Mobilization Campaign Slogan Contest

creynolds Collective Bargaining

The CUPE NL Division is sponsoring a contest to create our campaign slogan for the next round of bargaining.

The winning local will receive two iPads!

One for the member who created the winning slogan. And one for the Local to use as they see fit.

All CUPE NL locals are invited to participate. Even if they’re not part of the master bargaining sector.

With the assistance of our staff communications rep, the Division Executive will choose the winning slogan.

The winning local will be announced at our upcoming Strike School.*

Send your entries to Sherry Hillier at sherryh@cupe.ca.

All entries shall be submitted by Friday, May 24, 2019.

*For details about the Strike School, please contact your Local Executive. 

Four issues to discuss with your local candidates

creynolds Election

 

What’s at Stake? Election 2019

May 16 is Election Day!

The NDP offers a better choice for the people of our province. It is a choice that puts people first. Priorities in the NDP platform include fixing healthcare staffing shortages, increasing the minimum wage to $15, closing the gender wage gap, making post-secondary education affordable, creating a regional public transit system, and democratic reform.

The platform promises to work for the people of the province by making everyday life more affordable and improving health care and seniors care. Read the NDP platform at www.nl.ndp.ca/platform.

Support your local NDP candidate by volunteering. For more information visit their website at nl.ndp.ca.

Four issues to discuss with candidates

Training and Recruitment of LPNS and PCAs

Both the Eastern and Western Health Regions are facing a shortage of qualified licensed practical nurses and personal care attendants. Because of these shortages, hospital and long-term care administrators have placed restrictions on workers’ annual leave, sick leave and other time off requirements. This situation has created unhealthy workplaces, where LPNS and PCAs are overworked and stressed. Workers are concerned about meeting the needs of patients in a timely fashion.

The province desperately needs more LPNS and PCAs. Unions are in discussions with employers about the creation of additional courses to train new LPNs and PCAs, and about improving recruitment efforts.

Ask the candidates in your district about solutions to address recruitment and training of LPNs and PCAs.

$15 and Fairness

More than a third of workers earning less than $15 per hour are women aged 25 to 64. And 80% of them are not students. It’s time for bold action. A $15 minimum wage is a concrete way to help reduce growing inequality, the rise of precarious work, and help move families and individuals out of poverty.

The public has been told that higher minimum wages kill jobs, but in fact there’s growing evidence that increasing the minimum wage helps create good jobs. Also, increases in the minimum wage put more money in the pockets of working people, that will be spent in the local economy.

Ask the candidates in your district to support a $15 minimum wage.

P3 deals and the right to know how our money is spent

Public-private partnerships waste scarce public dollars and turn over ownership and control of our health facilities to private for-profit companies. The Ball Government is now using seven P3 deals to build our public infrastructure, while providing sweet deals to consultants, corporate executives and private investors. We need to stop the drain on our finances.

There should be no secrets when public money is spent on public infrastructure and services. We have the right to know.

Ask the candidates in your district to stop the use of wasteful and secretive P3 deals.

Diversity in representation

The Newfoundland and Labrador government should implement policies and legislation to make appointments to agencies, boards and commissions more inclusive.

Selection and hiring practices should remove barriers and support under-represented populations, such as Indigenous peoples, women, persons with disabilities, LGBTQ2+ and racialized groups.

Ask the candidates in your district what measures they support to make the province’s agencies, boards and commissions more inclusive.

 

To All Newfoundlanders and Labradorians:

I believe Dwight Ball’s Liberal government is not listening to Newfoundlanders and Labradorians.

Time and again, the choices made by the Ball government have been out of touch with the needs of workers, their families and our communities.

The Ball government deserves to be defeated.

On Thursday, May 16 you have the opportunity to vote for progressive NDP candidates who will stand up for working people and their families.

Let’s stop flipping between red and blue, expecting different results.

Let’s elect a new government that works for all of us!

Sherry Hillier
President, CUPE Newfoundland Labrador

Follow CUPE Newfoundland Labrador for updates

Website: nl.cupe.ca
Facebook: facebook.com/ CUPENLFD
Twitter: twitter.com/cupenl

Get a copy of this flyer

 

 

 

 

P3 deals and the right to know how our money is spent – public town hall May 6

creynolds News Release

A public town hall meeting will be held on Monday, May 6, from 7 to 9 p.m. to be held at the Greenwood Inn & Suites in Corner Brook. The topic of discussion will be the Ball Government’s controversial use of public-private partnerships (P3s) to build public infrastructure. Special guest speakers will include Angella MacEwen, CUPE national economist.

P3s are a type of privatization in which the private sector forms a consortium that will design, build, finance, operate and maintain each facility. Eventually, what we call the “P3 effect” will kick in and hospital administrators will be forced to make cuts. But the only parts of the budget that are not tied up in contracts for 30 years are the number of beds and staff.

Why are private companies financing these projects? Why hand over maintenance and operation to private interests? What are the interest rates we are borrowing at? What are taxpayers really on the hook for?

“There is a lack of access to information, hiding the true costs of these deals,” says CUPE NL President Sherry Hillier. “Newfoundlanders and Labradoreans should demand new disclosure requirements and reporting standards for P3 contracts.”

The presentation will be followed by a question and answer period.

Town of Placentia municipal workers vote 100% in favour of strike action

creynolds News Release

On April 17, the members of CUPE 1761, municipal workers employed by the Town of Placentia, voted 100 per cent in favour of a strike. Fourteen of the fifteen members were in attendance.

“Now that the membership has voted in favour of going on strike the workers could go out at any time, if necessary, or be locked out by their employer,” says CUPE National Representative Ed White.

“After we reviewed the employer’s latest offer, the members were understandably disappointed,” says CUPE 1761 President Gerry Quilty. “The members are frustrated with what they see as unnecessary delays by the employer.”

“In this round of bargaining, the Town hired outside consultants, who are not from Placentia, and requested a conciliator be appointed to the negotiations,” says White. “Using consultants to do their bargaining has been a waste of time and money.”

Historically, bargaining of a new contract between the municipal workers and their employer took place directly with town officials and the union’s bargaining committee. In 2012 and again in 2015, the two sides exchanged four proposals and completed negotiations in 19 weeks or less.

Eleven proposals have been exchanged and 46 weeks have passed, so far, since negotiations began in May 2018.

CUPE NL President Sherry Hillier also attended the membership meeting on Wednesday. “Local 1761 has the full support of CUPE Newfoundland Labrador’s 6,300 members. These workers deliver quality public services and deserve a fairly negotiated collective agreement. We’ll be there to stand side-by-side with our members.”

CUPE 1761 represents 15 municipal workers employed as clerical staff, arena attendants, maintenance/water treatment operators, labourers and municipal enforcement officers.

Budget passes on responsibilities and debt to future generations in Newfoundland and Labrador

creynolds News Release

The Ball government’s 2019 budget does not address many of the problems Newfoundlanders and Labradorians are facing right now,” says Sherry Hillier, president of CUPE Newfoundland Labrador. “Instead, it passes the responsibility of providing public services and debt to future generations.”

“It does not even keep up with inflation when it comes to funding health care,” says Hillier. “I’m very disappointed that it does not address the needs of health care workers, who are exhausted and working short-staffed. As well, our aging population is growing and this budget does not address their needs.”

CUPE NL is alarmed at the dangerous road the province is taking by building privately-contracted health care facilities. “We agree that we need to replace worn out facilities and we need more long-term care beds, but not in the expensive and wasteful way that the Ball government has taken by using public-private partnership deals,” says Hillier.

“Publicly-owned and operated is the way we have always built our infrastructure before this government. It works best and costs less. Dwight Ball is locking us into 30-year contracts that will have our children paying for expensive private contracts for years to come,” states Hillier.

“P3 projects have a track record of going well over budget and delivering less than what was promised. Because they wind up costing more
than publicly-built facilities, they usually result in cuts to jobs and services,” says Hillier.

“This budget also failed to address issues staff are facing in group homes and transition houses. Workers are overworked and exhausted,” says Hillier. “There is some welcome new money for Iris Kirby House, but nothing for the rest of the sector.

Know your rights

creynolds Fact Sheet, Health and Safety

All Canadian workers have these four rights to health and safety in the workplace.

The Right to Know

Workers have the right to know what health and safety hazards are related to their work. It is an employer’s legal obligation to tell workers of any hazards they may encounter, the likelihood of being exposed, and the severity of harm if they are exposed. Additionally, employers must ensure that workers know how to keep themselves safe when they deal with hazards that cannot be avoided.

The Right to Participate

Workers have the right to participate in decision-making that impacts their health and safety. This is done by workers selecting a union health and safety representative to discuss health and safety issues with the employer, or by having worker committee members on the Health and Safety Committee. The right to participate also means that workers must report hazards they become aware of to their supervisor, health and safety representative or committee member.

The Right to Refuse

Workers have the right to refuse to perform work that they believe is unsafe either for themselves or for their co-workers. While procedures and circumstances around the right to refuse may be different between provinces and jurisdictions, just about all workers have the legal right to say no to dangerous work.

The Right to No Reprisal

All jurisdictions have language in their laws that makes it illegal for employers to punish workers when they are following the occupational health and safety laws in good faith. This includes reporting hazards, participating on a committee, and exercising the right to refuse dangerous work. This is an important right because a worker who fears punishment for protecting their health and safety will be less likely to participate in the employer’s system.

Download a copy of the four rights poster.

Read the guide to refusing unsafe work.

For more information, please visit cupe.ca/health-and-safety.

CUPE declares impasse in talks with Town of Placentia

creynolds Newsletter

Negotiations between the Town of Placentia and municipal employees represented by CUPE Local 1761 have reached an impasse. The local has been attempting to reach a negotiated settlement with the help of a conciliation officer from the provincial department of labour. Talks broke off Wednesday, March 20, 2019.

CUPE National Representative Derrick Barrett says, “We have been trying to bargain a fair collective agreement with the employer since May 2018. Yesterday [March 20] talks broke off and we have asked the conciliation officer to file his report with the Minister.”

The local membership is extremely frustrated with what it sees as unnecessary delays in the bargaining process.

Historically, bargaining took place directly with town officials and the local’s bargaining committee. However, this time around the Town is using an outside consulting firm, which has resulted in unnecessary delays and additional costs to the residents of Placentia.

Barrett says, “We will be meeting with our membership early next week to bring them up to date. From there, the members will decide what their next course of action will be.”

CUPE 1761 represents 15 workers employed as clerical staff, arena attendants, maintenance/water treatment operators, labourers and municipal enforcement officers.

JES Classification Appeal

creynolds Article, News Release

The following notice is to update CUPE members about the JES classification appeal. If you have any questions, please your Local and CUPE staff representative.


Our records indicate that you wish to appeal the decision of Classification and Organizational Design Division with respect to the Review of your position. Please ensure you read all of the email below as the process has now been determined and it may affect your appeal or parts thereof.

Enclosed please find:

  1. 1)  a copy of your appeal file with all pertinent information prepared as a result of the classification review for your review and comment within 14 days of receiving this file;
  2. 2)  a copy of the new Classification Appeal Form; and
  3. 3)  a summary of the Classification Appeal Process.

The complete JES Classification Appeal process can be viewed in your collective agreement and additional information can be found at www.psc.gov.nl.ca/psc/commission

The appeal process is restricted to those Factors identified as being challenged and sufficient reasoning (rationale) provided. The appeal of specific factor(s) shall not be accepted based job content information which differs from that reviewed by Classification & Organizational Design Division. It is very important to be specific with the rationale for each Factor you are appealing using job content information from your PDQ.

For example:

Compensable Factor

Current

Degree Rating

Rationale

Example:

Development & Leadership

1

The degree should be 2 because I provide on the job training to summer students and work term students. On page 26 of my PDQ, under Development and Leadership, Question 2, I stated that I provided on the job training to university students on work terms. The application guidelines for Development and leadership states that for degree 2, the reference to student employees includes co-op students. University work term students are co-op students.

NOTE: Remember to provide a full and complete answer as the Classification Appeal Adjudicator may render a decision based on the information provided.

If you did not identify the factor(s) being challenged and provide sufficient reasoning, please complete PART 3 of the enclosed Form and submit same to classificationappeals@gov.nl.ca within 14 days of receiving this communication.

If you are satisfied that you have specifically identified the factor(s) being challenged and given the rationale for each factor, no further action is required as it will be assumed you are satisfied that you have met the requirements for appeal if Part 3 of the new form is not received within 14 days.

Some Highlights of the JES Appeal Process include the following:

  1. 1)  The request for appeal must identify which factor(s) is/are being challenged and the associated rationale for each factor(s). The appeal process is restricted to those factors identified as being challenged and sufficient reasoning provided.
  2. 2)  The Classification Appeal Adjudicator shall only consider information that was reviewed by Classification & Organizational Design Division. If the job content is different from that reviewed by Classification & Organizational Design Division, the employee or group of employees shall first approach Classification and Organizational Design Division seeking further review on the basis of the new circumstances involved.The job content information reviewed by Classification & Organizational Design Division is that found in the PDQ.
  3. 3)  The Classification Appeal Adjudicator may render decision on the written documentation provided or may hold hearings if deemed necessary.

Download a printable copy of this notice here.

Newsletter – March 2019

creynolds Newsletter

Download a printable copy to share with your local and members: CUPE NL Newsletter March 2019 (PDF).

Download a text-only version of the newsletter (Word): click here.

Put copies on your bulletin boards!



Download a printable copy to share with your local and members: CUPE NL Newsletter March 2019 (PDF).

Download a text-only version of the newsletter (Word): click here.