Please see list of CUPE 1975 Retirees and Long Service Members for 2019
A special membership meeting will be held for CUPE 1975 members to update you
on the state of Negotiations. CUPE Pensions expert Mark Janson will be in attendance along with
our CUPE National Representative and our Negotiating Team.
Date: Tuesday May 14, 2019
Time: 4:30 pm to 6:30 pm
Location: 1150 Lecture Theatre Health Sciences Bldg. (Next to Tim Hortons)
If you work a night shift let your supervisor know you are attending. The Union will pay for your time away from work. You MUST advise the union office by emailing firstname.lastname@example.org or phoning 966-7015. We will need the time you attended and your supervisor and department name.
Caretakers who are on night shift: you have been allowed time off from 4:30 to 6:00 pm. to attend the meeting. If you will attend the meeting you must sign the attendance sheet. If your name does not appear on the sign in sheet you will not be paid for your time away form work. You must also let your supervisor know that you will be attending.
If you have any questions in regard to this meeting please call the union office at 966-7015.
Please click on the link for CUPE’s response to Management’s mail out of April 29th to OUR members.
Listed in both PDF and word
Q: Am I allowed to take bathroom breaks outside of my regularly scheduled break times?
A: Though it is preferred you take your bathroom breaks during your scheduled break time, you ARE permitted to take bathroom breaks during your shift. To ensure your area is maintained in your absence, inform your supervisor and co-workers that you will briefly be away. If you are being prevented from taking bathroom breaks, please contact your union rep (see: “About Us” on the CUPE1975.ca website) or if you don’t have one, the union office at email@example.com
The University of Saskatchewan continues to force Local 1975 needlessly towards job action.
Their latest proposal is a further step backwards. They have withdrawn their pension proposal and let us know that – instead of bargaining changes – they plan to make unilateral changes to your pension plan without any input from the union. We are concerned they plan to convert the defined benefit plan to an inferior defined contribution plan in the near future.
They have withdrawn their revised compensation model proposal and are still offering 0-0-0-2-2, with a $3000 signing bonus. The proposed signing bonus is not available for FAPA students, casuals, and recurring relief and is pro-rated based on FTE. A 3-year wage freeze means a loss of tens of thousands of dollars in wages over a career of work for an average CUPE member. Members who are at the top of their phase, will not get a wage increase at all for the term of this Collective Agreement.
Your bargaining committee wants to reiterate that our pension plan is the cheapest pension plan per employee on campus, and costs less than 1 percent of the operating costs of the University.
We firmly believe that our members deserve a say in their retirement security, deserve a secure pension after a career of work, and that all changes to the pension plan should be negotiated at the bargaining table.
CUPE has spent much of the last month in essential services hearings, at the University’s insistence. At these hearings, the University has been making the case that the work our members do is so essential, that they should be deprived of their Charter rights to take job action. This latest step backwards at the bargaining table proves once again that despite arguing that our members are essential in their eyes, we are clearly not valued or respected.
The CUPE1975 and University negotiating teams will return to the bargaining table on the afternoon of Thursday, April 18th. Our bargaining team will be receiving a revised offer of which will be reviewed at that time. Updates will be posted as they become available.
The CUPE1975 and University negotiating teams will return to the bargaining table on the afternoon of April 18th. Our bargaining team will be receiving a revised offer of which will be reviewed at that time. Updates will be posted as they become available.
April 25th, 9a.m.-noon
Agriculture Building – In the hall near the Agriculture Buffeteria
Come speak with your negotiating team and receive a free Tim’s coffee card. Negotiators Jeff Theis and Ryan Klassen will be available to answer your questions.
Federal and provincial regulations limit member risk sharing and will leave the University with increased financial responsibility
We are not aware of any such hard limits that are not routinely waived by the federal government. Members in SK and elsewhere around the country routinely contribute directly to deficit payments without regulatory issues. Most public sector workers are in jointly-sponsored plans with full risk-sharing.
CUPE’s proposed governance structure is complex and costly
Our governance proposal was clear and simple and follows best practices for pension governance from around the country. The pension plan already has an advisory committee which meets regularly. Our proposal would have essentially formalized this committee to act as the joint administrator of the pension plan. In our view, this is would not lead to any substantial increase in costs, and would benefit the University by sharing the current regulatory and compliance risks it faces alone in the current arrangement.
We will of course continue to have differences of opinion on the pension plan. But we want to work those out at a joint table, rather than having changes imposed by the University (as the University has threatened to do). That is not a “complexity” – that is honest bargaining to find mutually-agreeable solutions, which we remain committed to doing. If the University had specific concerns with our proposed governance framework, they could have discussed them at the table, rather than simply rejecting our compromise proposal as a whole.
“The university has been exploring solutions both outside and inside of negotiations with CUPE 1975 for 10 years to make the Non Academic Pension Plan sustainable”
We were clear with the University that our members do not want to give up their secure Defined Benefits in retirement, which cannot be delivered with a contribution limit for the University. We did, however, propose a clear compromise on the employer’s concern about risk – effectively offering to meet them halfway and share risk on a 50/50 basis which the University rejected. This builds on substantive proposals we made in the last round of bargaining that would have likewise shifted costs and risks. CUPE has been making significant efforts to make pension proposals that directly address the University’s stated concern. The University, on the other hand, has not moved from their insistence on Defined Contribution or Target Benefit plans since 2012.