ATU Local 1722 has reached an agreement, so the rally planned for Saturday, November 26th has been cancelled.
At this time, Local 3523 would like to thank all of our members who had planned to attend the rally in support of our fellow Union who were experiencing labour strife.
Please review the Notices of Motion that will be made at the November 19, 2016 General Meeting. These Notices of Motion will be voted on at the January 14, 2017 General Meeting.
The Union has heard from Clerical staff several times that there is a rumour going around that the extra weeks of work during the last week of August/first week of July are not pensionable.
THIS IS NOT TRUE. All hours worked by employees who are participating in the Municipal Pension Plan are considered pensionable.
The Union is increasingly being asked by Clerical staff how overtime hours should be recorded. The answer is simple – ALL overtime should be reported on your time sheet. Overtime for full time (7 hours/day) Clerical staff begins after 7 hours in one day. If a member is assigned less than 7 hours per day, overtime begins only after having worked 7 hours in one day. Hours between those assigned and a full 7 hours in one day are considered extra hours at straight pay, and cannot be banked. Only hours worked after 7 hours in one day can be banked.
Being paid for overtime hours or banking the hours is the individual’s choice. If anyone chooses to be paid for overtime (at 1.5 times your wage rate), simply enter the overtime hours in the appropriate column on your time sheet. If you choose to bank the hours for use as time off at a future date, write BO (bank overtime) beside the overtime hours entry on your time sheet. If you do not indicate that you wish to bank the overtime, you will be paid out on the next pay period.
Throughout the years, members were working overtime and recording their extra time on sheets kept “in house” and not recorded on their time sheets. This is a violation of our Collective Agreement; overtime is a right that your Union has fought hard for and continues to defend to ensure that members are paid properly for their work. In addition, many members were accepting hour for hour for time worked, when overtime should be 1.5 times regular pay. Please don’t cheat yourself out of what you have rightfully earned!
Administrators are well aware of how their employees should record overtime. A memo from HR was sent out last week to Administrators (as every year) explaining that overtime must be properly recorded on bi-weekly time sheets.
If anyone is instructed not to record overtime hours on their time sheet, please contact the Union immediately.
The PEBT (Public Education Benefits Trust) Board of Trustees has approved
improvements to the Core Long Term Disability (LTD) benefit. Please click
on the link below to read about the improvements.
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.
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.
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
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.