2007 Weblog Postings

in reverse order with the most recent appearing at the top.

Report on conciliation
By Bradford McKaig, Chair of the CUPE 1975/1975-01 negotiating committee

Conciliation talks ended last night when the universities rejected CUPE’s last proposal for settlement.

Conciliator Doug Forseth adjourned proceedings, stating “the two parties are simply too far apart.”

The universities contend the union showed lack of movement on key issues, which is completely false. The union has moved significantly on virtually every issue on the table, including monetary items.

At the end of the day, we simply could not accept the employer’s position regarding benefits, as the funding that was offered became contingent on accepting yet another “… revised and rebalanced Employee Benefit Program.” There are already concerns that the proposed funding may be insufficient to maintain current coverage.

Simply stated, this means revisiting the process that last time around resulted in significant reduction in benefits. The surplus the universities are reporting probably exists due to the reduction in coverage as a result of the last “review.” We believe that without additional funding, this surplus will deplete prior to the expiration of the agreement.

The other key issue involved the arbitrary and subjective attachment of Performance Reviews in order to “qualify” for increments that our members are currently entitled to by the last CA.

The universities have represented their wage proposal as 17% over 3 years. This is misleading at best. There are NO guarantees that anyone would receive their increments. As such, the ACTUAL wage increases as proposed by the employer would be 2.5%, 2.75% and 3% over the 3 year agreement. It should also be noted that the improvements to Pension and Benefit funding should not be reported as “Wages” and comes at a cost… Other union proposals fell by the way in favour of this funding.

Barb Daigle (Associate VP of Human Resources at the U of S) is quoted in the University press release as saying “WE entered the conciliation process…” and “WE are disappointed at the Union’s refusal to entertain compromises or work with us to find solutions.” Barb Daigle did not consider bargaining with CUPE 1975/1975-01 enough of a priority to even attend at the table. Instead, she once again deferred to a contracted consultant to stand in for her and represent the interests of the universities.

The universities would have us believe that they are “listening carefully to the union,” yet it was only after our membership gave us the 89% strike mandate that they moved at all on any of the concessions they had on the table. Furthermore, at conciliation, they only moved on items after the union led the way. In the end, the employer refused to meet the minimum requirements for our negotiating committee to recommend a deal to our membership.

posted by Brad McKaig | 4:57 PM  

A letter of support from Paul Moist, CUPE National President

Letter of support

posted by Brad McKaig | 2:20 PM  

Collective Bargaining Update From Local 1975/1975-01

Collective Bargaining Update From Local 1975/1975-01
October 26, 2007

After spending the last three days in conciliation, we have come to the realization that the Employer wants a new Collective Agreement at the expense of our members. We remain committed to negotiating a fair agreement consistent with the Unions goals that we can in good conscience recommend to the membership and it is with heavy heart that we must advise that we have been unable to achieve a fair Collective Agreement for you. We have taken the support that you gave us during the strike vote very seriously and made a commitment to you that we would not lightly exercise that authority. However, in a further effort to achieve that goal, at approximately 12:00 noon today, we issued a strike notice to the Employer. Please continue to monitor the local website for further information.

We understand and are very grateful for your enthusiastic support but it is vitally important that you follow the advice or direction of your bargaining and strike committees. We thank you in advance for your cooperation.

We question the sincerity of the University’s commitment to the conciliation process when they had the conciliator hand deliver a letter to us asking us to discuss the provision of essential services in the event of a strike. That is the same as if we had delivered our strike notice during our conciliation process.

The University has indicated that they presented the Union with a final offer. To set the record straight, after significant movement on our part, we presented the Universities with an offer to settle and the Employer walked away from the table at that point.

The Employer has indicated that they made numerous compromises and have implied that we didn’t and that our priorities kept changing. We made it clear what our key priorities were right from the outset of this round of bargaining. That position hasn’t changed. We also find it hard to believe that the Universities accuse us of changing our priorities when they coincidentally list only our priorities in their latest bargaining update. We also made many compromises, took a number of steps back and by the end of the day we felt uncomfortable with our position because of the numerous compromises we had already made and still did not have an agreement that we were prepared to recommend to the membership.

Wage Increase and Performance:

With regards to the Universities statement of 17% over three years, the problem we have is that 6% of this wage is tied directly to the increments and is not guaranteed. Additionally we negotiated that 2% annual increment in the last round of bargaining and not this time. They are also tying these increments to subjective performance appraisals with no structure or meaningful recourse for employees. So if you have a good boss you will probably get it, but we all know that not all of our supervisors fall into that category. So the real offer on the table here is 2.5% in 2007, 2.75% in 2008 and 3.0% in 2009 which is substantially less than the provincial average of 4%, 4%, 4%. Most agreements have also included a $1000.00 signing bonus plus improvements to benefits. The University would have you believe that they just gave us the pension contributions and the unsocial hours premium – that did not happen without numerous compromises in other areas on our part.

Are regular increments tied to performance?

The language of the current agreement (which the Union agreed to in the 2006 round of bargaining) reads that increments are provided “to recognize growth in proficiency from experience and a satisfactory level of performance to employees.
We did agree to the language in article 11. We have never denied this – if there is something bad on your file, you may not get the increment but in that case we take the position that the performance issue is grievable and should be interpreted in the same way as Article 8. The Employer also proposed performance evaluations in the last round of bargaining but we countered their position by making the performance evaluations grievable, the Employer withdrew from their position. On that basis it is our view that they are prevented from now using performance reviews to withhold your increments. The Employer in essence is trying to achieve through the back door what they couldn’t through the front door. Another problem is that they already have a process in place for members not to receive their increment when you look at the Collective Agreement and the discipline articles. With performance appraisals they happen one time, they assess an entire year and the individual has no opportunity to improve their performance in order to get the increment. Furthermore, the Employer indicated that these performance appraisals will remain on your personnel file forever. Other implications could include the denial of advancement as an example.

The Union agreed to this language in the last round of bargaining, and now wants to revert to the former language because at the University of Regina, in a few rare cases, increments were withheld for unsatisfactory performance. (This issue is more appropriately addressed by a grievance / arbitration process at the University of Regina.).
The Employer is already tying the increment adjustments to performance in Regina and refuses to move on this position. We know that if they are successful in their argument in Regina, it won’t be long before the same practice is implemented in Saskatoon. While the Employer’s latest offer makes it possible to deal with this issue through a grievance/arbitration and we have already filed the grievances, that still means turning the answer over to a third party and we have to abide by their ruling. It is the Union’s view that the Collective Agreement already addresses performance and now the Employer wants an additional way to address the issue.

The Universities do not want to change this language but have now proposed that where an increment is withheld, the affected employee may grieve that decision.
They may not want to change the language but they want to change the intent of the language.

The Union has been informed that a successful grievance will address not only a withheld increment but also inaccurate information, which led to or formed the basis of the decision.
There is still no avenue to remove what might be negative information from the personal file. This “performance issue” could be as simple as being late once.

It is not in anyone’s best interest to provide increments to the few CUPE staff who are performing at a level that is less than satisfactory. This is inconsistent with the Universities goals of service and excellence, which we all share.
If an employee has performance issues that need to be dealt with we have no objection provided they are done in compliance with the Collective Agreement.

In 2006, the Universities changed the salary model to provide these increments. This was a move away from a single pay rate for most jobs.
The majority of our jobs did have increments in the old model as well, however, employees generally reached the maximum rate in two years. It is now conceivable that an employee may never move beyond the point at which they are hired.

The Universities offer is a significant investment in our CUPE staff and recognizes their contribution to the universities.
By tying the increments to performance the increment adjustments are no longer guaranteed and cannot be considered as part of the economic increase

The Union offered to drop this issue contingent on receiving additional benefits funding.
Had we been able to achieve improvements in the benefits area, we were prepared to come to a compromise on this issue and deal with it through the grievance/arbitration process

Red Circling

Although they met our need for an increased offer in this area, there is still nothing applied to the wages or pension for these members. In spite of that we were prepared to agree to this if all of our other priorities had been addressed.

Benefits

Here is the actual language proposed:

The U of S and U of R each agree that they will provide up to an additional 0.5% of EBP funding effective January 1, 2009 provided that the joint Non-Acadamic Fringe Benefits Committee/Joint Non-Acadamic Benefits Committee recommend a further revised and rebalanced EBP program. Complete with Union ratification of same.

What does this mean?

University of Saskatchewan
Remember what similar language meant the last time. Reduced benefits for everyone including a reduction in major dental and a reduction in the ability to use your sick leave before being forced onto short term disability. You gave us a mandate to try to get improvements in this area. Although we have no proof of what the actual surplus is, any surplus which may exist came on the backs of our members by reducing their benefits. Furthermore our Benefits Committee has said that we need 0.6% in order to maintain the current level and as additional 0.4% in order to make any improvements.

With regards to the surplus, the Employer would have you believe that the current benefits can be maintained without an increase; however, our committee members have told us it is not possible. If it were, why wouldn’t the Employer just agree to cover the benefits?

University of Regina
After a joint review, and a report from an independent consultant who indicated that the plan was already effective, the committee didn’t agree to the changes that the Employer wanted. However, the committee did take the proposed changes to the membership where they were unanimously turned down. As a consequence the Employer has not increased the funding in accordance with their obligation under the last Collective Agreement. So you see, do we want more of the same? According to the Employer’s language it places the Union in a no win situation. If we accept their position we do not get the fund unless we agree to concessions, which we are not prepared to do. We know that we need additional funding just to maintain our existing benefits, not to get any improvements.

posted by Brad McKaig | 2:11 PM  

JOB ACTION

In response to the numerous telephone calls please note the following:

Members will get a voice mail at home Sunday night (in the meantime there will be more information on the Website).

48 hours notice means that we will be in a legal position to strike or take any action - it does not mean that we are taking job action in 48 hours. You will be notified at home in regards to any job action.

posted by CUPE 1975 | 1:50 PM  

48 Hour Notice Served

48 hour notice has been served... More information to follow shortly.

posted by Brad McKaig | 12:02 PM  

Thursday, October 25, 2007

Thursday October 25th Update

For the past 3 long days, your Bargaining Committee has been behind closed doors, working hard with a Conciliator, trying to negotiate a fair settlement for our membership.

Unfortunately, at the end of the day, talks broke down. Conciliator Doug Forseth adjourned the process on the grounds that the 2 parties are just too far apart.

The Bargaining Committee is meeting tomorrow to determine where we go from here. Stay posted for further updates.

posted by Brad McKaig | 8:43 PM  

The Union Button - essential protective clothing



Frequently Asked Questions about being on Strike.

Strike Policy pdf.



Send your personal email and home phone number to This Address

Here is a summary of the outstanding Issues

Detailed analysis from the Bargaining Committee

Conciliation Press Release

Click here for more fashionable members!
Send your picture and pictures of your co-workers in their buttons to This Mailbox

Friday, October 5, 2007 Strike Planning

Your CUPE 1975 negotiations support committee has already met and in the event of a potential strike the following meeting is arranged:
Information Meeting
For volunteer picket captains and committee members
Thursday, October 11
5:00 pm
STM Auditorium
Show your support and volunteer
If you plan to attend Email this link with your name by Wednesday, October 10th at 4:00 pm if you will be attending.
This link is popular and highly recommended Frequently Asked Questions about going on strike

Thursday, October 4, 2007 Saskatchewan University Employees Not Valued by Employers October 4, 2007

Having returned to the bargaining table October 2-4 with the strong support that you gave us when you voted 89% in favour of job action, your Bargaining Committee met with the Employers this week and were hopeful that we would be able to move the Employer to a position where a new Collective Agreement could be reached without disrupting your lives, the lives of the students that we all care about and the communities that we live and work in.

On October 4th, we tabled a proposal to settle based on your input that we received throughout the information meetings. The Employer chose to reject the offer.

Unfortunately our Employers seem intent on forcing their own agenda upon us. With proposed wage increases well below the provincial average, and no money to maintain or improve your health benefits, the Bargaining Committee is forced today to look at our legal options.

It should tell the public something when every bargaining unit at the University of Saskatchewan has had to get to the point of walking off the job before any unit was able to achieve a Collective Agreement. While there seems to be a limitless pot of money to build and improve the infrastructure at both Universities, there is nothing left for what they should recognize as their most important resource, their employees.

We will endeavor to keep you well informed in the coming days and thank you all for your on-going and continuing support.

Most of you will recall that in the last round of bargaining, the first year was spent getting the Universities to bargain together as required by law. They were intent then, and remain intent on separating the locals. It is our view that the way they have both positioned themselves in bargaining as well as the way they are reporting our progress continues to be focused on making that happen. When reviewing the highlights, it is important to remember that the pros and cons identified apply to both universities and both locals. Contrary to what they would have you believe, we still have issues outstanding at the University of Saskatchewan.

The Employers full proposal can be found on their website, our position to that proposal is as follows:

Highlights of Bargaining Positions Cons:
Pros:
Provinical Wage Settlements:

Here's some highlights of some of the major public sector settlements this year, some that have not yet been ratified:

Tuesday, October 2, 2007 Negotiations Update

CUPE 1975/1975-01 Negotiations Update Tuesday, October2, 2007 4:30 pm

Yesterday, our Bargaining Committee compiled a document addressing the Employer's "Best Offer" dated September 11, 2007. Our proposal addressed not only the Employer's "Best Offer" but also their subsequent letter dated September 19, 2007, and included content from our proposal dated August 16, 2007, as well as input received at the various meetings with the membership prior to the Strike Vote.

This morning, we presented our document to the Employer. Following clarification of some points, their Committee retired to review our proposal. They are to respond to our offer tomorrow morning at 9:30 am.

Submitted on behalf of the Bargaining Team
Brad McKaig
CUPE 1975/1975-01 Bargaining Team
Saskatoon Regina
Glenn Ross
Don Puff
Linda Reiber
Rick Kerr
Wayne Foley
James Keen
Brad McKaig
Jeff Barker
Lois Lamon (Rep)
Don Moran (Rep)

Meeting September 27th Campus Unions

Unions Working Together

Today, leaders of all major campus unions met to share experiences, concerns and ideas that will lead to joint efforts to create a brighter future for the people who invest their careers at the University. This development occurred because all major unions on campus have come to recognize their shared experience on campus that working conditions are less than ideal.

A dominant theme, shared by all, was that it is the people of this University who make it great, that WE are the University. Moreover, the group shared the optimistic view that by working together, they could effect positive change at the University.

Today's discussions highlighted a number of shared objectives, the outcomes of which will stand to strengthen the positions of all Unions on campus. Four themes emerged that will guide the discussions and initiatives of this joint union working group:

1. Project a position of solidarity among the unions on campus in order to leverage our collective strength in support of respectful and equitable collective bargaining.

2. Actively build a sense of community between the staff of various unions to encourage strength and confidence among members.

3. Empower U of S faculty and staff by ensuring the employer understands that ALL union members are central to the ongoing success of this University.

4. Reconfigure union relationships with HR, the University, and senior administration to ensure unions are directing the course of change on campus, rather than reacting to it.

In order to ensure the successful outcomes of these objectives, regular meetings are planned in the coming months to follow up on the results of today's meeting. As we begin, working groups made up of members from all unions will be formed to formulate and implement tactics that will help us achieve favourable outcomes to these objectives.

Saturday, September 29, 2007 Message to the Local

The Bargaining Committee and Executive of Local 1975 and 1975-01 want to extend their sincere thank you to all of the members who came out and voted giving us your overwhelming support for job action. Hopefully, with the support that you have shown us we will be able to move the Employer off of their last position.

Friday, September 28 the joint executives of the locals met in Davidson to strategize the next steps. Expect a call in the near future from the Local Strike Committee asking if you can help.

In preparation for reconvening with the Employer, on Monday, October 1, the Joint Bargaining Committee will be caucusing in Regina to put together our response to the Employers Best Offer based on all of the feedback we received from the membership through out the group meetings. Your feedback has been invaluable.

We will be meeting with the Employer on October 2, 3 and 4. We will do our best to keep you appaised of our progress as we meet with the Employer. If you have any concerns or questions, please direct them to the Local Union Office and they will be forwarded to the Bargaining Committee.

Friday, September 28, 2007 time stamps

thanks to the member who pointed out our time stamps for announcements were two hours early. Indeed the votes and meetings were over before the posts were made but our domain is hosted in another time zone - oops - I have tried to reset the blog for Saskatchewan time so hopefully they will be correct in the future. Rest assured, whatever the time stamp indicates, nothing was posted in advance of any decision by the membership. sorry about any confusion. kate

Thursday, September 27, 2007 The Bargaining Committee has a strong mandate!!

The results are in and verified after two days of voting. Close to 1500 members voted with over 89% in favour of job action.

Brad McKaig, Chair of the Bargaining Committee says "Management must respect the mandate the Membership has given the Bargaining Committee"

Glenn Ross, President of CUPE 1975 says "After the U of S released their 'Best Offer' our Members have overwhelmingly shown their response to the Employer's concessions.

Don Puff, President of CUPE 1975 - 01 says " I am proud of the strong show of solidarity of our members between the 2 campuses. This should be a wake up call to the Employer."

The Bargaining Committee's goal is to achieve a fair, negotiated settlement, and we will continue to work toward that objective. We look forward to meeting with the Employer to finish the process.

Tuesday, September 25, 2007 Strike Vote

The motion to hold a strike vote was passed unanimously in both Regina and Saskatoon. Today 2:00-5:00 pm Advanced Poll Saskatoon Rm 21 McLean Hall U of S Main Vote: Thursday, September 27, 2007 Saskatoon all-day vote 7:00 AM - 5:00 PM Education Foyer Education Building U of S Campus

As reported at Friday's information meeting, late last week there was an exchange of letters between the University Negotiations Spokesperson and CUPE. The HR department at U of S has posted their letter on their website (click here). CUPE Negotiators have responded and that letter is posted here for your information.href="http://www.usask.ca/hrd/memos/docs/best_offer_adj_let_sept19_07.pdf"> their website (click here). CUPE Negotiators have responded and that letter is posted here for your information.

Monday, September 17, 2007 Strike Vote Update

The membership will deal with a motion to conduct a strike vote at the regular membership meeting on September 25. If this motion is approved, the subsequent strike vote will be conducted on September 27. Please see the following listing for a informational meeting near you.

Bargaining Committee Report
Frequently Asked Questions about going on strike at the University of Saskatchewan
Strike Policy

CUPE 1975/1975-01 Meeting Schedule
Monday, September 17, 2007 11:00 am Caucus Saskatoon CUPE Office

Tuesday, September 18, 2007 10:00-4:00 pm Caucus Saskatoon CUPE Office 4:30 pm Saskatoon Executive Meeting Room 21 McLean Hall

Wednesday, September 19, 2007 12:00-1:00 pm 1E85 Agriculture (Farm Workers/Stockperson, Herdsmen and Hort)

Thursday, September 20, 2007 12:00-1:00 pm 159 Thorvaldson (Technicians, Security & Stores)

Friday, September 21, 2007 12:00-1:00 pm B-6 Health Sciences (Lib & Archives, Clerical, Dupl & Printing Services) 3:00-4:00 pm Marquis Hall Garry Room (Food Services) 4:30 -5:00 241 Arts (Clerical)

Monday, September 24, 2007 12:00-1:00 pm FMD Breezeway (Maintenance, Trades, Grounds) 10:30-11:30 pm 106 Biology (Caretakers)

Tuesday, September 25, 2007 12:00-1:00 pm Saskatoon Membership Meeting 2:00-5:00 pm Advanced Poll Saskatoon Rm 21 McLean Hall U of S 4:30-6:00 pm Regina Clerical Meeting

Wednesday, September 26, 2007 Regina all-day vote

Thursday, September 27, 2007 Saskatoon all-day vote 8:40 AM - 4:30 PM Education Foyer Education Building U of S Campus

Friday, September 28, 2007-09-13 Joint Executive Meeting @ Davidson

Monday, Oct 1, 2007 10:30 am Caucus Regina CUPE Office

Tuesday, Oct 2, 2007 10:00 am Meet with Universities Regina CUPE Office

Wednesday, Oct 3, 2007 10:00 am Meet with Universities Regina CUPE Office

Thursday, Oct 4, 2007 10:00 am Meet with Universities Regina CUPE Office

*Regina will set a date to conduct an advance poll

August 27th Reconsideration Reconsideration

As a result of ongoing discussions amongst the Joint Appeal Committees the results of the CUPE reconsiderations will be postponed by one month. Although everyone has been working hard to have the results released by the end of August, some follow-up has been required to complete the appeals. This process has been delayed do to vacations, etc. When the committees have reached a joint decision on the Appeals the results will be forward to Human Resources and we will then be able to release the results of your appeal to you.

Thank you,
Leanne Ethier
Human Resources Assistant
University of Saskatchewan
E140 - 105 Administration Place
Saskatoon, Saskatchewan S7N 5A2

Monday, August 27, 2007 Negotiations Report

CUPE 1975/1975-01 Bargaining Committee Report to the Membership August 16, 2007

As you know, our Collective Agreement expired December 31, 2006. Although our Bargaining Committee was elected months earlier, between our committee pouring over the substantial volume of member-submitted proposals and the Employer getting their committee together, we didn’t begin bargaining in earnest until March 13, 2007. On that day, we exchanged our comprehensive lists of proposals. Over the months that followed, we met on average every couple of weeks, and went through each of the issues (ours and theirs) in greater detail.

Your Bargaining Committee presented the Universities (via email) with a proposal including compensation and other monetary items July 17.

Previously-scheduled July meetings were cancelled due to the Employer’s lead negotiator being out of the province for a medical procedure.

August 8-9, the Employer responded to our compensation proposal with one of their own. The Employer proposal:
- While eliminating some of the red-circling, did not get rid of ALL of it… and that’s something we’re committed to achieving.
- While the total “cost” of the Employer offer is actually surprisingly “rich*” for this point in negotiations, and it contains items we know many of our members would find attractive, they have tied all the money as contingent to accepting other take-aways that are simply unacceptable… (more simply-put, we believe they’re trying to buy us)
*(costed for the Employer at approximately 17.5% of payroll over 3 years)

August 15 and 16 we met with the Universities again. As part of the exchange of proposals, and the ongoing discussion that takes place, we have agreed on a number of issues. This week, Lois compiled a document of the items that are agreed-to between the parties to date, and that list is fairly extensive... about 8 pages so far (not including all the contract language in some instances)… so there IS a lot of progress being made, albeit not as much, or as quickly as we’d like.

On our last day of meetings, we presented the Employer with two proposals… Basically two directions for them to choose in continuing with negotiations. One document is larger, and contains the status of all outstanding proposals, and would be necessary to continue on in traditional fashion. The other document though, was much smaller, containing only our counter-offer on the monetary items and a proposal on the critical issues deemed most important to our members (such as wages, benefits, red-circling, etc). We presented this as “a one-time without-prejudice” offer to reach an expedited agreement. We view this as a method to shave several months or longer off the bargaining process. We explained to the Employer that if they opt not to accept this smaller version (or at least a version very similar to it) then it is off the table, and we will carry on with the other option.

The Employer asked questions and made comments as we presented our proposals to them. It should be noted that they made a point of telling us they weren’t even going to look at the longer version in much detail yet, but wanted to devote their energies to the “expedited” document. They promised to give it a serious look and return to us September 11th in Regina with a “comprehensive offer to settle.” There is a General Membership Meeting in Regina September 12th. At that meeting, we should know definitively what the Employer has proposed, and will have a much clearer view of the state of negotiations.

We still have work to do… That much is clear. We are optimistic however and while we will work diligently to convince the Employer to move closer to our objectives, we’re not so naïve as to believe that we’ll be able to get everything we want either. At the end of the day, if we come to you the members, with a tentative deal that we can recommend and endorse, it will be the best deal possible, a deal with something for everyone, and one that we can all live with. Please note the difference here between “a deal we can recommend, and endorse” vs “a deal we are legally obligated to present on behalf of the Employer.” The two are worlds apart.

If, on the other hand, we find that the Employer is either unwilling or unable to move on the issues that are most important to us, then we’ll be coming back to the membership with that information too, and seeking direction.

In the end, it’s always up to the membership. Our job is to take the process as far as possible, inform our members about their options, then step aside and let the members decide.

Submitted by Brad McKaig, of behalf of your Bargaining Committee

Saskatoon Regina Glen Ross Don Puff Linda Reiber Rick Kerr Wayne Foley James Keen Brad McKaig Jeff Barker

Alternate Alternate Lloyd Litwin Brad Martin

CUPE Nat’l Service Reps Saskatoon Regina Lois Lamon Don Moran

Wednesday, August 22, 2007 Representing Members at Meetings

One Day Workshop Will help stewards and officers understand how to represent members at meetings with the employer, particularly investigative meetings before grievances are filed.

Lunch will be providd 9:00 a.m. to 5:00 p.m. Novemer 30, 2007 Cardinal Crescent CUPE Office

Please email Evelyn at the union office if you are intersted in attending. We are limiting this workshop to 30 people and would like a variety of areas represented. Releases for work will be given

Friday, August 10, 2007 Position of Secretary Treasurer

The Local needs to fill the position of Secretary Treasurer. Any Candidate for this position must be a member in good standing, bondable, familiar with double entry book-keeping, willing to take specialized training for CUPE Financial Officers as well as UNIFI (if they are not already familiar with it) If you are interested in finding out more, and/or letting your name stand please contact Linda Reiber Linda Reiber. For more information consult the Local Bylaws.

Tuesday, July 24, 2007 SFL Convention

The Saskatchewan Federation of Labour annual Convention takes place in Saskatoon October 24-26. We have opportunities for 7 people to attend as delegates along with our elected delegates. We are sending up to 15 delegates which is our entitlement. We would particularly like to send people who haven't attended before but anyone can apply. The SFL represents unions throughout Saskatchewan and this is an excellent opportunity to experience the Labour movement. If you are interested in attending please contact the Union Office between September 4th and September 15th The executive will select from the interested people.

Tuesday, July 24, 2007 SFL Convention

The Saskatchewan Federation of Labour annual Convention takes place in Saskatoon October 24-26. We have opportunities for 7 people to attend as delegates along with our elected delegates. We are sending up to 15 delegates which is our entitlement. We would particularly like to send people who haven't attended before but anyone can apply. The SFL represents unions throughout Saskatchewan and this is an excellent opportunity to experience the Labour movement. If you are interested in attending please contact the Union Office between September 4th and September 15th The executive will select from the interested people.

Wednesday, July 11, 2007
Marjorie Clelland January 1953- July 2007

We were shocked and dismayed to hear of Marjorie's passing and hope that we can all come to terms, in our own time, with her death and celebrate her life. We want to let you all know that we learned many things from Marjorie:

Leadership....the ability to stand in front of very concerned, and at times, hostile members and lay the facts on the line... no secrets, just honest effort.

Dedication.... we have at many times wondered about how much time this "Union stuff" takes away from our own time. Marjorie gave of her own time to serve our Union, no questions asked, and then to gave even more, no questions asked.

Balance....the ability to look at crisis from an outsider's unbiased view and remind us all that not all mole hills are mountains.... we have control over how we choose to react to arrising situations and to do so wisely.

Fun....not everything we have to do with our union is work. We make new friends, learn new skills and develop as people who are willing to reach out and touch others and lend that helping hand when others are in need.

We will miss you Marjorie - you have had a subtle and profound impact on us all.

Arrangements have been entrusted to Saskatoon Funeral Home 244-5577

Interment Hillcrest Cemetery (near 1st gate) 2 PM Monday July 16th Celebration of Life Service to follow 3:30 to 5:30 at the Faculty Club, U of S campus. In lieu of flowers the family has requested donations to the Saskatoon Public Library

In Solidarity CUPE 1975 Executive

Wednesday, April 4, 2007

Notice to Members Considering Reconsideration Appeal

There have been requests from members to meet with Human Resources for a question and answer meeting regarding the Reconsideration appeals.

This meeting may interest you if you are not quite sure what to do

.

Listed below would be examples of questions that might be asked of H.R.

What is the criteria used to determine how a position is placed in a phase? Expand more on what the appeals committee will be looking for when reviewing the appeals. Date: Thursday April 12, 2007Location: Room 241 Arts Bldg. (Old Place Riel Theatre)Time: 12:00 sharp to 1:00 p.m. Presenters: Vanessa Chesters, Human Resources Sylvia Rempel, Human Resources We would like to start this meeting at exactly 12:00 p.m. walk time to the building.;

Ask your Office Manager if you can use your morning coffee break to add on to your lunch hour in order to attend this meeting. This meeting will not be covered by releases from the Union.

Effective Stewarding Workshop

What does a CUPE Steward do? If you want to help CUPE members solve workplace problems, this introductory workshop is for you! April 25, 26 Click Here for more info.*Information on Reconsideration Appeals* All members who applied for Reconsideration should have received letters from Human Resources regarding the status of their application.

322 members applied for reconsideration and 40 were successful. Those who were successful were not necessarily put into the phase they thought they should be placed in. Therefore, the appeal process is available to those who were successful and to those who believe they were reconsidered into the wrong phase.

Human Resources have given CUPE Local 1975 members 60 days to file their appeals. The date for appeals to be received by Human Resources is April 30, 2007.

To obtain a copy of the forms necessary for the appeal go to: http://www.usask.ca/hrd/employees/compensation_2006.php and look under CUPE 1975

Position Review Processes.

The Union has requested the services of Bruno Konecsni to help members with their appeal process.

There will be large group meetings held with all members who wish to appeal their decisions. Whether you have been denied or you have been reconsidered, but feel you were not placed in the right phase, come out to these group meetings and Bruno will lead you through the process. At a later date, appointments can be made to meet individually with Bruno. This information will be given out at the group meetings or through communication on our website.

The joint appeals committee includes two CUPE members along with two Human Resources personnel. In the event the joint appeals committee does not reach consensus, the parties will seek the assistance of a mutually agreed third party expert.

Meeting Dates and Times for Large Group Meetings with Bruno

Date: March 28 & 29 12:00 – 1:00 p.m. Location: Murray 299 Theatre upstairs in Main Library in Murray Memorial Building (Prefer to have these meetings for shift workers or those who cannot attend meetings at 4:30 and 5:00 p.m.)

Date: March 28, 2007 4:30 p.m. March 29, 2007 5:00 p.m. (please note start time) Location Room 241 Arts Bldg. (Old Place Riel Theatre)

Please attend the meetings and become informed on your options.

Sincerely, Glenn Ross President, CUPE Local 1975

*Clerical/Duplicating Notice which was mailed out March 14, 2007* Retired clericals or people on leave were sent the Clerical/Duplicating bulletin to their previous offices. The wrong labels were used. If this is the case in your department please discard the letter as the union is aware of the labeling error.Thank you.

Announcement – Ratification of Proposals, Feb 22, 2007The vote on the ratification of the proposals was completed February 22 and the proposals were passed with a 91.5% majority.