Southern Health-Santé Sud
VIRTUAL Bargaining Info Session for
CUPE Home Care Members
Former MGEU members:
in Winnipeg: MGEU 113 & 115
in the North: MGEU 401 & 407
in the South: MGEU 404 & 406
Please share this information with your co-workers.
| DATE: | Thursday, March 3, 2022 |
| TIME: | 6 pm to 8 pm |
| # TO CALL: | 1-877-229-8493 (Pin: 119316#) |
Please join us for a discussion about bargaining.
No health care worker left behind
February 2, 2022
The CUPE bargaining team continues to push the Government and Employers to prioritize support staff bargaining.
CUPE met with the Provincial Health Labour Relations Services (PHLRS) on January 12th, 19th, 26th and February 2nd. We have bargaining dates on February 9th, 16th, 23rd, and March 2nd, 16th and 23rd. We have requested more dates from the PHLRS and are looking at adding evenings and weekends to negotiate as well. If we are not successful in getting more dates, we are exploring legal avenues.
COVID Recognition Pay (Retroactive)
In December of 2021, CUPE sent a letter to the Minister of Health and the Premier of Manitoba asking for the government to provide COVID pay to all support workers. Their response was that this issue had to be dealt with at the bargaining table. The Union has tabled a proposal with the PHLRS that the staff (from personal care homes and home care) that were excluded, be included in the Work Disruption Allowance (WDA) of $5/hour which was part of the Memorandum of Agreement #2 (MOA #2) re. Redeployment.
Those individuals were excluded from the WDA because they should have qualified for the government recognition monies that were paid in January of 2021. That was a one-time payment that is no longer available. CUPE believes these members should qualify for the WDA.
Recognition Pay for Emergency Departments
Part of the letter sent to the government in December 2021 was also asking for the same Emergency Room recognition pay that the nurses received. We received the same response, that it must be dealt with at bargaining. CUPE has tabled a proposal regarding this as well.
We believe this pay should be granted by government as part of emergency pandemic relief, and not as a bargaining proposal. However, we continue to pursue both at the political level, and through negotiations.
Carman Memorial Hospital in Southern Health-Santé Sud
Carman Memorial Hospital has been closed for approximately three (3) weeks for renovations and it is expected to take at least nine (9) weeks. The staff were relocated to work at other sites. The nurses received “relocation pay” that they were able to negotiate in their collective agreement. CUPE Local 4270 requested that the support staff receive the same treatment and relocation pay. Once again, we were told that this must be taken to the bargaining table. CUPE will be tabling a proposal around relocation pay and will be requesting back pay for these affected members from Carman Memorial Hospital.
Petition
CUPE has issued a petition to add pressure to the government to prioritize health care support workers. The petition will flood the emails of the government. We want thousands of emails sent! It is just another way of showing the government the members are behind the Bargaining Council, and that no health care worker should be left behind. As of February 2nd, over 3,000 people have signed the petition. Please share with family and friends as everyone can sign this petition.
You can sign the petition here: https://cupe.ca/support-manitoba-health-care-support-workers-leave-no-health-worker-behind
Please make sure we have your most recent contact information, including cell phone number and personal email. We do not use work contact information to reach you for union business. If you have any questions or comments, please send an email to healthcare@cupe.ca.
CUPE Health Care – Manitoba
December 17, 2021
CUPE met with the Provincial Health Labour Relations Services (PHLRS) on December 8 & 15, 2021. We have bargaining dates in January on the 5th, 12th, 19th and 26th. We have proposed dates in February and March and are waiting on the Employer to confirm.
Status of Bargaining
We were able to agree to more language proposals around Hours of Work and Leaves of Absence. There are a lot of rumours right now about what is or isn’t happening at bargaining. Please confirm with your site representative on any rumors you hear. There has been no offer on wage increases by the Employer yet. We have not started discussion on any monetary items, including wage increases.
Since we began bargaining the parties have exchanged 73 documents. Our original proposal package contained over 600 proposals. That did not include all the Letters of Understanding at the back of each collective agreement. We have agreed to approximately 30% of the language proposals. We understand we keep saying it is a slow process, but this is why. It is not just about getting a wage increase; we have to negotiate every item for your new collective agreement. The Bargaining Council asks for your continued patience as we fight for each of you. Our goal is to leave no health care worker behind.
Bill 28 – Public Services Sustainability Act (wage freeze)
The public sector unions, through the Manitoba Federation of Labour (MFL), have filed an application to the Supreme Court of Canada. We reported that the MFL won the court case against Bill 28 a few months back. The government appealed that decision, and their appeal was upheld. This overturned the MFL’s win. However, because of the community’s pushback against Bill 28 the government, under Premier Stefanson, has repealed Bill 28 for now. There is concern that they may resurrect it under a new version in the future. Therefore, the MFL is taking their case to the Supreme Court. We expect this will be a lengthy process, but the wage freeze legislation being withdrawn should lift a cloud over our negotiations.
Campaign
CUPE health care members should expect to see campaigns popping up across Manitoba in the new year, raising awareness about the important work health care support workers do, as well as calling on the government to support our members. We will also be launching campaigns building solidarity within the membership, because we will not win if we are divided.
CUPE also continues to advocate for safe workplaces, better staffing levels, and against government cuts to health care.
Wishing you and your loved ones a safe and joyous holiday season and all the best for 2022! Special thanks to all the health care workers who are working over the holiday season, and all those who have been working hard throughout another difficult year.
Please make sure we have your most recent contact information, including cell phone number and personal email. We do not use work contact information to reach you for union business.
If you have any questions or comments, please send an email to healthcare@cupe.ca.
December 2, 2021
CUPE met with the Provincial Health Labour Relations Services (PHLRS) on October 27, November 3, 10, 17 and December 1, 2021. Negotiations are ongoing, and we are calling on the PHLRS to leave no healthcare worker behind.
Status of Bargaining
The Bargaining Council has agreed to some language proposals. Some of these include maternity/parental leave, emergency leave, emergency and disaster planning, whistle blower protection, union security, respectful workplace and non-discrimination/harassment, many definitions, grievance and arbitration rules and many more.
The Bargaining Council is having to fight for every proposal. It is not like any other bargaining that has come before. This is why bargaining seems to be taking so long – we are working article by article to make sure no health worker is left behind.
Discussions are ongoing regarding job security, vacation, hours of work, scheduling, overtime, and layoff/recall. Wage increases are still to be discussed as well as market adjustments.
Bill 28 – Public Services Sustainability Act (wage freeze 0, 0, 0.75 and 1%)
The government announced last week that they will be repealing or cancelling this legislation. CUPE and the other public sector unions had taken the government to court over this wage freeze legislation. The Unions won but the government appealed that decision. The appeal judge overturned the decision. Despite this, the government felt the pressure from unions, including CUPE, and is withdrawing the legislation altogether. We continue to work with the Manitoba Federation of Labour on legal routes to ensure governments cannot interfere with bargaining. This is an important victory for CUPE members. The Bargaining Council had no intention of accepting the mandated wage freeze but having this pressure removed means we can bargain a fair wage increase at the table.
We have bargaining dates scheduled to the end of January 2022.
Strike
Negotiations are continuing and we are making progress. We understand it is slow. Fighting to maintain the protections and rules in the collective agreement takes time. After the representation votes members from many different unions came to CUPE. Their collective agreements have different and unique language that we are trying to maintain such as language for hours of work, shift schedule rules, overtime, and shift premiums, just to name a few.
It is very important that we fight to maintain this collective agreement language, but that will unfortunately take a lot of time. There were over 123 collective agreements that are merging into one province-wide collective agreement.
While negotiations continue, we will not serve notice to strike. In August, healthcare support workers took a strike vote to show the employers that we are serious about leaving no healthcare worker behind. If negotiations break down, we will be ready to strike. We’re not quite there yet.
Please make sure we have your most recent contact information, including cell phone number and personal email. We do not use work contact information to reach you for union business.
If you have any questions or comments, please send an email to healthcare@cupe.ca.
CUPE Health Care – Manitoba
HEALTH CARE BARGAINING UPDATE #9
October 14, 2021
CUPE has been fighting for you at the bargaining table. CUPE met with the Provincial Health Labour Relations Services (PHLRS) on September 1, 8, 21, 29 and October 6, 2021. Negotiations are ongoing, and we are calling on the PHLRS to leave no health care worker behind.
Status of Bargaining
Progress is being made in bargaining around the language proposals. The big issues at the table right now include vacation, hours of work, scheduling, overtime, and layoff/recall.
We are finally able to begin discussions about monetary matters. Wage increases are still to be discussed as well as market adjustments.
Seniority
It was decided that the issue of how seniority will be applied would be sent to the Commissioner (who was responsible for the health care amalgamations) for mediation.
CUPE and the Employer representatives met with the Commissioner to discuss the seniority issue. The Commissioner ruled that seniority needs to match the support sector bargaining units (Facility Support and Community Support) that were split by the representation votes. We will work towards resolving the seniority issue with that understanding.
MNU (the nurses) have reached a tentative agreement, which is great news. CUPE is pushing for support staff negotiations to be the priority and is launching a public campaign to bring attention to health care support staff.
Essential Services and Strike
CUPE continues to negotiate essential services agreements. We are required by law, to have an essential services agreement in place before we can go on strike. Most of these agreements are now completed.
In the event we do call for a strike, we have prepared some questions and answers for you on the next page.
The next bargaining dates are:
October 27th;
November 3rd, 10th and 17th;
December 1st.
Please make sure we have your most recent contact information, including cell phone number and personal email. We do not use work contact information to reach you for union business.
If you have any questions or comments, please send an email to healthcare@cupe.ca.
HEALTH CARE STRIKE
Questions & Answers
October 2021
How much is strike pay?
Strike pay starts the first day of a strike. For the first eight (8) weeks of a strike you get $300/week. During the 8th to 12th week, you get $350/week.
What do I have to do to get strike pay?
You must perform picket duties. Which means, you must walk a picket line for 4 hours/day for 5 days a week. If you are not physically able to walk a picket line, there are other duties that can be done. You would need to contact the Strike Coordinator of your local if you require an accommodation. The accommodation must be verified that it is for medical reasons. The Strike Coordinator for each local will be shared when we serve notice to go on strike.
What are the rules for being on the picket line?
Picket lines must be moving. You must walk with a picket sign for the duration of your shift (4 hours). You can take breaks as needed; however, you just must leave the picket line to do so, and you would also need to remove your picket sign. Washroom facilities will be identified when you report for picket duty. Make sure you dress appropriately for the weather. You cannot bring a chair or stand still in groups on a picket line.
What about my benefits?
CUPE pays for the premiums of your group life and extended health benefits for the duration of the strike. If you work essential services shifts you will be paid by the Employer just like normal. Therefore, your benefit premiums would be deducted, and coverage will continue. The pension plan deductions will NOT be paid by CUPE.
What if I am on a leave of absence for medical or other reasons?
If the third-party insurer (HEB, City of Winnipeg, WCB, MPI, etc.) cuts you off because of the strike, CUPE will provide you with strike pay in lieu. Please contact your Strike Coordinator once a strike is declared if you are on LTD, WCB, MPI, etc.
What if I have to work an essential services shift?
Essential services shifts will be shared amongst members qualified to work in that area. If you do work a shift, you will get paid normally from the Employer. You may also get deemed as standby in the event of a sick call or emergency on your unit or department. If you are deemed standby, you must bring your work attire with you to the picket line in case you get called into to work.
To all CUPE 4270 members, we are all aware of the Health Order being implemented by our Government on October 18/21. In this order a majority of our membership will need to either be vaccinated or agree to being tested several times a week.
We have heard from many members that have brought forth their concerns. There have been suggestions that this order violated their Human Rights and is also in violation of our contract. It has been implied that our leadership has not been working for its membership.
I want to ensure all members that is not the case. We have taken every concern forward. We have sought legal opinions by our in house Lawyers as well as by an independent labour law firm. All legal opinions have stated that this health order does not violate our collective agreement and no human rights are being violated. Any court challenges would end in an expensive loss. We have listened to these lawyers but we do understand some members are upset. We have spoken to the Employer and stated we will grieve any termination as a result of the health order. We have stated we expect a confidential process.
It is important to note that the Union’s mandate is to ensure that the collective agreement is adhered to and that members are properly represented should any violation of the collective agreement occur.
We understand that some of you have concerns regarding the latest provincial health orders requiring those in direct care of patients, to be vaccinated or required to test should you not be fully vaccinated or not wish to disclose. This policy is a direct result of the provincial health orders and as such the Union cannot encourage it’s members to break a law. We have heard some members may walk off the job. We cannot support any illegal activity and strongly advise against this. This will be deemed abandonment of your job and may result in termination. This will make you ineligible for some benefits of your collective agreement such as the retirement bonus as an example. We will support your choice, but the consequences of your choice should not have to exceed more than a temporary unpaid leave of absence. We will fight for your right to choose but again all choices come with consequences.
We urge you to speak to your Doctor to make an informed decision on being vaccinated or not and to be tested or not. There are many rumors out there. Please make an informed decision. Our patients, clients and residents need us all. These are unprecedented times. We need to work together and in doing so will get through this and one day get back to some sort of normal life again.
Lastly, this is a health order that legally does not violate any human right or collective agreement. If you are not in favour of the order, contact our Provincial Government. They need to know their constituents are unhappy. This is the only way change could occur. I have expressed my concerns and yours to our Employer.
If you are in a position of medical or religious exemption as recognized by the Human Rights commission, the Union will work with you and the employer in order to find a suitable accommodation.
Please be advised that the Union will not reply to anonymous letters, comments or threats.
I wish you all good health.
Local 4270
President
Darrin Cook
September 2021
CUPE health care workers sent a strong message to the government with a province-wide average of 97% in favour of strike. CUPE wants to thank all the members for their support!
With this strike mandate, we now have a strong message to deliver at the bargaining table: we will leave no health care worker behind!
The results by region are as follows:
With the strong strike mandate, we are continuing to meet with the employer with the goal of finalizing a new collective agreement. A strike will only occur if contract negotiations break down or reach an impasse.
The government agreed to give nurses special options, including the choice to have their contract settled by an arbitrator if negotiations break down rather than forcing a strike. They refused to give health care support staff this option. That was a big part of the reason we called for a strike mandate.
The government was planning to pass a law (Bill 16: The Labour Relations Amendment Act) this fall that would make strikes last longer and new contracts harder to achieve. Right now, after 60 days of a strike we can ask an arbitrator (like a judge) to step in and help settle a contract. The government has announced Bill 16 will not be passed at this time.
One outstanding issue is that of how seniority will be applied. Both CUPE and the Provincial Health Labour Relations Services (PHLRS) will present their positions regarding seniority to the Commissioner who is responsible for ongoing issues related to the health care amalgamations, including contracts. He will act as a mediator to try and get resolution on this matter. We hope that this will happen within the coming month.
Next bargaining dates are:
Please make sure we have your most recent contact information, including cell phone number and personal email. We do not use work contact information to reach you for union business.
If you have any questions or comments, please send an email to healthcare@cupe.ca.
Dear Local 4270 members,
Committed to care, ready to strike.
CUPE is preparing to call on all health care support staff for a strike. You will be receiving a ballot in the mail shortly to vote for a strike. Please check your mail and return the ballot as soon as possible. The deadline is August 23, 2021 at 4:30 p.m.
No health care worker left behind.
If there is one thing the pandemic has shown Manitobans, it’s that every health care worker is critical – not just doctors and nurses.
This is why CUPE is fighting for all health care support workers at the bargaining table – we won’t leave anyone behind, even if it means we have to call for a strike vote.
Who does the government want to leave behind?
• The government agreed to give nurses special options at the bargaining table, including the choice to have their contract settled by an arbitrator if negotiations break down, rather than forcing a strike. They refuse to give health care support staff this option.
• The government wants to split up our seniority lists, which means health care support staff could lose some seniority rights if they choose to switch health care jobs.
• The government doesn’t want to negotiate fair vacation language for support staff, even though you have worked tirelessly throughout the pandemic.
• The government refuses to lift up home care workers and give them the respect and support they deserve.
• The government doesn’t want to talk about wages or benefits for support staff, even though you have gone above and beyond the call of duty.
• Support staff have gone four years without a contract and are tired of playing this government’s delay games. Enough is enough.
We want all health care support staff to have each other’s backs.
We can’t leave any health care worker worse off than before.
What does a strike vote mean?
A strike vote doesn’t mean you go on strike. It means you support your CUPE bargaining team to call a strike if negotiations break down.
We need to show the government that health care workers are united, and we won’t back down until we get a fair deal for everyone.
When will the strike vote happen?
The strike vote will be by mail-in ballot. As soon as you get your ballot please fill it in and return it. The voting will close on August 23, 2021 at 4:30 p.m. Please update your contact info right away, including your personal email address and cell phone numbers.
Why is this happening now?
The government has dragged its feet through this entire process, and we’ve had enough.
You deserve better.
The government is also planning to pass a law (Bill 16) in the fall that would make strikes last longer, and new contracts harder to achieve.
Right now, after 60 days of a strike we can ask an arbitrator (like a judge) to step in and help settle a contract. But once Bill 16 passes, it will be harder to get an arbitrator to step in, making strikes last longer.
We need to be ready. That is why we are asking you to vote to authorize a strike mandate (vote).
What do we need from you?
Your personal email and cell phone so we can let you know more details and contact you.
Most importantly, WE NEED YOU TO VOTE. The more health care support workers who vote, the stronger we will be at the bargaining table. That means you.
If you have any questions, please email healthcare@cupe.ca.
June 9, 2021
Strike/job action
The CUPE Bargaining Council may call on the members for a strike mandate (vote) to support their efforts at the bargaining table. Normally, unions do not call for a strike vote until there is a significant break down in the negotiations. We are not at that point quite yet but CUPE has begun preparations in case we need to call for a strike vote.
A strike committee has met and are preparing for the potential of a province-wide strike. We are not calling for a strike vote yet but the planning required for 18,000 members to go on strike is huge and that is why we must start preparing now.
Why are we not striking like the nurses?
The Manitoba Nurses’ Union (MNU) has taken a strike vote. The nurses did not have as many collective agreements or classifications to merge into one collective agreement as CUPE, therefore they are further along in the process. They also started bargaining four months before we did.
CUPE has over 123 collective agreements all with very different contract language. CUPE wants to protect as much language as possible from all the collective agreements, so this requires a longer process at the bargaining table. CUPE members have told us that protecting this language is important.
MNU has also stated they will be doing different types of strike/job action rather than stopping working. Unions will not be able to stop providing essential care in a strike especially with the COVID crisis.
CUPE supports MNU and will stand in solidarity with them throughout any strike or job action.
What is binding arbitration?
Currently The Labour Relations Act allows for unions to apply for binding arbitration after sixty (60) days on strike. Binding arbitration is where an arbitrator (sort of judge) decides what will be in a collective agreement. Usually, binding arbitration is only used when there are a few outstanding items, most often wages, that the parties cannot come to agreement on. Once the binding arbitration process has started, whatever the arbitrator decides is what the union gets. There is no voting on a collective agreement.
How does Essential Services affect a strike?
Before any health care union can go on strike an Essential Services Agreement (ESA) must be negotiated. This is law.
CUPE is negotiating updated ESAs with the Employers. The Bargaining Council may be calling on members for information regarding staffing levels and required duties for each classification at your site. The Essential Services Act (Health Care) of Manitoba requires the unions to provide essential care so as not to affect the “life and limb” of clients/patients/residents.
We thank all CUPE members for their feedback and concerns. We are doing everything we can to protect and improve your collective agreement and fight for fair wage increases.