On March 12 a delegation of Local 5430 members from across the province hand-delivered more than 2,000 individually signed postcards to the office of Minister of Health Jim Reiter.
The postcards demand a fair and reasonable pay increase for health care workers, not a 3.5% wage rollback.
The delivery of postcards to the minister's office coincided with the first day of the new legislative session and as parties return to the bargaining table in health care.
The delegation of 5430 members also met with opposition Health Critic Danielle Chartier and Labour Critic Nicole Rancourt to discuss the seriousness of short-staffing, workload, workplace violence, resident care, and retention and recruitment of staff in health care.
Please plan to participate in a telephone town hall that will be held Thursday, March 1 at 6:30 p.m. Your bargaining committee will provide further details about the status of collective bargaining as well as many transition issues we are dealing with due to the replacement of 12 health regions with the Saskatchewan Health Authority. The telephone town hall format allows members to ask questions and provide feedback to your bargaining committee, so your participation is extremely important.
You should receive a phone call automatically at 6:30 PM on Thursday.
We look forward to speaking with you on the telephone town hall.
The results of the Saskatchewan Ministry of Health’s first Resident and Family Experience Survey and CEO tour indicate widespread concern with inadequate staffing in long-term care. In all but one of the twelve former health regions, staffing levels and/or staff recruitment and retention were raised as issues during the CEO tour.
Dear CUPE Health Care Member:
After a long hiatus, CUPE and its Coalition partners will be resuming bargaining with SAHO March 12-16, 2018 in Saskatoon.
Working in health care is a 24-hour, 365 day-a-year operation. The majority of our members work around the clock.
Shiftwork is a reality, but CUPE has negotiated the following collective agreement provisions to promote work-life balance and stability for our members:
The grievance-arbitration process is an essential part of all collective agreements. However, the CUPE agreement also boasts a Provincial Dispute Resolution Committee (PDRC) as an alternative to what can often be a costly and protracted arbitration process.
This joint Union-Employer committee will meet throughout the year to try and resolve a wide range of grievances – everything but termination grievances. The Union and Employer must agree to refer grievances to the PDRC.
This process saves our members from having to testify at a hearing. The PDRC also saves our Union money by utilizing a joint process to resolve disputes and issues identified by our members. Every settled file saves our Local $10,000 and $20,000 in arbitration fees.
If the members of the PDRC are not able to resolve the grievance or dispute, then the committee will either refer the matter to expedited arbitration or a full panel arbitration hearing.
The election for Regional Vice-Presidents for CUPE Local 5430 Region 3 which took place on January 25, 2018 is now complete. Successful candidates are:
Regional Vice-President (Rural) - Sister Sheila Boulding
Regional Vice-President (Urban) - Sister Breanne Ehman
For more information click here.
Opinion by CUPE Local 5430 President Sandra Seitz as published in the Regina Leader Post January 25, 2018
For years, the Saskatchewan Party government has been championing the benefits of public private partnerships (P3s) as a way to build public infrastructure. It has used the P3 model to build four major projects in the province, including the controversial Regina bypass and the new Saskatchewan Hospital in North Battleford.
CUPE’s collective agreement is the only provincial health care agreement that restricts the use of volunteers in order to protect the job security of union members.
Volunteers play an important role in our health care system. Health regions rely on numerous volunteers to carry out a variety of activities, including visiting and socializing with patients and residents.
However, under the CUPE-SAHO collective agreement, the Employer cannot use volunteers to fill existing or new positions and the use of volunteers cannot result in the direct layoff of any CUPE member.
The collective agreement further prevents the Employer from providing any wage or remuneration to a volunteer.