Manitoba health care support workers report facing racism during COVID-19

WINNIPEG – A new survey reveals many health care support workers on the frontlines of the
COVD-19 pandemic are experiencing anti-Asian racism.  It’s one of the findings of a Canadian Union of Public Employees membership survey of 1,877 CUPE health care workers.

One in five members responding to CUPE’s poll who self-identified as being of Asian heritage have personally experienced racism/bigotry in the workplace in the past month.  Comparatively, only one per cent of respondents who did not identify as being of Asian heritage reported experiencing racism at work in the same time period.

“Racism in the workplace and in the community is not acceptable – ever,” said Debbie Boissonneault, President of CUPE Local 204, representing health care support staff in the Winnipeg Regional Health Authority (WRHA) and Shared Health.  “Our Union stands with all front-line health workers who are experiencing racism.  CUPE is calling on all Manitobans to confront racism in the workplace, at home, and in the community,” said Boissonneault.

Over the past several months, anti-Asian racism and xenophobia have spiked across North America in the context of the outbreak of COVID-19.  This spike is a pattern of refueled racism towards the Asian population, much like what transpired during the SARS pandemic.

CUPE Manitoba is amplifying health officials in making it perfectly clear that ethnicity, background, or country of origin have nothing to do with COVID-19, in fact it is often marginalized communities that bear the brunt of pandemics due to systemic or institutionalized discrimination and colonization.

“There are other curves we need to flatten besides COVID-19,” said Abe Araya, President of CUPE Manitoba. “Manitoba is not immune to racism.  But we can fight it together.”

CUPE is urging members facing any form of harassment, discrimination and or racism to contact their employer, and let CUPE know.  “CUPE does not tolerate racism or discrimination, and our Union is dedicated to supporting our members who are targeted by ignorance and hate,” said Araya.

The online survey was conducted between March 30th and April 5th.  CUPE invited members to participate through email and member-only CUPE Facebook pages.

Respondents are CUPE members, and work in the WRHA, Shared Health, Northern Regional Health Authority, and Southern Health-Santé Sud.  The survey also showed health care support workers are not getting enough training, personal protective equipment, or support from the government.

Members are encouraged to learn about how to intervene against racism.

April 3 Update: COVID-19 Q&A for Health Care Workers

CUPE members in health care have many questions. This Q&A will help answer many of the questions we’ve been hearing over the past week.

Q. Do I have to work still?

A. Yes, if you are healthy, able and have not been told to self-isolate/self-quarantine please report to work as normal. Unless the Employer informs you otherwise.

 

Q. Do I have to self-isolate or self-quarantine?

A. Please go to this link: https://www.gov.mb.ca/covid19/index.html  You may also be advised to self-quarantine/isolate by OESH or through the screening process when entering work.  If you are asked to self-quarantine please send an email to cupe204.ca@gmail.com with your name, facility, department, classification and phone number

 

Q. What if I am deemed essential?

A. You will attend work as always and follow any protocols put in place by the Employer. Including wearing personal protective equipment (PPE).

 

Q. What if I am not deemed “essential”?

A. So far staff have been redeployed/reassigned within their sites. Please raise any child care/elder care issues if you are asked to work different hours and are unable to.  Let your union rep know if you are being reassigned.  No one has been laid off as yet.

 

Q. Does the Employer have to provide personal protective equipment such as gloves and masks?

A. Yes, the Employer must provide required PPE. A new protocol has come out for PPE for facilities where patients visit.  The protocol for Home Care has not been updated yet.  https://sharedhealthmb.ca/files/covid-19-universal-ppe-requirements.pdf   If this equipment is not available, please advise your CUPE rep.

 

Q. What if the client/patient has tested positive or is displaying symptoms?

A. Follow the universal precaution guidelines. Wear gloves and mask.  Wash your hands when you enter and leave their residence/room.  Do not touch the doorknobs or surfaces as much as possible.  Contact OESH as soon as possible.

 

Q. What if my co-worker may have been exposed?

A. Maintain social distancing as much as possible. Cleaning protocols should have been increased.  Follow the universal precaution guidelines.  Do not touch the doorknobs or surfaces as much as possible.  Contact OESH as soon as possible.  There have been circumstances recently where OESH or public health will contact you and inform you there has been an exposure.  Follow their direction.  If that occurs fill out a critical incident form (you can do this online now through your site) and file a WCB claim https://www.wcb.mb.ca/ . Let CUPE know asap if this happens to you.

 

Q. If I have to self-isolate or self-quarantine how will I get paid?

A. You can use sick time first. Then you can use your vacation, overtime (OT), STAT banks to cover your time away.  If you do not have any of those available, you can take an unpaid Leave of Absence (LOA) and apply for Employment Insurance (EI) or the CERB.  If you do take an unpaid LOA, you will need to prepay your benefits if you wish to continue coverage.  If you do go on an unpaid LOA, please contact HRSS about prepaying your benefits asap.  CUPE is working on having this time covered by the Employer directly and not come from your banks.

 

Q. What if I have to be away from work because of child care issues?

A. You can use your vacation, OT, STAT banks to cover your time away. If you do not have any of those available, you can take an unpaid LOA and apply for EI.  If you do take an unpaid LOA you will need to prepay your benefits if you wish to continue coverage.  CUPE is working on having this time covered by the Employer directly and not come from your banks.  If you are deemed essential and require child care there is a form to fill out from the Employer.

 

The federal government has announced assistance for employees who require income assistance.  Introducing the Emergency Care Benefit providing up to $900 bi-weekly, for up to 15 weeks.  This flat-payment benefit would be administered through the Canada Revenue Agency (CRA) and provide income support to:  “Parents with children who require care or supervision due to school or daycare closures, and are unable to earn employment income, irrespective of whether they qualify for EI or not.”

https://www.canada.ca/en/department-finance/news/2020/03/canadas-covid-19-economic-response-plan-support-for-canadians-and-businesses.html

 

Q. Can I be mandated to work?

A. In this COVID-19 crisis, you can be mandated to work if staffing levels are affected because of
COVID-19. The Employer must take into account child care, elder care, etc.  They cannot mandate you to work if it is not COVID-19 related.

 

Q. Can I be transferred to other sites?

A. In this COVID-19 crisis you can be asked to voluntarily work at other sites. You would be covered by your current collective agreement, continue to accrue seniority at your site, be covered by benefits and Workers Compensation (WCB) and be reimbursed for parking, mileage and receive a meal allowance.  There is also some financial compensation if you are reassigned to another site.  If no one volunteers or staffing levels get dangerously low at a site, you can be assigned to work at another site.  See attached document:  “MOA_Redeploymnet_of_Staff_COVID-19”

 

Q. Do I have to chose which site I work at if I hold more than one position at different sites?

A. Other provinces have mandated that staff can only work at one site.  In Manitoba they have been asking staff if they work elsewhere.  We believe they will eventually impose working at only one site.  CUPE will fight to make sure your pay is not affected by this restriction. Please let CUPE know asap if you are informed you have to choose.

 

Q. What if Winnipeg Transit stops running?

A. If you use the bus to get to work and services are stopped, talk to your manager/supervisor about what to do.

 

OTHER RESOURCES

Federal Income Supports :  https://cupe.ca/cupe-backgrounder-federal-income-support-announcements

COVID-19 Q&A for Health Care Workers

The COVID-19 pandemic changes every day.
CUPE health care members are heroes, on the front-line protecting our community.
CUPE continues to fight for better protections for you. Your health, safety, compensation, and job security are our top priorities.

Here are some basic Q&As for CUPE health care workers.

*as of March 20, 2020


Q. Do I have to work still
A. Yes, if you are healthy, able and have not been told to self-isolate/self-quarantine please report to work as normal. Unless the Employer informs you otherwise.

Q. Do I have to self-isolate or self-quarantine?
A.
Please go to this link: https://www.gov.mb.ca/covid19/index.html


Q. What if I am deemed essential?
A. You will attend work as always and follow any protocols put in place by the Employer. Including wearing personal protective equipment (PPE).

Q. What if I am not deemed “essential”?
A. We are waiting for the Employer to determine if they will be sending non-essential staff home and what that will look like. We are not clear on how the Employer is determining who is essential yet. Questions we do not have answered yet are:  Will you get paid?  Will you have to work from home?

Q. Does the Employer have to provide personal protective equipment such as gloves and masks?
A. Yes, the Employer must provide required PPE. CUPE has dealt with sites that have failed to do so.   If this equipment is not available, please advise your CUPE rep.

Q. What if the client/patient has tested positive or is displaying symptoms?
A. Follow the universal precaution guidelines. Wear gloves and mask.  Wash your hands when you enter and leave their residence/room.  Do not touch the doorknobs or surfaces as much as possible.

Q. What if my co-worker may have been exposed?
A.
Maintain social distancing as much as possible. Cleaning protocols should have been increased.  Follow the universal precaution guidelines.  Do not touch the doorknobs or surfaces as much as possible.

Q. If I have to self-isolate or self-quarantine how will I get paid?
A.
You can use sick time first. Then you can use your vacation, overtime (OT), STAT banks to cover your time away.  If you do not have any of those available, you can take an unpaid Leave of Absence (LOA) and apply for Employment Insurance (EI).  If you do take an unpaid LOA, you will need to prepay your benefits if you wish to continue coverage.  CUPE is working on having this time covered by the Employer directly and not come from your banks.

Q. What if I have to be away from work because of child care issues?
A.
You can use your vacation, OT, STAT banks to cover your time away. If you do not have any of those available, you can take an unpaid LOA and apply for EI.  If you do take an unpaid LOA you will need to prepay your benefits if you wish to continue coverage.  CUPE is working on having this time covered by the Employer directly and not come from your banks.  If you are deemed essential and require child care there is a form to fill out from the Employer.

The federal government has announced assistance for employees who require income assistance.  Introducing the Emergency Care Benefit providing up to $900 bi-weekly, for up to 15 weeks.  This flat-payment benefit would be administered through the Canada Revenue Agency (CRA) and provide income support to:  “Parents with children who require care or supervision due to school or daycare closures, and are unable to earn employment income, irrespective of whether they qualify for EI or not.”

https://www.canada.ca/en/department-finance/news/2020/03/canadas-covid-19-economic-response-plan-support-for-canadians-and-businesses.html

Q. Can I be mandated to work?
A.
In this COVID 19 crisis you can be mandated to work if staffing levels are affected because of
COVID-19. The Employer must take into account child care, elder care, etc.  They cannot mandate you to work if it is not COVID-19 related.

Q. Can I be transferred to other site?
A. In this COVID 19 crisis you can be asked to voluntarily work at other sites. You would be covered by your current collective agreement, continue to accrue seniority at your site, be covered by benefits and Workers Compensation (WCB) and be reimbursed for parking, mileage and receive a meal allowance.  There is also some financial compensation if you are reassigned to another site.  If no one volunteers or staffing levels get dangerously low at a site, you can be assigned to work at another site.
See document in link:  “MOA_Redeployment_of_Staff_COVID-19

Q. What if Winnipeg Transit stops running?
A.
If you use the bus to get to work and services are stopped, talk to your manager/supervisor about what to do.

OTHER RESOURCES

CUPE Backgrounder on Federal Income Supports:
https://cupe.ca/cupe-backgrounder-federal-income-support-announcements

 

SMc:cbc/cope 491
20-Mar-20
1:44 pm

CUPE 204’s March 13 recommendations to COVID-19 preparedness for Community Services and Home Care members

CUPE is committed to standing up for the health, safety, and workplace rights of our Community Services and Home Care members. We have received a lot of feedback from members concerning the WRHA’s response and preparedness for COVID-19.

Thank you to all members who have reached out with your suggestions and concerns.
Our union’s greatest strength is you, the membership.

On March 13, 2020, CUPE Local 204 made the following three recommendations to the employer in the interests of clients, staff, and public safety during the COVID-19 pandemic.

  1. Given the global COVID-19 pandemic and the necessity of “social distancing,” CUPE is writing on behalf of Resource Coordinators in WRHA Community Health Services to request that the DSS Task Efficiencies Review be indefinitely suspended in the interests of client, staff, and public safety. The DSS Task Efficiencies Review requires Resource Coordinators to shadow direct service staff throughout their shifts, entering each client’s home. Given the exceptional circumstances of this global pandemic, the Union requests these door-to-door assessment activities by Resource Coordinators be suspended until such time as it is safe for them to recommence.
  2. Given the global COVID-19 pandemic and the necessity of “social distancing,” CUPE is writing on behalf of direct service staff to request that, during the period of the COVID-19 pandemic, they not be mandated to be “in house” (physically inside the access centres) during available hours when they do not have clients scheduled.

  3. CUPE would like to request that hand sanitizer and masks be made available for staff at all access centres. In addition, it has come to the Union’s attention that increasingly clients are denying direct service staff access to washroom facilities including towels and paper towels because of concern about toilet paper and towel shortages.  Consequently, CUPE requests that the WRHA send out a reminder to all home care clients that they are obligated to provide washroom facilities including toilet paper, soap, and a clean towel or paper towel to direct service staff. These circumstances are only expected to escalate without attention.

These requests were sent to the WRHA on March 13, 2020.

We will update members on the responses we receive. We want to remind all members that the COVID-19 situation is changing every day, and CUPE 204 will ensure we continue to represent our members, and our members’ concerns to the employer.

It is important to report lack of equipment or any other concerns you have to your supervisor immediately.

Please contact CUPE 204 if you have any questions or concerns.

CUPE welcomes new members

CUPE welcomes new members in the WRHA, Shared Health, Southern Health, and the North

All health care workers are now members of their new union.

CUPE is pleased to welcome new and returning members to CUPE: in Southern Health-Santé Sud, the Northern Regional Health Authority, the Winnipeg Regional Health Authority and Shared Health.

CUPE now represents all Community and Facility Support workers in these health authorities.

We want to thank all unions involved in this process and are pleased to say all unions have been working together to ensure a smooth transition of new members.

The Commissioner responsible for implementing The Health Sector Bargaining Unit Review Act  has issued interim bargaining certificates, effective as of December 8th (rural RHAs) and December 13th (WRHA and Shared Health), certifying CUPE as your union. He will eventually issue permanent certificates, and the interim ones are valid until that time.

With 36,000 members in Manitoba and 700,000 across the country, CUPE is now the largest union in Manitoba and Canada. We want to live up to the trust you have placed in CUPE.

Please watch for local stewards and representatives in your workplace in the new year, for more health care news, and for information about the bargaining process.

CUPE is also working hard to get to the bargaining table.  We want to negotiate a new collective agreement for you.

What happens now?

CUPE now represents you if you are a Facility Support or Community Support worker employed in these health authorities:

– Northern Regional Health Authority
– Southern Health–Santé Sud
– Winnipeg Regional Health Authority (including Churchill)
– Shared Health

  • CUPE now represents you for any existing grievances or processes, even if they were filed by another union.
  • You will now pay dues to CUPE.
  • Your old contract remains your contract until bargaining concludes (even after you join CUPE).
  • Once a new CUPE agreement is bargained and ratified by the members, this new agreement will cover you.

How can I find out more about CUPE?

Visit:                www.cupe.ca, and cupe.mb.ca

Facebook:       @CUPE SCFP, and @CUPE Manitoba
Twitter:          
@CUPENat, and @CUPEMB

Note to new CUPE members:
CUPE’s structure may be different from other unions.

Here are the basics:

CUPE is a member-driven union, where members are involved directly in decision-making. We believe you know what’s best for your workplace. That’s why your CUPE local is so important.

Shop Stewards, site Vice-Presidents, and your Executive are elected by you, the members, and can be contacted to help with your day-to day needs.

Shop Stewards, along with Union Support Officers, and professional National Servicing Representatives are there to help you when you need union representation at work.

National Servicing Representatives and Specialists (like Legal, Research, Human Rights, Union Development, Safety and Health, Pensions, and Communications) are all available to your CUPE local to help take on arbitrations, human rights issues, and fights against privatization and contracting out.

CUPE National and CUPE Manitoba are also here to support you, and your unique workplace needs.

CUPE’s education department provides training to local Shop Stewards and activists to make sure you have representatives right in your workplace who are equipped with the knowledge and experience to seek information and speak up in meetings with management.

If you were an activist, Shop Steward, or Executive Member in your previous union, please don’t hesitate to contact us about getting involved with CUPE.

When can bargaining begin?

A bargaining unit certificate is the legal document that explains which union represents each group of workers. Now that we have bargaining unit certificates, we can start the bargaining process.

CUPE’s contracts are the best in health care! CUPE ensures that every member can make suggestions on how to improve their collective agreement.

To prepare for bargaining:

  • CUPE is working on Essential Services Agreements. These agreements tell us how many staff must work in each facility in the event of job action like a strike or lock out. By law, we cannot bargain until Essential Services Agreements are done.
  • Your CUPE bargaining committee will do a bargaining survey electronically and will also distribute paper copies to members who request this.
  • The bargaining committee will compile the results of the surveys and prepare the proposal package.

Then bargaining can begin, using the designated receiving agreement as a base.

What can I do?

  • Please make sure we have your most recent contact information, including cell phone number and personal email. We do not use work contact information to reach you for union business.
  • Do not hesitate to contact CUPE if you have any questions or concerns.

Contact your CUPE Local:

– WRHA & Shared Health: CUPE 204
– President Debbie Boissonneault at 204-775-2873, cupe204.ca@gmail.com, www.cupe204.ca, or Facebook @cupe204

– Southern Health-Santé Sud: CUPE 4270
– President Darrin Cook at drcook@xplornet.com

– Northern Regional Health Authority: CUPE 8600
– President Christine Lussier at cblussier@outlook.com

Shannon McAteer, CUPE Health Care Coordinator, may be reached at:

Phone:       204-942-0343
Email:        healthcare@cupe.ca

Manitoba Throne Speech threatens public education, child care, and continues to hurt front-line health care – CUPE

The Manitoba Throne Speech offers little reassurance that the provincial government will support public education and child care, says the Canadian Union of Public Employees.

“With the elimination of the education property tax, we are concerned that the government will resort to school cuts, especially under the auspices of the K-12 review,” said Abe Araya, President of Manitoba. “Where is the government going to come up with funding for our children’s education?”

The Throne Speech also introduces the government’s plans to increase private child care spaces in the province, including for capital investments in private child care facilities.

“The government should be focused on increasing public, affordable child care across Manitoba, rather than subsidizing private facilities that could end up costing families more,” said Araya. “Childcare advocates have been calling for fully funded public child care in the province, and this government is going the opposite direction”.

CUPE Manitoba President Abe Araya, and CUPE 204 President Debbie Boissonneault at the Manitoba Throne Speech

The government’s sweeping changes to the health care system continues to impact front-line health care support staff.

“As the government and health authorities continue to implement their restructuring of health care, support workers remain understaffed and under-valued,” said Debbie Boissonneault, President of CUPE Local 204 representing Community and Facility Support staff in the WRHA and Shared Health.

“We need investments in support staff positions, as well as a commitment from the province that they will not be privatizing or contracting out any health care services”.

The Canadian Union of Public Employees is Canada’s largest union representing more than 700,000 members. In Manitoba, CUPE is the province’s largest union, representing approximately 36,000 members working in health care facilities, personal care homes, school divisions, municipal services, social services, child care centres, public utilities, libraries and family emergency services.

 

Abe Araya Elected as President of CUPE Manitoba

BRANDON – Delegates at the 2019 CUPE Manitoba Convention in Brandon elected Abe Araya as President of the province’s largest union. Abe Araya comes from CUPE Local 110, representing custodians, maintenance, and painters at the Winnipeg School Division.

“Our union is focused on fighting back against cuts to health care, education, social services, and privatization,” said Araya. “Despite Brian Pallister’s attempts to divide working people, we will be uniting workers from across Manitoba to put a stop to Pallister’s austerity agenda.”

Delegates at convention voted in support resolutions, ranging from health and safety in the workplace, anti-oppression training for activists, pushing back against privatization, fighting against health care and education cuts, and supporting the Green New Deal.

“CUPE is an incredibly diverse union,” said Araya. “With the strength of Manitoba’s largest union, we will be on the front line defending public health care and education, public Hydro, and fighting for properly funded childcare and social services for all Manitobans.”

CUPE’s annual convention featured guest speakers, including NDP leader Wab Kinew, NDP Critic for Infrastructure and Municipal Affairs Matt Wiebe, NDP Member of Parliament for Winnipeg Centre Leah Gazan, Winnipeg School Division Trustee Yijie Chen, and Manitoba Health Coalition Director Breanne Goertzen.

CUPE National President Mark Hancock and CUPE National Secretary-Treasurer Charles Fleury spoke to delegates, committing the full strength of CUPE’s 700,000 members to fight against cuts and privatization.

Manitoba Federation of Labour President Kevin Rebeck provided updates on labour’s united front against Bill 28 (The Public Services Sustainability Act) and committed to fight against the Pallister government’s unconstitutional wage freeze.

Two hundred people rallied outside Brandon City Hall with CUPE Local 69 on Wednesday evening, voicing concern over the contracting out of work at the Wheat City Golf Course.

Gord Delbridge, President of CUPE Local 500 served as interim CUPE Manitoba President throughout 2019. Delbridge continues to serve as Vice-President of CUPE Manitoba. Barb Gribben of CUPE Local 737 was this year’s recipient of the prestigious Jack Rodie Award, recognizing dedication and activism in the union.

“Our union is stronger, and more united than ever,” said Araya. “Manitobans can count on CUPE to defend good jobs, and fight for our public services.”

The Canadian Union of Public Employees is Canada’s largest union representing more than 700,000 members.  In Manitoba, CUPE represents over 36,000 members working in health care facilities, personal care homes, school divisions, municipal services, social services, childcare centres, public utilities, libraries and family emergency services.

Health Care Support Workers’ Recognition Week: October 21-25, 2019

This week, CUPE is celebrating the work of its thousands of members in health care support roles across the Manitoba.

The Manitoba Government officially proclaimed the week of October 21 to 25, 2019 as Health Care Support Workers’ Recognition Week. The government failed to proclaim the week in 2018, but because of CUPE’s request it has once again been recognized.

“Health care support workers are the pillars of our health care system,” stated Debbie Boissonneault President of CUPE 204, representing facility and community support workers in the WRHA and Shared Health. “We work hard every day to keep our health care system working, but these days we’ve been feeling left behind.”

CUPE been calling on the government to get to the bargaining table and negotiate a fair contract for health care support workers. But with the government’s unconstitutional wage freeze legislation, the recent forced health care representation votes, and Pallister’s overhaul of the health care system, support workers are under more pressure than ever before.

“Health care support workers are often unrecognized in their day-to-day work ,” said Darrin Cook, President of CUPE 4270, representing facility and community support workers in Southern Health – Sante Sud. “We should all take the time this week to thank the health care support workers in every community who care for our health”.

“From Nunavut to the US border, Manitoba’s health care support workers deserve recognition and respect,” said Christine Lussier, President of CUPE 8600, representing facility and community support workers in the Northern Regional Health Authority. “It has been difficult times for staff, but health care support workers in the NRHA have been critical in keeping our community healthy”.

“Despite working short-staffed, health care support workers in Manitoba have been doing everything possible to care for the community”, said Margaret Schroeder, President of CUPE 5362, representing staff at CancerCare Manitoba. “We call on the government to recognize our work by providing enough resources for us to do it effectively”.

CUPE locals across Manitoba are holding or participating in events to express appreciation for health care support workers. CUPE is also calling on the government to immediately meet with representatives of CUPE to discuss the impact of the province’s health care overhaul on front line staff.

See the full proclamation.

Care Representation Votes: What happens now?

Health Care Representation Votes:  What happens now?

FOR ALL HEALTH CARE WORKERS

Now that the health care representation votes have concluded, there will be a period of transition for all unions and employers. Here is what you need to know:

  • You keep your current union – for now. Contact your current union for any grievances, arbitrations, and issues in the workplace. You continue to pay dues to your current union.
  • Your current collective agreement continues to cover you until a new contract is bargained.
  • Your new union will represent you after the Commissioner certifies the winning union as your bargaining agent.

More Details

Read moreCare Representation Votes: What happens now?

Dates set for health care union representation votes, August 8 to August 22, 2019

Dates set for health care union representation votes, August 8 to August 22, 2019
CUPE to Pallister: health care workers deserve a break

Today the Commissioner responsible for the implementation of the Health Sector Bargaining Unit Review Act (HSBURA) announced the dates of union representation votes, a move by this government that CUPE continues to claim is an unnecessary disruption to health care.

“The Pallister government is throwing another wrench into an already strained health care system,” said Shannon McAteer, CUPE Health Care Coordinator. “Health care workers across Manitoba deserve a break, yet this government continues to pile on uncertainty, stress and chaos.”

HSBURA was enacted in 2018, and forces health care workers to choose which union will represent them into the next round of contract negotiations. Bargaining has been stalled in Manitoba until the results of these representation votes.

“CUPE is Canada’s largest health care union and we will stay focused on fighting Pallister’s health care cuts and defending our members in the workplace,” said McAteer. “We also want to focus on the future, and that future is bargaining a strong contract for our health care members and getting them the respect they deserve”.

The union that gets the most votes in each of the 18 health care votes taking place across the province will be certified to represent those workers. The winning union in each bargaining unit will then bring its largest collective agreement into the next round of bargaining. If CUPE wins the votes, CUPE will be bringing the strongest health care contracts in the province to the table.

“CUPE’s health care contracts are the strongest in Manitoba, with good pensions and benefits for all of our hard working health care members” said McAteer. “CUPE has a no-concessions bargaining policy and a $100 million strike fund, so we are ready to bargain strong in health care.”

DETAILS:

Voting dates will take place between August 8 and August 22, 2019.

Notice Period: June 13 – July 10
– Voters lists will continue to be reviewed.
– A letter to all affected employees with information about the votes will be delivered between July 9 and July 19.

Campaign Period:
July 11 – August 7
– This includes an opportunity to meet with CUPE in kiosks at various sites.
– Voters will be provided with a Personal Identification Number (PIN).
– A voter help desk will be available.

Voting Period:
August 8 – August 22
– Voting will begin at 12:00 noon on August 8, and end 12:00 noon on August 22nd
– Voting will be available 24 hours a day online or by touchtone phone, in English and French.
– Once voting concludes, the results will be tabulated and released.

CUPE is committed to following the campaign rules established by the Commissioner, and we will continue to provide information to all health care workers about the impact the Health Sector Bargaining Unit Review Act will have in the workplace.

CUPE wants all members to know that while these votes are taking place, CUPE will continue to prioritize fighting for you in the workplace. We know health care workers are going through a difficult time, and we’re committed to being with you, for you at work.

CUPE is ready to fight for all health care workers.

CUPE represents 680,000 members across Canada, including 162,000 health care workers, and approximately 11,600 health care workers here in Manitoba.

Learn more about CUPE and the representation votes at: http://cupehealthcare.ca