Monthly News & Updates

Think of the General Membership Meeting (GMM) as the “decision table” of your local union — where

members don’t just get updates, they shape what happens next.

A GMM is a formal gathering of OPSEU/SEFPO Local 373 members where we come together to:

 hear important updates from the local executive and union representatives

 raise concerns and ideas from the floor

 vote on key decisions that guide the direction of the local

This is where the union stops being “someone else” and becomes all of us in the room, deciding

together.

What is the “Local” and why does it matter?

Your Local (Local 373) is your on-the-ground union team inside OPSEU/SEFPO.

It represents you directly at your workplace (PRHC) and deals with day-to-day issues like:

 grievances and contract enforcement

 health and safety issues

 communication with management

 supporting members through workplace challenges

In simple terms:

OPSEU/SEFPO is the broader union — your Local is your direct voice at work.

If something is happening in your department, your Local is where that issue starts getting action.

How often does a GMM happen?

A General Membership Meeting is typically held at least once a year, and sometimes more often

depending on:

 bargaining cycles

 urgent workplace issues

 elections or major decisions

For Local 373, the next GMM is scheduled for October 15, 2026.

October 2026 – A BIG meeting coming up

This upcoming GMM is especially important because it will include elections for the Local Executive

Committee (LEC). This is your chance to help choose (or become) the people who help lead your local.

Local Executive Committee (LEC) Elections

The LEC is the leadership team of your local union. These members help guide decisions, support

members, and ensure your collective agreement is respected and enforced.

Positions up for election:

President - Provides leadership for the local, chairs meetings, and represents members in discussions with management and the broader union.

Vice-President - Supports the President and helps coordinate member engagement, union activities, and workplace representation.

Treasurer Oversees the local’s finances, budgeting, and reporting — ensuring transparency and accountability.

Lead Grievance Officer Supports the grievance process, helps members file and advance grievances, and works to uphold the collective agreement.

Secretary Maintains records of minutes and membership data base

Each role plays a key part in keeping your workplace fair, accountable, and organized.

Why your participation matters

This is not just a meeting — it’s where real decisions about your workplace are made.

When members show up, speak up, and vote:

 workplace issues don’t get ignored

 staffing and workload concerns are addressed collectively

 leadership reflects the real voice of members

 the union becomes stronger and more effective

And just as importantly — participation is how members build power together instead of dealing with issues alone.

Get involved

You don’t need to be an expert to attend. You just need to be a member who cares about how your

workplace is run.

 Attend the GMM

 Ask questions

 Share your concerns

 Vote on decisions

 Consider running for a leadership position

Because when members show up, the union shows up stronger for everyone.

If you are interested or would like more information, please reach out to your stewards or a Local LEC

member.

Your contract has language regarding bereavement leave. Below is a summary of entitlements which depend on the relationship involved:

Parent, spouse, child, spouse’s child- 4 consecutive scheduled working days

Other member of immediate family (sibling, mother/father-in-law, grandparent, grandchild, brother/sister- in-law, grandparent of spouse -

3 consecutive scheduled working days

Aunt, uncle, niece, nephew - 1 day

These days are paid for full time staff. For part time employees, shifts that they were booked to work are paid and they receive credit for seniority and service.

There are a few exceptions to the above. For example, if a burial or memorial service is delayed, the employee can save one day of their entitlement to use for that purpose within 6 months. If an employee’s vacation is interrupted due to bereavement, the employee is entitled to bereavement in accordance with the collective agreement and the portion of the vacation deemed to be bereavement will not be charged to the employee’s vacation credits (supporting evidence will be required)

The Hospital has discretion to extend a leave with or without pay. Furthermore, where an employee does not qualify under the above-noted conditions, the Hospital may, nonetheless grand a paid bereavement leave. In these cases, approach you manager.