Bargaining
CUPE BC and Locals – Bargaining Update #2
June 7, 2022
To: All MoveUP Members at CUPE BC and Locals
We’re writing to you today to provide an update on the status of bargaining and negotiations with your Employer, CUPE BC & Locals.
The Parties met to bargain on January 18, 19, February 2, 3 and 4, March 15, 16, 17, and 18 and finally on June 6.
Despite several days at the table, the Parties have been unable to come to an agreement. Many of our proposals were declined or countered beyond the intention of the proposed changes to not be of any substantive improvement to your entitlement, wages or working conditions and even in certain circumstances, concessionary to the existing language.
Examples include
- Refusal to discuss wage increases commensurate with or even approaching the cost-of-living increases in British Columbia
- Refusal to discuss work hour adjustments that would make members eligible for full-time pension benefits under the MPP
- No improvements to medical benefits
- No improvements to vacation leave or pay
- Rejection of Quarantine Leave provisions
- No severance pay or sick leave payout improvements
- Elimination of percentage-based vacation bonuses under Appendix F
- Resistance to equity-based language and measures entailing minor monetary commitments
- Elimination of lateral or internal hiring processes and internal promotion opportunities as existing through the current Dispatch program language
- No improvements to leave language whether it be training or education-based leaves, or the inclusion of the minimum entitlements of the Employment Standards Act
- Refusal to take steps towards parity between the Regional Office and the Locals, regarding wages, entitlements and benefits
We have been clear with the Employer since day one, we deserve at least what they are asking for under public sector and municipal bargaining. As per the bulletin sent by the K12 Bargaining Committee on March 10, 2022 :
“The K-12 bargaining committee is firm that the starting point to fairness for school support workers are wage increases that reflect the rising cost-of-living in line with current inflation rates”
They campaign that CUPE members should be entitled to fair wage increases this round of bargaining, we advocate for the same consideration. What’s fair is fair.
The Employer has tabled a “rollover agreement” to conclude bargaining, with a flat rate increase of $1.03, or roughly 3% of the Category 3 starting wage of $33.10. They are justifying their proposed rollover on the ongoing delays of public sector bargaining and the ongoing inflation/stagnation crisis affecting our economy. Annual CPI growth for the country rose to 6.8% last month. Anything less than this would be a pay cut.
For comparison, the COPE 491 members working under the CUPE National certification recently received a combined 7% wage increase this year.
It is the opinion of the Bargaining Committee that the “rollover agreement” has been tabled by the Employer to attempt to minimize the impact of any potential job action on public-sector and municipal bargaining and to try to force us to agree to an unfair deal at the table.
We are incredibly disappointed that the Employer would table concessionary proposals and stonewall us with an agreement they wouldn’t even accept at their bargaining tables.
We shall be holding a membership meeting to go over all of the details of their rollover agreement, and discuss next steps. It is incredibly important that you attend and be informed, and have your say in how we move forward. This is your contract.
Details :
Date: Wednesday, June 8, 2022
Time: 5:30-7:00 pm
Via Zoom click here to register for the meeting.
In solidarity,
Nadine Ford, Bargaining Committee
Chika Buston, Bargaining Committee
Nathan Beausoleil, Union Representative