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.
For those members interested and did not receive a copy of the application
or brochure from the Sargeant at Arms at the AGM Oct. 23, 2018, please see link to the Saskatchewan 2019 Winter School. Up to 9 members will be chosen and deadline is Nov. 9th for submission. In the event of job action for CUPE 1975 during these dates – Winter school will be cancelled for our members.
Also link to the application form that must be submitted to CUPE 1975
(The Education Committee will go through the applications and people chosen to go will be notified)
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.
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
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.
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.
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.
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?
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.
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
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.
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.
Results of the Strike Vote
957 Ballots Case
6 spoiled ballots
70% of the votes cast were in favour of a strike.
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.