Member Update for November 2, 2020

Good Evening Members,

And so it begins….yesterday we were all made aware that ten schools in our District had a case, or cases, of COVID-19 within each of their respective school families.  Given this latest update we do not want members to panic but we do realize today was undoubtedly stressful for many of you and first and foremost we want all our members to know that your Union is here to provide as much guidance and support as possible.

While the Union continues to receive reports about the lack of protocols being followed (i.e. students visibly presenting symptoms still remaining on site) this is all the more reason that members should be wearing their PPE at all times, not allowing any breaches in their six foot bubbles and perhaps even increasing their hand washing regime.  If members have concerns about protocols not being adhered to then we would encourage you to share those concerns in an email to either your immediate supervisor (i.e. Principal, V.P., or Manager), or if you feel more comfortable approaching your sites Union Health & Safety Rep, that is also an option.

One of the Union’s priorities right now is ensuring that members are protected in the workplace against contracting COVID-19 and if there is an exposure in the workplace that members will not be required to self-isolate because they were adhering to the strict health and safety protocols.    Members are also reminded that you are well within your right to complete the WorkSafe BC 6A form should you feel as though you may have been exposed at your worksite to bodily fluids (i.e. vomit, respiratory droplets, etc.) while performing your work related duties.  By doing this should the worst case scenario arise where there is an exposure in your workplace, and you test positive for COVID-19, there should be no delay in processing your WorkSafe BC claim when you file a Form 6; and the Union does want to know if such a claim is denied.

Another issue that the Union wants to bring clarity to is topics of discussion at the sites Joint Occupational Health and Safety (JOHS) Committee meetings.  After consulting with WorkSafe BC, it has been made clear to the Union that the Employer, or their representative(s), are not permitted to dictate what constitutes a health and safety concern and whether or not it is worthy of discussion at that table.  For example, if a member has raised a concern about excessive workload with their immediate supervisor and it is not addressed to the members satisfaction, then the member has every right to ask that this be added to the JOHS committee meeting Agenda.  It is always preferable that Agenda items are added prior to meetings as this often allows time for information to be gathered so that a fulsome discussion is able to take place at the meeting, however sometimes advance notice is not an option, and just like any other meeting that takes place in this District, Agenda items are always able to be added at the start of the meeting prior to approving the Agenda.  CUPE support staff “burn out”, due to excessive workload as a result of inappropriate staffing levels is a bona fide health and/or safety issue for our members and if members concerns such as this are being denied discussion at the JOHS committee table then the Union wants to hear about this ASAP so we can then have it addressed via the appropriate channels.

Lastly, the Union has been receiving reports that there are practicum students performing bargaining unit work (i.e. duties and responsibilities that our members are required/expected to perform at the worksite), without being mentored by a CUPE member.  The Union is very disappointed to hear that the practice of using practicum students to augment staffing is going on at some of our sites and not only is this a direct violation of the Collective Agreement it is also undermining the Union’s efforts to have more qualified staff in schools supporting students.  We know this is not happening at all locations and we are grateful to those in supervisory roles that respect the work the support staff do in the school system as well as ensuring that the integrity of the practicum program is maintained by insisting those students are always paired with a CUPE member.  Therefore, in an effort to ensure that practicum students are in fact getting the training they need to perform all aspects of the job upon graduation, as well as ensuring our students are receiving the care and support that their parents/guardians are expecting they should be receiving while at school, we are asking members to reach out to an Elected Union Representative should they witness practicum students working without a CUPE member alongside of them.

In Solidarity,

CUPE 411 Executive

UPDATE – Human Rights Complaint

Good Afternoon Members,

Please see the joint statement below regarding the Human Rights Complaint that Local 411 filed against the Chilliwack School Board.

“Both the Chilliwack Board of Education, School District #33 (the “Board”) and CUPE Local 411 (the Union) believe that schools and workplaces must be safe and welcoming for all, students and staff alike, regardless of sexual orientation, gender identity, race, religion or background. The Board and the Union do not condone any conduct that is racist, sexist, transphobic or homophobic, or that discriminates on any other human right ground.

The Board has taken on initiatives to improve the safe learning and working environment for LGBTQ individuals, including painting a rainbow crosswalk in the School District #33 parking lot, censuring discriminatory commentary from a trustee, and committing to provide education workshops for trustees on gender identity, sexual orientation, human rights and anti-discrimination. The Union recognizes these initiatives by the Board and is committed to working with the Board going forward to ensure everyone feels included and respected in a safe learning and working environment while being fully and completely themselves.

The Board and the Union are pleased that, following good faith discussions between them, they have come to a mutually satisfactory resolution of a human rights complaint against the Board by the Union, arising from one trustee’s personal comments, and that that complaint against the Board will not be proceeding further.”

This concludes the Union’s complaint against the Chilliwack School Board, however our complaint against Trustee Neufeld has not yet been resolved and thus will be proceeding as per our legal council.

In Solidarity,

CUPE 411 Executive