Attachments:
Bargaining 2021 Flyer 21 December 2021
Work to Rule Phase 2 Flyer December 2021

Greetings Colleagues,

Attached you will find an abbreviated poster and a more fulsome strategy plan for Phase II of our Bargaining Team’s advice on how to Work-to-Rule (W2R) in the college system.

The principles involved are not new to our previous mail outs. Some of you have written to ask for more details, and some of you have already ceased the extra-SWF hours normally volunteered. The teaching we do is delivered in so many different ways that the general principles must be applied to your individual circumstances. You know what extra time you put in; you know which work does not appear on your SWF. That is the work to withhold.

If you’re not sure about how to read your SWF, we will hold SWF workshops in the new year. Disseminating SWF awareness is the collateral value of this W2R exercise.

We need a fresh start; we need more time for our students, for comprehensive preparation and evaluation in this digital world. As well, we are seeking remuneration equity and job security for our part-time contract worker colleagues and equity and inclusion to racially marginalized members of our community.

Let me end the year by wishing you, on behalf of your Local Faculty Union Executive, a restful and refreshing holiday, and spiritually renewing holy days as is your practice.

We can all celebrate the closing of 2021 and a fresh start for 2022, Happy New Year.

In solidarity,

Jack

Greetings Colleagues,

The ideas on how to enact Work-to-Rule (W2R) are still evolving. I believe that it will be more difficult in colleges than in high schools where W2R is a regular work action. I expect the Bargaining Team (BT) will have more concrete strategies in Phase Two. To end the semester, perhaps it's enough to clock your overtime and perhaps change your signature as suggested in the BT's Phase One publication.

Is it possible to get some greater clarity around what we're supposed to be doing here?

We're all in new territory, and doing our best to interpret the BT's plans as they come out. It is new to them as well. As I wrote in my last email, given the enactment of W2R in the last week of the semester, the most valuable exercise is to log your hours per task. The Bargaining Team recommends using Toggl, an app for a phone or computer that can assist you in tracking your time. Finish off this semester as best you can and be ready to enforce W2R more rigorously next semester.

I have been asked to participate in departmental duties that are not directly related to teaching, are these duties beyond W2R limits?

Yes, if the work is not on your SWF, it is not your work. Refer it to your AD. W2R would have you turn all work beyond your allotted SWF time back to your AD, as it is their problem, not yours.

Is there a calculator provided by the union to translate evaluation and prep factors into real minutes?

It is right on your SWF. Each course has total hours of preparation, teaching and evaluation. There is a working SWF excel sheet on our webpage, local244.ca, where you can input the prep and eval factors that better reflect your work, and see how they add up.

FORMULA FOR CALCULATING HOURS FOR PREP & EVALUATION:

Preparation Hours Per Subject: Prep factor x Teaching Contact Hours = Time Per Week

Evaluation Feedback Hours Per Subject: Eval Factor x Class Size x Teaching Contact Hours = Time Per Week

Is there a way for the union to help us obtain the evaluation factor breakdown for each of the courses we teach (how the total was arrived at)?

Yes, one can do the math; the numbers and formulae are in Article 11 and how it applies to the evaluation assignments or tests on your course outline.

There are 3 categories of Evaluation types:

Essay/Project: .030

Routine/Assisted: .015

In-Process: .0092

However, frequently, Evaluation factors given will be a mix of types. For instance, in a mixed evaluation factor, say 50% routine or machine assisted marking + 50% essay/project would be: .015 + .030 divided by 2 = .0225. We will hold workshops on this in the new year. It would be illuminating if in your SWF meeting with your AD, you ask your them to explain how they arrived at a mixed evaluation factor.

The “click-to-email” campaign does not allow me to customize my message. I did not feel comfortable sending the boilerplate email to Janet as-is, but I would have sent it had I been able to personalize it slightly.

You can write to Janet without the boilerplate.

Contract, Precarious Work Professors:

I have heard from contract workers who feel that they have been left out in the cold. That is true, but it is not the union that is ignoring your plight, it is management. There are three contract worker categories, sessional – 13 or more teaching contact hours (TCH), part-time – 6 or fewer TCH, both of which are non-unionized groups. Partial-load – 7 to 12 TCH are unionized. All our contract workers have always had the most to lose; Work-to Rule substantiates this.

The precarity of all part-time professors has been a major issue in the last and the current rounds of bargaining. Article 26.10 and the Partial-Load Registry is the result of this advocacy. It’s just too bad that management has misinterpreted the article to mean seniority by contract (courses bundled to create a contract) while the union interprets it as seniority by course. We have a constitutional challenge out on this and it is part of our demands for contract faculty seniority protection in this round of bargaining.

And we have been trying to get part-time and sessional profs unionized so that we can try to have more influence on their working conditions. It is the Colleges who have blocked this move towards parity. We have had two votes on this, both of which have been challenged and discounted by management. In this round of bargaining, one of our key demands is to have the non-unionized contract workers’ courses count towards their overall seniority as outlined in Article 26.10. Right now, only their partial-load courses are counted.

In my opinion, I don’t think that anyone should withhold marks yet in this Phase 1 of W2R work action. Certainly not contract workers whose future employment could be at stake, when full-timers are in no comparable danger. Precarious workers should not do anything to jeopardize their livelihood. Count and track the hours that you are working to help us make the case that you are being abused by the colleges. And try to get the job done, maybe not as thoroughly as you would like, but within the time limits of your contract.

Conclusion:

Change the signature line on your college and personal email to read:

“The College Employer Council and college management have chosen to impose terms and conditions of work on college faculty, rather than agreeing to extend existing terms while the faculty and employer bargaining teams negotiate a Collective Agreement. College faculty have begun a work-to-rule campaign, in protest. For more information, click here collegefaculty.org.”

As I wrote in my last email, given the enactment of W2R in the last week of the semester, the most valuable exercise is to log your hours per task. One aspect of W2R is to have us turn all work beyond our allotted SWF or NTM time back to our AD, as their problem, not yours. But of course a dedicated teacher finds that hard to do; we can only ask that you try your best to keep solidarity with the work action.

Please have patience we're learning as we progress towards more effective W2R strategies.

In solidarity,

Jack

Greetings Colleagues,

Sheridan, unlike other colleges, has not yet sent us the College Employer Council’s initial terms of imposition. Here they are:

Today, the CEC initiated the introduction of the following terms and conditions of its proposal to improve working conditions for individual employees.

• Maximum annual wage increase, retroactive to October 1st 2021, as currently allowed under Bill 124. Retroactive payments will be processed as soon as possible.
• Medical cannabis coverage prescribed by a licensed physician to a maximum of $4000/year, subject to prior authorization by the insurer.
• Permit Indigenous teachers to bring an elder or traditional knowledge keeper to the WMG as an advisor.
• Permit Indigenous employees to bring an elder or traditional knowledge keeper to grievance meetings as an advisor.
• Coordinator duties will be documented before an employee accepts a coordinatorship. Such acceptance will remain voluntary.
• Update the counsellor class definition.
• Partial Load employees will accrue service for statutory Holidays on which they were scheduled to teach.
• Partial Load registration date change from October 30th to April 30th.
• Extend Partial Load registration preference to courses which a partial load employee taught while part-time or sessional.
• Partial Load priority will continue for a course even if the course code changes, unless there has been a major revision of the course or curriculum.

The insult is in the imposition itself. However we frame it, the terms actually do include some of our proposals, although not to the extent that we want. And we are definitely lacking any kind of workload improvements. As an offer, it definitely does nothing to improve our working conditions.

Also, “Update the counsellor class definition”, is worrisome, as the update could make it easier to contract out our counsellor positions.

The imposition is an insult, the terms don't offer the improvements we are seeking to our 1985 envisioned, pre-internet, parameters of our workload. But most of all it is an insult to our democratic establishment of demands and election of Bargaining Team representatives.

In solidarity,

Jack

BARGAINING TEAM UPDATE TO FACULTY MEMBERS – IMPOSITION AND WORK-TO-RULE

Faculty Members:

The College Presidents (and their bargaining agent, the College Employer Council) have unilaterally imposed terms and conditions of employment on all of us. The changes that they have imposed so far are based on faculty proposals bargained at the table. The CEC team has, instead, simply refused to discuss or refer our remaining issues to binding interest arbitration, effectively forcing faculty to work under their preferred terms.

The Employer may present these conditions as benign, and indeed many of them are points on which both teams had reached agreement at the bargaining table. However, these are only the initial terms and conditions of employment that have been imposed by the College Presidents and CEC. They can change these conditions at any time, with no notice, and can also impose different conditions at different colleges. These changes could impact any aspect of our working conditions, including salary, workload, vacation, professional development, and employee rights.

Imposition thwarts faculty’s ability to actually negotiate our working conditions, which requires our consent.

The following imposed conditions are far from positions that faculty had proposed at the bargaining table, and may hurt individual faculty members:

Update the counsellor class definition

The CEC has imposed their own language, which allows for the outsourcing of counsellor work. Individual faculty members – in this case, counsellors – stand very much to be negatively impacted by this imposition despite the CEC’s claims to the contrary.

Coordinator duties will be reduced in writing before an employee accepts a coordinator-ship. Such acceptance will remain voluntary

While both the Union and CEC have agreed to the documentation of coordinator duties, the Union also proposed that such duties be “reasonable”. Without that word, the employer has the ability to make the duties of the coordinator position unreasonable, which could result in no faculty member taking the position and the college assigning those duties outside of the bargaining unit. Additionally, if a coordinator accepts unreasonable coordinator duties because they wish to keep the position, they could be disciplined if they are unable to complete those duties. Yet again, individual faculty members can be negatively impacted by these terms and conditions, contrary to the CEC’s claims.

Medical cannabis coverage prescribed by a licensed physician to a maximum of $4000/year, subject to prior authorization by the insurer

While the Union and CEC have agreed, in principle, to this, the Union was still attempting to gain additional information from the CEC as to whether dental implants or other benefit improvements were a possibility. We expect medical cannabis coverage will only be available to a small number of members, given the restrictions imposed on this benefit by Sun Life.

To enable faculty to respond effectively to management’s imposed terms and conditions, the faculty bargaining team has informed the Employer that work action will commence on December 18th. We envision a process of escalating work action, commencing with a phased-in series of work-to-rule actions.

INDIVIDUAL FACULTY MEMBERS SHOULD NOT CHANGE THEIR WORK HABITS UNTIL DECEMBER 18TH, AND AFTER THAT DATE INFORMATION WILL BE PROVIDED BY THEIR UNION LOCAL LEADERSHIP AROUND WHAT SPECIFIC LABOUR ACTIONS TO TAKE.

This strategy has proven effective in other educational contexts in Ontario. It was ONLY made possible by the fact that faculty voted to authorize work action (up to and including a strike) last week.

In solidarity, JP, Jonathan, Katie, Michelle, Ravi, Rebecca and Shawn

Thinking of Truth and Reconciliation Day
I am haunted by the villages,
towns & cities full of ghosts,
of the generations that never unfolded
lost in the mass graves of residential schools.

The babies crying out for their mothers’ and fathers’
loving arms and caring kisses,
baby coos, family laughter, shared meals,
the hunters, the farmers, the Chiefs, the mayors
the craftspeople, the poets, the story-tellers,
immersed in nature and seasonal preparations,
the Elders imparting their wisdom,
all missing, never having had the chance to be.

It’s not only the nightmarish memories
The fear children faced alone
The hopelessness of losing your families
Of traditions just learned and never passed on,
The lost inside jokes, the choked off family vernaculars
The cruelty of the supposed saviours, lingering
Like the knots on the hangman’s noose.

These are all memories that cry for atonement.
But what of the languages that never developed,
The frozen dances in transcending circles
The well-worn paths between villages?
What of the numbers and futures
That never had the chance to celebrate
Life’s milestones? Let them
Walk with their descendants,
Heads held high with pride,
While we bend ours in shame.

Jack Urowitz
September 30, 2021

Attention all rainbow-identified members: OPSEU/SEFPO’s Rainbow Alliance arc-en-ciel (RAA) will be holding monthly Queermunity town halls via Zoom on the last Wednesday of each month!

Be sure to join them as they discuss queer issues, chat about upcoming events and host guest speakers!

Register for the May 26th session with special guest speaker Jade Pichette (they/them) from Pride at Work Canada!

Watch the video below for more details!

Click here to be added to the Queermunity email list! Your welcome email will include the Zoom information.

Dates and times: Wednesday

June 30, 2021 7:30pm – 8:30pm

July 28, 2021 7:30pm – 8:30pm

August 25, 2021 7:30pm – 8:30pm

September 29, 2021 7:30pm – 8:30pm

October 27, 2021 7:30pm – 8:30pm

November 24, 2021 7:30pm – 8:30 pm

Cost: Free

If you have any questions or would like to be a guest speaker, please contact pride@opseu.org

It is the time to end basic injustice and basic discrimination, a message from OPSEU and LOCAL 244

We must end this struggle together

For OPSEU Staff And Member

Anti-Black racism is not new.

The brutality of current events, heightened by social media’s incredible power to share and motivate, has shifted the world into action. Systemic racism is deadly real. It is deeply rooted in a painful history that has disproportionately affected Black communities for generations.

OPSEU recognizes this and will be a leader in effecting change. We are inviting all staff and members to take part in this important conversation.

Together we will create real, meaningful change – change that does not leave anyone behind.

The town hall will be hosted by well-known personality and anti-Black racism activist Farley Flex, and will feature a panel of OPSEU members – including President Warren (Smokey) Thomas and First Vice-President/Treasurer Eduardo (Eddy) Almeida – and OPSEU staff.

To accommodate different schedules, the town hall will take part in two sessions:

• Noon to 1:30 pm EST on Tuesday, July 7 • 7 to 8:30 pm EST on Tuesday, July 7

All members and staff are welcome to participate in one or both of the sessions.

There are a variety of ways to participate in either English or French.

If you’re an OPSEU member and OPSEU has your up-to-date phone number, all you have to do is pick up the phone. We’ll call you around 10 to 15 minutes before the session starts – just stay on the line and you’ll be connected to the call. (To ensure OPSEU has your most up-to-date number, please call 1-800-268-7376.)

Please note: OPSEU staff members will NOT receive one of these calls.

OPSEU members and staff can also participate by dialing in directly or over the web. Here’s how:

• 877-229-8493 (ENGLISH) o ID code: 112847 • Web streaming (English, audio-only, closed-captioning is available) o https://video.teleforumonline.com/video/streaming.php?client=12847

• 877-255-5810 (FRENCH) o ID code: 117019 • Web streaming (French, audio-only)* o https://video.teleforumonline.com/video/streaming.php?client=17019

*Please note that closed-captioning is not available in French.

Shauna-Kay graduated with a MBA in General Management, a graduate certificate in Public Administration, and an Honours B.A in Criminology and Political Science. Currently, she works as a Court and Client Representative at the Toronto Superior Court of Justice, writes for online magazines, and serves in community organizations.

Carlotta is a member from OPSEU Local 228 and currently works as a Court Clerk and Registrar for the Ministry of the Attorney General. She strives to create opportunities through education that enlighten and empower others about the importance of tolerance and compassion in the workplace so that things such as homophobia, islamophobia, and systematic racism become unbeknownst to places as diverse as the OPS and OPSEU.

Peter has worked as a Property Valuation Specialist for 30 years for the Municipal Property Assessment Corporation. He is the current Chair of OPSEU’s Coalition of Racialized Workers (CoRW) and he has been active within OPSEU in various capacities since 1992.

Evan is a Customer Service Representative for the LCBO, President of OPSEU Local 376, and the Region 3 Representative on OPSEU’s Provincial Young Workers Committee (PYC). He is a strong believer of Mahatma Gandhi’s mantra, “The best way to find yourself is to lose yourself in the service of others,” and has applied it to his union activist life for the past five years.

Andrea McCormack is a longtime OPSEU staff member. She is a staff rep in the Hamilton office and is currently temporarily reassigned as an Employment Equity Lead. Andrea also sits on the board of the Coalition of Black Trade Unionists, representing Canada and the Eastern U.S.

Joscelyn came to OPSEU’s Health and Safety unit as a full-time staff member in 2016. Before that, he’d been an active OPSEU member since 1990. He has served as the local Vice-President at the Roy McMurtry Youth Centre, Vice-chair to the Ministry of Children and Youth Services, Youth Justice Divisional Health and Safety Committee, and he also proudly represented the members on the Anti-Discrimination and Systemic Change Committee (ADSC).

Farley is a community-capacity builder, social activist and entertainment industry entrepreneurial pioneer. He is the co-creator of the very successful Just Think 1st anti-violence/anti-gun violence awareness campaign, and the SAY IT LOUD national initiative to promote Black Pride and Positive Cultural Identity to Black youth funded by the Canadian Department of Heritage.

———- 30 ————

I don't say this from experience. I say this because of the unspeakably brutal images and news reports we're seeing every day. And I say this because I've always tried my best to be an active listener - and I believe first-person stories and accounts from members, friends, and colleagues.

I now know that many of my own life experiences and successes - no matter how common and achievable I may have thought them to be for everyone - were born out of privilege. A privilege that Black people have never known.

OPSEU has always fought for social justice. It's a big part of why I am so proud to be President of this great union. Our Black members and staff experience racism every day. We are committed to learning from their experiences and stories, and being an active part of the change that is so needed now.

This we know: anti-Black racism is systemic, deadly serious, and all around us. Black people are being killed in the street, but systemic racism is also killing them in health care and the criminal justice system. It is failing them in education, social services, and in the hiring practices and policies of governments and employers. OPSEU will act. But for that action to be meaningful, we must be thoughtful. We must actively listen to all Black voices in order to learn the truth, and most importantly, to understand.

We are very aware that silence is not an option. We will be loud. We see the marches and hear the voices calling for change - many of those voices belong to OPSEU members and staff. As a union, we are taking time for pause and deliberation. We must ensure our next moves benefit Black people and amplify their voices, while educating and mobilizing the masses. We haven't always gotten it right. But we want to get this right.

We are committed to being allies with the Black community and creating real change. We also acknowledge that systemic change requires ongoing work and long-term commitment. OPSEU is taking the lead. We will continue to push to ensure that all Black lives matter. And when I say all Black lives matter, I mean ALL Black lives: female, male, trans, and LGBTQ2+.

We will create a space for conversations and make room to hear from the people who know best what is needed: our Black members and staff.

In the coming days we promise to provide details for our first initiative and continue the conversation.

We stand in solidarity,

Warren (Smokey) Thomas OPSEU President

– 30 –

These three words best describe a global community’s feelings of hurt, heartbreak, and frustration in response to the recent police-involved and unnecessary deaths of black people in Canada and in the United States.

Regis Korchinski-Paquet was a 29 year old black woman from Toronto who died on May 27, 2020. Toronto Police responded to a domestic incident where they observed a woman on the balcony of the 24th floor. A short time later, Korchinski-Paquet fell and died on the scene.

George Floyd was a 46 year old black man from Minneapolis who died on May 25, 2020. While handcuffed and lying face down, Derek Chauvin, a white police officer, kept his knee on the right side of Floyd’s neck for 8 minutes and 46 seconds. Floyd was already unresponsive for 2 minutes and 53 seconds of that time. ‘I can’t breathe’ were Floyd’s last words. They were reminiscent of Eric Garner’s last words, a black man who died in 2014, when NYPD officer Daniel Pantaleo put him in a chokehold during an attempted arrest. Garner repeated these words 11 times while lying face down on the sidewalk.

Breonna Taylor was a 26 year old black woman and Emergency Medical Technician (EMT). She was killed on March 13, 2020 during a botched raid in her home in Louisville, Kentucky. Breonna was shot at least eight times while asleep. Police were in search of a suspect related to a drug investigation who was already in custody.

Ahmaud Arbery was a 25 year old black man who was killed on February 23, 2020 in Brunswick near Glynn County, Georgia. He was pursued by Travis and Gregory McMichael, two armed white civilians, on a Sunday afternoon while he was doing what he loved – jogging. Gregory, the senior McMichael, used to work for the Glynn County Police Department. The accused were arrested 74 days after Arbery’s death and it was predominantly because the video of his death went viral and community members from across the United States condemned the incident.

This is what racism in 2020 looks like.

The protests in Canada, the United States, and Europe have demonstrated a strong commitment from people of all races and backgrounds to speak out against systemic racism. It is a well-known fact that Black communities in particular, are subjected to higher rates of scrutiny and incarceration by the criminal justice system. The very system that is supposed to serve and protect has continuously failed racialized citizens.

“I am deeply saddened that in 2020, racism and injustice towards the Black community continues to look like this with unnecessary lives being lost” said OPSEU President, Warren (Smokey) Thomas. “I support the peaceful protests because people understandably want to be heard and they deserve answers. Strong leaders are those who are willing to sit down, listen and engage in difficult conversations because that is the only way for meaningful change to happen” he added.

In addition, the COVID-19 pandemic has exposed how Black communities are disproportionately affected on many socio-economic levels. For instance, they are more likely to have lower paying, precarious jobs which are easily subject to layoffs. They are also more likely to suffer from chronic illnesses and have higher uninsured rates which limits their access to healthcare. And finally, they are more likely to live in substandard housing or are homeless which makes them more susceptible to infectious diseases. Living in poverty also makes it difficult to abide by social distancing measures. Many low income families have to rely on one another to help make ends meet. Many have to go to work even in the absence of any health and safety measures. They also have no choice but to pool together resources like sharing cars and living spaces.

Moreover, Black parents have to sit with their children and explain to them that they may be stopped, arrested or even shot because of their skin colour.

“These are the realities for Black people living in North America today” said Peter Thompson, Chair of OPSEU’s Coalition of Racialized Workers. “Fixing the underlying conditions of systemic racism, all of which date back to when Black people were first brought here as slaves, is the reason for these protests” he added.

To be ‘shocked’ is not enough. To be ‘wowed’ is not a sign of solidarity. To be ‘complacent’ is not acceptable. But more importantly, to remain silent is a condonation that basic injustice and basic discrimination towards Black people does not exist. It is time to put an end to this unfair treatment because Black lives matter.

—– 30 —–

On behalf of our Sheridan faculty, counsellors and librarians, Local 244 of OPSEU stands in support of our LGBTQ+ community and is proud to be a part of the Pride Month 2020 celebrations.

As a union, we both believe in and promote equality and a harassment-free work environment, along with tackling discrimination in our communities, unions and homes.

The OPSEU Rainbow Alliance arc-en-ciel is an alliance that provides representation and support to our lesbian, gay, bisexual, transgender, transsexual, intersex, asexual, queer, questioning, two-spirited (LGBTTIAQQ2S) members.

One of Rainbow Alliance’s initiatives is a Safe Schools Campaign where members are working to make schools safe and inclusive for all and encourages schools to adopt proactive discrimination and harassment policies, along with ensuring inclusive curriculum and positive role models.

Here at Sheridan, we the faculty, along with ALL members of our great Sheridan community, support and uphold the ideals of diversity, equity and inclusion for all.

Happy Pride!

OPSEU Faculty Union Local 244

Sheridan College, Oakville Ontario

For more information on OPSEU’s Rainbow Alliance arc-en-ciel:

https://opseu.org/information/general/rainbow-alliance-arc-en-ciel-2/9737/

March 12, 2020

I won’t go into the pandemic facts; no doubt you are all keeping informed. There are some good websites below.

What might be news for you is that, like Sheridan, all Ontario colleges have suspended or strictly curtailed international travel. Laurentian University has closed their buildings and put all classes online because one of their professors was found to have Corona virus. Many of my Local President peers from across the province have reported that their colleges are making plans, or at least opening discussions on possible building closings and online alternatives to save this semester.

Your CAAT-A Union communication lines across the province are humming. Besides the paramount safety concerns, we must monitor and plan strategies for the Labour concerns that might arise from modified learning delivery. RM Kennedy, our Divisional Executive Chair summed it up succinctly.

Some of the issues we are centering on, include, but are not limited to:

- the assumption that faculty have the technological ability or even home infrastructure to teach online

- workload tracking

- intellectual property, in light of a mass dump of material online

- sick days for contract faculty

- complex accommodations for students (with workload implications)

At Sheridan we have started preliminary talks with the College. COVID-19 is the main agenda item at our Union College Committee (UCC) meeting coming up this Monday. I will bring up the pandemic concerns later today with our President and Vice-President Academic with whom I sit on the Senate Executive Committee. I expect that they too are in discussions.

Although I would like to have more information for you, I felt it important to let you know that your Local Union is very concerned and active. I will report back as new information surfaces. For sure I will update you on what we learn at the UCC on Monday.

Wash your hands, stay home if you’re sick or if you know that you have been in contact with someone who has the virus. These are strange times, we will adjust.

Some pertinent links:

Laurentian Classes Cancellation

https://www.sudbury.com/local-news/covid-19-laurentian-announces-its-cancelling-classes-as-a-precaution-2154599

Live Coronavirus Tracker (refresh to update)

https://ncov2019.live/data?fbclid=IwAR2X53-Ie5Ug2J83b7otMZOVM8rKLiHj_8xjYKJCKjW3n1FNmT-SuEm3Uyc

Ontario Ministry of Health

https://www.ontario.ca/page/2019-novel-coronavirus