Membership Meeting - 2nd Tuesday of each Month
7:30 pm - Italian Club - 2148 Connaught Street
Local 21 - February Newsletter 2006 - 2nd Edition
E-mail: cupe.local21@sasktel.net
Fax: (306) 352-5848 Phone: (306) 352-8282
Table Officers
President
Don Cameron
Vice President
Wade Zalopski
Recording Secretary
& Newsletter Editor
John Gangl
Secretary-Treasurer
David Jijian
2nd Vice President
Grievance Chair
Engineering & Works
Vacant
2nd Vice President
Grievance Chair
Community/Corporate Services
Bill Kyle
Sergeant-at-Arms
Dave Quinlan
Trustees
Ken Kabatoff
Dennis Kreklewich
Russell Eirich
CUPE National Representative
Temp. Vacant
Presidents Message
During the February membership meeting Brother Malcolm Matheson announced he would be changing assignments. He is leaving Local 21 to take on another portfolio within CUPE.
It's never easy saying goodbye to a brother, and this time, particularly, it is difficult for me because I observed Brother Malcolm give to this executive and to this membership something that is more valuable, more precious than anything; his time. His time spent away from his wife, his time spent away from his children. HIS time.
As a new president facing challenges, challenges far to numerous to mention, Brother Malcolm was always there to mentor, support and guide this Union executive through many rough times.
On behalf of myself, the Local 21 executive and the entire Local 21 membership as well the Regina Civic Coalition, I would like to wish Brother Malcolm Matheson and his family all the very best in the years to come. Good luck on his new assignment.
The Defined Benefit Plan - CUPE Members' Best Pension Option
Your workplace pension is your retirement wage. It is through negotiating our pensions that our aims will be met - financial security for our deferred wages, and meaningful control over the administration of our pension plans. In the past, CUPE has had real success in achieving these objectives by wherever possible insisting on a defined benefit type of pension plan, where we know - and negotiate - the terms of our pension and can be confident that our eventual retirement wage will properly and equitably reflect our years of service and our earnings.
Workers and plan members can fairly negotiate an approximate level of retirement wage based on the projections of actuaries - the professionals whose job it is to estimate the cost of providing a certain level of pension.
More recently, along with some of the other potential challenges that come with mergers and amalgamations, many employers are attacking our defined benefit plans, and proposing less secure, inferior alternatives in the form of defined contribution plans (or worse yet, group RRSPs or nothing at all!). In defined contribution plans, employers and employees contribute at a certain level (a percentage of earnings), with these contributions to be invested during an employee's work life.
The total amount of money accumulated in an individual's account will be used to "purchase" a monthly retirement income (e.g. an annuity). No one knows what this monthly income will be, and in fact, the cost of annuities fluctuates dramatically each year with changes in interest rates, inflation rates, etc. In other words, with a defined contribution plan, the employer is only committed to a predetermined contribution level, and will not guarantee any particular level of retirement wage.
Brother John Gangl, Pension Committee
Around the Yard
Union Dues Increase: An increase in membership dues was approved at the February general membership meeting. 2.35% + a $3.00 per pay period increase will take affect with the first pay period in March, until the end of the year. Also, a notice of motion was put forward regarding a flat dues rate for all members. This will be discussed and voted on during the March general membership meeting. We encourage all members to attend and participate.
Councillor Mike Badham: The veteran city councillor was killed instantly in a 2-vehicle collision in late January. The Union has extended its condolences to the Mike Badham Family. Regina residents have lost a good friend.
Seniority Changes: The SASKATCHEWAN Human Rights has stated during the Gary Kivela hearings that our hourly-based seniority system is discriminatory. Adjustments have been made within our CBA.
Arbitration Hearing: The matter surrounding the position of Superintendent of Asphalt Services concluded on the 20 January 2006. Brother Malcolm Matheson did an excellent job representing this Union's interests. We now await the arbitration decision.
Hours of Work: The employer has failed to negotiate and obtain the Union's concurrence regarding a shift change within Roadways that is supposed to occur in the 1st week of March. The Union has lodged a policy grievance and put in abeyance pending the outcome of an arbitration hearing & ruling on hours of work as outlined in Article 3(A) and 16(A) of our Collective Bargaining Agreement. The Union is working on getting this matter heard ASAP.
Parks: Restructuring by Parks has eliminated the skilled labourer positions. This will require monitoring and responding accordingly if necessary.
WCB: We are currently putting together a list of questions to submit to the WCB. The members have questions and concerns about the WCB system and how it works; we will try to obtain the answers.
Regina Civic Coalition: Visit the website at: www.reginaciviccoalition.ca
Contract Negotiations 2007
Your current Collective Bargaining Agreement will expire at the end of 2006. Your Union has already started to put a package of proposals together. We will submit this package to the employer in early 2007. If you have a proposal in mind, we ask that you bring your proposal to your Union office or you can submit it by e-mail to:
General Information & Updates
RWDSU: The Union that represents striking workers at the Sobey's store on South Albert Street is cracking the whip by levying fines against Union members who have crossed picket lines and gone back to work.
Workplace Fatality: A 25-year-old man was crushed by a piece of steel that fell from a crane at Hitachi Canadian Industries in Saskatoon. He died on the way to hospital. The Labour Board is investigating.
SUN: The nurses' Union warned the provincial government that it could face more hospital bed closures and longer waiting lists if it doesn't spend more to fill 600 registered nursing positions.
$$ for Communities: A newly created citizens' group in Regina is calling on the province to invest in schools, housing and infrastructure instead of providing $180 million in tax breaks to business. Hugh Wagner, the newly elected president of the Committee for a Citizen-Friendly Regina (CCFR), said money the province might give to business in the form of tax breaks in the spring budget should instead be invested in SASKATCHEWAN communities.
Health Care Workers: CUPE Health Care Council has ratified the collective agreement reached on 7 January 2006 with SAHO. 97% of members voted in favour of the new agreement. (4 year deal = 11%).
Low-paying Work: The Canadian economy is generating jobs at a very rapid pace, but the quality of these jobs is on the decline. A direct consequence of declining job quality is slow growth in labour income, which averaged only 0.5% annual real growth per-worker since 2002. Employment quality for 2006 is expected to remain low.
Buzz is Out: The NDP has expelled Buzz Hargrove, the country's most prominent labour leader, for actively promoting strategic voting and Liberal candidates in last month's federal election.
SASKATCHEWAN Minimum Wage: On the 1 March2006 ($7.55) and 1 March 2007 ($7.95) - per hour.
Meeting the Members
Every month this newsletter will profile one of the executives and/or one of our members. For this month's issue we introduce to you: Brother Bill Kyle - Executive at Large.
I started my employment with the City of Regina 25+ years ago of which all of them have been within the Sewage Collection Division. Starting out as a semi skilled labourer to my current position as Lift Station Maintenance Specialist. I have been involved in coaching sports in Regina for most of my adult years and now have moved to officiating hockey so I don't mind people yelling at me.
I am married with two boys ages 16 and 18 and they to enjoy sport activities. My favorite hobby is taking apart old cars. This is my 1st term as an Executive at Large for our Union local and I have a lot to catch up on, as it is only a 6-month term position. I look forward to the challenge.
Property Tax Hike - Regina?
SASKATCHEWAN mayors have stated that unless the provincial government gives them more money this spring, they will have no choice but to raiseproperty taxes. Regina Mayor Pat Fiacco has stated that mayors shouldn't have to come cap in hand every year … without the extra cash, the average property tax bill will go up by about 6% for 2006.
Is the City of Regina's shortfall a direct result of the slash and hack business crowd and their good buddies on city council?? NO TAXES for BUSINESS but an INCREASEin residential property tax for HOMEOWNERS!! It's time for a "CITIZEN FRIENDLY CITY COUNCIL"
A Time for a Change -
February - Black History Month
Black History Month is celebrated in Canada to recognize the contributions of Black peoples to the growth and development of this country and their importance to its history. We all know about Harriet Tubman and the Underground Railway. Less well known are the contributions of Black activists to the Labour movement. Do you know about the history of The Brotherhood of Sleeping Car Porters, a Black- led Union in Canada that fought to end discrimination in railway employment or the Coalition of Black Trade Unionists?
Do you recognize the names of individual activists like Stanley G. Grizzle, who was a leader in the Sleeping Car Porters and became the 1st Black labour relations officer in a provincial labour relations board in 1961 or Fred Upshaw who in 1990 became the head of the Ontario Public Service Employees Union? … or more recently, Marie Claire Walker, who is currently the executive vice president of the Canadian Labour Congress (CLC), the 1st African Canadian to hold such a position. The advancement of human rights and equality for workers and all Canadians would not have been completely effective without their strength, courage, and hard won collective and individual contributions.
Know Your Rights - Quitting or Laid Off
If you are quitting your job, giving 1 or 2 weeks notice is customary but not required under law. Your employer must pay all your wages owing within 14 days and must provide either written notice or pay in lieu. If you are laid off, the amount of notice you have the right to receive depends on the amount of time you have worked.
Notice required: Up to 3 months (no notice) ---- 3 months to 1 year (1 week) ---- 1 year to 3 years (2 weeks) ---- 3 years to 5 years (4 weeks) ---- 5 years to 10 years (6 weeks) ---- 10 years and over (8 weeks). Layoff notice is required when work is interrupted for more than 6 days.
Notice is not required by the employer if the employee is terminated for just cause. However, your employer has the responsibility (onus) to prove that the just cause termination was due to a serious infraction, not an ordinary mistake or generally unsatisfactory work performance. You cannot be terminated for absence due to illness or injury. If more than 10 employees are being terminated and this is not a regular pattern of the employer for a shortage of work, (like a school summer vacation) other notice requirements apply.
International Women's Day - March 8th
International Women's Day is an occasion marked by women's groups around the world. It is recognized in Canada and commemorated by the United Nations. When women on all continents divided by national boundaries and by ethnic, language, cultural, economic, and political differences come together to celebrate they can look back to a tradition that represents at least nine decades of struggle for equality, justice, peace and development that still continues today.
The idea of International Women's Day in North America arose at the turn of the century when women fought against inhumane working conditions and low wages. They also fought for voting rights and an end to child labour. Their slogan was "Bread and Roses" … Bread symbolizing economic security and roses a better quality of life.
In Europe women faced the same challenges but also faced the threat of the First World War. Their slogan became "Bread and Peace." The progress made by the courage and determination of ordinary women who are remembered for an extraordinary role in the history of women's rights is remembered on March 8th.
Today in Canada we have laws that guarantee men and women equal rights, and opportunities. Despite these legal foundations there is still much to be accomplished. Poverty, violence, and barriers to education and employment in our communities keep women from realizing their full potential.
The United Nations goes forward on the principle that no enduring solution to society's threatening social, economic, and political problems can be found without the participation and empowerment of the world's women. Today men and women carry on a long tradition to further advance peace, justice, and equality.
Today Unions continue this progress by supporting pay and equity laws and advancing maternity and parental rights. We believe in balancing family and work and participating fully in our community. Sister Alie Dobbs
Remember: If you are injured at work you must report your injury immediately to your superior. If you do not do this - you will put your injury claim at risk. Thoroughly examine all documents before you sign them. It's also important that you keep your own records - Request copies from your employer regarding your injury/illness - you may need to rely on them later. If you encounter any problems or have any questions - contact your Union office.
Accommodation Tip of the Day
TheSASKATCHEWAN Labour Standards Act (Employee Obligations): Employees should advise their employers if a disability, illness or injury is interfering with the employee's ability to perform their job. Employees should also co-operate with employers in identifying the changes that need to be made to meet their needs. An employee who refuses to accept a reasonable accommodation may lose the right to that accommodation.
Visit the Canadian Injured Workers' Alliance website at: www.ciwa.ca
Please submit all newsworthy items to: cupe.local21@sasktel.net