NEXT GENERAL MEMBERSHIP MEETING!
Tuesday December 13, 2016 (Note one week earlier due to Christmas)
12:00 - 1:00 pm
Room 1150 Health Sciences Bldg
( New Lecture Theatre - near Tim Hortons)
Update Pensions Arbitration
The Union and the employer were scheduled to proceed to arbitration September 26-29 with respect to the two pension grievances -- the Employer initiated grievance was the grievance where the University wanted an arbitrator to rule on whether or not the University can make unilateral changes to OUR pension plan;
The union initiated a grievance where we questioned the employer taking pension contribution holidays.
Due to some preliminary legal matters that were unable to be resolved prior to the arbitration dates, the arbitrations have been rescheduled for April 24-28, 2017.
We have asked the employer to provide us with prospective dates for negotiations.
CUPE FALL SOCIAL SATURDAY NOVEMBER 5, 2016
Open up link to Poster
November 5th Sutherland Community Hall
Food Catered by "Touch of Ukraine"
Get tickets from any Executive member
Please find attached memo to members in regards to Election of Officers for CUPE Local 1975 along with a Nominations form.
Nominations Close Oct. 24, 2016.
The Union will be bringing up the shortfall in Negotiations however, at the present please note the following:
On June 3, 2016, the Non-Academic Pension & Benefits Committee reviewed the Non-Academic Disability Plan renewal report. The report measures the submitted disability claims and plan costs over the past year against the level of premiums collected. Based on this report, the committee approved a new premium rate of 2.48%, effective July 1, 2016. Beginning with your July 2016 paycheque, you will see an LTD plan payroll deduction of 2.48% from your salary. This change represents an increase from 2015-2016 rate of 1.71 % due to continued increase in claims and associated costs to cover the past few years. This increase will assist in supporting the financial sustainability of the disability plan.
The committee has carefully considered this increase and is committed to working closely with Sun Life and Human Resources to support the effective and sustainable administration of both our Disability Insurance Plan and Disability Management Program.
Senior Specialist, Compensation & Benefits
Handouts for quick reference re your Pensions Plan and the issues
Watch this YouTube video featuring the information session which was held on June 28th featuring our CUPE National’s Pension’s Expert Kevin Skerrett. This video should be watched in its entirety by all CUPE 1975 members. Members need to be aware of why the union is fighting to keep your Defined Benefit Pension Plan. Your plan promises a specified monthly benefit on retirement that is predetermined by a formula based on your earnings history, tenure of service and age, rather than depending directly on individual investment returns.
All pensions are meant to be your deferred wages in retirement. In the past, as part of negotiations, CUPE 1975 has sometimes elected to take less in wages to insure a financially healthy pension for our members. We believe it is important for our members to have a secure, predictable source of income to supplement any Canada Pension Plan and Old Age Pension streams of income at a time when most of us will be in a lower income bracket. In many cases your Defined Pension Plan will be the difference between living above or below the Canadian Poverty line.
July 4, 2016
Thank you to all members who attended the recent pension information sessions facilitated by Kevin Skerrett, CUPE National’s pension’s advisor. We hope you found the sessions informative and gained a better understanding of your pension plan and the challenges that lay ahead for our union members. For those of you who could not attend the meetings, a video will be available on our website shortly. (www.cupe1975.ca)
As many of you will recall, the University of Saskatchewan has filed a grievance in regards to your pensions, seeking the ability to make unilateral changes to the plan. In essence the employer is seeking the right to make changes to our pension plan without having any changes negotiated with CUPE 1975.
The arbitration will be heard this September and a decision may take a few months before it is rendered. We have been in discussion with the employer regarding negotiations, and we are in agreement that the results of the September arbitrations will have a significant impact on the direction of any monetary items which will be negotiated in the upcoming round of negotiations. A majority of the issues we discuss with the employer in contract negotiations have a monetary aspect and impact; therefore, the negotiating team has agreed with the employer to delay the start of negotiations until January of 2017. Your committee is utilizing this time to continue preparing for negotiations so that we can achieve the best collective agreement possible for our members.
Negotiations Team, CUPE Local 1975
Craig Hannah, Bob Jones, Ryan Klassen, Natalie Laing, Jeff Theis
Ann Iwanchuk, National Representative
Effective June 1, 2016, the U of S will have a new EAP provider. ComPsych® Canada Ltd. See attached memo
On September 24, 2015 the University of Saskatchewan chose to file a grievance against CUPE Local 1975 to challenge our right to have a say on the future of our pension plan.
The Employer’s grievance essentially seeks a third party arbitrator to determine if the University can make unilateral changes to the pension plan. In the past, pension changes have been negotiated, as is required by our collective agreement. The Union will respond to the Employer’s grievance to advocate that any changes to the pension plan will continue to be negotiated at the bargaining table. This grievance will be heard by an arbitration panel – NOT the Labour Relations Board as has erroneously been reported on the University of Saskatchewan website.
The Union’s own outstanding pension grievance has also now been referred to arbitration. The Local’s grievance was filed in May of 2013 and had been held in abeyance while pension discussions were ongoing. It asserts a history of improper employer “contribution holidays” (where pension plan surplus was used to reduce the amount the University paid into the plan).
To be clear, the Union’s position is that any changes to the pension plan must be negotiated at the bargaining table. We strongly disagree with both the spirit and substance of the University’s grievance. In our view, this is a time-consuming and wasteful proceeding that can only damage labour relations on campus. As we’ve told the University many times: we remain open to discussing the pension plan in the proper forum: the collective bargaining table.
CUPE Local 1975 will continue to work to protect our members’ pension plan, and to hold the University accountable.
To see the 2015 - 2016 Holiday Schedule please enter the following link
If members wish to access guidelines and forms in regards to the Reclassification of your position, go to the following University of Saskatchewan Website.
Click on CUPE and you will be shown the procedure guidelines, CUPE position review form and the appeal form.
if you want access to the forms and the placement manual please click on link which will take you to the Human Resources Website dealing with Reconsideration and Appeals.
To: CUPE 1975 Members
There have been a number of inquiries in regards to personal days and how they may be used.
Attached is the document in its entirety which is located on the Human Resources web page http://working.usask.ca/documents/employmentagreements/article18_4_1feb11.pdf
Personal days are yours to use as you see fit within the parameters listed in the attachment. if you are being denied for reasons that contradict what is in this document then show your supervisor this document or contact your union. In particular, the union has highlighted areas which have been generating concern for some of our members. The following should be followed in regards to personal days. If you have sick days you should be able to access your personal days. We have had members being denied personal leave and told that the leave can only be used for emergency purposes and this is not accurate. We hope that this email clears up any misunderstandings.
Points extracted from attached Article 18 (attached for your reference)
5) The Article is also intended to allow for non-urgent and planned events such as parent-teacher interviews, graduations, children’s class trips, to cover the days the university is closed at Christmas, etc.
6) In non-urgent situations, the employee must seek and obtain approval in advance of the planned event.
7) A request may be denied for operational reasons.
8) The leave will be applied consistently across campus and reasons for the leave will not be evaluated.
Eco Passes available! Faculty and staff who are interested in using Saskatoon Transit to get to and from work, can apply for the subsidized Eco Pass program. In partnership with the City of Saskatoon, the U of S offers employees a savings of 40% off the regular price of a monthly Saskatoon Transit pass. A limited number of Eco Passes are available for eligible faculty and staff. For more informaiton, or to apply to the program, please visit the Parking and Transportation Services webiste.
Please see attached letter
Collective Agreement is being printed. If you need to review this article prior to obtaining new agreement please see attached.
Please find attached information regarding Health Spending Account Summary Wellness Plan Summary Reimbursement form for Wellness spending Account