City Of St Catharines Collective Agreement

Posted: September 14, 2021 in Uncategorized

All CUPE members work under the protection of a contract called a collective agreement. Your local union negotiates the terms of the agreement. Elected local union leaders also work with the employer to resolve issues in the workplace. The agreements give employees an increase of 0.5% on January 1, 2015 and 0.5% on July 1, 2015, 1.5% in 2016 and 1.25% in 2017 and 2018. In addition to salary increases, the agreements contained some minor language changes. “This agreement supports the stability of city staff to ensure that there will be no interruption of service to citizens over the next four years and also respects the impact that salaries have on the city`s operating budget in these challenging times,” said Mayor Walter Sendzik. If you have questions about your rights at work, the best person you can talk to is your local steward or executive. You will know the specific details of your agreement. 52 members of the Civic Services Union are asked to send a copy of their application to the union office.

The rates indicated are based on a collective agreement. If you would like a hard copy of your collective agreement, please speak to your steward. If you don`t know who your steward is or how to reach your contact, contact the CUPE office near you. “Our members understand the financial challenges facing the city. We believe this agreement recognizes that and also respects the work our members do for the City of St Catharines and its citizens,” said Steve Bittner, President of CUPE 157. “The agreement proposed to our members is a viable solution, given these periods of austerity, and proof of what can be achieved if there is solidarity between the three inhabitants,” A. Brent Smith, President CUPE 1287. The purpose of the exemption for labour relations or labour negotiations is to protect discussions about the relationship between a municipality and its employees. The term “labour relations” is widely interpreted to include matters relating to unionized or non-unionized personnel, as well as compensation outside of traditional employment agreements. The most obvious application of the exception is for discussions on the negotiation of collective agreements and contracts for non-unionized workers[1], including discussions in the context of an ongoing labour dispute. [2] The exception allows for the discussion of qualifications[3], conditions of employment[4] and remuneration[5] for certain workers.

It also provides an means of discussing changes in the workforce, workload and roles of certain employees. [6] Employee performance, behaviour and discipline are covered by the exception,[7] as well as discussions about staff recruitment or dismissal. [8] Discussions of municipal restructurings or reorganizations may be covered by the exception. [9] While general discussions on organizational charts generally do not match,[10] issues relating to the impact on individual positions, changes in roles and working conditions fall within the exception. [11] The exception does not include the remuneration of the Board[12], unless it involves changes in staff remuneration. [13] The exception for labour relations or labour negotiations does not include discussions about the assessment[14] or review[15] of a local authority. . . .

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