YRPASpring 2015 - York Regional Police Association

The Association Press
Spring 2015
1
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2
York Regional Police
Association Executive
Todd Sepkowski, President
Cell: 289-383-5640
Larry Wood, Vice President
Cell: 905-726-0048
Phil Shrewsbury-Gee, Secretary/Treasurer
Cell: 905-715-6561
Rob O’Quinn, 1 District Director
Cell: 289-383-1174
Dalton O’Neill, 2 District Director
Cell: 905-758-2731
Owen Mashinter, 3 District Director
Cell: 289-383-5643
Brent Stitt, 4 District Director
Cell: 905-751-8885
Alwyn Vanden Berg, 5 District Director
Cell: 905-751-8884
Jon Carson, Headquarters Director
Cell: 289-383-7641
Steven DeSousa, Court Security Director
Cell: 905-751-4415
Inside
President ................................................................... 4
Vice President .......................................................... 6
Secretary/Treasurer ................................................ 8
One District .............................................................. 9
Two District ............................................................. 10
Three District .......................................................... 11
Four District ............................................................ 12
Five District ............................................................. 14
Court Security ......................................................... 15
Comic ........................................................................ 16
Headquarters .......................................................... 17
Civilian Cara Everson ........................................... 18
Civilian Tracy MacKay-Stewart ........................... 19
Legal Counsel .......................................................... 20
Events & Vacation Properties Mgr ....................... 22
York Regional Police Retirees................................. 24
The Winter Blahs ..................................................... 26
Classifieds ................................................................ 27
Tuck Shop ................................................................. 28
Congratulations ...................................................... 29
The Shed ................................................................... 31
Cara Everson, Civilian Director
Cell: 905-960-7600
Tracy MacKay-Stewart, Civilian Director
Cell: 905-868-5124
The York Regional Police Association Magazine
is published by
The York Regional Police Association,
600 Stonehaven Avenue,
Newmarket, Ontario L3X 2M4
Toll Free: 1-866-644-4623
Tel: (905) 830-4947
Fax: (905) 898-7282
Printed in Canada
“Copyright 2015 York Regional Police Association”
Editor: Sarah Jane Card
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for their accuracy.
3
President’s Message
Todd Sepkowski
President
Well the snow is here, hockey
playoffs are on their way and like
every year in the past, we are all
getting ready to cheer on our
team. Oh, but wait; all you leaf
fans are once again preparing
for an early round of golf….. GO
BRUINS GO!!!
The Cost of Policing
After reading the title, I am sure
you have come to the assumption
that you will be reading another
typical article on the sustainability of
Policing and how it relates to saving
tax dollars on Police budgets. Not
so. I plan on discussing my view
and other ways to save taxpayers
moneys as it relates to Policing.
Every year we read newspaper
articles on the size of the various
Police budgets, whether they are
sustainable or not, and how can
we cut spending. Interesting,
but has anyone ever thought
about the costs relating to Police
oversight and the burden to us the
taxpayers?
When I look back 28 years to
the time that I began my career,
the only Police oversight that
officers dealt with on a regular
basis was a unit called Internal
Affairs. A unit of
assigned
4
officers whoseresponsibility was
to investigate complaints against
Police Officers. Today, Police
oversight has grown to not only
include a branch of Police officers
assigned to the Professional
Standards branch, but also civilian
investigators from the SIU and
the OIPRD. Our Government has
added two more levels of policing
at a very high cost to taxpayers.
I will concede that not everything
in the past was handled most
effectively, and in fact, may
not have been the best way
of doing business. However,
things have changed and with
the onset of various forms of
technology, is there really a need
to spend millions of taxpayer’s
dollars to hire, train, and financially
compensate two other levels of
policing whose sole mandate is
to investigate the Police? In York
for example, I have come to know
and see the very competent work
done by the officers assigned
to our PSB. Each one of these
investigators
have
years
of investigative experience
and have received ample
training relating to all areas of
investigative work. Each one of these
investigators have come from, and
can return to, areas of our service
and competently investigate
serious crimes. The creation
and reliance on police oversight
fosters a belief that they cannot be
trusted to investigate complaints
about police.
In an age of technological
tracking and accountability, do we
really think that officers assigned
to the PSB will lie and cover up
investigations, risking their own
careers and reputations? I don’t,
and it is extremely aggravating
to see media and special interest
groups painting an image of Police
Officers as being dishonest and
untrustworthy.
These additional layers of oversight
are time consuming and costly.
With the OIPRD for example, once a
complaint is filed and retained by
the OIRPD, officers are ordered
to supply a duty report and notes
outlining their actions in relation
to the complaint. The officers
then take time from their normal
duties to complete and submit these
reports. After reviewing those
items officers are then ordered to
take part in an interview conducted
by OIRPD investigators. Again
officers take time away from their
normal duties to prepare and
attend these interviews, which in
some cases take months to get to.
Leaving the officers with months
of stress and worry about the
complaint.
There may be some of you out there
who take the position that there
is nothing to worry about where
officers have not done anything
wrong. Unfortunately, that’s not
the case as we are all proud of our
careers and want nothing
more than to complete them
unblemished from anything
negative. The fact is the
result of these complaints can
affect an officer’s bid for promotion,
applying to specialties units
and their ability to testify in
criminal maters. Every one of these
complaints will affect both the
physical and mental heath of our
officers. Therefore, each complaint
should be resolved efficiently and
in a transparent manner.
When hearings are directed, the
cost is now solely placed on the
Police Service once again placing
additional stress on operational
budgets. The Service is responsible
for supplying the Hearing officer,
the lawyer to prosecute the
matter, the court reporter and of
course the salaries of the officers
present for the matter. Some
classify these matters as simple
administrative hearings relating
to labor issues, however, since
the McNeill decision this is no
longer true. Convictions in these
matters can have a huge effect
on the officer’s ability to testify
in Criminal Courts for their entire
careers. With the advent of the
internet, in addition to McNeil, and
given the interests of some media
outlets, officers relive the results
of these hearing every time they
become involved in a criminal
Investigation and trial.
I will take every opportunity to
ask and challenge our elected
officials on their views regarding
this matter and I encourage all of
you to do the same.
In conclusion, today policing as
a whole, has an abundance of
stressors due to shiftwork, internal
policies, investigations and the
discipline process, media coverage
and the balance of both family and
work commitments. It is extremely
important that all of us do what we
can to help everyone involved in
our policing team deal with these
stressors so we can all live a
safe and healthy life. It is very
important to continue to look
forward to coming to work,
joking with other members of
your units/platoon and setting the
plan to work as a team as you
all head out to do police work.
At one point, the majority of our
stressors and threats were
the ones we would face
when we left the police
buildings. However, despite
increased pressures let’s all
continue to do our part in making
all of the areas of our service an
enjoyable place to work. Stay Safe!
Wishing you and your families all
the best in 2015.
n
After reviewing a number of
OIRPD complaints, it’s my
opinion that many of these
complaints are being filed so that
people who have been charged
with an offence can have a prior
trial into the conduct of the
officers. Recently, I read a
complaint that was filed by
a member of the pubic who
was stopped and charged
for driving while disqualified
resulting in his vehicle being
impounded. In the body of his
complaint, he inquired about
reimbursement for the cost of the
tow and asked what would happen
to this summons. Is this not why
we have traffic court? Should we
now be subject to another layer of
testimony to prove our cases?
Police oversight is an area of
policing that does get under
my skin, not because I’m the
President of the Association, but
because as a taxpayer I see a huge
waste of money thrown at an area
that has grown immensely without
justification. As a resident of
York Region and the Province of
Ontario, I would much rather see my
tax dollars going towards Policing
and keeping my family safe, than
to pay for investigations into the
conduct
of
officers
at traffic stops.
Let’s
remember, we are paying
investigators who investigate
complaints
relating
to
“administrative hearings” the
same money as we are paying
our police officers to investigate
criminal offences like Murders.
Why didn’t YOU advertise here?
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5
Vice President
Larry Wood
Vice President
Hello everyone, well we are well
on our way into 2015 at break
neck speed, already things seem
to have really picked up where we
left last year in the office. You will
notice some slight changes to our
magazine going forward as we are
working with a new publisher. Our
articles will be more concise and
the layout will be slightly different.
Please let us know if you have any
comments on the new lay out, so
we can do our best to have the
magazine address your needs.
As most of you already know, I have
written about an initiative that was
been brought to our membership
in 2012, called Below 100. As a
former Use of Force Trainer and
good friends with the personnel
that work in our training branch,
I was exposed to the reading
material regarding this initiative.
The material definitely struck a
chord with me and I felt it would
6
greatly benefit our membership as
a whole. I brought the material to
our executive board at the time and
they could see the definite benefit
to our folks as well; so we began
a partnership with the service to
roll out this program. I am happy
to say that the Below 100 program
is continuing and moving forward
with training dates this year.
Brian Willis from Winning Mind
Training will be facilitating our
member’s two classes those being
The Hero’s Path to Excellence in
Law Enforcement and the Below
100 instructor’s course on May
22nd & 23rd respectively. These
are both amazing programs and
I highly encourage our folks to
participate if at all possible, Brian
is an exceptional speaker and I am
confident you will get a great deal
from his teachings.
As I have said to many of you
before, I have been collecting
collective agreement suggestions
since we completed the last CBA
but in saying that a survey has been
created to ask our membership
what they would like to see in our
new collective agreement in 2016.
Once our new email communication
plan is in place in the very near
future we will be forwarding you
that survey. I ask you to take the
time to fill it out so we can best
prepare our plans to address your
needs in the upcoming CBA talks.
In the mean time if you like please
feel free to contact me at any time
with your suggestions so I can
continue to track them during the
planning and preparation stage for
the negotiations next year.
As it is the beginning of the year
we have already begun planning
the 27th Annual YRPA Memorial
Golf Tournament being held at the
RedCrest GC on Monday June 1st I
am happy to say that by the time
you read this article the tournament
will be fully sold out again this
year. This is largely because of all
the hard work of the tournaments
organizing committee headed up
by Laura Johnston and her minions
Blair Steer, Bobby Bennett and I.
The charity of choice this year is
the Salvation Army it has been a
fantastic organization to work with
in the past. I look forward to seeing
all of the golfers at this year’s event
and fingers crossed this white stuff
will be gone and we will all be
walking the fairways soon.
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7
Secrtary/Treasurer Report
Phil Shrewsbury-Gee
Secretary/Treasurer
2014 has ended and 2015 has just
begun. For most of us things will
continue as they have in the past.
Not with our articles though. You
will no doubt read a lot about the
new magazine and its format, so I
won’t get into it; except, restricting
me to 500 words or less is like
taking my food away!
I had written a satirical look at
the issues we all encounter with
Senior Management. Not just here
at YRP and not just in policing,
but with governance in general.
After what I thought was a skillful
satire, my colleagues pointed out
that it was too complex and too
realistic to publish. One review
accused me of plagiarizing and
yet another thought it was a real
report (War of the Worlds!). So,
it’s gone. In its place I will briefly
touch on police oversight, but not
in the way most others have done
to date.
With the increase in resources and
desire to hold police accountable,
more of you will find yourself
either under scrutiny (internally
or externally), or you will be
required to provide information
as a witness. This is when many
of us fall short.
8
When I joined YRP, I was lucky
to have some of, if not, the best
police officers ever as my mentors.
Officers like Fred Stojanovic, Paul
Bailey, Sandy Cerovich, Dave
Kingston and Bob Wiche just to
name a few. Each one of them
were not only good at their jobs
they were perfectionists who took
the time to ensure you had the
tools and knowledge to do your
job well too. Two of the areas that
they all stressed were, know your
authorities well and ”Articulation!”
an interview. I have seen this with
officers on the stand where defense
has asked the officer to recite his
authority to arrest an impaired.
In this case the officer was like a
deer in headlights and could not
answer at all. The charges were
withdrawn and the officer was
lectured by the justice. In a case
I was involved in, the defense
asked that I define, “Reasonable
Ground.” Not a problem. Now
defense has no defense and I am
no longer a respondent.
Over the years, I have both
written and read a great deal of
responses to complaints. Recently,
I have been seeing more and more
responses and sitting through
interviews where the officer is not
able to clearly articulate what they
did, why they did it and especially
their authority for doing so.
For all of you, I cannot express
enough how important it is to
know your authorities, their
limitations and to be able to
articulate that with confidence
when required. Remember, the
authority does not lie solely in
powers of arrest, detention, or
search and seizure, often it is
modified in the offence too. When
reviewing a statement, I find it
helpful to look at it from both
sides’ defense and prosecution.
If it is a defense statement, look
at it as a prosecutor/trier of fact.
If it is a prosecution statement,
look at it as a defense lawyer and
the trier of fact. Remember, an
investigator can only take what
you say or write at face value and
will not assume anything to your
benefit.
Several years ago, I was
discussing this very issue with a
seasoned investigator, specifically
an officer’s authority to arrest
and detain an accused. What
shocked me was that he could
give examples of his authority
but he could not recite it. In fact,
he suggested that if it came up in
court that he would merely ask for
a code and read from the code.
Currently, I am seeing a trend
towards this approach.
I can tell you, that there is always
a possibility that you will be
asked to affirm your knowledge
and understanding of your
fundamental authorities either on
the stand, in a statement or during
1 District Director
Rob O’Quinn
1 District Director
First, I want to thank you for your
support and votes that allowed me
to become the 1 District Director
and to those that did not vote
for me I hope that I have the
opportunity to win your support
moving forward. I want to thank
Dave Thompson for his lengthy
dedication to the YRPA and the
members of 1 District.
“Never forget where you came
from”, the words spoken to
me back in 1987 by the 1 CIB
administrative assistant Anne
Woolley.
Anne spoke these
words to me to instill them into
my fiber so that I would not treat
others the way she saw certain
people treat cadets back then. I
have never forgotten her words to
me and I always make sure that
people are treated fairly in both
my professional and personal
life. We all have heard of the
Golden Rule, but I try and live
by the Platinum Rule and that is
“Treat others the way they want
to be treated”. This is my role as
YRPA Director, to make sure that
we are treated fairly. As your
elected representative it is my
duty and oath to promote the best
interests of the Association and its
members. I am open to any new
ideas or suggestions, which I will
bring forward on your behalf.
I have hit the ground running
volunteering at the kids Christmas
party, an event I have not been
to in quite a few years as my son
is now 21 years old, I was quite
impressed with the exceptional
turn out, and the outstanding
organization that promoted such
a successful event.
I have been fielding several
inquires and questions from
members relating to contractual
and standard operating procedures
and as a result have met with the
1 District Command staff to open
the doors of communication, my
hope is to develop a no nonsense
approach to communication. As
I write this, I have attended two
board meetings, become an active
member on the Vacation Property
Committee, and have participated
in a Police Association of Ontario
(PAO) meeting resulting in my
being voted on to the Awards
Committee.
There are a lot of changes
ongoing within the organization
with “soft quotas” under the guise
of “District Goals”, Data-Driven
Approach to Crime and Traffic
Safety (DDACTS), hard hats at
construction paid duty sites and
our old friend the promotional
Matrix. Be confident that your
Association is aware and exploring
complaints generated by these
changes and will always work to
make sure that these changes are
in accordance with our working
agreement and fair to all members.
I will close with a quote and as
always am available if you need
to talk, through email, text and a
phone call.
“A true leader has the confidence
to stand alone, the Courage to
make tough decisions and the
compassion to listen to the needs
of others, he does not set out to
be a leader, but becomes one by
the equality of his actions and the
integrity of his intent” Douglas
McArthur.
Why didn’t YOU advertise here?
E-mail [email protected] or call 1-800-366-3113 Ext.1
Ask for publication advertising coordinator to assure your spot for the next issue.
9
2 District Director
Dalton O’Neill
2 District Director
We are into the dead of winter
now and I’m hoping most of you
have been able to escape the
weather and head somewhere
warm, unfortunately my holiday
consists of a trip off my back
porch to the hot tub but I’ll take
it over nothing. It’s February
now and there are lots of things
happening with the Association,
I am presently sitting on the
Vacation Property Committee and
our recent Survey Committee. I
attended my first PAO Conference
held in Guelph with a number of
our Board Members and I found it
a very educational and enjoyable
experience despite being seated
beside fellow Board Member Jon
Carson. (Hahaha) There were
a number of topics of interest
including OMERS and OPP
costing’s and I will touch on both
in this article.
Things are good on the OMERS
end, members from the Pension
Plan attended and gave us a
report on where they were at
and advised us that they believe
they will be 90% Funded by
mid-year and are still waiting on
last quarter reports which may
indicate they are already there.
10
Basically this means that if 90% of
Omers Pensioners were to retire
at a single time, they could pay
their Pensions with the current
assets they have. Hopefully they
can surpass the 100% goal and I
may see a Pension Holiday like
some of our more senior officers
saw in the late 90’s.
It appears that because of
the rising cost of Policing, an
increasing amount of smaller
services are being targeted by
the OPP as their City Counsellors
look to save money. A number
of services indicated that they
are currently facing a contract
year similar to us but the cities or
towns are waiting on “Costings”
from the OPP to determine if they
would seek their services and
dissolve the Municipal Service.
The YRPA continues to support
the smaller services and we were
praised by the smaller services for
our assistance.
One ongoing topic continues to be
the inconsistencies between the
Divisions and how they conduct
business. These issues continue
to frustrate members and I am
continually questioned about why
we do things compared to other
divisions. Being in 2 District, one
obvious one is “Cellwatch.” We
continually assign an area officer
to the cell block if a prisoner is
in custody and we are the only
division that does this. “Acting
Pay” is another, qualified Uniform
Constables are provided Acting
Pay if a road Sgt is off despite
there being another and yet you
will not find that done in the CIB
office at 2 District but you will
see it done at 4 District. These
inconsistencies cause friction,
especially when you consider
there value when seeking
promotion and they need to be
addressed.
I hope the New Year finds you
well and please support your
brothers and sisters out there in
the field. The increased reports
on terrorism suggests that we
will be tested so we all need to
be prepared to react accordingly
when someone tries something
in our backyard. I hope to see
you all at our numerous 2015
Association Events and Meetings.
Be safe out there.
3 District Director
Owen Mashinter
3 District
Winter has finally arrived with a
vengeance in Georgina with the
lake safely frozen over; many of
our local citizens and visitors alike
are out in full force enjoying the
pleasures of snowmobiling and
ice fishing. Our marine unit have
been keeping very busy ensuring
that all is safe for everyone; hats
off to our dedicated team for
braving the elements on a daily
basis!
In January, our #3 CIB Property
team ran another very successful
narcotics trafficking project
which involved one of the
local pharmacies in Georgina,
with the main subject being
the pharmacist himself who
was selling narcotics without
prescriptions and arranging for
fentanyl transactions with a local
drug dealer. The project, which
was dubbed ‘Tango and Cash II’,
resulted in 23 criminal charges
being laid against 8 different
people, which included numerous
conspiracy, drug trafficking and
weapons related offences. A
large quantity of cash, over $30K,
which had been obtained through
illegal drug trafficking, was also
seized from the residence of the
pharmacist. Kudos to all of our
officers involved for a job well
done!
As you are all aware, 2015 is the
last year of our current contract;
Larry Wood has already begun
the process of collecting input
and ideas from the members on
any items that you would like to
see considered in the upcoming
negotiations. If you have anything
that you would like to add to the
‘wish list’ please send Larry an
e-mail anytime.
By the time this article is in
your hands, we should have
a new e-mail communication
strategy in place between the
YRPA and all of our members. It
has been frustrating, to say the
least, over the past few months
getting communication out to our
members due to the suppression
of our e-mail access through
YRP, so hopefully the new e-mail
accounts from the YRPA for all of
our members will be user friendly
and all of you will take advantage
of using this option to receive
more timely communication from
us.
On 21 May, Graham Loram-Martin,
aka 2-Dads, will be receiving
his retirement plaque from the
chief at a ceremony at CSB. For
everyone who knows 2-Dads or
had the pleasure of working with
him in the past, let me encourage
you to mark this date on your
calendars and try to attend to give
him an amazing send off and to
further encourage him in his fight
against cancer.
“Worrying does not empty
tomorrow of it’s troubles: it
empties today of it’s strength.”
Corrie TenBoom
Everyone stay safe out there and
remember: “Keep your stick on
the ice….I’m pulling for ya, we’re
all in this together!”
11
4 District Director
Brent Stitt
4 District Director
Hey folks, I hope everyone has
enjoyed the white stuff, I’m ready
to move south, cerveza por favor?
Recently we the association sent
out a survey on the topic of
morale. This was not well received
by the organization something to
do with us using the YRP email
for important stuff but it’s ok for
informing about keggers at the
shed. Nuff said!! Moving forward
we are working towards our
own system to keep all of you
informed.
Let’s get back to the M word shall
we. We had an excellent response
on the survey; the committee is
compiling the results and should
have some information to share
with you shortly. “The best morale
exist when you never hear the
word mentioned. When you hear
a lot of talk about it, it’s usually
lousy.” Dwight D. Eisenhower
Hmmm… food for thought.
Why does morale matter so
much, we get paid good money,
excellent benefits, and the power
to make a difference? The issue
of morale is a gauge on the
health of an organization, to say
that morale is declining is to
say we once had morale, ‘ahhhh
12
the good ol’ days,’ ‘remember
when.....’The brotherhood/
sisterhood, remember that? We
still belong to the biggest gang in
the world. Changing for the better
is everyone’s responsibility, turn
that frown upside down, that’s a
start but it’s the supervisors and
administrators that can influence
morale on a greater scale.
Firstly the problem with being one
of the bigger organizations and
we are a big organization now, is
the loss of the human component;
you feel like you’re a number.
You’re just another body that can
be replaced and no one wants to
hear your concerns. You lose the
direct line of communication.
Secondly, I speak out on the
changes, policies, and direction
of the organization. Am I right
to criticize, maybe, maybe not. I
have been known to be wrong
once in a while; the last time was
a few years ago! “People who
think they know everything are
a great annoyance to those of
us who do.” Isaac Asimov. But
seriously once policies are put in
place and you don’t feel involved
in the decision process or nobody
actually sits down to explain
things that are when things go off
the rails. Look we all have a sense
of duty, the bosses say do it and
we do it. But if we buy into it and
understand it then we do a better
job, no? Wow.... deep...! Better
communication, involvement,
high morale means a better buy
in to the policies and goals of
the organization, looky there that
proverbial light just went on, are
we on to something here. I’m not
saying the Chief needs to come
to every parade, we are too large
but we have the technology to
reach out to all parades via video
link, AKA the Obi-Wan Kenobi
machine. I think I’ve seen it in use
on two occasions. I’m not asking
for a music video, “it’s all about
the bass bout the base no treble,
“or a cartoon, we tried that right?
I just want a little face time is that
too much ask?
As an organization we need to
communicate better and stop
micromanaging. Stop putting
people in charge or in positions
that they are obviously not
qualified for. If you lose faith in
your employees or at least the
appearance of losing faith they
become counterproductive let them
do their job. We all understand risk
management, what’s the solution?
Don’t get me started on the
promotional process. (Subliminal
message – Get rid of it) Put more
importance on quality, not a point
system, good, not the bad and
celebrate the human side. We all
need a hug once in a while!
Finally, this is more indicative
in the south end especially 4
District, is the sheer amount of
work. Given today’s trend to
task officers with more and more
administrative work as well as
increased calls for service, no one
is busting down the doors to come
to 4 District. A second 4 District is
long overdue, maybe if we have
a strawberry festival we will get
another station, you think?
saved more than one life that day.
Cheers and keep smiling folks. “To
succeed in life, you need three
things: a wishbone, a backbone
and a funny bone.” Reba McEntire
n
When I sit down to write an article
I don’t do it to incite the masses,
however, I do want to bring
thoughts of the membership to
light. There’s usually a reason for
the policies and when your part
of the decision-making process
and understand the reasoning it
encourages morale, efficiency,
discipline, and a sense of pride
of work. As an association
representative why is morel so
important? Well, we spend half
our life at work, is it not important
that we are happy walking in
through the doors each day.
On a lighter note I’d like to thank
the good work and dedication
of two officers from 4 District
P/C Banic and P/C Mija. We
received an EDP call, this call
came in at the end of their shift
they were minutes away from
continuing to the station to book
off duty instead of doing this
they recognized they were close
by and attended the scene. The
call came across in regards to a
female who was attempting to
commit suicide by jumping from
a bridge on Teston Road onto
the 400 Series Hwy. The officers
were able to quickly respond to
the scene and due to their expert
tackling skills they were able to
stop this individual from jumping
from the bridge. Not only did they
save this individual’s life with the
domino effect that could’ve taken
place had she completed her task
may have been devastating so hats
off to you guys you may have
13
5 District Director
Alwyn Vanden Berg
5 District Director
Good day to everyone and I hope
that you are doing well. I would
like to congratulate those recently
promoted officers. I would also
like to welcome those “seasoned”
officers who have returned to 5
District from other Units.
A new Ontario Not for Profit
Corporations Act will be
introduced we hope sometime this
year by the Ontario Government.
It has been sitting there collecting
dust but it has not received final
reading to be introduced to the
public. Once it is introduced there
will probably be a three year
window for not for profit groups
to enact the Act.
14
For us at YRPA our Constitution
or Bylaw will change and reduce
in the number of pages that it
is currently. Our Constitution is
archaic and needs a good coat
of paint. This new Act will force
us to do that. A good worded
Constitution should maybe be 15
pages long. Some things will stay
the same as in the make up of the
Board, when meetings take place,
quorums, voting and proxies. The
Act will also force us to take a look
at the word Member and how we
will want to describe the different
categories of membership which
we currently find. Possibly, only
one type of member will be
described in our new Bylaw.
In general the new Act will allow
greater transparency and be more
accountable to the members. We
know too that with this new Act
we will have to educate, engage
and get final approval from the
YRPA Members. There has been
some discussion at our Board
meetings about this Act. We know
too that we may want to contact
some legal minds in how to best
implement this Act.
Coming together is a beginning.
Keeping together is progress.
Working together is success.
Henry Ford
n
The ONCA is the legislation
under which Ontario-based
not-for-profit organizations are
incorporated. The legislation
outlines basic characteristics
about all incorporated not-forprofit organizations such as
rights of members, how directors
are elected and removed, notice
for meetings, director liability,
proxies, records that must be
kept, and auditors. The ONCA also
offers protections for members
and directors in terms of liability,
conflict of interest, and finances.
What that means is the way we
do our business at the YRPA will
change as well as any other not
for profit groups in the Province.
Meaning your local not for profit
sport clubs where your son or
daughter plays would have to
change too.
Operational Committee Procedure
or policy. Members should have a
say in adopting rules or policies
but it should not be part of a
Constitution or Bylaw. The New
Act will also say that the Members
be able to view the financial
statements 21 days prior to an
Annual General Meeting.
Currently in our Constitution we
have things like a Dress Code,
Building Rules, Scholarship
Funding or numerous other
procedures. Many of these kinds
of items can be deleted and moved
into a policy or rules manual.
Even the Sports Club wording
will have to be seriously looked at
and possibly be removed from the
Constitution. It too can go in an
Court Security
Steve DeSousa
Court Security
Another winter has come and
gone and for once as forecasted,
this was a much more tolerable
winter snow wise. This being the
1st article of the New Year, I’d
like to start off by congratulating
the YRPA Directors whom were
recently elected or acclaimed
to their current positions.
Congratulations; Brett Stitt ,
4D Director (acclaimed), Tracy
Mackay-Stewart, Civilian Director
(re-elected), and Rob O’Quinn,
1D Director (newly elected). Of
Course I’d also like to congratulate
our Secretary/Treasurer, Phil
Shrewsbury-Gee on his recent
re-election to that position. I
am sure we’ll have a busy year
working together.
I would also like to congratulate
and welcome Special Constable
Lyndon Layne #6083 and Special
Constable Svetlana Churkina
#6107 on the births of their
baby boys, Jaycob and Milan
respectively. Enjoy the newest
additions to your families.
New Hires
Court Services has hired some
more Special Constables to catch
up on replacing past officers
who have left to go on the road.
Welcome experienced hire Matt
Jenkins #6114 who comes to us
from Durham Courts and has fit
right in. I also want to welcome part
time Special Constables; Bradley
Mann #76000 and David Harren
#76001 to the Court Bureau. I am
very interested to see how parttime special constables will be
used at the Courts. Contractually,
they can only work up to 24hrs.
They cannot be offered overtime
unless every full time special
constable has been offered that
overtime first. Such limitations
causes me to wonder if these
part-time officers will be used
weekly on an “as needed” or as
an “on call” basis, or to fill spots
outside the normal parameters of
our daily duties such as hospital
escorts? Will they be used to
cover sick time or other officers
on various forms of time off, or
a combination of all? Perhaps
this may even be a sort of cadet
process for those wanting to go
on the road? Hopefully some sort
of schedule can be devised so
that these officers do have some
structure and expectation of work
and can plan accordingly. As this
progresses I’ll be sure to keep
you posted on this development
in case you know someone who
may be interested in this part-time
position.
Bill 35
The biggest change thus far in the
New Year that affects us here at
the Courts is the enactment of Bill
35. This Bill repeals The Public
Works Protection Act and amends
the Police Service’s Act (PSA), with
respect to court security. It also
enacts the Security for Electricity
Generating Facilities and Nuclear
Facilities Act. For us we are only
affected by the amendments to
the PSA. In a nutshell, the former
Public Work Protection Act,
gave us the authority to search
persons entering the courthouse
or on court property and their
vehicles. It also gave us the
authority to attain such person’s
identity simply for being on the
premises. Should that person not
comply with either, The Public
Work Protection Act gave us the
authority to deny such person’s
entry to the courthouse and use as
much force as necessary to do so.
Now that authority has moved
into Part X S.138 of the PSA.
Additionally, powers of arrest have
been granted for such behavior as
opposed to just denial of entry.
In the past, the majority of arrest
in these circumstances had to be
articulated under the Trespass to
Property Act or as investigative
detention. Now additional
powers of arrest and penalties
to those arrested, are included
for Special Constables under the
PSA specifically for court security.
This shift simply adds to our
Continued on page 16
15
Continued from page 15
that uniform.
powers of arrest and enhances
the importance of court security.
No doubt this Act was created and
expedited over recent occurrences
like the Peel Courthouse shooting,
and the terrorist attacks on
Parliament Hill, as well as other
unfortunate attacks and shootings
of uniformed officers here and
abroad simply for the wearing of
Conclusion
Thus with the unfortunate trend
of increasing terrorist attack on
civilian and police officers alike,
I would encourage and remind
you all to be extra vigilant and
not take for granted the freedoms
we enjoy and the importance of
the continual enjoyment of those
freedoms. I will end with a
quote from a French Philosopher
16
that we were reminded off after
the horrible attacks in France,“I
may disagree with what you say,
however I’ll defend to the death
your right to say it.”
-Voltaire
So let us continue to be extra
aware and enjoy such freedoms
and as always, I look forward to
working with you all.
Headquarters Director
Jon Carson
Headquarters Director
The following has excerpts from
an article of a good friend of
mine in Oregon, an interesting
approach on building resiliency
in our members and ultimately
building a better officer to handle
the caustic environment that is
policing. Stay tuned the rest of
the year as I bring you more
information on how to build
resiliency and the scientific
information and data that makes
this training that is led by police
for police, and is changing the
culture of policing. Thank you
Jon Carson HQ Director jcarson@
yrpa.ca
By Lieut. Richard Goerling,
Patrol Division, Hillsboro Police
Department, Oregon
First responders are in the
business of trauma: human
suffering, tragedy and dark
choices of human behavior that
on occasion require members of
the force to confront the worst of
violence against humanity.
Stepping into the center of this
trauma, as members do on a
daily basis, has inherent risks.
The tactical risks are understood
and mitigated with precision
A look at contemporary and
historical police literature on
occupational stress sends a
message that police trauma
is a formidable opponent.
News and enter tainment
media sensationalize, glorify
and sometimes demonize the
outcomes of violence confronted
by police.
These force encounters are not the
singular source of traumatic event
for the first responder. Often,
the trauma visits in more subtle
exposure to human suffering. This
continuum of trauma exposure is
further exacerbated by time. Over
the course of a career, human
suffering, chronic occupational
stress and traumatic events batter
members.
The consequences are little
understood, both seen and
unseen, as they manifest in
the first responder and their
family, the organization, and the
community. To be clear, police
occupational stressors are a
clear and present danger to these
groups. It is, however, the nature
of the job of policing to confront
risk. Seemingly, we step into
these occupational risks with, at
best, resignation and acceptance
that trauma will have a negative
impact.
Adept leaders in policing and
related disciplines have blazed
the trail for organizational
response to trauma. From these
innovative leadership efforts
came the Critical Incident Stress
Management (CISM) model and
various post-critical incident
protocols that many agencies
have adopted over the last decade.
In some cases, legislative bodies
have mandated these protocols.
In other cases, organizations
create and model best practices.
The CISM model has evolved
over the last several decades and
provides important post-trauma
intervention for first responders
and others affected by critical
incidents. This is an instrumental
part of public safety organizations
and must continue to evolve
into the 21st Century. Despite
its importance, CISM remains a
reactive intervention.
Police leaders and community
members have an opportunity
to lead collaboratively and shift
toward preventative intervention.
While no simple solution to
occupational stress exists,
changing the construct is possible.
With this paradigm shift comes
new possibilities of resilience,
hope and enhanced health and
wellbeing. This is achieved with
a simple principle: train before the
trauma.
n
and art of war. The human risks,
however, are widely experienced
and narrowly understood.
17
Civilian Director
Cara Everson
Civilian Director
Members should not take the
pay-out assuming that they will
automatically be granted hours
should they need them. There
are certain criteria members must
meet and eligibility for hours
granted is subject to the Board
as per the Working Agreements
t 5IF UBY JNQMJDBUJPOT GPS (Article 6.3). The intention of the
receiving a lump sum payment. Bank was not to have members
It is advisable to speak to a take their pay-out and then draw
professional regarding your needed hours from the rest of
personal situation as our financial the membership so please think
situations are different and there about the reason why the Bank
have been some legislative was implemented and the amount
changes recently that could affect of hours you would have left
your tax sheltering options. You should you get sick. Should hours
should consider all scenarios be granted, civilians are required
to pay back half the amount of
before making a decision.
time they receive.
t5IFBNPVOUPGTJDLUJNFZPV
will have left in your sick bank. Questions regarding the Sick
How much time will you have in Bank Transition Pay-Out can be
your bank if you take the pay- directed to Allison Dias # 5631
out? You need 1040 hours to get ext. 7965, Human Resources.
to the eligibility for long-term
disability should you need it. You You may contact me @ ceverson.
will continue to accrue time to a [email protected] or 905-960-7600.
maximum of 1040 hours after a I always look forward to hearing
pay-out, but if you are sick and from you and I hope to see you
you don’t have enough time to at the General Meeting on Feb
get you to the long-term disability 26 @ 7:30 p.m at the Association
time frame of six months what Building.
will you do?
t%POUDPVOUPOUIF$FOUSBM4JDL
Leave Bank (CSLB). As members
Things to consider regarding the of the YRPA we are required to
contribute to the CSLB when
pay-out:
t:PVSQFSTPOBMTJUVBUJPO8IBUT needed, to assist members who
right for your co-worker might not are medically unfit for duty and
18
have no hours left in any of their
time banks.
n
I hope you’re keeping warm
through these winter months. It
was fairly quiet over the holidays
and now that we’re back to
business things have picked up
again. This is the last year to
take advantage of the sick bank
transition pay-out in accordance
with the 2013- 2015 Civilian and
Uniform Working Agreements,
for members hired on or before
July 22, 2013. With this being the
case I thought it was important for
members to consider a number
of things to make an informed
decision.
SICK BANK TRANSITION PAYOUT
If you decide to take the pay-out,
your sick bank shall be reduced
by half and you will receive a
payment equivalent to a full day’s
pay at the prevailing rate of salary,
for one-half (1/2) the number of
days standing to the credit in sick
leave up to a maximum of six (6)
months’ salary. This amount is
payable in a lump sum. Credits
will then continue to accrue to a
maximum of 1040 hours.
be right for you. It can be good to
discuss pros and cons with each
other but our personal situations
are different and what is good
for one person may not be the
best option for another. Consider
things like age, family status, time
until retirement, pre-existing
health conditions and your overall
circumstances.
CivilianDirector
Tracy MacKay-Stewart
Civilian Director
eight hour consecutive days or
four (4) 12-hour consecutive
days, management MAY request
a medical certificate. It doesn’t say
they will.
I had a great response to my
last article, which highlighted
the importance of knowing and
understanding our working
agreements. Examples were
included, generating some
dialogue. I like that.
Remember, both the Civilian and
Uniform Working Agreements
are available on the YRPNet. Go
to the YRPNet, at the top of the
page click YRP Units. A new page
pops up, so look at the far right
side, under Staff Services and
click Human Resources. When the
new page is available, look at the
far left side of the page, under
Employee Relations and finally…
click Working Agreements.
In this article I’ll focus on our sick
bank and complaint and grievance
procedure. I’ve fielded several
calls on both of these sections
of the contract lately. If those
members are asking, likely other
members have questions and just
haven’t called yet.
Take a look at Article 6 – Sick Leave
Gratuities. Now, 6.2(a) talks about
medical certificates. In essence,
what it says is, if a member has
been off for more than five (5)
If you are asked to provide a
medical certificate, do so. Keep in
mind that any costs incurred by a
member in order to comply with
this Article shall be paid by the
Board. Keep and supply a copy
of your receipt.
Moving on with the sick bank.
Any member hired before July 22,
2013, who elected to take a buyout
of their personal sick bank, still
accrues sick time. Schedule C in
the Civilian Working Agreement
explains all of the details of this
particular topic. I’ve provided an
example here.
Let’s say a member had 2,080
hours of sick time in their
personal sick bank. Our contract
allows us to buyout our sick time
to a maximum of six months, or
1,040 hours. You will have 1,040
remaining. Now, you become sick
and need to book 16 hours sick
time from your personal bank,
leaving a remaining balance of
1,024 hours. At this point, you
are entitled to accrue additional
sick time credits, to bring your
sick bank balance back to 1,040
hours. After your buyout, this
would be the maximum you are
permitted to accrue. So there is
no confusion, you can only take
advantage of the buyout once.
The remaining time is there to use
when you are sick.
The complaint and grievance
procedure is explained under
Schedule B in the Civilian Working
Agreement. It really organizes the
steps in resolving, or attempting to
resolve complaints or grievances
within York Regional Police.
Your first step is to attempt to
find a resolution by speaking
with your immediate supervisor,
however, if this isn’t possible, a
written document, outlining the
complaint or grievance can then
be made to an official member
of the York Regional Police
Association Board.
At this point, the Association
representative investigates to
determine if there is justification to
move forward with the complaint
or grievance. If there were, the
process would then involve the
Chief of Police or his designate.
Negotiating a resolution is
always our hope. In some cases
it isn’t possible and the complaint
or grievance could move to
arbitration. As in everything we
do, our members are fully engaged
in the process, we are transparent.
As always, I look forward to hearing
your questions and resolving your
concerns. I can be reached on
my cell phone, 905-868-5124 or
by email, tmackaystewart.yrpa@
gmail.com.
19
Legal Counsel
Pamela Machado
Legal Counsel
privacy.
Do you have a reasonable
expectation of privacy in your
workspace? What about your
locker? Can employers search an
employee’s office, desk, locker,
or assigned vehicle? When is it
reasonable to search these areas?
In answering these questions,
jurisprudence has established
that an employer must first
determine if the employee has a
reasonable expectation of privacy
in the property searched and then
determine if the search’s purpose
outweighs any of the employee’s
privacy interests.
Constitutional Safeguards:
Just like private citizens, public
employees also enjoy protections
against unreasonable search and
seizure of their private property
by supervisors in the workplace.
Although employers do not posses
an absolute right to search, the
nature of the public profession
of policing does provide an
implied right for the employer to
conduct searches. Due to certain
“operational requirements” of the
workplace, there are instances
when searches of employee
workspaces by supervisors do not
violate employees’ expectations of
20
However, even where an employer
is found to have an implied
right to conduct searches, either
within a collective agreement or
in the context of an individual
employment relationship, the
employer is still at risk of
exercising this function in bad
faith, arbitrarily or discriminatorily.
It is important that employers
and employees understand when
these searches are permitted and
the standards required to enforce
them.
In determining whether a
search contravenes a collective
agreement or otherwise breaches
an employee’s privacy rights,
labour arbitrators will consider
whether the employer had
sufficient cause to justify the
search, including exhausting all
available alternatives, and whether
reasonable steps were taken to
inform employees of the search.
They will also consider whether
the search was conducted in a fair
and non-discriminatory manner.
The employer should provide
notice to, and ensure the
attendance of, the member whose
property is being searched. Our
Collective Agreement mandates
this pursuant to Article 32. In
the case of spaces that attract an
expectation of privacy, such as a
desk drawer or locker, an arbitrator
has held that whether the space is
locked at the time of search may
not actually change your general
expectation of privacy in that
item, or otherwise diminish the
employer’s need to conduct the
search in a reasonable way.
As a general rule, arbitrators are
more likely to find a search to be
a reasonable exercise of employer
rights when the search is limited
to things rather than persons.
Searches should also never be
conducted in the presence of other
employees, as personal items may
be exposed, and there must be
a legitimate reason justifying a
search. Lastly, this search must
not be excessively intrusive in any
manner.
Realistic Considerations:
Employers should establish and
post policies informing their
employees that their work areas
are subject to search. Where
they do, the expectation of
one’s privacy in those areas will
be reduced. They should also
clearly state that employers have
the right to search for legitimate
business purposes. Members are
encouraged not to store personal
items in these areas.
When
considering
the
reasonableness of a search,
several factors will be examined,
including the reasonable suspicion
of misconduct, a lowered
expectation of privacy because
of accessibility, or reliable and
accurate information concerning
potential misconduct.
Prior to conducting a workplace
Continued on page 26
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21
Events & Vacation Properties
Laura Johnston
Manager, Events & Vacation Properties
are taking on the responsibilities
of raising funds, awareness, and
growing moustaches for Prostate
Cancer and
Men’s Mental Health.
Vacation Properties Update
The calendar is currently closed
for submitting booking requests
for all of 2015. Please remember
that we plan on keeping this
consistent in the future, every year
the calendar will open to submit
booking requests for the month
of October, for the following year.
2014 Bookings
For all of 2014, between all four
properties, they were only vacant
for 9 out of 208 weeks, making the
units 96% booked throughout the
year. Those limited vacant weeks
were most of the time a result of
last minute cancellations. We took
advantage of those vacant weeks
by scheduling any maintenance
issues that had been put on hold,
and preventative maintenance
such as pest control and deep
cleans for the units.
To get the most up to date
information on the properties, you
can check the home page at www.
yrpaholidayhomes.ca
Movember Gala
The YRPA and its members have
been very faithful to Movember
in committing to the challenge
year after year. In doing so, they
22
This year we held our 2nd Annual
Emergency Services Fundraising
Challenge, and encouraged all
of York EMS and Fire Services
throughout York Region to
participate. The winning team
with the most funds raised was
awarded the trophy for the
year, with their name on it, and
obviously bragging rights.
In total, we had 99 Mo Bro’s and Mo
Sista’s including EMS and Fire, and
total of $24,000 was raised, with
$12,000 of that total coming from
YRPA. In all of Canada, YRPA was
the third highest police service.
Special mention goes out to the
biggest fundraiser year after year,
and the man who dedicates ALL of
November, and even throughout
the year to this cause. That man
is Kevin Swain- your passion
towards this cause is infectious,
and if you had a chance to speak
to Kevin in regards to Movember,
you can’t help but want to support
the cause. Other top fundraisers
that did an incredible job were
Rob Dettman, who raised $1,740,
and John Fenchak with $610.
The Gala was held at the Shed
on Saturday, November 29th. It
was a huge success and Kevin did
a great job on organizing it. Big
Bone BBQ provided the catering
for the night, Yonge Steeles Ford
Lincoln was the corporate sponsor,
and Todd Shapiro was the Emcee
for the evening. Thank you to the
sponsors for their support and
thank you to all the members
that contributed in someway to
this campaign.
Kids Christmas Party
This year we held the YRPA
Kids Christmas Party on Sunday,
December 7th, at the Sheraton
Parkway Hotel in the Grand York
Ballroom. We had similar numbers
to last year, with just over 725
members, including their families.
That made for a very busy day, but
Santa did his best with spending
time with each and every child,
and all the games/activities were
well received by all the children.
We appreciate the feedback and
we hope everyone thoroughly
enjoyed the day as much as we
enjoy organizing it every year.
Snow Day
This year we decided to try a new
venue for our Annual YRPA Snow
Day, and on Friday, January 23rd
we ventured out to Georgian Peaks
Club. On the drive up, it looked as
though it was turning out to be a
beautiful day on the slopes. Once
we arrived in Craigleith, we were
told that due to high winds the
chairlifts were currently closed,
and could not predict if they
were to open at all that day. For
those that were learning to ski,
they still took advantage of the
beginner hill with the lessons, and
enjoyed their day. But for those
that were looking for a bit more
of a challenge, it was not going to
happen. It was unfortunate that
the one thing we can’t control
failed us, but everyone seemed
to be very understanding and
enjoyed the day off work, either
at another resort or in the village.
We are looking to try out another
private club, so if anyone has
any connections, feel free to pass
them along to us.
23
York Regional Police Retirees
Police Occupational Stress Injury The Epidemiological Survey
by Paul Bailey
Retired York Regional Police
officers and civilians will recall the
tragic loss of life of our friends and
colleagues as a result of suicide,
many, if not all, as the result of
depression and Post Traumatic
Stress Disorder (PTSD). To combat
this growing problem police
services formed health & wellness
plans, education programs and
sought medical intervention. All
these programs assisted members
in recovering, but sometimes the
recovery was too great and not
enough help and assistance could
prevent loss of life.
We also know that any member
fighting PTSD can face being
stigmatized by co-workers and
others, especially when senior staff
members, allow or turn a blind eye
to those insensitive co-workers
and their actions. This further
traumatizes the recovering member,
who is already coping with family
and work related issues. To those
members who openly condemn or
ridicule those suffering I would say
to you “Grow up! For those who I
may offend when I say that, call me
and I will say it to your face.
I personally recall back in the
early 90’s when a very good
officer suffered from severe PTSD,
diagnosed by a competent medical
doctor, submitted a stress claim and
sought treatment. I approached a
senior officer, who shall remain
nameless, and informed this senior
officer of the circumstances of the
injury and care plan, including time
off work. This idiot chuckled and
24
told me that the injured officer
should go and have a couple of
“good shots of scotch” and he
would be fine in the morning.
I’m being kind using the word
idiot, as my real words couldn’t
be published. Well, have things
changed in policing, apparently
not for some. Police retirees, both
uniform and civilians have taken
action to affect change!
The Police Pensioners Association
of Ontario (PPAO) has joined other
police stakeholders in participating
in the ‘ The Police Occupational
Stress Injury-The Epidemiological
Survey being conducted by Queen’s
University . This study is being
organized by Stan French, CD, BSc,
RN, Mental Health nurse. Mr. French
was directly involved in setting up
a recent program for the Canadian
Military and has now been granted
funding to conduct similar research
within the policing community. The
first stage is to survey active and
retired police personnel.
The objective of this survey is to
collect baseline information on
how occupational stressors within
police services in Ontario may
have affected your health. Many of
the questions will focus on your
mental health and specifically, the
area of mental health known as
Occupational Stress Injuries (OSI).
Occupational Stress injuries include
PTSD, Depression and Anxiety
Disorders when they are related to
stressful events or an accumulation
of stress you might experience
while performing police work.
There will be sections that ask you
about substance abuse or alcohol
use because abuse of alcohol or
drugs can be mental disorders on
their own, or some people who
have OSI use drugs or alcohol
in an attempt to treat their OSI
symptoms. Physical health is also
examined because your physical
health can affect your mental
health, and your mental health can
affect your physical health.
The results of this survey will be
used to improve our collective
understanding of the operational
stress on police officers, and civilian
members and police services in
Ontario. The rates of OSI among
serving and formerly serving police,
as well as civilian employees, will
be able to be compared to the
general population. They will then
try to identify the stressors in police
work that pose the greatest risk to
your health. The analysis of the
responses will become the essential
basis for the decision making
process with respect to programs
and policies designed to help
protect or maintain the optimal
health of the police in Ontario.
In short, retiree participation in this
study can have a direct benefit on
your future health and the health
of your colleagues.
Please visit the Police Pensioners
Association of Ontario website
at www.ppao.ca for further
information and a copy of the
survey. All information is kept in
strict confidence.
25
THE WINTER BLAHS
Constable Andy Pattenden
Peer Team Member
It’s definitely that time of year
where we do our best to stay out
of the cold and think fondly of
vacations past, which involved
beaches and palm trees. Whether
it’s caused by a vitamin deficiency,
or a physiological response to our
hiding indoors, the winter blahs,
which is medically known as
Seasonal Affective Disorder (SAD)
can affect us all.
Symptoms of SAD may consist
of difficulty waking up in the
morning, nausea, tendency to
oversleep and over eat. Cravings for
carbohydrates are also common,
which can lead to weight gain.
Other symptoms include a lack of
energy, difficulty concentrating on
or completing tasks, withdrawal
from friends, family, and social
activities, and decreased sex drive.
All of this can ultimately lead to
depression, pessimistic feelings
of hopelessness, and lack of
pleasure. Sounding familiar?
If you’re saving your V-time for
the summer months and can’t
Continued from page 20
search of employee lockers,
offices, files, or other areas
where employees might have a
legitimate expectation of privacy,
employers must ask whether the
need for such a search outweighs
employees’ privacy interests.
Lastly, whether the search is
related to an investigation into
suspected employee misconduct
is also important, in addition to
confining any search to those
26
get away to a tropical paradise,
there are some things you can do
to help break the winter blahs.
Experts say that spending a
little extra time in the gym can
help boost your energy levels
and improve your ability to
concentrate. Others recommend
light therapy as an option to help
compensate for the reduced levels
of sunshine our bodies receive
during winter months. Another
simple solution is to get outside
and embrace the fresh, albeit
cold winter air. Taking up sports
like skiing or snowshoeing can
help break up the winter, while
providing healthy physical activity
and exposure to natural sunlight.
Ultimately you know your body
best and it’s important that you
watch for signs of Seasonal
Affective Disorder and depression.
If someone who knows you
well has come up and said “Is
everything ok? You don’t seem
like yourself lately?” or if you feel
like you’re down and just can’t
shake the depression, perhaps
areas where evidence may
actually be found.
It is important to ensure you
are following procedure in
relation to the storage of your
notebooks, to reduce the need
for unnecessary searches.
Furthermore, do not treat your
workspace as a container for
your personal items, unless you
are prepared to accept you have
a reduced expectation of privacy
within those. That being said, it
it might be time to seek out a
little extra help. While it may feel
like it, you’re not alone feeling
this way. It is estimated that up
to 6% of Canadians suffer from
diagnosed SAD while up to 15%
suffer from a milder form of
SAD. It is also estimated that 8%
of Canadian adults suffer from
major depression over the course
of their lifetime.
Members of your Peer Support
Team are available and happy to
have a confidential chat about
your wellness that may just steer
you in the right direction to break
out of the winter blahs. Many of
the Peer Support Team members
have faced their own personal
and professional challenges and
all have expressed a willingness
to want to help other members
of York Regional Police. You can
learn more about the Peer Support
Team members and how to make
contact with them on the YRPnet
under the Resources tab, then
click on Peer Support Team.
is equally important to ensure
the employer is operating within
the confines as outlined above.
That is why we are here.
Goodyear Canada Inc. and URW,
Local 189, 44 L.A.C. (4th).
Royal Oak Mines Inc. and
CASAW, Local 4 (1991), 24 L.A.C.
(4th) 221.
Algoma Steel Corp Ltd. and
U.S.W., Local 2251 (1984), at 17
L.A.C. (3d) 172.
R. v. Cole., 2012 SCC 53, [2012]
3 S.C.R. 34
CLASSIFIEDS
Members wishing to submit small classified ads, 25 words or less, may do so at no charge.
E-mail submissions to [email protected]
PROFESSIONAL MAKEUP
SERVICES:
Mobile Make-Up and Hair Services
on your wedding day- we travel on
location to help make your special
day stress free.
[email protected]
www.makeupbytihana.com
“AMPS DIRECT” Video Transfer
Service
Film, Slide & Video Tape Transfer
to DVD Best Price, High Quality
Frank Ruggiero
H: 705 437 4573 - C: 905 715 3050
[email protected]
BOAT OPERATOR’S CARD
courses and exams
Powerboat handling lessons
YRPA Members - 15% discount on
Boating Card Courses (3 people
or more)
Contact Steve McCullough (Retired
#232 Marine Unit)
[email protected]
C: 905-252-2125, H: 905-476-2611
FOR CAKE’S SAKE
Cakes and other treats
for all occasions! Discounts for
emergency service workers.
Contact Amy McLeod at
[email protected]
RENOVATION RESERVATIONS?
Licensed tradesman with 20
years experience. Specializing in
plumbing, heating, gas, electrical,
framing, tile work and complete
washroom renovations. JAY 647680-1847
SALMON FISHING -LAKE
ONTARIO
Discount for YRP members
Free entry into the Great Ontario
Salmon Derby
Contact: Steve Patrick 905-8416517
[email protected]
www.ReelactionCharters.ca
KERR EVENTS & DESIGN
High quality and affordable event
decor & rentals.
Full service design management
and planning for weddings and
special events. Leave it in our
hands and enjoy your day!
Theresa Kerr – Dan Kerr
kerrevents.ca, 705-817-8733
LUXURY FLORIDA 4 BEDROOM
HOME FOR RENT,
with private pool. Sleeps 8-10
people. In the sought after Disney
area, mins. to the Magic Kingdom.
Only to police officers. $800 per
week. Info and availability on our
website
w w w.
canadianfloridavacation.com or
email [email protected]
COCOA BEACH, FLORIDA
CONDO
Two bed/bath condo directly on
beach with view of the ocean.
45 mins to Orlando, 5 mins to
Port Canaveral.
$850-1195/
week. Contact Chris Armstrong
[email protected]
or visit https://sites.google.com/
site/vacationcocoabeach/
SMOOTH OPERATORS DJ
SERVICES
Weddings, Corporate functions &
all type of Parties.
Very reasonable rates.
Contact: Frank Ruggiero (905)
715 3050, [email protected]
HAIR STYLING
9yr experienced hair stylist
looking for new clients, Keswick
and Uxbridge locations. Contact
Melissa Hoult (YRP wife) 647-2935077. Colour/Cuts/Extensions/
Kertain hair treatments
FORT MYERS, FLA.
2 bedroom condo for rent to YRP
members & family. $500 per week.
Contact: Paul Chiang
BADGE NUMBER PENDANT
Stainless steel.
Makes a great gift for a spouse!
Just $30 – made by YRP member.
Also available in sterling silver.
www.go.to/policependants
27
Wallet- $55
Tuck Shop
Youth Crewneck- $30
Duty Bag- $100
Rugby Shirt- $75
Black Pearl Mug- $15
Grey Sweatpants- $20
Tech Hoody- $55
Black Crewneck- $30
Ladies Gravity Fleece- $55
Athletic Dept. Adult T-shirt- $15
Black Jacket- $80
If you have any questions,
comments, or suggestions
please contact Laura Johnston
at (905) 830-4947 Ex. 108 or
Assorted Baseball Caps- $15
28
[email protected].
Congratulations
to the following members and their families:
Congratulations n the birth of ROJIN,
the early Christmas gift for ARYAIE
Zabi (Aryaie #1748) family. She was
born on December 19th 2014 at
Mackenzie Hospital.
Declan Robinson
Born December 8th, 2014
Smitten parents are Allen Robinson #1392 and Rachel Robinson
#5567.
Svetlana Churkina #6107 on the birth
of Milan
Mother: Danielle Froud # 1406
Son: Nathan Willcott
Born: November 5th, 2014
Mother and Father are pleased to announce the
arrival of their son Nathan Willcott.
Ryan Rorke #1786 on the birth of
Ayden
Jeff MacKay #1491 on the birth of
twins Quinn & Brooke
Proud Parents Ralph (#1965) & Iolanda Nicosia
welcome their first child Victoria Rose Nicosia
Born December 30, 2014 at 10:00 am
7lbs 6oz and 20 ½” tall
Melissa Tesarski #5562 & Bob
Muir #839 on the birth of daughter Rhyan Nicole
Raymond Chan #5550 on the
birth of Mia
Melissa Williamson #5513 on the
birth of Taylor Francis
Lyndon Layne #6083 on the birth
of Jaycob
Natalie Turner #5786 on the birth
of Gavin Michael
29
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30
facebook.com/
sisleyhonda
SisleyHonda.com
twitter.com/
hondasisley
York Regional Police
Thank you for protecting over
1.1 million residents in the York Region!
As a gesture of appreciation towards the hard and brave work,
Sisley Honda would like to extend Manager’s Special offer to York
Regional Police force. Please visit our showroom for full details.
Must present Valid Police ID card.
Proud supporter of our braves...
88 Steeles Avenue West, Thornhill, 800 916 1448
31
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