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The general objective of this agreement is to establish an orderly collective bargaining relationship between the employer and the workers represented by the union, to ensure the peaceful settlement of disputes and to establish agreements on rates of pay and other working conditions. Employers often see this as an opportunity to remove hard-earned working conditions, benefits and previous collective agreements after a merger. This means that after the vote it is essential that we focus on negotiating a strong new agreement. CUPE has a proven track record of negotiating the “best of” each group of employees and the collective agreement in the new collective agreement, as well as harmonizing wages at the highest rates. With the merger under the Public Sector Labour Relations Transition Act (PSLRA), you will receive the seniority provisions, dismissal, dismissal and bungling, job posting and grievance provisions from the successful union. Then the rest of the collective agreement has to be negotiated and with CUPE, that means CUPE`s central agreement is negotiated with the Ontario Hospital Association (OHA). Without a doubt, CUPE is the union best positioned to represent office workers in the health sector, providing the essential strength and protection in the event of a merger and cuts to provincial funding. The only way to ensure that wages are raised, not lowered, is for CUPE to represent all postal workers after the vote. Collective agreements may include provisions on wages, benefits, leave and vacation, hours of work, protection against discrimination and harassment, overtime bonuses, employment protection, dismissals and the right to union representation. If you have questions about your rights at work, the best person to talk to is your steward or local leader. You will know the specific details of your agreement. Our current collective agreements expire on October 31, 2020 and the health sector has begun negotiations.
Please review your collective agreement and inquire about news regarding the bargaining process. For CUPE, this means ensuring that the former group of non-unionized offices is represented at the bargaining table because they know their working conditions and performance. We want to make sure that we “harmonize” in all areas down to the best language. No one should have to lose the rights and benefits gained through decades of employment and negotiations. All CUPE members work under the protection of a contract called a collective agreement. Your local negotiates the terms of the agreement. Elected local union leaders also work with the employer to resolve issues in the workplace. Without a union, there is absolutely no protection, and if the hospital is looking for “efficiency gains,” it can easily reduce the employment rate of office workers or even fire those who deserve the highest rate. For employees who feel that the hospital would not do such a thing to them, you also need to understand that changes in management and oversight are also happening and that the people you are protecting now may not be there in the future. Negotiating the collective agreement on local issues with CUPE means negotiating to harmonize local issues at the highest level. Things like social benefits, vacations, shift bonuses and wages all need to be “harmonized.” A collective agreement is a negotiated contract between union members and their employer.
CUPE 8920 members vote on whether or not to accept collective agreements that set wages and working conditions. If you would like a hard copy of your collective agreement, please speak to your steward. If you don`t know who your steward is or how to get to your home, contact your local CUPE office. By harmonizing wages, CUPE is identifying similar job classifications in all hospitals. Once this is done, CUPE takes the highest rate of pay for these similar jobs and negotiates that rate for that job in all locations. If the employer does not accept the new tariff, CUPE will submit it to arbitration. . Represents operations engineers working in the central heating system in plant planning and management. Represents administrative and technical support staff. Represents special gendarmes, dispatchers and security personnel in the Department of University Security. This is a great protection with the threat of cuts in health care funding.
The objective of this agreement is to maintain a harmonious and mutually beneficial relationship between the employer and the workers represented by the union and to establish the terms and conditions of employment in terms of remuneration, working hours, benefits and working conditions and to establish a method for settling disputes between the parties. Represents maintenance personnel in facility management and planning. There is no red wage circle in the PSLRA process. Then, the local agreement is negotiated with the aim of ensuring that the “best” wages, benefits and working conditions of all previous groups of workers are included in the new local agreement. CUPE has never lost arbitration to bring all wage rates to the highest level after a PSLRA vote. Wage increases, sometimes called “red circles,” do not hold back those earning the highest rate until the lower rates are offset. New awards and collective agreements will be published as soon as they are published: CUPE has never lost arbitration to bring all wage rates down to the highest level after a PSLRA vote. . With CUPE`s resources and expertise, you`ll have Canada`s largest union by your side to get the best new contract for you. .
