TUESDAY, MAY 8, 2018
PLEASE NOTE VENUE CHANGE:
FIREHALL #6 (22170 - 50 Avenue, Murrayville) at 5:00pm.
President (2-year Executive term)
2nd Vice-President (2-year Executive term)
Safety Committee alternate (2-year term)
Trustee (3-year term)
Member-at-Large - Protective Services (RCMP, Fire Services)
Member-at-Large - Recreation (Recreation Facilities, Museum)
(both are Executive 2-year terms)
If only one person is nominated for a position, he/she is acclaimed into that position at this meeting.
If 2 or more people are nominated for a position, an election will take place at the June 12, 2018 membership meeting.
Enjoy some refreshments and find out about the business of your local!
SHIFT DIFFERENTIAL DOES NOT APPLY TO AUXILIARY WORKERS NOT COVERING FOR A REGULAR FULL-TIME or PART-TIME ABSENCE
Please note that, unfortunately, the employer will no longer be paying shift differential (75 cents per hour) to any auxiliaries who are NOT covering for a regular full-time or regular part-time employee who is absent.
Please note – this language has been in the collective agreement for many years. This is not something new that came out of the recent round of bargaining!
The language can be found on page 70 of the (old) collective agreement in the Letter of Understanding entitled “Collective Agreement Application – Temporary Full-Time and Auxiliary Employees” / Section 1.
Some auxiliaries were being paid shift differential while just working “auxiliary hours” (meaning, not covering for a “regular” employee). The employer served the local with notification at bargaining which stated that the past practice would be discontinuing…and they would be following the clear language of the collective agreement from now on for payment of shift differential to auxiliary employees.
This is understandably upsetting for some of our members, and is a sad commentary on the value placed on auxiliary work at the Township.
Explanation of Overtime Provision in Collective Agreement
Brothers and Sisters,
There have been lots of questions and concern about Overtime payout; I hope the following explanation clarifies things for members.
It was never a right in the language of the 2012-2015 Collective Agreement to allow OT to be banked beyond December 31st of the year it was earned. It was a past practice that the Employer allowed to continue; to correct it they served the Union with an Estoppel.
Estoppel means that the Employer is putting the Union on notice that they are stopping a past practice and reverting to the clear language as stated in the Collective Agreement.
Article 8.2 of the 2012-2015 Collective agreement states……. “Overtime which is not used by the end of each calendar year shall be paid out the first pay period in the year following at the rate prevailing as of December 31st of the year the OT was worked.”
Through negotiations, the Union extended the payout date from December 31st to April 30th ……”if an employee elected to carry unused banked overtime to the following calendar year and it is not taken as time off prior to April 30th of the following calendar year, it shall be paid out the first pay period following April 30th at the rate prevailing as of December 31st of the year in which the overtime was worked.”
To summarize, previous language stated if you did not use your OT by December 31st it would be paid out the first pay period of January… The Union negotiated to extend the date and now any banked overtime not used by April 30th will be paid out in May
CUPE Local 403
Collective Agreement 2016 - 2020
Greetings Brothers and Sisters,
The Collective Agreements are printed and have been circulated to the sites.
Please click this link to download the agreement.
If you don't have a copy, please give me a call here at the Union office and we'll make sure you receive one!
Looking forward to seeing you at our March 13th membership meeting!
CUPE Local 403