Resources, Forms and Links


Please click on the following documents to open.

CUPE Collective Agreement – 2014-2019
Employee Support Grant
Provincial Framework Agreement
2018 Support Staff Seniority List
Under Duress Final Report Dec 14
Shared Services update Nov-2014

CUPE Expense and Mileage Claim Forms

Mileage Claim
Expense Claim

In-Service and Pro-D Information for questions or to submit application forms.

In-Service and Pro-D Reimbursement Forms

Pre-approval application Revised 2018

In-Service and Pro-D Funding – Information for Employees Revised 2018

Please note:  Leave of Absence must be submitted and approved through Employee Connect.

Purchase CUPE Local 3523 items

Cavan Advertising Ltd. is 100% Canadian owned and operated by Unifor Local 591-G.  We have provided our CUPE 3523 logo to Cavan so you can order any item you would like.  Please visit the website at
If you would like to place an order, please email

Employee and Family Assistance Program
Members of CUPE Local 3523 have the confidential and voluntary support service from Shepell.fgi to help with difficulties they may be challenged with.  From managing relationships and family, finding child and elder care resources, to legal advice and personal work-life balance,help is a phone call away (1 800 387 4765).  This service is provided free of charge to School District 23 employees.  To visit the website click

Joint Early Intervention Services (JEIS)
As part of our Collective Agreement and the PEBT (Public Education Benefits Trust) program, CUPE 3523 members are part of a process called the JEIS (Joint Early Intervention Services).
The objective of this service is to try to provide our members with any help that may be required to get through an illness, injury or situation resulting in them being off work for more than six days.  The goal is to help those who can, go back to work when they are ready, and to assist those who may be going on to Long Term Disability (LTD).  Those going on to LTD will find that this process will help them get the required paperwork, etc. ready ahead of time.  Members will also be provided with any assistance they may need for treatment between the waiting period and actual acceptance into the program.
Once an employee has been off on sick leave for more than six (6) consecutive days, their names are forwarded to Desjardin’s Financial Security (carrier) and also to CUPE 3523 President.  Someone from Desjardin’s (currently Sue Bulloch) will contact the employee to discuss their situation and help them with required paperwork.  If you have any questions about this process, please feel free to contact CUPE.
Our goal as a Union is to try to help our members return to work as soon as they are capable, with any assistance we can possibly give them through JEIS.

Job Evaluation
Any employee who feels their job has changed may request a job evaluation.  Email Kyle Cormier, Assistant Director of Human Resources to request JE forms.   Please refer to the document titled Job_Evaluation_Plan, which outlines the 9 categories used to rate support staff duties.

Benefits and pensions:

The following Provincial Benefits Package was voted on and approved at the General Membership Meeting in 2016.  The attached spreadsheet compares the current benefits plan with the upcoming benefits plan which will come into effect September 2017. Blue Cross will remain as the carrier.
PEBT Benefits for 2017
Blue Cross Improvements for Sept. 2017

Please read the following information from the PEBT website on long term benefits:

Payment of Core LTD Benefits will cease on the earliest of:

1. The date on which the Member ceases to be Disabled;

2. The date on which the Member engages in any gainful occupation other than gainful occupation approved by the Administrator for the purpose of rehabilitation;

3. The date set by the Administrator on which the Member was required to provide satisfactory Proof of Disability or to undergo a medical examination requested by the Administrator, but neglected or refused to do so;

4. The date on which the Member is outside Canada for any period exceeding:

i. two (2) weeks during the Elimination Period and the following twenty-four (24) months of a period of Disability; or

ii. two (2) months thereafter; unless written approval is given by the Administrator in advance;

5. The date of expiration of the Maximum Benefit Period;

6. The date on which the Member refuses to participate in a Disability Management Program or a Rehabilitation Employment Program considered appropriate by the Administrator;

7. The date the Member dies;

8. The date the Member retires;

9. The date the Member commences to receive retirement benefits from the Municipal Pension Plan or from any other registered pension plan arising out of employment with an Employer;

10. The date the Member fails to comply with the provisions of Section (3)(I) in respect of a Third Party Claim or breaches any term of a Reimbursement Agreement entered into by the Member and the Board of Trustees pursuant thereto; and

11. The date the Member refuses to accept or follow in good faith the requirements of available Continuing Medical Care.

12. The date the Member is no longer lawfully entitled to be in Canada for the purpose of employment for any reason including the expiration of any permit or visa or an outstanding deportation order.


A Member, who is not receiving Core LTD Benefits under the Core LTD Program, shall cease to be entitled to coverage for Core LTD Benefits under the Core LTD Program on the earliest of the following dates:

1. One hundred twenty days prior to the last day of the month during which the Member attains the age of sixty-five (65) years;

2. The date the Member no longer meets the definition of Member;

3. The thirty-second (32nd) day of an unpaid leave of absence;

4. The date the Member temporarily occupies a position that is not eligible for coverage in accordance with the definition of Member in Section 1(A)

5. The date of the Member’s termination of service; and

6. One hundred twenty days prior to the last day of the month during which the Member attains thirty-five (35) years of pensionable service and a minimum age of fifty-five (55) pursuant to the terms of the Municipal Pension Plan or other school district pension arrangement.


The Core LTD Program may be wound-up in accordance with the Trust Agreement.


The normal Waiting Period will be waived for the following Members:

1. A newly appointed member with prior LTD coverage in a different employee group in the same School District.

2. A Member whose decreased hours of work as a regular employee within the preceding six (6) months have made him ineligible for coverage.

3. A Member appointed to the bargaining unit by the Labour Relations Board who had prior LTD coverage in a different employee group within the School District.

4. A laid off Member who is recalled or rehired by the School District within six (6) calendar months of the date of lay off.

Below are links to CUPE BC, CUPE National, and CLC.  If you are interested in Union Education, please click on the links and Union Education.