Bargaining

Health Care Bargaining Update, June 1, 2022

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CUPE met with the mediator, Mr. Arne Peltz, on May 24th, 25th, 26th, and 27th.  An additional day for mediation was added on June 1st.  Mediation will continue June 20 – 23, 2022.

CUPE continued to meet with the Provincial Health Labour Relations Services (PHLRS) to finalize negotiation of the Letters of Understanding and any changes to the pension and benefits articles on May 4th, 11th, and 18th.  These discussions include home care/community programs being “brought up” to the same level as the rest of the health care support sector.  The next regular bargaining dates are June 8th and 15th.

The first week of mediation was successful.  We were able to agree to more contract language provisions and some monetary items including some language on overtime and pick-up shifts/additional hours, overtime banks, standby/callback language, sick time (income protection), mileage/transportation allowance and salary increments for casual employees.

The first few days of mediation were spent explaining our positions and proposals to the mediator. CUPE highlighted our priorities that were left on the table which included overtime, pick-up shifts, vacation, pensions and benefits for everyone, seniority, job security and improvements for home care workers as noted above.  The Bargaining Council spent long days working very hard to resolve the language and monetary proposals we tabled.

The mediation process can be slow.  It takes longer for each side to explain their position to the mediator.  The mediator then goes back and forth sharing his thoughts and the other side’s issues.  CUPE and the PHLRS do not communicate directly with each other during the mediation process, but rather through Mr. Peltz.

The outstanding language is about vacation (single days vs. blocks), union representation at meetings, how STAT days will be taken, seniority for job vacancies, sick time on pick-up shifts, training and education funding, uniforms/safety shoes, bumping, benefits and monetary matters including shift premiums.

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.

CUPE Manitoba speaks against government interference in collective bargaining

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CUPE Manitoba President Gina McKay presented to the Standing Committee on Justice hearing on Bill 2:  The Public Services Sustainability Repeal Act.

The Manitoba government’s introduction of Bill 28:  The Public Services Sustainability Act in 2017, threw labour relations into chaos, and was cited as “unconstitutional” by the court of Queen’s Bench after CUPE and other unions challenged it in court through the Manitoba Federation of Labour.

Although the government brought the court’s decision to the Court of Appeal in October 2021, they decided to repeal Bill 28 altogether by passing Bill 2, following tremendous pressure from unions and workers.

“Thousands of Manitoba workers were punished for years, starting before the pandemic, because of this government’s interference in free collective bargaining,” McKay told the Committee. “Worse yet these workers have gone years without fair wage increases, including throughout the pandemic, working under the shadow of The Public Services Sustainability Act which continues to impact Manitoba workers’ lives,” she said.

If a union took the legislated 0%, 0%, 0.75%, 1% in 2018, it would have been the equivalent of a 5% wage rollback over that period.

Many employers in Manitoba continue to offer 0% wage increases due to the legacy of The Public Services Sustainability Act (PSSA).

“Some employers refuse to tell us where the mandate is coming from, citing some ominous spectre that is directing them to continue offering zeroes,” said McKay to the Committee. “While the PSSA is set to be repealed, the damage it has done continues to affect negotiations.”

One example highlighted by McKay was that many school divisions claimed they were offering zeroes because of the mandate. CUPE fought back at the bargaining table in dozens of school divisions and did not accept zeroes at all – CUPE pushed these school divisions to understand that the zeroes were not legislated, and that school support staff deserved better.

CUPE members also had to take strike mandates in order to break this government’s “ghost mandate,” disrupting their work, their lives, and impacting the love for the work they do. Some of CUPE’s K-12 school sector members even went on strike.

“The past few years have shown the real, human impact of a government that interferes with free collective bargaining,” said McKay to the Committee. “Low wages and sub-inflationary wage increases also disproportionately impact women, gender diverse workers, Indigenous workers, and workers of colour who make up a large part of our membership.”

CUPE noted that in addition to repealing The Public Services Sustainability Act, the government should also withdraw its opposition to the Partnership to Defend Public Service’s application to have the Supreme Court consider the constitutionality of the wage freeze legislation.

“We urge this government to make clear to every public sector employer, across all types of work – including health care, school divisions, crown corporations, social services and more, that the provincial government will not interfere with free collective bargaining,” McKay said in her closing remarks.

This year, with inflation near 6%, Manitobans need a government that will come to the table and correct this past injustice against workers to make them whole for the losses they experienced over this period.

“We believe The Public Services Sustainability Act should never have been introduced. We know the impact of this legislation continues today. It must be withdrawn, and this government must be held accountable for the damage it has done to working Manitobans.”

Bill 2 will now proceed to the third reading at the Manitoba Legislature. Once it receives royal assent, it will be passed as law and will repeal the former Bill 28 for good.

Health Care Bargaining Update, April 21, 2022

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CUPE met with the Provincial Health Labour Relations Services (PHLRS) on April 20, 2022 and have confirmed Mr. Arne Peltz as the mediator.

The first dates available to meet with Mr. Peltz to begin the process are May 24-27, 2022.  The next available mediation dates will be in mid-June.  More dates will be booked as they become available.

 

Until mediation begins, CUPE and the PHRLS will continue to meet to finalize negotiation of the letters of understanding and any changes to the pension and benefits articles.  This will include discussions about including anyone not currently in the HEB Manitoba pension and benefits plan, being brought into HEB Manitoba.  Riverview Health Centre will remain with the City of Winnipeg plans.

 

Why are we going to mediation?

Mediation is a common part of the negotiating process.  The Manitoba Nurses’ Union (MNU) was able to finalize their collective agreement through mediation also using Mr. Peltz as the mediator.  We are going to mediation because CUPE and the Employer are very far apart on certain proposals.  The Bargaining Council has heard the membership and are committed to getting the best collective agreement possible.  We believe that with the assistance of Mr. Peltz that we will be able to achieve a collective agreement that leaves no health care worker behind.

 

The outstanding language is about vacation (single days vs. blocks), union representation at meetings, how STATs will be taken, how overtime and pick up shifts will be awarded (seniority vs. equitable), and bumping.

 

Will I still get to vote on the proposed new collective agreement?

Yes.  Any agreement reached through mediation will still be voted on by the members.  Everything that has been agreed-to prior to mediation will not be a part of the mediation process.

 

What happens if we don’t get a collective agreement through mediation?

If we are unable to get a collective agreement through mediation and our continued negotiations, CUPE could officially serve notice to strike.  We must provide seven (7) days notice to go on strike.  If this should happen, we will notify the members when the decision is made to serve notice.

 

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.

Health Care Bargaining Update, March 3, 2022

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CUPE met with the Provincial Health Labour Relations Services (PHLRS) on February 9, 16, 23 and March 2, 2022.  We have bargaining dates on March 16, 23, 30, and April 6, 13, 20, and 27, 2022.  We continue to see positive movement at the bargaining table, thanks to the efforts and support from members.

 

Public Health Restrictions 

The provincial government has stated that health care workers will no longer be required to show proof of vaccination or undergo frequent testing for COVID-19 starting March 1, 2022.  We do not know yet what this will mean for anyone who is on an unpaid leave of absence because or refusing to get tested.

 

Petition

CUPE has launched a petition to the provincial government, calling on them to prioritize bargaining for health care support workers and provide support to front-line staff.  CUPE members and their families and friends have submitted over 4,000 petitions.  That is over 4,000 emails in the inboxes of government.  The petition is to add pressure to the government to prioritize health care support workers.  We have been successful in flooding their emails and ensuring that health care support workers are not forgotten.  You can sign the petition here:  https://cupe.ca/support-manitoba-health-care-support-workers-leave-no-health-worker-behind.

The pressure applied by the petition and the awareness campaign has worked!  We have begun monetary discussions.  Normally monetary discussions do not happen until all the language is negotiated.  We still have language proposals on the table including vacation, overtime, casual seniority, job reclassification, training and education, STAT pay, and rules for part-time employees.  Approximately 60% of the language proposals have been agreed to.

 

Campaign

The health care support staff awareness campaign has begun.  The radio ads and social media ads have started.  TV commercials, billboards, bus shelter ads, and yard signs are coming.  Please share the social media ads and fill out the petition.  It is just a few clicks!

 

Wear Black Wednesdays

Bargaining happens every Wednesday.  We are asking members, who are able, to wear black clothing on Wednesdaysto show support for the Bargaining Council.  Black is the colour of strength!  Black is also one of the colours of mourning.  We are mourning the lack of a contract.  If you cannot wear black clothing, wear wristbands or a black lanyard or something black.  We started “Wear Black Wednesdays” on March 2, 2022.

 

Retroactive Pay

Retroactive pay for the General Wage Increases (GWI) must be negotiated.  Retroactive pay has always been part of health care bargaining and we expect it to be included this time.  The collective agreement states that retroactive pay will be paid by a separate cheque within 120 days of ratification.  If you retire or quit before the collective agreement is ratified, you must ask the Employer to receive any retroactive pay owing to you.  You need to include your current address in this request to ensure you receive the cheque.  This must be done in writing (an email will do) within 90 days of ratification of the new collective agreement.  You can submit this request as soon as you retire or quit as well.  Please copy your union representative when you do submit the request.  If you do not submit the request within 90 days, you will NOT receive the retroactive pay.

 

Some of the former union collective agreements expired in different years.  Anyone that received a general wage increase in 2017, 2018, or 2019 already (even if it was zeros) will have their retroactive pay adjusted so that it matches the GWIs for everyone else.

 

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.

Strike at Rolling River School Division is over

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After ninety-two days on the picket line, custodians and cleaners at the Rolling River School Division are heading back to work.

“These workers have been on the frontline keeping schools safe and clean but were pushed to the picket lines for three months in the coldest weather,” said Gina McKay, President of CUPE Manitoba. “These workers stood for fairness and didn’t back down despite all odds. We are very proud of them.”

On January 4, 2022, CUPE Local 1630 applied to the Manitoba Labour Board and asked them to help settle the dispute either by the Board or through a neutral arbitrator.

On January 31, 2022, the Labour Board issued an order to terminate the strike, reinstate the workers, and settle the provisions of a collective agreement.  The parties can either appoint an arbitrator or the Board will review the Union and employer’s proposals and aid in settling a new collective agreement within the next 90 days.

“We remain dumbfounded as to why this particular school division has refused to offer its custodians and cleaners the same as other school support staff across the province,” said McKay. “These workers deserve nothing less.”

The Rolling River School Division employed replacement workers throughout the strike, leading to substandard cleaning in schools across the region. Students at numerous schools joined the picket lines, calling on the school division to settle a fair agreement.

The picket line was also joined by CUPE National President, Mark Hancock, Canadian Labour Congress President, Bea Bruske, opposition parties, and countless other unions.

“Our members are happy to be getting back to the jobs they love, and the students they care for,” said McKay.

The CUPE 1630 strike began on November 1, 2021, and officially ended on February 1, 2022.

Health Care Bargaining Update, Dec 17, 2021

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CUPE met with the Provincial Health Labour Relations Services (PHLRS) on December 8 & 15, 2021.  We have bargaining dates in January on the 5th, 12th, 19th and 26th.  We have proposed dates in February and March and are waiting on the Employer to confirm.

Status of Bargaining

We were able to agree to more language proposals around Hours of Work and Leaves of Absence.  There are a lot of rumours right now about what is or isn’t happening at bargaining.  Please confirm with your site representative on any rumors you hear.  There has been no offer on wage increases by the Employer yet.  We have not started discussion on any monetary items, including wage increases.

Since we began bargaining the parties have exchanged 73 documents.  Our original proposal package contained over 600 proposals.  That did not include all the Letters of Understanding at the back of each collective agreement.  We have agreed to approximately 30% of the language proposals.  We understand we keep saying it is a slow process, but this is why.  It is not just about getting a wage increase; we have to negotiate every item for your new collective agreement.  The Bargaining Council asks for your continued patience as we fight for each of you.  Our goal is to leave no health care worker behind.

Bill 28 – Public Services Sustainability Act (wage freeze)

The public sector unions, through the Manitoba Federation of Labour (MFL), have filed an application to the Supreme Court of Canada.  We reported that the MFL won the court case against Bill 28 a few months back.  The government appealed that decision, and their appeal was upheld.  This overturned the MFL’s win.  However, because of the community’s pushback against Bill 28 the government, under Premier Stefanson, has repealed Bill 28 for now.  There is concern that they may resurrect it under a new version in the future.  Therefore, the MFL is taking their case to the Supreme Court.  We expect this will be a lengthy process, but the wage freeze legislation being withdrawn should lift a cloud over our negotiations.

Campaign

CUPE health care members should expect to see campaigns popping up across Manitoba in the new year, raising awareness about the important work health care support workers do, as well as calling on the government to support our members.  We will also be launching campaigns building solidarity within the membership, because we will not win if we are divided.

CUPE also continues to advocate for safe workplaces, better staffing levels, and against government cuts to health care.

Wishing you and your loved ones a safe and joyous holiday season and all the best for 2022!  Special thanks to all the health care workers who are working over the holiday season, and all those who have been working hard throughout another difficult year.

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.

If you have any questions or comments, please send an email to healthcare@cupe.ca.

Health Care Bargaining Update, December 2, 2021

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CUPE met with the Provincial Health Labour Relations Services (PHLRS) on October 27, November 3, 10, 17 and December 1, 2021.  Negotiations are ongoing, and we are calling on the PHLRS to leave no healthcare worker behind.

Status of Bargaining

The Bargaining Council has agreed to some language proposals.  Some of these include maternity/parental leave, emergency leave, emergency and disaster planning, whistle blower protection, union security, respectful workplace and non-discrimination/harassment, many definitions, grievance and arbitration rules and many more.

The Bargaining Council is having to fight for every proposal.  It is not like any other bargaining that has come before.  This is why bargaining seems to be taking so long – we are working article by article to make sure no health worker is left behind.

Discussions are ongoing regarding job security, vacation, hours of work, scheduling, overtime, and layoff/recall.  Wage increases are still to be discussed as well as market adjustments.

 

Bill 28 – Public Services Sustainability Act (wage freeze 0, 0, 0.75 and 1%)

The government announced last week that they will be repealing or cancelling this legislation.  CUPE and the other public sector unions had taken the government to court over this wage freeze legislation.  The Unions won but the government appealed that decision.  The appeal judge overturned the decision.  Despite this, the government felt the pressure from unions, including CUPE, and is withdrawing the legislation altogether.  We continue to work with the Manitoba Federation of Labour on legal routes to ensure governments cannot interfere with bargaining.  This is an important victory for CUPE members.  The Bargaining Council had no intention of accepting the mandated wage freeze but having this pressure removed means we can bargain a fair wage increase at the table.

We have bargaining dates scheduled to the end of January 2022.

 

Strike

Negotiations are continuing and we are making progress.  We understand it is slow.  Fighting to maintain the protections and rules in the collective agreement takes time.  After the representation votes members from many different unions came to CUPE.  Their collective agreements have different and unique language that we are trying to maintain such as language for hours of work, shift schedule rules, overtime, and shift premiums, just to name a few.

It is very important that we fight to maintain this collective agreement language, but that will unfortunately take a lot of time.  There were over 123 collective agreements that are merging into one province-wide collective agreement.

While negotiations continue, we will not serve notice to strike.  In August, healthcare support workers took a strike vote to show the employers that we are serious about leaving no healthcare worker behind.  If negotiations break down, we will be ready to strike.  We’re not quite at that point.

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.

If you have any questions or comments, please send an email to healthcare@cupe.ca.

School Support Staff at Lord Selkirk School Division Ratify Collective Agreement

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SELKIRK, MB – Education assistants, custodians, school librarians, secretaries, and other support staff at the Lord Selkirk School Division have voted in favour of a new collective agreement.

“School support staff at Lord Selkirk School Division have been on the frontlines keeping our kids safe throughout the pandemic and have dedicated every moment to supporting the education of our students,” says Karen Sinnock, President of CUPE 1522.

“We are pleased that the Lord Selkirk School Division has offered us a fair deal that is in line with what teachers and support staff represented by CUPE in other school divisions received.”

CUPE 1522 had a strike mandate from members, and organized information pickets to raise awareness across Selkirk about the value of school support staff.

CUPE 1522 and the Lord Selkirk School Division agreed to the same four-year deal that teachers across Manitoba received: 1.6%, 1.4%, 0.5%, and cost-of-living adjustment.

Twenty-three other CUPE locals have already settled this same agreement between school divisions in Manitoba and support staff represented by CUPE.

Custodians and cleaners at Rolling River School Division represented by CUPE 1630 are entering their fourth week on strike and are asking for the same.

“At this point the Rolling River School Division is putting our schools at risk, while stubbornly refusing to offer what everyone else is offering,” said Kevin Jay, President of CUPE 1630.

“Rolling River School Division needs to step up, offer us the same deal, and let us get back to work.”

Rolling River School Division Custodians and Cleaners Set Strike Date

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MINNEDOSA, MB – Custodians and cleaners at the Rolling River School Division have notified the school board that they will begin legal strike action on Monday, November 1, 2021, at 12:00 am. 

 

“We have done everything to try to prevent a strike, but the Rolling River School Division has left us little choice,” said Kevin Jay, President of CUPE 1630, representing the division’s 21 custodians and cleaners. “All we are asking for is the same respect that teachers and other support staff in Manitoba have already received.”

CUPE 1630 are asking for the same four-year deal that teachers across Manitoba received: 1.6%, 1.4%, 0.5%, and cost-of-living adjustment.

Twenty-four CUPE locals have already settled this agreement between school divisions in Manitoba and support staff represented by CUPE.

“What we’re feeling is that custodians and cleaners in Rolling River School Division aren’t worth the same as in Winnipeg and other divisions,” said Jay. “We urge the school board to make the right call and offer us the same deal as everyone else so we can focus on our jobs—keeping schools safe and clean.”

The strike will begin at the Minnedosa Collegiate and the Rolling River School Division Board Office at 154 3rd Avenue SE, Minnedosa, Manitoba.

School support staff in two Manitoba school divisions prepare to strike

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Selkirk, Minnedosa, MB  – Education Assistants, custodians, school librarians, and secretaries at the Lord Selkirk School Division are preparing for job action following the School Board’s refusal to offer a fair contract, says CUPE Local 1522, representing approximately 300 support staff.

Approximately 21 custodians and cleaners at Rolling River School Division represented by CUPE Local 1630 are also in a strike position, with 93% in favour of strike action.

“School support staff at Lord Selkirk School Division have been on the front line keeping our kids safe throughout the pandemic, and have dedicated every moment to supporting the education of our students,” says Karen Sinnock, President of CUPE Local 1522.  “Parents and the community know that these workers are valuable, yet the School Board refuses to acknowledge these staff.”

CUPE 1522 will be organizing information pickets in the coming weeks to raise awareness across Selkirk about the Board’s refusal to recognize school support staff.

CUPE 1522 and CUPE 1630 are asking for the same four-year deal that teachers across Manitoba received: 1.6%, 1.4%, 0.5%, and cost of living adjustment.

Twenty-four CUPE locals have already settled this agreement between school divisions in Manitoba and support staff represented by CUPE.

“Staff at Rolling River feel disrespected, undervalued and feel that they deserve nothing less than many other School Division teachers and support staff across Manitoba have received at the bargaining table”, said Kevin Jay, President of CUPE 1630.

CUPE Local 1522 and CUPE Local 1630 have a strike mandates from their membership and are in the process of preparing for job action.