cupe1975Questions of the Day

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


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


Mediation Update (December 13, 2018)


Mandatory mediation continued through the week of December 10th.  The parties have agreed to continue mandatory mediation with dates scheduled through January, 2019.




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


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.



cupe1975Questions of the Day

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.




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 -What can the Union do to me if I cross the picket line?

cupe1975Questions of the Day

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:

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


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!





TIME:  12:00 NOON TO 1:00 PM

LOCATION:  The Bowl (West side of Peter McKinnon Bldg.)

SPEAKERS:  Paul Moist, Past President CUPE National

Tom Graham, President CUPE Saskatchewan