Members of the Canadian Office & Professional Employees Union (COPE) Local 378 at Capilano University have withdrawn all overtime services from the institution as part of an ongoing labour dispute. The union, which represents CapilanoU's support staff, gave the institution 72-hour strike notice on June 1 and instituted the ban on staff overtime as of Thursday afternoon. A statement issued by CapilanoU indicated that the labour action is not expected to affect students enrolled in summer classes. The union said that outstanding issues include benefits, sick leave, minimum hours worked, termination of employees on leave, and language over layoffs. CapilanoU faculty initiated strike action in April, reaching a tentative agreement on May 23.
CUPE 1858 is embracing some of the new (and maybe not so new) social media platforms in an effort to stay current and connected with its membership.
We are on Facebook.....CUPE local 1858
We are on Twitter....... https://mobile.twitter.com/CUPE1858
our hashtag is @CUPE1858
For those who would like to support the teachers in their ongoing dispute with the BC Government, there will be a march taking place tonight (details below).
What: NDTA ”Casserole” March
Why: To protest the current collective bargaining tactics of the BC Government in their negotiations with the BCTF.
When: Tuesday, September 9 @ 6:30pm
Where: March starts at Departure Bay Beach and will make its way to Rock City School.
Participants are encouraged to bring along pots and pans to help create a vibrant and loud event designed to keep the momentum of the current job action against the collective bargaining tactics of the BC Government.
CUPE Local 1858
From time to time at VIU, the topic of performance evaluations for CUPE pops up. There are a number of different terms used; goal tracking, goal development, yearly reviews, but they all stand for some process whereby an employer completes a review of an employee based on a number of metrics (attitude, productivity, efficiency, etc.) to assess performance and/or development. It usually has a goal setting portion, where the employee and the employer work together to develop some goals for the employee for the following year (and the success of these goals is then evaluated on the following year’s evaluation). Sometimes the goal setting portion includes the employer asking or indicating what kind of support they can give the employee to help them complete the goals that are identifies. They can include the employer addressing some issues of concerns related to the employees work and there is the risk that those issues might be used later for discipline. They can also be an opportunity for the employer to tell the employee how happy they are with the employee’s work and giving examples to illustrate that.
I have worked in corporate owned as well as privately owned businesses where yearly performance evaluations were used for all employees and now I work as a CUPE employee at a post-secondary institution where you get a mini-review when you start a new job and then not again for the duration of your career. In considering the issue of performance evaluations for CUPE members, I have several thoughts that I will arrange into “PRO”, “CON” and “QUESTIONS”.
It is an opportunity to hear about the good work we are doing in a more formal setting
It is an opportunity to talk to our employer about our goals and enlist their support in reaching our goals
It is an opportunity for us to have some dedicated time one on one with our employer to speak with them about challenges that we faced, things that get in the way of us doing our jobs and general items that are of concern to us
It is a demonstration that we are a valuable part of VIU and that they are willing to devote time to hearing our concerns and helping us reach our goals
In the working world outside of publicly funded institutions, performance evaluations are usually tied to job advancement or financial compensation and as that would not be the case at VIU, one might reach the conclusion that there is great benefit to the employer is doing these evaluations but very little benefit (and some risk) to the employee.
The material collected in the evaluation can be used as material for discipline or dismissal.
The entire process of evaluation depends not only on having a really good evaluation tool but also a person administering the tool that is skilled in using it and in delivering proper and purposeful evaluations. I would not want to see evaluations come to VIU unless we had both of those things and I can’t imagine the institution devoting those sorts of resources to evaluation when we have so many other pressing financial issues.
Would performance evaluation be implemented across the campus, for all employees or would it just be for CUPE members?
Would performance evaluations become a part of our permanent employee files?
Would you care to add to the discussion? What are your thoughts about performance evaluations? Post your comments here
"Bad leaders may edit the truth for fear of causing discomfort. Good leaders accept that the truth is often uncomfortable."
UNIFOR 114 vs Cascade Aerospace (Abbotsford)
Major Issues: Wages, Benefits, Job Security, Two-tier Vacation Entitlement, Severance, Pension
Commenced: June 4, 2013
BC Teachers’ Federation (BCTF) vs. BC Public School Employers’ Association (BCPSEA) (Province-Wide)
Major Issues: Class Size and Composition
Commenced: May 26, 2014
Canadian Union of Public Employees (CUPE) Local 608 vs. Naramata Centre (Okanagan)
Major Issues: Contracting out, Job Security, Wages, Benefits
Commenced: May 15, 2014
Canadian Union of Public Employees’ Union (CUPE) Local 402-1 vs. City of White Rock
Major Issues: Hours of Work, Benefits, Fair Treatment for Casual/Part-Time Employees
Commenced: May 2, 2014
Unite Here! Local 40 vs. Powell River Town Centre Hotel (Powell River)
Major Issues: Benefits, Pension, Wages
Commenced: May 1, 2014
International Brotherhood of Electrical Workers (IBEW) 213 vs Fortis BC (Province-Wide)
Major Issues: Wages, Hours of Work, Job Security
Commenced: Locked Out June 26, 2013 (**IN MEDIATION**)
Teamsters Local 213 vs IKEA (Richmond)
Major Issues: Wages
Commenced: Locked Out May 13, 2013
Paraphrased from the live webcast held by BCTF President, Jim Iker
On Friday, the BCTF tabled a deal that was meant to meet the BC Government half way. They tabled a five year deal (the government wants to lock them into a ten years deal) which is comparable to other bargaining units across the province, they reduced their wage demands to and 8% increase over five years (which is only 1% away from what the BC government was offering and a significant decrease over their original demand), a new fund to deal with class composition and a solution for retroactive grievances. The Government didn’t respond until Sunday evening and when they did, they responded with a decrease in their wage offer (from 7.25% over 6 years to 7% over 6 years) and they said no to hiring more special education teachers.
The leadership of the BCTF will be meeting later today to dicuss all options. At this point, Jim Iker says that the "strike is eminent".
The B.C. Teachers’ Federation has announced that teachers across the province will be on strike starting Monday, June 16.
On Monday, June 16, as part of the ongoing rotating strikes, teachers will be participating in a province-wide rotating strike. We expect that there will not be any pickets at schools on this day, but because teachers will not be at schools, there will not be adequate supervision.
On Tuesday, June 17, the BCTF will start a full-scale strike across the province. This strike will continue until such time as a resolution is reached. There will be pickets at schools and there will not be adequate supervision of students.
Everyday the news has updates on the situation with BC Teachers and their contract negotiations. It occurred to me that sometimes I dont really know what they are talking about or what the "rules" are...despite the fact that there are lots of people talking about it. Below is material taken from the Labour Relations Board of British Columbia website (http://www.lrb.bc.ca/codeguide/chapter6.htm) , I hope it is helpful.
If a union and an employer are unable to reach agreement through the bargaining process, there are a number of options available. The two most frequently used are mediation (which is covered in Chapter Eight of this guide) and strikes or lockouts.
Generally speaking, a strike is a refusal to work by employees acting with a common purpose. The usual purpose of a strike is to compel an employer to agree to terms and conditions of employment. A strike need not be a complete stoppage of work. For example, overtime bans and work slowdowns can constitute a strike. A withdrawal of services by employees, which arises from a legitimate concern for their own safety or health, or to enforce a non-affiliation clause, is not a strike.
Similarly, a lockout is a restriction by the employer of work that normally would be available for employees, generally by suspending work or closing the place of employment. It is generally intended to compel those employees, or to aid another employer to compel employees, to agree to terms and conditions of employment.
The Code prohibits both strikes and lockouts during the life of a collective agreement and every agreement must contain a provision prohibiting "wildcat" strikes or lockouts. Any differences arising during its term must be settled through the grievance and arbitration procedures set out in the collective agreement.
Even if there is no collective agreement in force, certain legal preconditions must be satisfied before a strike or lockout can begin. These preconditions are:
_The union and employer must first have engaged in collective bargaining;
· A vote must have been held to determine if the majority of employees favour a strike, or, in the case of an accredited employers' organization, if the majority of the employers in the organization favour a lockout;
· Strike or lockout notice of 72 hours must have been given to both the other party and to the Board; and,
· If a mediation officer has been appointed by the Labour Relations Board or by the Minister of Labour and Citizens' Services, that appointment must have come to an end, and 48 hours have passed.
These restrictions are intended to ensure that bargaining takes place before strikes and lockouts begin. They also ensure that strikes and lockouts are supported by the majority of those who will be taking the action, and that the potential disruption caused by a strike or lockout is reduced by providing notice that it is about to occur.
Strike and lockout votes
As mentioned above, a strike or lockout vote must be held before a strike or lockout is legal. In both cases, the vote is by secret ballot and all persons affected are entitled to vote. All employees in the bargaining unit (except those excluded from membership under the religious objections provision) can participate in a strike vote. The vote must be conducted in accordance with the Labour Relations Regulation. This regulation requires the party conducting the vote to appoint a returning officer. It also sets out the form of ballot to be used which reads:
"Are you in favour of a strike/lockout? Yes_____ No_____".
A majority of those voting must be in favour of supporting a strike or lockout to meet the legal requirements of the Code.
A strike can be called only within three months after the date of a favourable strike vote. If a strike is not called during that time, another vote must be held in order to renew the union's strike mandate. The same restriction applies to lockout votes.
A union must give 72 hours written notice of its intention to strike to both the employer and the Labour Relations Board before actually engaging in strike activity. Similarly, an employer must give 72 hours written notice of a lockout. In certain instances, as when perishable property is involved, the Board may lengthen the normal 72-hour period of strike or lockout notice. If services designated as essential are involved, the union or employer must provide a new 72-hour notice if one notice period ends without any strike or lockout.
When a legal strike or lockout is in progress, the Code allows employees to picket. Picketing is a peaceful means by which employees can increase the pressure on their employer to agree to terms and conditions of employment favourable to them. The purpose of the picket line is to persuade persons not to do work for, or do business with, the employer. A picket line, however, cannot be used to forcibly prevent persons from entering an employer's premises.
Striking or locked-out employees are entitled to picket where they normally perform work that is an integral and substantial part of the employer's operation and which is under the control and direction of the employer. Other operations of the employer may not be picketed. For example, if the employer operates at more than one location, the striking or locked-out employees can picket only the location for which their union is certified and at which they perform their work.
With the permission of the Board, picketing may also be conducted at other sites; for example, where an employer attempts to have "struck work" performed away from its own premises. Striking or locked-out employees may also picket the place of business of an "ally" of their employer. An ally is a person who assists an employer in a lockout or in resisting a lawful strike. Ally picketing is restricted to the site at which the ally performs work for the benefit of the employer who is directly involved.
Where more than one employer carries on business at the same site (referred to as a "common site"), the Board generally restricts picketing so that it affects only the employer involved in the labour dispute or the ally of that employer. The Board has the discretion to regulate picketing at a common site to ensure that the union has a way to picket in pursuit of legitimate objectives. This means that in some circumstances the Board can allow regulated picketing at a common site that affects third parties. Such circumstances occur when the union has no other way of picketing at the workplace of the striking or locked-out employees.
Just as the picketing provisions limit the lawful things employees can do during a strike or lockout, the replacement worker provisions of the Code limit what an employer can do. Employers are prohibited from using newly hired employees to replace employees who are engaged in a legal strike or who are locked out.
An employer can continue to operate during a labour dispute by using non-bargaining unit personnel at that operation. Management staff cannot be transferred or used from other operations or facilities of the employer, however, unless they were transferred before the notice to commence collective bargaining for the new agreement was given.
Any person who is not in the bargaining unit at the operation has the right to refuse to do work of bargaining unit members during a strike or lockout. To protect this right, employers are not allowed to penalize or discipline employees who refuse to do such work.
As you know, the BC Teachers Federation (BCTF) are out on rotating strikes this week in protest of the challenges they are facing bargaining with the BC Government. Today is the day teachers are striking at school district 68. As with the 2011 VIUFA strike, our fellow CUPE members working for the school district (Local 606) are walking the line in support of the BCTF.
Members of your Executive have already been on the line this morning showing support for the teachers and their right to strike against unfair bargaining practices.
We invite you to join your Executive in supporting the teachers right to strike by walking on the NDSS picket line at lunch today. Signs may be picked up from the CUPE office until 12:15pm (B255 Rm211), then we will be heading to the line at 12:15pm.
For those at other campuses in other districts, we encourage you to support the BCTF whether you honk your horn in support of the line, or go down and chat with the workers. The teachers and the school support workers have been very supportive of our labour actions in the past – now we can return the favor.
The executive of CUPE 1858
A Blog for the members of CUPE 1858
Welcome to the You-nion Blog, a collection of random thoughts and information for the members of CUPE local 1858. Through this blog we will be writing about issues that might be of interest to CUPE members, sharing important information about our contract, celebrating the successes of our members, and any other random things that come to mind.
As the big pointy finger to the right indicates; "You are the Union", we welcome your comments!