QUESTIONS OF THE DAY!

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The following questions have been asked by many of you.  In the event job action commences, we have asked the employer to provide a response to the following questions.  We will update you when we receive a response.  If we have missed anything, please feel free to contact the union office:

Subsidized Bus Pass:

  1.  Since our last meeting, I have learned that CUPE will not reimburse the University for the cost of subsidized bus passes.  Will the Employer agree to provide an alternate method of paying to employees who wish to maintain their subsidized bus pass?

Parking Spots:

  1. Will the payment for parking spots still be deducted for time away from work due to job action?
  2. If a spot is shared with a family member who is not CUPE will they still be allowed to maintain their spot, and if so, how will the spot be paid for?

Pre-Approved Vacations:

  1. Will the Employer honour pre-approved vacations?

Sick Leave:

  1. Will the Employer honour paid sick leave for those employees who are on approved sick leave prior to any job action?
  2. Will pre-approved medical leave (such as for scheduled surgery) be honoured?

 Maternity Leave:

  1. Will top-up be honoured?

Apprenticeship:

  1. If anyone is going to school during job action, will they still be topped up?

 

CUPE National’s Response to the U of S Article on Pension Contributions

cupe1975Pensions

The University states that the pension “has cost the University an additional $29.7 million beyond normal contributions over the past decade.”

The Union has always acknowledged the cost of these additional contributions, which were largely the result of the 2008-09 economic crisis, the worst economic downturn since the Great Depression. In this spirit, in the 2013-14 round of bargaining, the Union offered changes to the plan that would have seen Union members shouldering about half of the University’s special pension payment obligations – but the University rejected this proposal.

The email also fails to mention the fact that from 1993-2009, the University took 17 years of “partial contribution holidays” (using pension plan surpluses to pay portions of the University’s annual required pension costs). In total, the University used nearly $28 million of pension surpluses to cover portions of their own pension costs over this period.

The University should not be selective when discussing the plan’s history. To only reference a challenging period following a historic economic downturn, when University contributions to the plan were higher, is narrow and potentially misleading. They should also speak about the long period before the downturn, when the pension was in surplus and their contributions were reduced by using this surplus.

And we should also speak about a better future. The Union believes we should learn from this history and allow plan surpluses to remain in the plan. This would allow future plan surpluses to function as a reserve against future downturns, all in the hope of preventing future increases in contributions.

The University also claims that “these significant additional contributions are expected to continue moving forward under the plan’s current structure.”

As the plan returns to a healthier funding position after the 2008-09 economic downturn, the University’s required pension contributions are actually falling. The most recent actuarial report on the plan shows that University pension contributions will be about $3 million lower in 2018 than they were the previous year. The actuary projects that further reductions to the required Employer contribution will take place in 2023 and 2027.

The Union continues to work towards a pension solution that addresses the University’s concerns but also protects the secure defined benefits that are so important to our members.

 

QUESTION OF THE DAY:

cupe1975Miscellaneous

Should we strike, do we still get full benefits (medical/dental, etc)?

Any benefits you currently enjoy now (medical,dental, etc.) would be still in place. The university would continue to administrate them and send the bill to CUPE National who would pay the premium.

 

SUPPPORT FROM UNIVERSITY SECTOR PRESIDENTS BRITISH COLUMBIA

cupe1975Bargaining

Sisters, brothers and friends in CUPE 1975,

On behalf of all of the Presidents of the CUPE locals in the Universities sector in BC. I send you solidarity in your fight for fairness and respect at the bargaining table. Thank you for your courage to hold strong to protect your pensions. We stand with you and are cheering you on from across BC.
In solidarity,
Karen Ranalletta (CUPE BC General Vice President and Chair, CUPE BC Universities Committee

Question of the Day

cupe1975Miscellaneous

What can the union do to me if I decide to cross the picket line and work?
In the CUPE (Canadian Union of Public Employees) Constitution which CUPE 1975 adheres to the articles below will be put into place:

Offences
B.11.1
A member who does any of these acts is guilty of an offence against this Constitution.  (There are 14 offences listed)  The one we would be concerned with is Offence  (L).
“Fails to respect the Local Union’s picket line, works for the employer during a legal strike or labour dispute or engages in any strike-breaking activity”.

If an accused is found guilty of crossing the picket line, the Trial Committee will decide any penalty and what, if anything, the accused must do or not do.  The decision may include and is listed in Article B.11.1 (g)

  • A reprimand
  • A fine
  • A suspension or expulsion from membership
  • A ban against holding membership or office
  • An order to stop doing the act or acts complained of
  • An order to correct the act or acts complained of
  • Any other order that the Trial Committee finds appropriate

If a member is in violation of section B.11.1 (Failing to respect a picket line), the trial process is as follows:

  • Making a complaint A member in good standing can charge a member within 90 days after the accuser became aware of the offense. Within 5 days, the recording secretary will offer the accused and the accuser a voluntary mediation process.
  • Selecting a Trial Panel and trial committee In at least 10 days, but not more than 120 days, the Local will select a trial panel of 11 members in good standing and select a trial committee. The accused and the accuser are each allowed to object to no more than 3 members of the trial committee.
  • Trial Committee Within 60 days of being selected, the trial committee will hold a private hearing and give at least 14 days written notice.  The accused and the accuser will be able to bring witnesses and cross examine witnesses on the opposing side. The committee will decide whether the accused is guilty or not by secret ballot.
  • Appeal The accused has 60 days to appeal the decision.

 

“PAWS OFF OUR PENSION” Postcard Campaign

cupe1975Miscellaneous


Over 700 signed postcards were collected in support of the “Paws off Our Pension” campaign.  For those of you who haven’t had the opportunity to sign or submit a card you can visit the CUPE1975 office in room 21 McLean Hall during normal business hours.

Thank you to all who signed cards!

 

SHOW YOUR SUPPORT FOR CUPE 1975!

cupe1975Negotiations/Bargaining

Thanks goes out to Cathy Fulcher, CUPE 1975 member, who has volunteered to  walk around campus asking members to sign a support card for negotiating a fair contract.

After decades of hard work and paying into the pension plan, the dedicated people who make U of S work need to know that they can count on their pension in retirement.  LET THE U OF S KNOW YOU SUPPORT WORKERS’ RIGHT TO A SECURE PENSION.

For years, CUPE 1975 and the University of Saskatchewan have negotiated changes to the pension plan at the bargaining table.  But now the University wants to leave workers out of the conversation about their retirement security.  The U of S is threatening to make unilateral cuts to the pension plan outside of the collective bargaining table.

The hard working staff members of CUPE 1975 have a long history of engaging in serious and good faith bargaining over their pension plan.  If the University has their way, workers will lose their voice when it comes to their retirement. Cathy will be visiting to have your sign the “PAWS OFF OUR PENSIONS!” support card.

 

Strike Headquarters rented December 1st

cupe1975Negotiations/Bargaining

Strike Headquarters Secured  December 1st

To keep members updated please be advised of the following:  The Union and the University are still involved in Mediation and are also working on shutdown protocol.   Both parties have agreed that we will not share any of our talks.

We do however, have some information we can let you know about.  Job action is the last resort and your Negotiation team is working very hard on obtaining a settlement.  In the event that talks break down and we must take job action, we secured a strike headquarters.   We are looking for items for our new headquarters.  If you have a fridge, microwave, couch, chairs, room dividers and a ghetto blaster and wish to donate them, please call the union office at 966-7015.  We would then make arrangements for pick up of donated items.   Thank you!

 

CUPE 1975 RALLY IN THE BOWL!

cupe1975Negotiations/Bargaining

On December 10th the CUPE 1975 members will be having a “Rally in the Bowl”.  Free travel mugs to first 300 people who attend along with hot chocolate for everyone.

CUPE 1975 University Employees’ Union welcomes all Students, Faculty, Staff and Guests.

Speakers will include:  Tom Graham, President CUPE Sask.  Tom was an employee of the City of Saskatoon and knows the City and the University very well.  Tom has been involved in many fights of this nature and will be advocating for our local in the media.  Our second speaker will be Paul Moist Past Presdient CUPE National. 

We are only as strong as we are united, as weak as we are divided – J.K. Rowling

 

MEDIATION UPDATE 4:45 pm November 16, 2018

cupe1975Negotiations/Bargaining

Mediation continued on November 16, 2018.  Your committee presented a comprehensive counter offer to the Employer for their consideration.  We met through the mediator for most of the day, but have not reached an agreement.  Mediated discussions are continuing, while we continue with the mediated process.  The parties have agreed not to share the contents of our respective proposals. We will provide a further update after our next mediated session.

Mediation update

cupe1975Bargaining, Negotiations/Bargaining

Mediated discussion occurred November 1st.  The employer provided your bargaining committee with a new proposal.  This is not a final offer.  Your committee is considering the proposal and will be putting forward a counter proposal at the next mediated session on November 16, 2018.  The parties have agreed not to share the contents of the proposal while we are in discussions.  We will provide further updates after our next mediated session.

QUESTION OF THE DAY FOR OCTOBER 31, 2018

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Question of the Day

I attended the “You Talk, We Listen” event yesterday and filled out a form with my contact information on it. Some of my colleagues were unable to attend and are worried that things won’t be in place in the event of a strike. What other options are there to complete this form?

First of all, thank you for attending our event on Tuesday. We had a number of people stop by and ask us some very good questions about contract talks, mediation, and language in the collective agreement. Initially when we talked with CUPE National, It was suggested that we attempt to have a face to face conversation with all of our members and have them fill out their contact information on a form they were to provide in preparation of a work stoppage. The form was being worked on by CUPE National and was to be ready by Tues the 30th.  Your executive were still trying to find a solution on how to accomplish this task as we have 2000 members located in a number of different locations throughout Saskatchewan. I believe CUPE National finally began to understand the magnitude of the task that we would be required to do and agreed last Friday to proceed ahead using the same process as happened in 2007 when we went out on strike.

In the event of a work stoppage, you will be required to sign in for your shift with your picket captain and sign out at the end of the shift. The picket captain will forward this information to our strike headquarters where it will be processed. We decided to use the form on Tuesday provided by CUPE National to gather our members contact information (mainly personal email addresses). By providing an email address we can add your name to our email list and communicate with you through email, website and Facebook.   In the event of a work stoppage we are trying to get as much contact information as possible.  This will enable the union to get money in each member’s hands as quickly as possible.   We are asking for help from you, to provide your own information.  Visit the website if you have not already done so and input your personal email address.  We also ask that you volunteer for different positions required in the event we do go on work stoppage.  The forms are listed on the website at CUPE1975.ca

Mediation Dates Confirmed

cupe1975Bargaining, Negotiations/Bargaining

The following dates have been confirmed for Mediation between the Union and the University:

Dates are as follow:  November 1,2, 16, 20, 22 & 23    December 1,2 13, 14

In order to comply with the provisions of The Saskatchewan Employment Act, Don Morgan, Minister of Labour has appointed a mediator.

STRIKE VOLUNTEER FORM

cupe1975Strike Information

Your local executive is working hard to get a deal at the bargaining table that will protect our pension plan for years to come.   In the event talks break down we will need your help!  Get involved!

You can sign up in two ways.   Click on the link below and fill out the the form.   Make sure to press the submit button at the end of the form.  Your information will automatically go to the Union office.

https://goo.gl/forms/9rGAdVjfk9vUUOjV2

OR

Print off the form included in the link listed below  and mail it through campus mail or bring it to the Union office at Room 21 McLean hall.  Form_Paws_off_our_Pension_Volunteer_Sheet_2018_10_18

 

 

RUMOUR OF THE DAY!

cupe1975Uncategorized

Our question of the day has been replaced today with “the Rumor of the Day”.  Apparently it has been circulating that some of our union members believe that now that a mediator has been assigned to our case, that we are able to forgo the 60 day period and implement some form of a job action (strike) or that the employer can initiate a lock out. Under section 6  (six) of the Saskatchewan Employment Act (SEA), it states that we are required by law, to work alongside the assigned mediator and the University of Saskatchewan to try and come to a resolve with our bargaining. The 60 day period is a minimum time frame and with agreement with the party’s involved, CUPE 1975 and the University, the meditation period can be extended beyond the 60 days with the hopes of coming to an agreement. At the end of the mediation period (a minimum of 60 days) if an agreement cannot be reached, there is a further 14 day “cooling off period”, where no action, such as a strike or lockout can take place.  After the 14 day cooling off period, either party has to give 48 hours’ notice of job action or lockout.  We received notice this week that a mediator has been assigned to our case and we have provided a number of dates where our negotiating team is available to meet. At our rally/strike vote many of you heard that although there is hundreds of strike votes conducted each year in Canada, very few end up in a strike. Your negotiating team is hopeful that we can come to a resolve thru the mediation process.

 

Holiday Hour for University

cupe1975Miscellaneous

Most university offices and services will be closed for the holidays this year beginning on December 24, 2018 until January 1, 2019.  Employees who would normally be scheduled to work on December 24 will receive this day off with regular pay, and will not need to work the time in advance or use vacation time, banked EDO’s, time in lieu or overtime. Employees who are not scheduled to work December 24 as a part of their regular schedule will not receive any additional compensation and/or paid time off.  The closure on December 24 is an exception for 2018 only. Regular operations of the university will resume on January 2, 2019. Please contact the union at 966-7015  if you are asked by your supervisor or department to give up a holiday or EDO, etc. for the December 24th day.

UPDATE ON MEDIATION

cupe1975Negotiations/Bargaining

Update on Mediation

October 16, 2018

Today Oct. 16th, at our Union Executive meeting,  our national servicing representative shared with us that a mediator has officially been assigned to our negotiations. With a mediator in place, our negotiating committee has provided the employer and mediator our availability over the upcoming months. November 1st and 2nd dates were held as bargaining dates prior to talks breaking down and these dates will be used as our opening dates with the mediator.

After a mediator has been identified, we have 60 days to work along with him and The University to try and come up with a resolve to our contract impasse. If talks are going well, we can request an extension to the talks. If the talks aren’t progressing as hoped after the 60 days, there is a 14 day cooling off period before either party can take any further action. Your negotiating committee is hopeful that we can come to a resolve with the employer.

QUESTION OF THE DAY FOR OCTOBER 11, 2018

cupe1975Negotiations/Bargaining

QUESTION:

I WAS HOPING TO TAKE A HOLIDAY IN THE UPCOMING MONTHS:

What would happen if the union went on strike prior to me going on holidays?  Would I be paid by the University any holiday pay?  Would I get strike pay?

Answer:

Firstly, all holidays need to have prior approval from your manager.  Once your holiday is approved, and if it happens when we are on strike, the employer has the right to pay or not pay you holiday pay if we are on strike.

In the upcoming meetings with the employer and the mediator, we hope to get more clarity on this answer.

The holidays you have accumulated are a liability for the University that must be used or paid off at some point in your career here.  Some departments have difficulty scheduling and accommodating people within their departments each year for time off.  For this reason, there may be an appetite for the employer to consider it.  However, we have no control over that.

Secondly, you must participate in the strike to receive your strike pay.  If your away for a week and unable to walk the picket line or do other assigned duties from the union, you wouldn’t be eligible for any strike pay.

QUESTIONS OF THE DAY! (Oct. 1, 2018)

cupe1975Negotiations/Bargaining

First of all – Thank you to all our members that voted to support your negotiating team at last week’s strike vote. It was nice to see such a strong turnout and the many good questions put forward from you.

Prior to the vote last week, our executive talked about how important the vote was, but also how we needed to respect the outcome of the vote.  Although the vote went in the direction we had hoped, we would like to have the people who voted against the motion, to respect the outcome also.  We live in a democracy and it was done in a democratic way.

Questions of the Day

  • I haven’t received any emails prior to the strike vote or call. How does the union intend to communicate with us going forward?

At the rally, pension talk with Mark Jansen in the Education Gym this spring, we were asking all members in attendance to share their emails (not usask) with us for communication purposes going forward.  We received approximately 500 emails and we have sent out a group email to all those who provided one to us.  If you didn’t receive one prior to the strike, it is possible we didn’t get your address correct.  In this case, please contact the union office with the correct information.  Also, at the Thursday rally and vote we asked again for any personal emails we might not have.  We are in the process of creating a group list however it will take some time to do this.  In the meantime, we ask that you continue visiting our website and Facebook page.

  • Can you explain the timelines of negotiations right now? Are we in a strike position this week?

At our last bargaining session on September 14, 2018, we declared an impasse with the employer. We filed the impasse with the Saskatchewan Labour Board and a mediator will be assigned to work with both sides to try and arrive at a settlement.  Once the mediator is identified by Labour law, we have 60 days to come to an agreement.  The period can be extended if both sides agree there is good work being done and want to continue to pursue an agreement.  If they don’t, then there is a two week cooling off period before either party can take any further action.  As of today, a mediator has not been identified.

FYI – Your executive does not have access to the employers email (usask) system without the employer approving content of the email. For this reason, anything strike related cannot be sent through your usask email.

 

STRONG SUPPORT TO BARGAIN PENSIONS!

cupe1975Negotiations/Bargaining

CUPE 1975 members have voted in favour of job action in a vote held on September 27 and 28th.“ Our members have made it clear that they support our bargaining committee’s fight to protect our members’ secure defined benefit pension plan,” said Craig Hannah, president of CUPE Local 1975. “This strike mandate is a clear message to the University of Saskatchewan: we demand pension issues to be dealt with at the bargaining table.”

CUPE 1975 represents 1900 members who work at the University of Saskatchewan in a variety of non-academic positions.

IMPORTANT UPDATE!

cupe1975Negotiations/Bargaining, Uncategorized

The bargaining team for CUPE 1975 will be putting forward a motion at the next General Membership Meeting in October to pay an additional $200.00 a week non-taxable from CUPE 1975’s strike fund to members that participate in the strike.  This will be over and above the $300.00 non-taxable a week that striking workers get form CUPE National

CUPE’S Response to the University email sent to all our members Sept. 24th

cupe1975Negotiations/Bargaining, Uncategorized

U of S – Pension Plan Facts – Response-1

Questions and Answers update September 25

Remember to Vote:  Vote and Rally 4:30 to 7:30 pm  Sept. 27th Arts 143 and 146.  All day Voting Sept. 28th  from 7:30 am to 5:30 pm.  Location: Grad Students Common – Emmanuel and St. Chad Bldg. directly behind McLean Hall.  Follow the signs.  Members please read the above attachments.  CUPE 1975’s response to the email sent out by the University to our members on September 24, 2018.  If you still have questions please do not hesitate to call the union office at 966-7015.  We have also updated the Questions and Answers.

936 – Emmanuel and St. Chad Chapel

Voting on Sept. 28th (Friday) will be held at Emmanuel and St. Chad which is located across from new Health Sciences bldg. and Dental Clinic.  Directly behind McLean Hall.

Image result for emmanuel and st. chad university of saskatchewan

Questions and Answers from your Negotiating team (update Sept. 25th 4:10)

cupe1975Negotiations/Bargaining

Questions and Answers September 25, 2018

Part II.  (In addition to the link provided below)

Can you explain to me how the proposed new pay scales/bands would work? I am currently in a phase 4 position- would I remain in a phase 4 in the new system.  What if I don’t agree with my placement?

Your bargaining team had very preliminary talks at negotiations with the employer in regards to a proposed pay band system. We had identified many things that we wanted more clarity on.  We believe in their haste to bring an offer to the table, the employer glossed over many of the things that will impact you the member, one of them being having no appeal mechanism to challenge these new placements.

How would essential services work if we went out on strike?  Who would be deemed essential?

The positions that would be deemed essential would be negotiated between the employer and CUPE 1975.  In the event of a disagreement the labour board will be involved.

 

Can CUPE 1975 send me a personal email like the employer to keep me posted on any updates on my USASK email account?

CUPE 1975 does not have access to the employers email system.  All emails CUPE 1975 sends through USASK email have to be approved and edited by the employer first.  We will continue to keep you the member posted through our Web Page, your personal email system where members have provided your personal emails (no USASK), our Facebook page and mail outs.

 

The negotiating team has provided answers to the questions you may have in regards to negotiations and upcoming strike vote.

Click on the attached Link: Questions and Answers from your CUPE Local Negotiations Team

cupe1975Negotiations/Bargaining

NEGOTIATIONS UPDATE SEPTEMBER 18, 2018

 At the General Membership Meeting on September 18, 2018 CUPE 1975 members overwhelmingly voted in favour of directing their bargaining team to conduct a strike vote.  The details are as follows:

IMPORTANT BARGAINING UPDATE

After almost two years of bargaining, your Local 1975 bargaining committee has served written notice to the Employer and the Minister of Labour Relations and Workplace Safety that the union and the University of Saskatchewan have reached an impasse in the current round of negotiations.

The main sticking point in negotiations is our pension plan. The University is refusing to talk pensions at the bargaining table, and is threatening to make unilateral cuts to your pension plan, which could drastically reduce your hard fought retirement benefits.

CUPE 1975 and the University of Saskatchewan have a long history of engaging in serious and good faith bargaining over our pension plan. We see no reason that this practice should stop.

It is imperative that we fight to strengthen the pension language in our collective agreement so we can continue to have a voice in changes to our pension plan.

This is why we are seeking a strong strike mandate from our membership.  We need to send a message to the Employer that we will fight for our right to have a say in our retirement security.

After decades of hard work and paying into the pension plan, our members deserve to know that they can count on their pension in retirement.

We will continue to do our best to reach a fair deal at the bargaining table. Now that we have filed for impasse this includes working through the conciliation process with a government appointed mediator and the Employer to try to reach a deal. As this process unfolds, it is important we show the Employer that we are united and ready to stand together for our pension plan.

A RALLY  will be held on September 27th  at 4:30 pm  in Rooms 143 and 146 Arts Bldg  and will feature Mark Hancock, CUPE National President, and Jerrett Clark, President of the CUPE Local at Carleton University who just successfully won a similar pension fight.  Location: 

 Following the rally on September 27th a strike vote will take place until 7:30 pm in rooms 143 & 146 of the Arts Building.   The strike vote will continue on September 28th in the Graduate Students’ Association Commons, located directly behind McLean Hall across from the Dental Clinic from the hours of 7:30 am to 5:30 pm. To learn more about our pension plan read the document “Frequently Asked Questions” which can be found by visiting our website at cupe1975.ca.

In solidarity, Your Bargaining Committee,

Craig Hannah, Bob Jones, Ryan Klassen, Natalie Laing, Jeff Theis, Ann Iwanchuk

 

—————————————————————————————————————————————————————————————————————————–

CUPE COMMUNIQUE’

Canadian Union of Public Employees   CUPE.CA

September 18, 2018 FOR IMMEDIATE RELEASE

 Media Release: CUPE Local 1975 says “Paws off our pensions” to the U of S and files for impasse

(Saskatoon) After almost two years of bargaining, your Local 1975 bargaining committee has served written notice to the employer and the Minister of Labour Relations and Workplace Safety that the union and the University of Saskatchewan have reached an impasse in the current round of negotiations.

The main sticking point in negotiations is the pension plan. The University is refusing to talk pensions at the bargaining table and is threatening to make unilateral cuts to the pension plan.

“CUPE 1975 and the University of Saskatchewan have a long history of engaging in serious and good faith bargaining over our pension plan. We see no reason that this practice should stop,” said Craig Hannah, president of CUPE Local 1975. “If the University has their way, workers will no longer have a voice when it comes to their retirement security.”

In 2015, the University filed a grievance over the union’s view that language in our collective agreement gave us the right to negotiate pensions. Despite the parties negotiating changes to the pension plan for 65 years, Arbitrator Hornung sided with the University and ruled that the current collective agreement on pension is not strong enough to protect against unilateral changes to the plan. Since the local is currently in collective bargaining, they are seeking to add language regarding their right to bargain pensions.

“The average benefit paid to members of the local enrolled in the pension plan is just $18,100 annually, but the knowledge that we have a pension we can count on is a major part of compensation and a major reason our members come to work every day,” said Hannah.  “Our members will not accept the University unilaterally telling them what their pension will or will not be.”

“After decades of hard work and paying into the pension plan, the dedicated people who make U of S work need to know that they can count on their pension in retirement,” said Hannah. “It is imperative that we fight to strengthen the pension language in our collective agreement, so we can continue to have a voice in changes to our pension plan.”

CUPE 1975 represents 1900 members who work at the University of Saskatchewan in a variety of non-academic positions.

QUESTIONS OF THE DAY!

cupe1975Uncategorized

The following questions have been asked by many of you.  In the event job action commences, we have asked the employer to provide a response to the following questions.  We will update you when we receive a response.  If we have missed anything, please feel free to contact the union office:

 

Subsidized Bus Pass:

  1.  Since our last meeting, I have learned that CUPE will not reimburse the University for the cost of subsidized bus passes.  Will the Employer agree to provide an alternate method of paying to employees who wish to maintain their subsidized bus pass?

Parking Spots:

  1. Will the payment for parking spots still be deducted for time away from work due to job action?
  2. If a spot is shared with a family member who is not CUPE will they still be allowed to maintain their spot, and if so, how will the spot be paid for?

Pre-Approved Vacations:

  1. Will the Employer honour pre-approved vacations?

Sick Leave:

  1. Will the Employer honour paid sick leave for those employees who are on approved sick leave prior to any job action?
  2. Will pre-approved medical leave (such as for scheduled surgery) be honoured?

 Maternity Leave:

  1. Will top-up be honoured

Apprenticeship:

  1. If anyone is going to school during job action, will they still be topped up?