CEA Footwear

Every very spring, CEAs question the requirement to wear shoes with closed
toes.  This is a Best Practice policy created by the Health & Safety
Department.  It was deemed necessary following multiple reports of
injuries to the foot and time away from work by CEAs wearing sandals, flip
flops, and other summer footwear.
Please click Best Practice CEA-01 to read.

Provincial Standardized Benefits Plan

At the March 5, 2016 General Meeting, the membership voted to participate
in the provincial standardized benefits plan.  The plan will become active
in September 2017.
Attached is an information sheet indicating the improvements we will
achieve by joining this standardized plan.
Thank you to all members who came out to the general meeting to deal with
this very important matter.

Extended Health Benefits For Retirees

Several questions about extended health benefits were brought forward at March’s General Meeting.

Once a member retires, school district benefits cease.  Retirees can join an extended health benefits plan offered by the Municipal Pension Plan upon retirement.  Payment for benefits is deducted from the retiree’s monthly pension amount.   Information is available about retirement benefits on the MPP website.

Outstanding Job Evaluation Requests

Several members have made requests to HR to have their jobs evaluated.  They have been provided with forms to fill out and submit to the JE Committee.  Quite a few of the requests have never been forwarded to the committee.  If you have requested an evaluation and have received forms, please complete them and forward to the committee as soon as possible so that your job can be looked at.

Student Supervisor Work on Non-Instructional Days

All Noon Hour Supervisors who are in posted positions (not casual or relief NHS) are eligible to work their hour on non-instructional days (NIDs).

Supervisors should speak to their Principal to indicate either their intent to work the hour, or take the day off without pay.  The Principal will then assign work that is normally done by members of our CUPE bargaining unit.

2015 CUPE Children’s Christmas Photos

Great news!  The photos from the 2015 Children’s Christmas Party have now been uploaded to our CUPE Website.

It was extremely unfortunate that our photographer experienced major technical difficulty in processing the photos.  He struggled for well over 100 hours on his own time to remedy the problem.

At this time, the CUPE 3523 would like to thank Omer Vautour for his commitment and donation of his own personal time in getting these photos out to our members.

Viewing Photos

To view the 2015 Christmas photos, please follow these instructions to access photos on the OLD CUPE site located on the District portal:

  • Go to sd23.bc.ca
  • Click Utility Links in upper left
  • Click My 23 Staff along top
  • You may have to log in using your School District username and password
  • Click Organizations on blue toolbar along top
  • Click CUPE (old)
  • Click on Children’s Christmas Party 2015 on blue toolbar along top
  • Click on Children’s Christmas Party (last line in blue)
  • Type No Thanks, Continue to View (last line in blue)
  • After viewing your child’s photo (by double clicking on the thumbnail photo), you may wish to download.  The download link is located at the upper right corner in blue.

Moving Forward

CUPE is looking into the possibility of having next year’s photos uploaded immediately to a laptop.  The photos can then be emailed directly to parents/grandparents the same day as the party.

Criminal Record Checks

Several CUPE members have recently been requested to have their fingerprints taken at the RCMP detachment as part of the criminal record check process required by SD 23. This has caused considerable anxiety to some members.

Attached are 2 documents that will explain why this process is necessary. We are employed in occupations that bring us into close proximity with vulnerable Canadians – in our case, children in the education system.

Criminal Record Check

Vulnerable Sector Checks

10% Discount to Mark’s

Memorandum 

To: All CUPE BC Locals
From: Trevor Davies, Secretary-Treasurer
Date: January 27, 2016
Re: Discount for CUPE Members at Mark’s Stores 

I am pleased to announce that CUPE BC has been able to once again obtain a 10% discount at Mark’s for all CUPE members in British Columbia. The 10% is available on all work-related apparel and safety products in store. The discount is valid until December 31, 2016. Please note it may not apply to sale items.

Mark’s, through their parent company are signatures to the Accord for Fire and Building Safety in Bangladesh. This is a legally binding agreement between global brands and retailers and trade unions designed to build a safe and healthy Bangladeshi Ready Made Garment (RMG) Industry.

This discount was first introduced in 2012 for CUPE members as part of our Ten Percent Shift Campaign and was very well received. CUPE members across the province spent $80,000 at Mark’s over that year.

The program has been modified slightly from past years. Previously CUPE members were required to bring in a coupon to present at time of purchase. This year, CUPE members will simply have to show a membership card at time of purchase to obtain the 10% discount.

Click Imagewear Voucher Marks for a flyer from Imagewear (Mark’s) which may be used to help share this information with your members.

 

Eligibility For Statutory Holiday Pay (10-Month Employees)

In June 2015, a review of the current BC Employment Standards Act by the SD 23 Finance Dept. determined that regular 10-month employees who worked at least 15 days prior to July 1 (statutory holiday) should be paid for that day.  The formula for calculating eligibility for statutory holiday pay had been put into effect by BC Employment Standards several years ago, without the employer being notified.

The Union negotiated that the formula would be applied from July 1, 2015 forward.  Otherwise, adjustments to Records of Employment (ROE) for previous years would have been required, and members would have had to repay any benefits to EI they had received for that day in the years following the change to eligibility requirements.  Wages for July 1, 2015 were added to this year’s ROE at the normal June 2015 layoff time.  An announcement of the Employment Standards Act regulation was placed on the CUPE website and remained on the site for 2 months.

Below is the language taken from the BC Employment Standards Act.

To be eligible for statutory holiday pay an employee must:

  • Have been employed for 30 calendar days before the statutory holiday and,
  • Have worked or earned wages on 15 of the 30 days immediately before the statutory holiday.

During September, the Union successfully negotiated Labour Day statutory holiday pay for 10-month clerical employees at schools, HRES and Operations, as well as Aboriginal Advocates who worked the full week of August 31 through September 4, 2015.  This negotiation was successful because the Superintendent had announced in June that allocations that included statutory holiday pay had been dispersed to all sites.  In future years, 10-month employees will not be paid for Labour Day unless they have worked at least 15 days in the previous 30 calendar days.

A further negotiations meeting was held in early October, this time with Good Friday and Easter Monday as the topic of discussion.  Because these holidays are often consecutive with the two-week spring break, 10-month employees would not be eligible for stat holiday pay, as they would not have worked the minimum 15 days prior to the holidays (such as this school year).  The Union bargained that the 15-day requirement be shortened to 10 days during years that Good Friday and Easter Monday are consecutive with spring break.  This ensures that all 10-month employees will be paid for the holidays.  This negotiation was successful due to the Union’s continued opposition to week two of spring break, and its negative impact on 10-month employees.

Impact of BC Labour Standards Act For 10-Month Employees

The Union was challenged with negotiating the best possible result for the majority of the bargaining unit.  This resulted in over 400 members benefiting or experiencing no loss of pay.  35-40 members are negatively impacted.

  • Well over 400 ten-month employees will now receive wages for the July 1 statutory holiday from July 1, 2015 forward.
  • Aboriginal Advocates will receive wages for July 1, but not Labour Day.
  • 10-month clerical staff will not be paid for Labour Day in future years unless they work at least 15 of 30 calendar days prior to the holiday.
  • Article 26 (c ) of the Collective Agreement will continue to apply to temporary employees.