CUPE LOCAL 882 (last updated March 12, 2018)
We Welc lcome me to to CUPE LOCAL 882 of Membership EQUALITY STATEMENT Union solidarity is based on the principle that union members are equal and I promise to support and obey deserve mutual respect at all levels. Any behaviour that creates conflict the constitution of this Union. prevents us from working together to strengthen our union. To work to improve the economic As unionists, mutual respect, cooperation and understanding are our goals. We and social conditions of other members and should neither condone nor tolerate behaviour that undermines the dignity or other workers. self esteem of any individual or creates an intimidating, hostile or offensive environment. To defend and work to improve the democratic rights and liberties of workers. Discriminatory speech or conduct which is racist, sexist, transphobic or homophobic hurts and thereby divides us. So too, does discrimination on the That I will not purposely or knowingly harm or basis of ability, age, class, religion, language and ethnic origin. assist in harming another member of the Union. Sometimes discrimination takes the form of harassment. Harassment means Once accepted, a member continues as a member in good using real or perceived power to abuse, devalue or humiliate. Harassment standing while employed within the jurisdiction of the Local Union unless the member loses good standing under the should not be treated as a joke. The uneasiness and resentment that it creates provisions of the Constitution. are not feelings that help us grow as a union. Meetings every 2 nd Wednesday of each Discrimination and harassment focus on characteristics that make us different; month (no meetings July & August) and they reduce our capacity to work together on shared concerns such as Time: 5:00 pm decent wages, safe working conditions, and justice in the workplace, society Location: CUPE Office and in our union. 1250-1 st Ave. E. side door Door prizes: each meeting CUPE’s policies and practices must reflect our commitment to equality. Attend 7 meetings from January to Members, staff and elected offices must be mindful that all persons deserve December and receive a gift. 2017 Bunny dignity, equality and respect. Hugs were given out.
What is a Union? • • It is a part of a group of organized workers that are a Through "collective bargaining" and by lobbying part of a larger, interconnected organization which is the governments with other members of the community, Canadian Union of Public Employees or CUPE. We ALL unions were able to force governments to set minimum work together to secure benefits and rights in the standards of pay, hours of work, overtime, holiday pay workplace. By definition we are a “Union”. and health and safety regulations. This resulted in minimum standards' legislation in every provincial, • Why Do We Need Unions? territorial and federal area of work. Unions were also • We need unions because they are one of the few ways involved in developing human rights gains and that workers can have a say on the job and influence legislation. These gains are now under attack by right society. Our society is democratic to a degree, but it is wing governments across the country. not set up to respond to the average worker's concerns • The following standards have become the basic and daily life. When people come together with a minimum rights within many workplaces and are now common goal in mind, they are far more powerful than required by law in most provinces. These standards exist when they try to reach goals by themselves. When because of the bargaining gains that unions achieved working people act together they have a better chance over the years and because unions have lobbied for of getting what they need at work, from government employment standards law. These standards include: and in their communities. • minimum wage laws • Some of the minimum benefits you now receive from an • employer result from the fights unions have won for hours of work (daily and weekly) their members' wages, benefits and working conditions • overtime pay over the last 1000 years. • vacation pay • basic health and safety rules • workers' compensation • basic anti-discriminatory laws in human rights legislation • severance pay • unemployment insurance benefits • maternity and parental leave benefits • pension benefits
What is a Collective Bargaining Agreement (CBA)? • Who is in CUPE Local 882? It is an agreement between the employer (City of Prince Albert) and the local, which are rules that all members are required to follow in an effort to maintain a harmonious workplace (Article 1-Preamble). Our local consists of workers from There are also other rules and policies that the employer has in different backgrounds, skill sets, place that are outside the Collective Bargaining Agreement that all education levels, race, religion, etc. Our employees of the City of Prince Albert are expected to follow. sisters and brothers, that what we refer ourselves as, are found through out different departments of the City. What’s in this CBA? Many things are covered in the CBA such as: • Found in: Article 3.01 Bargaining Unit Aquatics – Frank Dunn Pool, Kinsmen Outlines those positions which are not part of the collective. Otherwise Water Park known as Out of Scope/management. Recreation- Alfred Jenkins Centre, Margo Fournier Centre, City Parks • The schedules with our wages are located at the end of the CBA and Concessions – Art Hauser, Arenas the classifications IN our local. Anyone in a classification under the schedules is a Local 882 member. Both Non-Permanent and City Hall – Public Works, Community Permanent are listed. Each year has a chart to follow as rates of pay Services, Planning & Development change on an anniversary date. (for example page 43) Services, City Clerks, Information Services, Financial Services (Taxation, Water, Assessment, Cashier, Parking • Hours of work, EDO’s, Over Time, seniority, sick bank, illnesses in Tickets, Accounts Payable, Accounts the family, bereavement, breaks, training, vacation time, grievance Receivable, Asset Management, and procedures, maternity leave, Additional Duty Pay, callback, etc. Payroll) What isn’t covered in the CBA, may be in the employers policies or Art Centre protocols. (There are approximately 90 permanent Union dues and 60 to 70 non-permanent staff) • Are monthly dues of 2.0% of your pay. (Bylaws Section 9(c) ) this is voted by the membership.
What benefits does a member receive? Benefits are negotiated through the Collective Bargaining Process. • As a Union Member you have the Right to work with the City of Article 17 Sick Leave Prince Albert, as a non-union member you cannot be employed 17.09 Sick Leave – non-Permanent Employees within your work unit, as this a negotiated condition. a) Recreation employees, which is where aquatics staff is • As a Union Member you have the Right to make suggestions for grouped into, need in excess of 600 hours from the date of change to the Collective Agreement. The Bargaining Committee hire to receive sick leave and will be on a pro-rata basis. sends a questionnaire to all members prior to bargaining asking for opinions, wants, needs. Please submit on time, as this is 17.10 Sick Leave Bank used by the committee to determine what to bargain for. This is for all employees. How does this apply to you? We all contribute days, as non-permanent of course you will contribute Health Benefits? If so, when? less hours than a permanent. You will have had to work the year Article 20 – Employee Benefits highlights before so that you made a contribution of time. The employer has the right to choose the benefit provider as long There is a formula that is followed. If you are interested HR can go as it follows this Article. If any changes are to be made, they must into further details. be negotiated with the Executive Committee or at bargaining. This is a Short Term Disability STD – Application to the Sick Bank is are handled by the Sick Bank Committee. At present, there are 2 union members who are voted in and 2 management 20.02 Municipal Employees’ Pension Plan representatives. All employees, union and out of scope join. Very seldom is this used but it has provided assistance to those that have needed it otherwise they would not have any income. 20.03 Group Benefits As temporary staff, you are entitled o dental and health care During the last year the Union Executive and the union Sick Bank benefits but have conditions. members met to discuss issues and concerns raised by a few Cannot be a full time student (usually students are still under their members of potential misuse. The application process was parents plans) this is because once you are laid off there is no way reviewed and a new application was developed and agreed upon for deductions to be collected. with management. Otherwise, an employee must work a full year, accumulating 780 Change can also happen during a current contract as well. hours in 26 consecutive weeks. Entitled to half benefits of dental and health. Once an accumulation of 1560 hours is achieved then 100% coverage for dental and health benefits.
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