CUPE Local 21 is posting Letters of Understanding on the website to ensure greater transparency and accountability to the membership, starting with the most recent LOUs. Members can access these Letters of Understanding under the “Resources” tab. Please note that Letters of Understanding identifying specific individual members will not be posted on the website in order to protect those members’ privacy rights. Those members can request a copy of their LOU by contacting the office.
Contracting out is an ongoing and critical concern for CUPE Local 21. As members and citizens, we know that contracting out typically results in increased costs, inferior services, loss of public accountability, and lower wages and benefits. If you are a Local 21 member who is concerned about contracting out and would like to sit on the Local’s Contracting Out Committee, please contact us by e-mail at email@example.com or by phone at (306)352-8282.
The City of Regina recently announced that it is requiring new employees and current employees to sign a Confidentiality Declaration. CUPE Local 21 has written to the City to request that they cease and desist from making employees sign this form until the union has had an opportunity to review this declaration and provide feedback in a meeting with the City. The Confidentiality Declaration may violate Article 22(B) Indemnity Clause and other provisions of the collective agreement.
CUPE Local 21 strongly encourages members to refrain from signing the Confidentiality Declaration until we are satisfied that it will not violate your collective agreement rights. Further updates will be provided as they become available.
Harassment and other forms of violence undermine our solidarity as workers. A united union membership that challenges harassment is stronger and able to make gains elsewhere too. CUPE has been successful in advocating for healthy, safe and respectful workplaces. CUPE’s brochure Stop Harassment – A Guide for CUPE Locals provides information and ideas to help locals continue that progress.
CUPE Local 21 members are strongly encourage to review the City of Regina Harassment Policy. The purpose of this policy is “to foster a working environment free of harassment, and to provide a mechanism to effectively resolve complaints relating to harassment.”
Changes to the Regina Civic Pension Plan resulting from last November’s Memorandum of Understanding will now be implemented January 1, 2016, instead of July 1, 2015.
The adjustment of the implementation date was approved by the employee Pension and Benefit Committee (PBC) and Regina City Council. It also has the blessing of the province’s superintendent of pensions, who has given the green light to the plan changes.
Good progress has been made to date, but Kirby Benning, PBC Chair, says “there’s so many little things that have to be done, and we’re just running out of time for the end of June.”
A Sponsorship Agreement, Trust Agreement, Plan Text and other documents have been drafted and are being closely reviewed by the PBC and Employer Sponsors, which includes the City of Regina, EPCOR, and four other employers.
A city administrative report to City Council notes most of the work is done, but further work is needed on governance restructuring, an actuarial valuation and communication of plan changes to those affected. The whole package will also need to be formally ratified by the PBC and employer groups.
The local is currently looking for members that are interested in becoming shop stewards in their area. Training will be provided for everyone interested. If you are interested in this opportunity, please call the National Rep, Dave Stevenson, at the local office at 306-352-8282. The local needs shop stewards from the following areas:
|Community Services||City Services|
|Aquatics||Development & Technology|
|Child Care||Solid Waste Collection|
|Horticulture||Solid Waste Disposal|
|Golf Courses||Environmental Engineering|
|Athletic Fields||Central Stores|
|Landscape Trades||Salvage & Fuels|
|Outdoor Ice Rinks|
City management would like to consolidate a number of existing hours of work LOUs in various departments into generic templates for its new payroll system. Please be aware that NOTHING has been agreed to.
We received numerous criticisms, feedback and suggested proposals from the membership after the release of the original draft proposals. We took these concerns back to the employer and let them know how concerned the membership is. The employer will be incorporating concerns and will be developing another set of drafts for the membership to consider.
It is important to stress that NO CHANGES will be made without further consultation and input from the membership and nothing will be agreed to until members affected have had a chance to vote on any changes. Please contact the local with your questions and concerns.