1) Do you think the current job action is effective? If yes, why? If not, why not?

No. The board is not even negotiating with us.

A strike action is implemented to exert pressure on management in the pursuit of a better contract and an
expedited agreement. We have been on strike for over six months and the TDSB has no desire to
negotiate (not having met with us since December), so how can this be working? Clearly, this strike is
not placing any pressure on the board. We didnt strike the EQAO test, we are uploading our marks to
Trillium, and the average member would be hard pressed to explain the need for this strike to their nonteaching friends. The media has linked our no-comment, no-learning skills report cards to a fight over
how union bosses are paid, so clearly our messaging is not gaining any traction.
By any realistic standard, this strike has been completely ineffective.
2) Newer teachers are often frustrated with their current working realities with regards to Board-wide
staffing cuts, and the staffing process & timelines which see them regularly bumped and moved. How
would you address those concerns?
Firstly, I would suggest that if a new teachers first encounter with the work of the OSSTF is when he or
she is informed of being surplus, then we have colossally failed that teacher.
Nobody enjoys the status quo. And as such, the union, the board, and new teachers must sit down
together to identify issues created by this situation and work together to develop creative solutions to
mitigate the stress of surplus.
While seniority is here to stay, that doesnt prevent us from consulting with those most impacted by the
process: new teachers. Nor does it prevent us from altering timelines to better work for teachers, or from
tweaking various aspects of the staffing process, or from communicating more effectively throughout the
entire process. But the process must begin with asking new teachers about their experiences with staffing
and the impact it has on their lives.
3) How has your direct involvement in our Union prepared you to assume the position for which you
are running?
As an elected member of the Collective Bargaining Committee, I have experienced how our committees
have little real influence or input.
I expected that the CBC would afford me the opportunity to represent the concerns of membership.
Unfortunately, the committee met only once in the past 12 months. We have had no input into the strike
rules, negotiating priorities, or any aspect of bargaining. Calls for increased communication with the
membership regarding the strikes objectives, a more detailed bargaining survey, and an outline of the
costs of our bargaining priorities were ignored. My understanding is this is not uncommon among the
Districts committees, which is problematic because committees are touted as an important avenue to
participation and engagement.
As a Branch President and a dues paying member, I know how disappointed and disinterested our
membership is with the union and recognize the need for leadership to remedy these issues.

4) What would you do to strengthen union activism and participation?

This begins with voice.
Every member must know that when they speak the union listens and cares. Members must find repeated,
authentic and purposeful opportunities to convey their concerns to leadership and have those concerns fall
upon listening ears.
Elections are a natural opportunity for members to have their voice heard. I worked with a group of
members to have this questionnaire included in this years election. We reached out to many branches
seeking input and support for this process because we believe that it will help members inform
themselves regarding this election and have their voices heard more effectively.
An organization is only as strong as its diversity of ideas. My ideas are not necessarily your ideas, but
that doesnt mean that there isnt room for both of us to express ourselves in the union and to find our
place to participate in the union.
5) What can you do, in your position on the Executive, to address the risk of teacher burnout, lack of
safety, & mental health problems due to workload and/or working/facilities conditions?
There is an acknowledged mental health crisis among educators. Members need resources to recognize
mental health issues early and every member needs to know how to access help and, if necessary, leave
from work. I will work with Provincial OSSTF and our partners at Teachers Life to develop supports for
and awareness among members.
Newer teachers face exceptional challenges. Teaching multiple courses in multiple subject areas in
multiple schools with limited support while trying to participate in a schools community creates an
unmanageable work situation. One-third to one-half of new teachers leave the profession within five
years. This is unacceptable.
A board with a $3-6 billion past due renovation bill cannot function safely for teachers or students. The
funding formula is a place where parents groups and OSSTF have common interest. Only when we are
standing with our communities will decision makers address the crisis of crumbling schools.
6) How do you view the OSSTF Toronto's relationship with parents/community? Do you think we need
to do more to engage with local communities? If yes, how would you change current practices?
D12s relationship with parents is non-existent. It cannot be this way any longer.
I dont see our communities as being separate from us. We live and work in our communities, we grew
up in our communities, and we care deeply about the teenagers of our communities. Parents will connect
with us when they believe that we are working to improve their neighbourhoods and the lives of their
children.
Our secret strike is a case in point, where allying with parents would benefit us. Our health and safety is
the health and safety of their children. And attempting to protect the provisions around executive leave is
a fight to maintain adequate representation in the fight against unsafe working and learning conditions.
Politicians dont care when teachers protest at Queens Park, but if the parents storm Queens Park and
were standing behind them, politicians will take notice.

7) Some community organizations that represent marginalized populations --- groups such as JaneFinch Action Against Poverty, Black Lives Matter, and the Urban Alliance on Race Relations --- have
noted that many students and parents who are living in poverty and/or who are racialized view the
school system as oppressive and alienating and do not necessarily see teachers as allies. What role do
you think OSSTF might be able to play in addressing some these concerns and building trust within
low income and/or racialized communities?
The OSSTF has a role to play in all issues that benefit the students we seek to serve.
I believe D12 needs to invite marginalized populations into a discussion of the school system. But this
invitation has to come from a place of integrity.
The invitation needs to come from D12 members who have a passion and understanding of these issues
and who can partner with leaders of marginalized groups to effect change and hopefully establish trust in
the educational system. But the membership must be empowered by the union to undertake such
initiatives and our President must champion marginalized populations in our schools.
Supporting groups who struggle to address issues of marginalization and poverty is very much a fight to
improve our working conditions. When these issues are allowed to exist in society, then teachers are
expected to address them in our classrooms.
8) What, if anything, could be improved with how the Executive communicates with the membership?
Everything could be improved.
I have an Honours Double Major in Mass Communications and Linguistics and have conducted corporate
communication and leadership workshops in the past.
There are two primary problems with D12s communication: the method and the message. In terms of
method, organizations must meet their audience where they live, which means saturating various
channels. Some members want twitter, some prefer newsletters, and others youtube or email.
D12s message is the bigger issue. Messaging must be honest and delivered in the interest of the
members, not to serve the self-interest of leadership. So messages bragging about being strategic
thinkers regarding our strike dont encourage members to read on when we can easily recognize the
failure of this strike action.
For communication to exist, both parties have to listen and speak honestly. If you lose your audience,
dont blame the audience; think about what needs to be done differently.
9) What is your position on term limits for STBU Executives?
Truthfully, the issue of terms limits has been difficult for me.
After much internal debate, I support term limits because it will necessitate succession planning.
However, I do struggle with this issue because I dont love the idea of effective leadership having to stop
leading because their term has reached its limit.

I think it is something that our membership should be able to discuss. The pros and the cons need to be
able to find their voice, have it heard through intelligent and respectful debate and an informed decision
needs to be made by the membership.
I was deeply troubled at the Annual Meeting of Provincial Assembly (AMPA 2015) when term limits
were effectively banned throughout the OSSTF without so much as five minutes worth of debate. This is
an issue that the membership ultimately needs to discuss and reach a decision regarding.
10) Is there anything you would change about the current practices used to give members the
opportunity to participate in the bargaining process, especially with regards to the setting of
bargaining priorities?
Bargaining has undergone a massive shift over the past decade. Our process has not.
Collective bargaining used to be exclusively the local union negotiating with the local board. After Bill
122, the vast majority of our contract is bargained provincially. The members need to be heard more
clearly regarding priorities and be included more fully in bargaining both provincially and locally.
D12s Chief Negotiator should be elected by council (not appointed by the president) allowing for more
accountability. There must be communication throughout the process between the executive and the
branches, perhaps accomplished by having a bargaining liaison at every branch. The liaison would
receive direct communication from the Bargaining Team and have direct input into the bargaining process
reflecting the concerns of the membership at her or his branch. I would also invite members to participate
at the negotiating table creating more transparency in the process.