Health & Safety

Call to all interested CUPE members…..
Sites are now looking for CUPE 411 employees to sit as representatives on their respective Joint Occupational Health and Safety (JOHS) committees.
As per our collective agreement each JOHS committee has room for a minimum of two (2) members to actively participate on the committees and for those interested we would encourage you to express your interest via email to your manager or administrator.  Please “cc” me in on your request vicepresident@cupe411.ca, then I will be made aware if there is interest in excess of two (2) members in which case this can be addressed promptly as to who will be eligible to sit on the committee since this decision is made by the Union and not the Employer.
As the unions health and safety rep I am happy to answer any questions or address any concerns that you might have pertaining to your sites JOHS committees or OH&S in general.

In Solidarity,

Tracey O’Hara (cell: 604-819-2881)
1st Vice-President
Health & Safety Rep.
JEIS/LTD Rep. (last name A-K)
CUPE Local 411
#114-8472 Harvard Pl | Chilliwack, BC | V2P 7Z5
604.392.1411 (office) |411.cupe.ca
“An incident is just the tip of the iceberg, a sign of a much larger problem below the surface.”

Joint Occupational Health & Safety Committees

 

Not Working?

We are trying to track how many of our casual members are not working on any given day to compare to our data on members who are not replaced at work.  If you are a casual employee in any division and you have not been consistently called out, please let us know.

Please submit a separate report for each day you are not called out to work. Thank you!

STAY CONNECTED

We are constantly updating our CUPE 411 Membership Database.  Be sure to let us know if you move, change your phone number or change your position or site at work!  Be sure to give us your personal email address so we can keep you up-to-date on the news and information coming out of CUPE 411!

Remembrance Day 2015

CUPE Remembrance Day

CUPE 411 annually honours our veterans at Remembrance Day ceremonies across Chilliwack.  Much appreciation to Rod Isaac, Maddona McCulloch and Brenda Moores for laying wreaths on behalf our membership at the Downtown and Sardis Cenotaphs as well as the one at Sto:Lo.

CUPE 411 Dinner & Dance

CUPE Xmas Dance 2015

 

Jeremy Bonney (Custodian) & Brenda Moores (EA Special Needs) sporting their best 80’s garb at the CUPE Winter Social & Dance on November 14th, 2015.  A great time was had by all and a special thanks goes out to the students at SSS for an amazing meal!

CUPE National Convention 2015

This November CUPE 411 sent 4 delgates to our National Convention in Vancouver, BC.  Several important resolutions and constitutional ammendments were debated on the convention floor.  We also elected a new National President, our own CUPE BC President – Mark Hancock.  It was an exciting and informative experience and our delegates are grateful for the opportunity to attend.

CUPE National Convention 2015

Not Being Replaced at Work?

We are trying to track how many of our members are not being replaced when they are absent from work.  If you have been absent for any reason, but haven’t been replaced  please let us know.

Please submit a separate report for each day you are absent without a replacement. Thank you!

At some sites, one staff member reports absences which are not replaced for all CUPE staff members on a monthly basis. Members who choose to do this may submit a CUPE 411 NOT REPLACED AT WORK SPREADSHEET FOR SITES.  Please email your completed form to unionoffice@cupe411.ca. Thank you!

 

 

Ratification Vote Results

September 13 Ratification Vote

To all CUPE Local 411 members:

Thank you to the 295 members who showed up and cast your vote on the provincial and local agreements. As a result of the votes cast Local 411 has now voted to accept both the Local Memorandum and the Provincial Framework Agreement.

In Solidarity, and on behalf of the bargaining committee,

Rod Isaac

Please continue to picket as members will be eligible to collect strike pay until all parties including our local board of trustees, BCPSEA, and our CUPE local have ratified. We will let you know when that has happened.

Employee Support Grant FAQ

FAQ VERSION 2.0
ESG = Employee support grant
ESO = Essential services order

This information has been provided to us from the BCPSEA

When is the ESG to be paid to employees?
The initial payment is due within thirty (30) days of ratification of a collective agreement. No payments are to be made until there is a ratified collective agreement. Ratification is required by the local union, the local board of education, and BCPSEA. BCPSEA will commit to ratification within 48-72 hours provided there is an approved costing of the collective agreement for any monetary matters outside of the Framework Agreement.

Do we need to wait until November 30 or until all collective agreements have ratified?
School districts may proceed with payment of the ESG as soon as full ratification of their collective agreement has taken place.

Are only full strike/lockout days covered by the ESG?
No. All scheduled hours that the employee would have worked and for which the employee has not otherwise been paid are covered. However, please see the question below for further clarification on where/when to draw funds.

Is the time covered by the ESG considered pensionable by the Municipal Pension Plan?
Yes.

A picket was established after support staff had commenced their shift. Do they receive the ESG grant if they stop working because of the picket?
While we do not agree that employees have the right to “down tools” to respect a picket line, if their shift has already commenced, on a without prejudice basis BCPSEA, advises the following:
Scenario one: Support staff commence work in the morning and a picket is erected a short time afterwards (e.g., 30 minutes after the start of shift). Support staff stop working, leave to respect a picket line, and do not return to work for the rest of their shift.

The employee will receive no pay for that day (including the example of 30 minutes worked) through the regular payroll run. Instead, the employee will receive pay for the full scheduled shift from the ESG (once the local agreement is ratified).
On a case by case basis there will be consideration for an employee who works a significant portion of their shift prior to pickets being erected.
Scenario two: Support staff commence their shift and a picket is erected at recess and/or lunch. Support staff stop working and leave to respect a picket line. They return to work as scheduled for the time between recess and lunch as well as after lunch.
The employee will receive pay for the full shift through regular payroll. Therefore there will be no payment received from the ESG.
Note: Essential Service Orders may determine that some employees’ work is deemed essential over recess or lunch (where normally scheduled), in which case they also are paid as per normal payroll

Do ROEs have to be re-done?
Response pending from Service Canada.
Do the ESG payments affect Employment Insurance eligibility?
Response pending from Service Canada.