditor, P. C. Choo.

Finn praised "the high quality of investigative

VViiccttoorriiaa UUnniivveerrssiittyy rreeppoorrtt

S journalism" that led to the expose which waspublished in the June 2004 issue of Steeldrumunder the headline, Gravy Train Stops at U ofT. The article was written by then UTM UnitChair, John Malcolm and the statistical analysiswas done by Local 1998 President, AllisonDubarry.

Also at the conference were Steve Rutchinski,Co-Chair of the Newsletter Committee; GlendaGillis; Marcella Bollers; Ron Wener; and KimWalker.

“high quality investigative journalism”CALM judge praises Steeldrum’s.

sented to the university, and on May 24presented a general overview of the pro-posals to the membership at a unit meet-ing. The Negotiating Committee and man-agement have agreed to the followingdates for negotiations: June 9 and 20, July4, 7, 18, 21, 25 and 27. Further negotiationsupdates will be provided through theCommunication Action Team (CAT). Allmembers should feel free to pass on com-ments to the Negotiating Committeethrough their CAT representative.

Finally, I would like to acknowledge thesignificant contributions Ken Wilson madeas a union steward at Victoria. Althoughwe can be happy for Ken that he has takenthe opportunity to pursue other ambitions,his dedication to improving the workinglives of his fellow union members will begreatly missed. For five years he represent-ed the interests of members before the uni-versity administration, and he did so withdetermination and professionalism. I amgrateful to Ken for always being availablewhen I needed advice on how to handlecomplex and sometimes delicate situations.His ideas and suggestions were invaluableto me on numerous occasions. On behalf ofall the members of our unit, I would like towish Ken the best of luck in all his futureendeavours. Ken resigned from his posi-tion in the United Church/VictoriaUniversity Archives effective March 31.

John AnkenmanUnit Chairperson, Victoria University

......ccoonnttiinnuueedd oonn ppaaggee 1155

PP..CC.. oonn GG..CC..

Air quality lunchtime meetings:Air quality and ventilation problems were themost reported health and safety concerns on therecent negotiating survey. The volume ofresponses on this issue was considerable andindicated that it needed to be addressed. JohnAnkenman and I have been working with AndyKing who is the director of the SteelworkersHealth and Safety Department at the NationalOffice, and are developing a strategy around thisissue. We have set up a series of lunchtime meet-ings with him on air quality. Andy will be dis-tributing a questionnaire that can be used toidentify problems. We will analyze the resultsand be then in a position to constructivelyaddress the concerns. Andy will also be meetingwith the Joint Health and Safety Committeemembers, stewards, unit chairs and theExecutive on this issue.

Allison Dubarry, President

the Steeldrumvol. 5, no. 2 summer 2005.

IT’S HARD TO BELIEVE OUR LAST contracts were ratified in the fall of 2002. Nowwe are into negotiations for new collectiveagreements. We have exchanged proposals andmet several times with the management teamsfrom U of T, St. Michael’s College and VictoriaUniversity. The economic climate is differenttoday as both the provincial and federal govern-ments have allocated sizable increases in fund-ing to universities, making this a fitting time tonegotiate a new contract.

UofT weathered the funding drought of thelast few years better than most Ontario universi-ties. This was due to its enviable position asCanada's largest, if not wealthiest, university(the billion dollar endowment was a Canadianrecord). However, during this period adminis-trative staff felt the pinch of funding cuts thatresulted in a wage cut in 1996, a reduction ofjobs, and increased workloads for those remain-ing.

The results of our recent negotiating survey tomembers reflected the strain that administrativestaff have borne. 70% of respondents reportedthat they have experienced increased workloadsover the last three years. 44% sometimes workunpaid overtime, and 18% work unpaid over-time half the time or more.

The new funding will result in a significantinfusion of cash to UofT. No one disagrees onthe importance of teaching resources in an edu-cational institution. However, much of the workperformed at the university would be impossi-ble without the support provided by our mem-bers. Resources are allocated to hire, retain andtrain faculty. Resources also need to be allocatedto hire, train and retain staff in order to main-tain a high level of service.

Administrative staff keep the university work-

.

ommunicating with impact is such a valuable skill in our everyday life!

As part of the Labour Studies program organized by the LabourEducation Centre and our Local, I attended the public speaking coursewith Valerie Dugale from Precedent Communications. This was an

lettersyour

Cevent which took place overthe last weekend of May at theSteel Hall. What a greatinstructor Valerie is! She madeus believe that we all can speakin front of others.

Although we all had our own

individual fears of public speaking, as a group we helped each otherto overcome them. We also had a lot of fun preparing our speeches ondifferent topics. We later viewed ourselves on TV and discussed howwe performed. Valerie was terrific! She could structure basic principlesof public speaking that we could apply immediately. More important-ly, the whole session was a dialogue, not a monologue delivered bythe instructor.

I am confident the skills we learned will prove useful in our work-place and in our daily life. I really enjoyed this course -- Thank you!

Tanya V. PatinaRisk Management and Insurance Department, U of T

.

33

president smessage

‘

ing and are a major part of the infrastructure.Our recent ad in NOW Magazine showed steelgirders, which are necessary for the support ofany large structure, superimposed on a pictureof Convocation Hall. The ad stated that "UofT ismade of Steel" which is an apt metaphor for ourrole within the university (See back page for acolour version of the ad).

$100K list - ChoicesSalary disclosure lists are always an interestingindication of the choices made by the university.This year UofT topped all of Ontario's universi-ties with a whopping 1,508 employees on the$100K list. The following universities made thetop 5:

University No. on list Avg. Salary

Univ. of Toronto 1,508 $133,948.79York University 577 $121,410.90Univ. of Waterloo 453 $120,333.02McMaster Univ. 437 $123,994.40Univ. Western Ont. 427 $119,417.03

UofT not only had the most number of peo-ple on the list, but their average salary was sig-nificantly higher than the averages of the otheruniversities. The difference in numbers betweenUofT and York is frankly astounding consideringthat York has approximately 50,000 students toUofT's 67,000.

Since 2002 the $100K list has grown from 1,183employees to 1,509 in 2004. In 2002 the salarycosts for those on the $100K list were just under$149 million. Salary costs for the 2004 list were$201.6 million, an increase of $10.6 million fromthe previous year.

Salaries are a concrete reflection of choices andthe $100K list certainly reflects the university'schoices over the past several years in a climate ofbudget restraint. Administrative staff at the uni-versity are a large constituency and many havefelt the pain of funding cuts, not only financially,but also with increased workloads. If the $100Klist is any indication of the university’s financialstatus, the money appears to be there so the con-tributions of administrative staff to the universi-ty should be fairly and concretely recognized.

ttiimmee ffoorr aa nneeww ccoonnttrraacctt

many low-paying occupations such as sewing-machine operators (46%) and assemblers (42%).In contrast, they constitute only 8.2% in manage-ment jobs and 13.8% in the professions."

"We are holding these people on a sticky floor,let alone helping them reach the glass ceiling,"says Karen Mock, Executive Director of theCanadian Race Relations Foundation.

The report said discrimination manifests itselfin different ways such as treating minorities dif-ferently in recruitment, hiring and promotion;relying on non-transparent recruiting methods(e.g. by word-of-mouth) that reinforce existingnetworks and evaluating foreign creden-tials differently.

44 the Steeldrum vol. 5, no. 2 summer 2005.

FOR THE 1,038 MEMBERS OF THE SOCIETY OF ENERGY PROFESSIONALS WHO WORK FOR Hydro One, the idea of being on strike was not something they wanted to do. Many members of the unionwork as IT personnel, business officers, engineers and mid-level supervisors. Over the years they have beenable to retain good jobs with appropriate levels of compensation and benefits. Now the management of HydroOne (formerly Ontario Hydro) wants to change all of that.

“This union is really fighting for the next generation of workers,” said Jim MacDonald, a 20 year veteran ofthe company. Hydro One wants the union to agree to a wage package for new hires after April 1 that would goto a pay grid that would be 10 per cent lower than the current grid and would provide for a reduction in fringeand pension benefits.

Hydro One has also asked the union to extend the work week from 35 to 39 hours – an 11 per cent increase.There are many similarities to the composition of the bargaining unit at Hydro One and our own unit here at

the U of T. Movement up the pay grid, pension and benefits are all issues currently on the bargaining tablewith our negotiating team. And the ability to pass our gains on to the next generation of staff is also of impor-tance to our members.

If you happen to pass by a striking Hydro One worker, wave and say a supportive “right on”. Their struggleis ours as well.

onotherfronts relevant news

for steelworkers

HE RECENT threats of a TTC andGO Train strike haveonce again broughtinto focus the con-cept of tele-working fromhome.

Although morethan 1 million Canadians work fromhome at least once a week, a culture ofresistance and mistrust by employers ispreventing many more employees fromtele-working.

According to the city of Markham'sTransportation Co-ordinator, LorenzoMele, there is a cultural barrier towardstele-working.

"If a manager is managing by atten-dance as opposed to performance, pro-ductivity and other measures, thenclearly something like tele-work couldnever fit into the way they do business,"says Mele, who is working on a tele-work policy for Markham employees.

Nonetheless, some large employerssuch as Bell Canada and Nortel havetele-work policies in place.

Can U of T be far behind?

UNITED STEELWORKERS' ONTARIO/ATLANTIC DIRECTORWayne Fraser announced Wednesday that members of Local 4120 havevoted over 92 per cent in favour of strike action against the University ofGuelph.

The vote by employees in the 950-member technical and administrative support staff bargaining unitwas prompted by a lack of progress at the bargaining table, where the university has proposed majorconcessions and has not addressed the union's proposals for wage and pension improvements, alongwith maintaining the benefits package.

If upcoming conciliation fails, the staff may be on strike by the beginning of the university's calendaryear.

Steelworkers at Universityof Guelph vote to strike

T

Minorities narrowgap but still lag

CCORDING TO CENSUS DATA FROMHuman Resources and Skills DevelopmentCanada, the salary gap between visible minori-ties and their white counterparts has shrunksince 1996. In 1996, non-whites made on aver-age 23.2% less than whites but by 2000, the gaphas fallen to 13.3%. After-tax income for non-whites rose from $12,991 per annum in 1996 to$15,909 per annum in 2000. The correspondingfigures for white employees rose from $16,922per annum to $18,348 over the same period.

"Things have improved somewhat but sys-temic racial discrimination still persists," saysProfessor Grace-Edward Galabuzi of RyersonUniversity who co-authored a report jointlyreleased by the Canadian Race RelationsFoundation and Toronto's Centre for SocialJustice. "Minorities are over-represented in

A

Hydro One strike raises important issues

Employers still suspicious oftele-working

phot

o by

Kim

Wal

ker

55the Steeldrumvol. 5, no. 2 summer 2005.

$

U of T has 2.5 times

the numberof people

on the$100k listthan York

Universityand 3.5

times thepeople on

its $100klist than the

Universityof Western

Ontario.

Or compare U of T with the University ofWestern Ontario. UWO has nearly 30,000students - slightly less than half the numberat U of T. According to the latest figures,UWO has 427 staff on its $100K list com-pared to U of T's 1,508. In other words, U ofT has three-and-a-half times the number ofpeople on the $100K list than UWO, withonly about twice the student population.

We have listed the salary increases ofsome of the highest paid faculty and admin-

UU ooff TT’’ss $$110000kk lliisstt ...continued from page 1

istration members (please see charts onpages 5 - 8).

We are not against rewarding perform-ance. But the university administrationshould remember that our members alsomake major contributions to the work of theuniversity. It is no exaggeration to say thatU of T works because we do!

Christine Beckermann & P. C. Choo

image by K

im W

alker

*

* Figures are as reported by the university to the government of Ontario. They do not necessarily indicate a full or partial year worked.

66 the Steeldrum vol. 4, no. 5 summer 2005.$1

00k

list

77the Steeldrumvol. 4, no. 5 summer 2005.

$100

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$100

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tthe Steeldrum vol. 4, no. 5 summer 2005.88

University Number Average Salary Total Compensation Paid

U of T 1,508 $133,948.79 $201,860,832.18York 577 $121,410.90 $70,054,090.48Waterloo 453 $120,333.02 $54,510,857.72McMaster 437 $123,994.40 $54,185,550.67Western Ont 427 $119,417.03 $50,991,072.83Queen's 392 $123,480.80 $48,404,473.81Ottawa 341 $118,412.43 $40,378,639.27Guelph 305 $115,380.18 $35,190,953.55Ryerson 276 $117,863.33 $32,530,279.27Brock 151 $119,563.72 $18,054,122.43Wilfrid Laurier 144 $120,456.43 $17,345,725.59Windsor 143 $118,203.11 $16,903,044.18Others 416 $132,383.49 $1,191,451.37

99the Steeldrumvol. 5, no. 2 summer 2005.

S

ShirleyChisholm

old, the traditional roles and stereotypes."On January 25, 1972, Shirley Chisholm

announced that she was seeking the DemocraticParty's nomination for the presidency of theUnited States of America - the first black personto do so. The 1972 Democratic NationalConvention in Miami was the first major con-vention in which any woman was considered forthe presidential nomination. Although she didnot win the nomination, she received a sizeablenumber of delegate votes. "I ran for thePresidency, despite hopeless odds, to demon-strate the sheer will and refusal to accept the sta-tus quo," she said, in withdrawing from the race.She continued to serve in the House ofRepresentatives until 1982 when she retired.

Shirley received many honorary degrees andawards including Brooklyn College Alumna ofthe Year, Key Woman of the Year, OutstandingWork in the Field of Child Welfare, and Womanof Achievement.

Once when asked what her legacy might be,she replied, "I'd like them to say that ShirleyChisholm had guts. That's how I'd like to beremembered."

Marcella Bollers, Nutritional Sciences

&unboughtunbossed

.

YYoouunngg WWoorrkkeerrss aawwaarreenneessss pprrooggrraammSome of the other key legislation includes:

- A copy of the Occupational Health and Safety Act(green book) must be posted in your workplace alongwith the names of your health and safety representa-tives and any health and safety policies.- You cannot be disciplined/fired for exercising or ask-ing about your rights.- Your employer and supervisor can face significantfines ($500,000 for the employer and $25,000 for yoursupervisor) if they fail to provide a safe environment.The employer and supervisor can also be subject to aprison sentence of up to one year (the longest sentencewe are aware of is 30 days).- A worker can be fined up to $25,000 for failing tocomply with the Occupational Health and Safety act.- You have the responsibility to wear any requiredprotective equipment and can be fined up to $300 by aMinistry of Labour inspector for failure to wear thisequipment.- All accidents must be reported - no exceptions. Anyaccident which has lost time (beyond the day of inci-dent) or any health care aside from first aid must bereported to the WSIB within 3 days.

The students participating in the program wereextremely enthusiastic and asked excellent questions.Students left our discussion with strategies on speak-ing with their managers on improving safety condi-tions in their workplace.

Ron Wener, Grievance Co-Chair

ast year, 52 young workers between the ages of 15-24 lost their lives as a result of a workplace

injury/disease and 59,000 reported a workplace injury.This translates to one in ten young workers reportinginjuries. These numbers are staggering given the factthat many injuries to young workers are never report-ed often due to lack of information about workplacerights and/or fear of reprisal for reporting injuries.

Every year, the Steelworkers send members to talk tohigh school students about Health and Safety to raiseawareness through the Young Workers AwarenessProgram. As part of this program, I had the opportuni-ty to speak to over 200 students at various Toronto areahigh schools.

This experience serves as an excellent reminder thatwe must be vigilant in educating members of ourworkplace of their basic rights. These rights are:

- The Right to Know - you have the right to informa-tion about any hazardous substances that you might beexposed to in the workplace (this includes cleaners,photocopy toner, lab chemicals, etc.)- The Right to Participate - you must have workerrepresentation on a Joint Health and Safety Committeewho make recommendations to the employer toimprove health and safety conditions in the workplace.- The Right to Refuse - you have the right to refuse ajob that you have reason to believe is unsafe. If youbelieve your work is unsafe, let your supervisor knowimmediately. If you do not get a satisfactory response,take your concerns to your worker health and safetyrepresentative immediately.

L

.

“...Women in this country mustbecome revolutionaries. We must refuse to accept the old.”

nation for the presidency of the U.S. Shirley St. Hill Chisholm was born on

November 30, 1924 in Brooklyn, New York,the eldest of four daughters. Her father wasfrom British Guyana and her mother wasfrom Barbados.

Shirley excelled at the Girls High School inBrooklyn where she graduated in 1942.After graduation, she enrolled in BrooklynCollege where she majored in sociology andgraduated with honours in 1946.

In 1960, she started the Unity DemocraticClub, which was instrumental in mobilizingBlack and Hispanic voters.

In 1964, Shirley ran for a state assemblyseat. She won and served in the New YorkGeneral Assembly from 1964 to 1968. In1968, after finishing her term in the legisla-ture, she campaigned to represent NewYork's Twelfth Congressional District. Hercampaign slogan was "Fighting ShirleyChisholm - Unbought and Unbossed." Shewon the election and became the firstAfrican-American woman elected toCongress.

During her first term in Congress, shehired an all-female staff and spoke out forcivil rights, women's rights, and the poor.She was elected to a second term in 1970.

Shirley was a sought-after public speakerand co-founded the National Organizationfor Women (NOW). She once remarked that,"Women in this country must become revo-lutionaries. We must refuse to accept the

hirley Chisholm, the first black woman elected to Congress, died on New Year's Day,

2005. A pioneer for the black community, she was also the

first black person to seek the Democratic Party's nomi-

the Steeldrum vol. 5, no. 2 summer 2005.1100

or mechanical workshop supervisor Alvin Ffrench, winning the Distinguished Service Award from the Faculty of Arts

and Science has meant that he has to get used to all the attentionbefitting such a worthy recipient. "I was pleasantly surprised," headmitted in an interview with Steeldrum. "I did not think thatanyone was noticing. It is nice to be recognized by your col-leagues and peers."

Alvin, who works in the Department of Physics, has put in thir-ty eight and a half years of service with U of T. Born and raisedin Jamaica, he moved to England when he was 16. Trained as acraftsman, he came to Canada and started work with OtisElevator Company. He joined the Physics Department at U of Tin 1966 and became supervisor in 1986.

For Alvin, one of the most satisfying aspects of his job is theopportunity to work with students. Being around a long time,students come to consult him on everything from materials andmachines to experimental research. However, he does not justspoon feed them. "I'll have them do some test runs and analyzethe results before signing off," he said.

Asked to what and to whom he attributes his success, Alvinmodestly replied that he just happened "to be in the right place atthe right time." However, he paid tribute to his wife who wasvery understanding and supportive when he had to work lateinto the night. He also praised his colleagues and extremely sup-portive bosses.

F

2

FFiittttiinngg ttrriibbuuttee ttoo aa ddiissttiinngguuiisshheedd ccaarreeeerr......

stafftributes

One thing Alvin is glad about is the arrival of the Steelworkersunion. "Before unionization, you have to do your own negotiat-ing," he said, referring to the days of the U of T Staff Association(UTSA). "Now, with the union, there are a lot of positive thingshappening."

Alvin loves sports and he used to play soccer and cricket atKing City. A colleague introduced him to golf one day - and hehas been hooked ever since. "I've fixed my handicap," heremarked, grinning.

As to what words of advice he has for those who seek to followin his footsteps, Alvin remarked that "I tell my children to workhard and do your best at what they are doing."

Congratulations, Alvin! In winning the Distinguished ServiceAward, you have become a role model for others to follow, espe-cially visibile minorities.

Marjorie Bhola-Swami and P.C. Choo

Alvin retired in June of this year.

Happy retirement, Alvin!

Alvin was one of the recipientsof the annual Faculty of Arts and

Science Outstanding Teachingand Staff Awards, presented

April 22 at Hart House.

Other staff recipients wereAndrew Gristock of

psychology for technical service;

Marina Haloulos of computer science for

administrative service; Ann Lang of psychology

for student life; and Kevin Murray of the

faculty registrar's office for technical service

(information technology).

YYeeaarr ooff ssuucccceessss ffoorr““PPrroouudd MMootthheerr””......

alvin ffrench

005 has been a very eventful year so far for Ann Lang, a Graduate Advisor at the

Department of Psychology. At the beginning of theyear, the Psychology Graduate StudentsAssociation chose her as the winner of their "MostValuable Person" Award. In April, she was namedas one of ten recipients of the annual Faculty ofArts and Science Outstanding Teaching and StaffAwards. Ann won the award for student life.

Ann loves her job as a Graduate Advisor. In heracceptance speech at a ceremony in Hart House onApril 22, she went out of her way to thank the stu-dents. "My job is all about the students. Their suc-cess is my success. They make supporting studentlife a joy and I would not be able to do any of thiswithout their support."

"Most graduate students are surprised that once

they are in grad school, they are no longer a num-ber," Ann says. "We get to know them and duringtheir stay with us, we make sure that everythingconnects for them. We want to make sure that theyare ready and equipped to go out into the world."Students come to her with all sorts of questions -academic, financial, administrative, even personalones. She is close to the students. "I was a motherof three sons before I started this job. Now, it islike I am the 'mother' of a hundred graduate stu-dents." And it shows. Past graduate students regu-larly keep in touch with her, telling her about themajor events in their lives. In her office, there arephotographs of past graduate students proudlyposing with their new-borns.

Winning the award means a great deal to Ann.Apart from being a good administrator, studentsrecognize the fact that she is someone who makesa difference in their lives. Ever so modest, Annattributes her success to the Graduate Directorsshe had worked with. She also paid tribute toLinda Mamelak, Departmental Manager inPsychology before her retirement last July, whomshe described as "a great role model and valuedfriend." Linda was present at the award ceremony.

Despite her hectic and demanding work sched-ule, Ann manages to find time to do needle-pointand spend time with her two grand children(another one is due in June).

Congratulations, Ann, and well done! You trulylive up to the university's commitment of "puttingstudents first."

P.C. Choo

a n n l a n g

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the Steeldrumvol. 5, no. 2 summer 2005. 1111

evin Murray of the Registrar's Office in the Faculty of Arts and Science is this year's winner of the

annual Faculty of Arts and Science Outstanding Teaching andStaff Awards for technical service (information technology).

K

KKeevviinn MMuurrrraayy oonnccee aaggaaiinn aann aawwaarrdd wwiinnnneerr staff

tributes

Kevin, the Assistant Manager of the Computer ServicesNetwork in the Registrar and Dean's Office, considerswinning the award an honour. However, this is not thefirst time he has been recognized for his efforts; in 2004,he won the first Extraordinary Effort Award (created byFaculty Registrar, George Altmeyer) for going to greatlengths to help students.

Kevin has been in his current position for twelve years.Prior to joining the Registrar and Dean's Office at Artsand Science, he was working in the Faculty of Medicinewhere his focus was mainly on research and workingwith academics. At Arts and Science, he has the responsi-bility to ensure that the computers in the Registrar andDean's Office are connected to the networks and that theservers are running.

Asked about the challenges on the job, Kevin cited theconstant change in the field of information technology asan example. "It is the nature of the beast," he says, "butthe Internet is a great resource to keep abreast of the lat-est technological development." Another challenge is theconstant need to remind himself to adjust to the level ofend-users who may not be familiar with computer jar-gon. "Too many people are afraid of computers, hence theneed to be patient with them and to understand them," he adds.

In his spare time, Kevin likes to read, play golf and computer games to relax.

Congratulations, Kevin and keep up the good work!

P.C. Choo

kev in murray

J factfiction?

or

The University will post a vacant bargaining unit position for a minimum of 6 working days. (Fact)

In the selection process, internal applicants end up competing with externals for a vacant position. (Fact)

ob Postings have always been a hot topic of discussion among members of our

bargaining unit and has also resulted in a significant amount of grievances.

Article 12:04 in our Collective Agreementpertains to Job Postings. However, many ofour members argue and rightly so that thisarticle does not offer them the best protectionin terms of securing jobs at the University.

The University posts a notice of vacancy intwo ways; a hard copy is sent out to eachDepartment and one goes up on theUniversity's website. The notices specify thatthe job is restricted to bargaining unit mem-bers only.

The posting is up for six working days.Applicants can request copies of the jobdescription from the University.

Qualified internal applicants will be inter-viewed first. The Hiring committee retains thediscretion to post externally. Herein lies theproblem. The internal applicants are pittedagainst the externals. As a result the job oftengoes to the external applicant. The argumentthat the University advances is that theCollective Agreement gives them the right tohire the person who is the most qualifiedapplicant. Only when the qualifications are

.

equal as between two or more applicants will seniority apply.

Many angry and frustrated qualified applicantshave approached the Union at various times andhave questioned what sort of recourse they have.

Once the position is filled, the University has toinform the Union and the Bargaining Unit memberswho were interviewed, the name of the successfulcandidate within 10 working days of the awardingof the posting. This is what starts the process forany recourse that may be possible. If an unsuccess-ful internal applicant believes that she/he has quali-fications that are equal to or greater than the exter-nal applicant, then a grievance could be filed.

Please contact your Stewards, Unit Chairs or theLocal Union Office if you have any questions orconcerns regarding any job competition issues thatyou are facing.

Marjorie Bhola-Swami, Financial Secretary .

ive delegates from Local 1998 (JohnAnkenman, Sandra Romano-Anthony,Marjorie Bhola-Swami, Robin Breon andAlex Thomson) attended the 32ndSteelworkers Constitutional Convention inApril 2005.

Delegates endorsed a far reaching docu-ment entitled "Building Power" that calls formore workers lobbying, organizing, writingletters on important issues and running forelected office. One of the high points of theConvention was the merger of PACE (Paper,Allied-Industrial, Chemical & EnergyWorkers International Union) with theSteelworkers, increasing our ranks by250,000 members.

For Marjorie Bhola-Swami, "the guestspeakers (including Richard Gephardt andHilary Clinton) were very good. They con-textualized trends and events in relationshipto the trade union movement."

Local 1998's resolution calling for a dele-tion of the exclusionary language in Article3, Section 3 of the International Constitutionwas accepted, along with a resolution thatadds "sexual orientation" as a ground uponwhich a member cannot be discriminatedagainst.

Noting our Local's success in these areas,Alex Thomson observed: "It was exciting tobe part of the convention where theSteelworkers adopted the changes whichour local has been working so hard to gain. Icame away empowered with a real sensethat working together as a local and as aunion, we can do anything."

Robin Breon, Vice-President

SStteeeellwwoorrkkeerrss ccoonnvveennttiioonnF

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the Steeldrum vol. 5, no. 2 summer 2005.

I

Arbitrator awards damages in workplace bullying

phot

o by

Kim

Wal

ker

ly support, bullying of members of their workforce,can now be forced to pay punitive damages to theaffected employee within the grievance procedure.What should be of concern to employers of union-ized workforces is that employees will no longer bedeterred by prohibitive legal costs incurred in seek-ing damage awards. They now have an avenue ofrecourse through arbitration should the grievanceget to that point. Employers should know that fromthe minute a grievance citing harassment is filed,they could be looking at a significant pay-out downthe road now that arbitrators are not limited to onlyconsidering the specific articles and clauses in a col-lective agreement. Arbitrators can now address thetotality of the violation and its impact on theemployee - and levy damages accordingly.

As Ontario has no legislation addressing work-place bullying, this ruling is tremendously impor-tant because now arbitrators have real power infighting this pervasive problem. They are able tohold employers accountable and financially respon-sible for abusive managers or managers who fail tostop bullying when they know it is occurring in theunionized workplace. Some arbitrators, like Shime,clearly are not going to wait around for the govern-ment to act in defence of abused workers when it isclearly within their scope of influence to providemore than a slap on the wrist to employers andprovide relief to employees who have been treatedpoorly*.

What is more important in the absence of anybullying law is that at the actions of these arbitra-tors may prod the Ontario government to move onspecific anti-bullying and anti non-identifiablegroup/non-sexual workplace harassment. The rea-son for this is that without such legislation civilwrongs committed in workplaces without unions -the majority of the provincial workforce - wouldstill require that employees seek relief through thecourts. It would also be the same situation inunionized workplaces when the grievance does notgo to arbitration, so while this ruling is good newsand a great step forward in workers' rights, at thispoint it is not something that can be equally andconsistently applied to the benefit of every workerin Ontario.

Workplace bullying and harassment that is notobviously discriminatory based on any identifiablecharacteristic as stated in the Ontario HumanRights Act (i.e. race, disability, gender, sexual orien-tation) is difficult to prove and difficult to fight.Members who experience it should continue to doc-ument every occurrence and speak to a union rep-resentative immediately but at least now, should abullying case go to arbitration, there is a chance ofbeing fairly and properly compensated for the men-tal and physical suffering endured.

*In another recent decision, Seneca College was orderedto pay punitive damages in a wrongful dismissal griev-ance, so we can see that the impact of this ruling is wide-reaching in terms of workers' rights; it is not just limit-ed to bullying, but any intentionally adverse or negli-gent act committed upon an employee by their employer.

(Thanks to Canadian HR Reporter (Dec 6, 2004) forthe source data.)

Deborah Ohab, Innis College

n 1995 the Supreme Court of Canada ruled in Weber v. Ontario Hydro that any matter in a griev-

ance, whether directly or indirectly related to a col-lective agreement, fell within the jurisdiction of arbi-trators. Arbitrators are the final decision-makers inthe grievance process. They hear a grievance that theparties cannot mutually resolve and they then issue aruling which is binding on both parties.

While the Weber decision was good news in termsof expanding the power of arbitrators to rule uponother negative consequences sustained by anemployee aside from the 'textual' violation of the col-lective agreement, many arbitrators were reluctant towield this influence until recently. Arbitrator OwenShime plainly laid out the possible consequences toworkplaces where employees are bullied andharassed when he awarded $25,000.00 in damages toan employee of the Toronto Transit Commission whohad been bullied and harassed by his supervisor overa number of years. What this ruling did essentiallywas provide redress for wrongs incurred outside thecollective agreement - such as mental anguish or painand suffering - that would normally only have beenheard by a court of law within a civil proceeding orsuit. In short, these wrongs could now be heard andruled upon by arbitrators within the context of thegrievance process.

In the past, arbitrators have awarded compensatorydamages such as back-pay, but this was the first timean award has been made to address issues of ‘tort'arising within the grievance context. ‘Tort’ is the legalword for an act committed aside from, or in theabsence of, a contract or statute (such as a collectiveagreement or the Employment Standards Act) thatinjures someone in some way, whether intentionallyor by way of negligence, and the person injured as aresult may sue the wrongdoer for damages.

Up until Arbitrator Shime's ruling, civil wrongscommitted in the unionized workplace, as with anyother type of civil action, would have been handledthrough the courts but now employers of unionizedworkplaces who either directly engage in, or indirect-

ddiidd yyoouu kknnooww??OMEN OF STEEL

UNITE... your voices in chorus!The Women of Steel Summer

Chorus, a new choir singing secu-lar songs from a wide range ofmusical genres, is sending out acall for members. We are lookingfor singers of any skill (whetheryou sing in the shower, karaokebars, or are classically trained) andevery range (bass, tenor, alto andsoprano). If you can carry a tune,we want YOU!

Rehearsals will most likely beafter work (5:30-6:30pm) on aweekly basis, and we will bechoosing our selection in the nextfew weeks. Members who committo the chorus will be able to sub-mit songs for selection and thenregular rehearsals will begin. Weare also looking for an experiencedmusical director/accompanist. Ifyou are interested, please email mewith your name, vocal range (bass,tenor, alto and soprano), what dayis best for you for rehearsal andwhat campus you are on. As well,please feel free to include the typeof music you are interested insinging. Under consideration arestandard barber shop, Broadway,G&S, popular music, world musicand some classical.

Amber Gertzbein, Innis Collegegrape.gertzbein@utoronto.ca

W

.

HOSE OF US WHO WILLbe retiring shortly will find that apleasant way of keeping up to datewith union activities and meetingretired university co-workers is toattend the monthly meetings of theToronto chapter of SteelworkersOrganisation for Active Retirees(S.O.A.R).

Although these meetings areinformal in nature and provide anopportunity for socializing togetherwith lunches and the occasionalbus trip, there is also a more seri-ous purpose in making sure thatthe union and governments aremade aware of the concerns of theunion's older members. For exam-ple, we are presently encouragingmembers to write to their MPPsabout the Ontario Government'splans for health care reform and itschange of heart in encouraging theconstruction of privatized hospitalsas well as the privatization of exist-ing hospitals. Obviously this is atopic of great concern to older peo-ple of Ontario everywhere.

Meetings are held at 11.00 AM onthe last Tuesday of the month atSteel Hall, located at 25 Cecil Street,Toronto. Be assured that you willreceive a warm welcome.

T

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the Steeldrumvol. 5, no. 2 summer 2005.

major re-organization of the administrative and governance func-

tions of graduate education is currentlyunderway at U of T. School of GraduateStudies staff were notified by Provost VivekGoel and SGS Dean Susan Pfeiffer at a meet-ing held in April, just ahead of the publicrelease of a Discussion Paper onAdministrative Functions and GovernanceArrangements for Graduate Education.

A response from front-line administrativestaff, broadly circulated and discussed bystaff at SGS and in the graduate units, is inthe final stages of preparation as Steeldrumgoes to press. It will be submitted to the TaskForce by the end of June.

There are more than 250 administrativestaff whose lives and work will be impactedby the reorganization of graduate educationadministration and governance - not to men-tion some 12,000 students and graduate facul-ty. To the extent that any of us know what isgoing on, it is largely due to the efforts of ourown members. According to the DiscussionPaper "over 70" faculty, staff and graduatestudents were consulted - an embarrassinglysmall number to draw upon in developing anew administrative and governance structurefor graduate studies at U of T.

It can be said without hesitation that thediscussion has not yet had the benefit of fullinput from all stakeholders and it should notbe brought to a close prematurely.Restructuring the administration and gover-nance of graduate education should only takeplace with the full participation of all stake-holders in the discussion and decision-mak-ing about the vision, direction and implemen-tation.

The Discussion Paper on restructuring the"Administrative Functions and GovernanceArrangements for Graduate Education at theUniversity of Toronto" lacks transparencyboth in terms of the vision and its implemen-tation. At one point it says "The task Forcebelieves the governance and administrationof graduate programs should be aligned withthe budgetary authority and operations of theFaculties in order to improve efficiencies andto enable better alignment of authority and

ASSttaaffff rreessppoonnssee ttoo GGrraadduuaattee EEdduuccaattiioonn ddiissccuussssiioonn ppaappeerr

responsibility". To front line staff, it wouldseem that decentralization and devolution ofSGS functions to the graduate units is the plan.Elsewhere the Discussion Paper says theSchool of Graduate Studies should be trans-formed into "an advisor, advocate and high-level service provider" for such things as "facil-itation of program development", "OCGSreviews", "interpretation ofacademic regulation","evaluation of foreigncredentials", "enrol-ment planning, per-formance and accounta-bility measures andcareer develop-ment for gradu-ates".

"Here we goagain" is howSGS staff are feel-ing and dread thethought of goingthrough anythinglike the previousre-organizationwhere staff werein competitionwith one anotherfor their jobs.Administrativestaff in graduateunits already feelthe burden ofincreased work-loads that resultedfrom the lastGraduate Studiesre-organizationand fromincreased enrol-ment. There isapprehension that administrative changes willbe carried out without sufficient support.

Front line staff frankly feel that decisions arebeing made with little regard for the impact onthe very people expected to do the work. Thereis a perception of a lack of respect for the workdone by graduate administrative staff and alack of understanding how well staff know

their work and how graduate education isimplemented.

If "this is not a budget savings exercise", asthe Task Force emphatically states in theDiscussion Paper; if "the changes … are meantto enhance graduate education governanceand administration"; if the "efficiencies"sought after are truly administrative, notbudgetary, then the appropriate and wisecourse of action for the university to take is:

1) to assure SGS administrativestaff their jobs are secure, that they will gowith the work;

“The Discussion Paperlacks transparency

both in terms of the vision and its

implementation. To front line staff it

would seem that decentralization and

devolution of SGSfunctions is the plan.”

2) to ensure that graduate unitadministrators get the additionalresources they need to do theirwork properly;3) to be transparent about thevision and plan and the measuresbeing implemented; and4) to involve all the stakeholders indiscussing and arriving at deci-sions about the direction and planfor administration and governanceof graduate education at U of T.

Our members are concerned thatthe quality of services will bediminished; that the depth of histor-ical experience and knowledge willbe lost through decentralization ofstudent services; that administrativestaff in grad units will not see alevel of increased support commen-surate with the administrativeduties downloaded.

Graduate administrators trulycare about the students and qualityof graduate education. Lack ofregard for the staff, for the experi-ence and knowledge that we bringto bear could very possibly give rise

to a dysfunctional reorganization that willproduce less than satisfactory results for grad-uate students, administrative staff and thegraduate units that are ultimately responsiblefor delivery of graduate programs.

Steve Rutchinski & Edith FraserSchool of Graduate Studies

...continued from page 1The Economic Cost of Bullyingthe work environment takes with them skills and training that must bereplicated to a new worker. Thus each vacated job actually touches twodifferent people directly and perhaps dozens more who are needed totrain the departed and new employees.

One also has to remember that bullying behaviour is not always fromthe top down. Often subordinates will gang up on a boss who is deemedweak in managerial skills, forcing the boss to be the one to suffer thehumiliation of a job loss. Bullying is not the domain of one gender overthe other. Gary Namie of the Bellingham, Washington-based WorkplaceBullying and Trauma Institute find that women are somewhat more likelyto bully than men, and far more likely to be bullied. Resolution of workplace harassment should, of course, be addressed one-

on-one with the individual involved with the harassment. If not resolvedat this stage the rule of two should be used: go two levels of managementhigher in order to find impartial help. As noted in the SeptemberSteeldrum issue, recording of the incidents (it takes more than one) anddelivering the recordings (written, taped or video) to the “two up” man-

agement level, will at least get the issue brought to those who can dosomething about the harassment. The Workplace Bullying and TraumaInstitute found in a 2003 survey that of 1000 volunteer respondents, 33%quit their jobs as a result of harassment, 17% transferred to anotherdepartment within their organization, and 37% were fired or involuntarilyterminated. Reporting workplace harassment does involve a cost, but theworst action to take is taking no action at all. For more information onworkplace bullying, refer to the following:www.bestlaw.ca/pdf/bullywork.pdfwww.bullyonline.org/workbully/canada.htm www.nobullyforme.cawww.workdoctor.comwww.worksafesask.ca/topics/common_issues/bullying.html

References Hood, Sarah B, Workplace bullying, Canadian Business, September 13, 2004 issueHood, Sarah B, Monkey business, Canadian Business, August 16, 2004 issue

Jim Hartley, Department of Medicine

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the Steeldrum vol. 5, no. 2 summer 2005.1144

mong the many important resolutions passed by the delegates to the Canadian

Labour Congress (CLC) convention held in Junein Montreal, Quebec, was one calling forincreased protection of Canada's cultural sover-eignty specifically within the arts and media sec-tors.

The current Blue Man Group boycott under-way in Toronto is a perfect example of why thisissue is so important to Canadians. Blue ManGroup is a performance ensemble based in theU.S. that recently opened its Canadian franchisefor an extended run at the newly renovatedPanasonic Theatre on Yonge Street.

In what is now being categorized in the artsand cultural communities as "the Wal-Mart of thearts", Blue Man Group proclaimed its anti-unionmanifesto by way of two full page advertise-ments in the Toronto Star and the Globe andMail on May 28th, 2005.

The ad specifically attacks "the theatrical unionleadership's attempt to create controversy"because three Toronto unions, the Actors EquityAssociation, the Toronto Musicians Associationand the International Alliance of Theatrical StageEmployees (technicians), have exposed the BlueMan Group's attempt to conduct business out-side of the generally accepted collective agree-ments these unions maintain and administerwithin the Toronto entertainment industry.

The Blue Man Group's anti-union agenda is asold as the hills - attack the union leadership,attempt to divide the community and intimidateyour employees in order to avoid signing aunion contract. Quoting further from the ad, theBlue Man Group maintains they are "a uniqueorganization" whose employees are "collabora-tive contributors" and that "no other businessmodels support the kind of creative companythat we have developed."

Gee whiz! On the face of it, you'd think they'resome kind of countercultural collective that regu-larly distributes profits equally among all of itsemployees rather than, as Kevin Temple notes inan article for NOW magazine, a huge corpora-tion "with shows in Boston, Chicago, Las Vegasand Berlin that generates over $100 million annu-ally."

An interesting U.S. parallel to what is occur-ring in Toronto is in the city of Las Vegas. LasVegas is a heavily unionized town whose eco-

nomic lifeline is the hospitality industry and allof the attendant entertainment venues that gowith it. Our own Canadian success story, Cirquedu Soleil, has no less than four shows runningconcurrently in four separate venues in LasVegas and all of them with unionized perform-ers, musicians and technical personnel. There is,however, one hotel - Luxor Las Vegas - that hasadamantly refused to provide a unionized workenvironment for its employees and subsequentlyis not patronized by many organizations thatmeet in Las Vegas for their conventions and con-ferences. The entertainment offering at HotelLuxor? Why, it's the Blue Man Group!

The self-congratulatory tone in the newspaperad concludes by assuring readers that Blue ManGroup has "hired Canadian actors and musi-cians, a Canadian crew, as well as Canadian man-agement and support staff." Well congratulations,Blue Man Group! It has been almost threedecades now since the bus and truck companies(touring productions originating mainly from theU.S.) have ceded this territory to home grownCanadian talent. Clever of Blue Man Group torecognize the trend. It is disturbing to note, how-ever, that recently a few touring companies ema-nating from the U.S. are non-union operationsthat are exploiting young talent and undermin-ing wage and working conditions standards setby union contracts.

Ken Gass is the artistic director of Toronto’sFactory Theatre, which was founded in 1970 andwas the first theatre company in Canada to focusexclusively on plays written by Canadian play-wrights. Speaking at a rally on the opening nightof Blue Man in Toronto on June 19, he said,“Who’d have thought that in 2005 we’d still bebattling for the right to a basic collective agree-ment?” Also a drama professor at the Universityof Toronto’s drama department (UniversityCollege), he remarked on how the arts and enter-tainment industry in Toronto is “one absolutelyterrific community built on fairness and mutualrespect” - collective values the Blue Man Groupdoesn’t seem to care about.

Gass also took issue with the Blue Man Group'snewspaper attack ads (purchased at $100,000 apop) by noting that, although the Blue ManGroup claims to match union salaries and bene-fits, "without a signed agreement, this is alwaysprecarious, subject to any kind of arbitrariness

and even abuse. Artists live perilously close tothe edge as it is and should not be exploitedbecause of that vulnerability. It's paternalism atits worst."

Kevin Mahoney, representing IATSE, went onto say that as a unionized technician he hasaccompanied shows on tours throughout theworld and can testify to the fact that "what wehave created here in our city is a balance, securi-ty and stability that comes from working in aunionized environment. This is a slap in the faceto the entire community and it simply cannot beallowed to stand."

Mahoney went on to observe that there weremore protestors outside the Panasonic theatre onYonge Street than showed up to attend the open-ing night performance. The renovated perform-ance venue seats 700 and only about 300 invitedguests bothered to show up.

Speaking with Steeldrum several days after therally, Susan Wallace, executive director of Actor'sEquity Association of Canada said that the boy-cott is now fully launched with the backing ofmany other unions. "These alliances are veryhelpful particularly with groups like the teach-ers' unions who are telling us that they will notbe recommending the show for field trips orgroup sales but rather will use it as a learningopportunity to talk about the link betweenlabour and the arts which is seldom taught inthe classroom."

Other interesting alliances have come fromgroups such as our own union, UnitedSteelworkers, who recently signed an affiliationagreement with the Alliance of Canadian,Cinema, Radio and Television Artists. The USWwas able to persuade one of their unionizedhotels in Toronto (the Sutton Place) not to adver-tise Blue Man Group on their website or offerdiscounted ticket sales.

In a final note, Wallace states: "I'd just like toemphasize Kate Taylor's article in the Globe andMail when she pointed out that all Blue ManGroup is basically doing is 'freeloading off thearts community in Toronto'. This is a communitythat has built itself up over the years - not with-out great sacrifice - to become the vibrant artsand cultural city that it is. Blue Man is trying to exploit this to their benefit and profitand we simply won't allow it."

Robin Breon, Vice-President

BBlluueemmaann ggrroouuppbbooyyccootttteedd iinn CCaannaaddaa

A

“Artists live perilously close tothe edge as it isand should not be exploitedbecause of thatvulnerability. It’s paternalism at its worst.”

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1155the Steeldrumvol. 5, no. 2 summer 2005.

extensively or go to seed. She admits it is a lotof work, but points out that we have to be con-cerned about the environment - we have toleave it in tact for future generations, or at leasttry not to damage it further. Her gardening hasmade her appreciate nature and life even more,because of the responsibility, and the ability tocultivate life and to watch it grow.

So why does she go to all this trouble? Forone thing, the physical and mental aspects ofgardening help to relieve her stress after a long,hard day at the office. She also gets to enjoy thefruits of her labour (literally and metaphorical-ly) as she eats the edibles or sits outside withJane Austen or George Eliot in hand, admiringthe little piece of heaven she created, not onlyin the spring, but also summer and fall.

Lydia Mestnik, Admissions & Awards

ebra Ozema is an artist for all seasons.Watercolour painting, silkscreen printmaking,

beaded jewellery, crocheted shawls and doll-house sets - these are just a few of the activitiesthat keep Debra Ozema busy all year round. Asa library assistant at Victoria's fast-paced E.J.Pratt Library, it is a wonder that Debra has thetime and energy for these hobbies.

From an artsy kid in high school who lovedwatercolour painting to a university graduatewith a hunger for creativity, Debra enrolled invarious graphic design courses at OCAD(Ontario College of Art and Design) a few yearsago. There she learned the challenging processof silkscreen printing and the technical skills ofcomputer graphic design. Debra has been able

t our office the staff know just the person who can help save a

dying plant. Admissions CounsellorAlexandra Ataide, a.k.a. Dr. Alex, can take aplant that is ready for the garbage disposal,and resurrect it into a blossoming beauty. Herlove and talent with flora extends to her ownbackyard, where she grows vegetables, fruittrees and numerous varieties of flowers.Nearly everything she touches seems to turn tolife. What's her secret?

In addition to the wheelbarrow of care andattention she puts into her gardening, Alexsays it is a lot of hard work, all of which shedoes herself. As long as it is not raining, youwill find her outside, two hours a day, plan-ning, preparing and toiling. In the flower gar-den, she plans which species and colours shewants to plant and which to remove. Shelearns by listening to professionals, readingbooks, and experimenting to see what works.By choosing plants that are native to the area,she knows that the likelihood of success isgreater.

In the spring, her garden is home to tulips,hyacinths, daffodils and crocuses, all signs thatwinter is almost a distant memory. A propo-nent of organic and preventative gardening,not a chemical is used, and all of the weedingis done by hand. She tries to get to the weedsas early as possible so that they don't root

mem

berspotlight

An artist in our midst:

DDDeebbrraa OOzzeemmaa

...continued from page 2PP..CC.. oonn GG..CC..

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magazines.Debra doesn't just limit herself to one medium - she experiments and

explores and then returns to activities she has not done for some time. It isthis variety that keeps her work interesting, fresh and appealing. Althoughshe has never had a formal exhibit, she has sold some of her jewellery andprints in recent years. As an artist, there is no greater joy than seeing yourwork on display and appreciated by others. In Debra's case, this is morethan true as she is an artist of all mediums for all seasons.

Halyna Kozar, Victoria University

sspprriinngg

to apply and use her graphic design skills at work to make posters, signsand labels.

But the true reward is that her creativity gives her an outlet to releasestress and to express the energetic and peppy side of her personality. Hersilkscreen prints show colourful and fun images of mermaids and bumblebees while her beaded bracelets and necklaces are funky and bohemian.Not only has she built dollhouses from kits, but she has also painted anddecorated the interiors and furnished them with stylish handmade as wellas store-bought furniture. Her crocheted shawls are fashionable and con-temporary pieces that look like they belong in the pages of Flare or Vogue

up!.

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ratios as well as on the career developmentopportunities for staff. We also need to ensurethat mechanisms are in place to acknowledgeand thank outstanding staff members."

Rose Patten acclaimed as Chair of GoverningCouncilRose Patten has been acclaimed as Chair ofGoverning Council for another year. She hasbeen an excellent Chair and I was one of thosewho nominated her for another term. JohnPetch was acclaimed as Vice-Chair.

Sodexho workers unionizedI received the following e-mail from MatthewHill at UNITE-HERE: "Amazing is the only word for it. Thanks toyour support, Sodexho employees at U of Thave made their statement loud and clear!Last night, Sodexho workers voted over-whelmingly to join the union (UNITE-HERE).On April 8th, close to 120 more Sodexhoemployees together at St. Mike's and ChristieGardens also voted to join the union. The votewas the culmination of an incredible cam-paign at the University of Toronto withSodexho workers receiving support from stu-dents, other campus unions (especiallySteelworkers Local 1998 and CUPE locals),SAC, APUS the GSU, members of GoverningCouncil and Justice for Campus Workers outof OPIRG."

P. C. Choo, Governing Council.

Steelworkers Local 1998Representing over 5300 employees at

the University of Toronto, Victoria University, St. Michael’s College & University of Toronto Schools

Student Affairs Officer

andSteelworker

is made of steelU TofCounsellor

Career Counsellor

andSteelworker

ResearchAccountant

andSteelworker

SecretaryandSteelworker

Officer,Communications

andSteelworker

andSteelworker

InfoTechSpecialist

AcademicCounsellor

andSteelworker

Lab Technician

ProgramAssistant

Archivist

www.uswa1998.ca

Design and photography by Kim

Walker

cont

act

info Local 1998Local 1998

Allison Dubarry, President416.506.9090 x224allison.dubarry@uswa1998.ca

Robin Breon, Vice President416.506.9090 x230rbreon@uswa1998.ca

Christine Beckermann, Recording Secretary416.978.0220c.beckermann@uswa1998.ca

Marjorie Bhola-Swami, Financial Secretary416.506.9090 x229marjorie@uswa1998.ca

Ron Wener, Treasurer416.506.9090 x223rwener@uswa1998.ca

Linda Oliver, Guide416.585.4517linda.oliver@utoronto.ca

Lee Jeffrey, Guard416.978.5340lee.jeffrey@utoronto.ca

Executive Members

Marcella Bollers, Guard416.978.2422mbollers@uswa1998.ca

Ana Sapp, Trustee416.506.9090 x222asapp@uswa1998.ca

Robert Chernecky, Trustee416.979.4903 x4387, 4355b.chernecky@utoronto.ca

Lillian Lanca, Trustee416.506.9090 x228lanca@uswa1998.ca

David Johnson, Unit ChairpersonSt. Michael’s College416.926.1300david.johnson@utoronto.ca

John Ankenman, Unit ChairpersonVictoria University416.506.9090 x227john.ankenman@uswa1998.ca

Charles Kernerman, Unit Chairperson Casuals416.978.4997charles.kernerman@utoronto.ca

David Chew416.946.7990dchew@uts.utoronto.ca

GrievanceLillian Lanca (lanca@uswa1998.ca)Ron Wener (rwener@uswa1998.ca

Health and SafetyMary Ann DeFrancis(maryann.defrancis@utoronto.ca)Sean Kearns (sean.kearns@utoronto.ca)

Human RightsRuby Barker(ruby.barker@utoronto.ca)

Job EvaluationMary Bird, Robin Breon, P.C. Choo, Shelley Glazer,Monique McNaughton,Carolellen Norskey, Melba Remedios, Kristina Smith(jec@uswa1998.ca)

Newsletter P.C. Choo (pcchoo@uswa1998.ca)Steve Rutchinski(Sgs.pplgeneral@utoronto.ca)

standing committees PensionJim Kennedy (Jim.kennedy@utoronto.ca)Pam Hawes(hawes@fis.utoronto.ca)

Political ActionJohn Ankenman (john.ankenman@uswa1998.ca)Milly Weidhaas (w_milly@hotmail.com)

Women of Steel Allison Dubarry (allison.dubarry@uswa1998.ca)Marcella Bollers(mbollers@uswa1998.ca)

The Steeldrum is a member ofthe United Steelworkers’ PressAssociation (USPA) & the CanadianAssociation of Labour Media (CALM).

general infoinfo@uswa1998.ca416.506.9090www.uswa1998.ca