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.
Join thousands of other CUPE health care workers in sending a strong message directly to Minister of Health Jim Reiter by filling out one of our bargaining postcards! We’re collecting them all for direct delivery to the government.
Fill out a postcard calling for a FAIR DEAL for all health care workers!
Ask a CUPE representative in your facility or contact your L. 5430 Regional Office to receive postcards to sign.
In a recent arbitration decision, CUPE was successful in challenging Sun Country Health Region’s attendance support program by overturning the termination of a member who was not adequately accommodated.
Legal counsel for Sun Country Health Region argued that it had just cause to terminate the CUPE member for innocent absenteeism, because the grievor exceeded the benchmarks established in its Attendance Support Program. On the other hand, CUPE argued that the grievor’s issues should have been dealt with through the accommodation process rather than in the context of the Attendance Support Program.
We’re kicking off the new year with the launch of our new provincial union – CUPE Local 5430.
Our new Local – the largest health care union in Saskatchewan – replaces the CUPE Health Care Council and the five health locals that voted last summer to merge into one.
While there are still transition issues to iron out, your union will now be operating as CUPE Local 5430.
As a result, we have transformed the CUPE Health Care Council website into an interim CUPE Local 5430 website while we work on developing a new and improved website to serve our 14,000 members. In the meantime, please bookmark this website – www.cupe5430.ca – and check back regularly for important updates.
Medical technologists and technicians play a critical role in our health care system. Many of them work behind the scenes doing laboratory tests or preparing medications for patients. Others work directly with patients doing x-rays, CT or MRI scans or other critical diagnostic tests.
Doctors rely on timely and accurate results from medical technologists and technicians so they can diagnose illnesses and create a treatment plan for their patients. Increased workload means that medical techs cannot complete all their work on shift, which results in many working through scheduled breaks, coming to work early, or leaving late. This can lead to delays in patient diagnosis, errors, and staff burnout.
Contact your MLA to urge the government to provide more funding to hire additional medical technologists and technicians to address workload and staffing requirements for safe and quality patient care.
Learn more at www.cupesaskhcc/underpressure
Health care restructuring and IT services
On November 30 the health care provider unions took part in a call with the Employer’s Transition Team who are tasked with managing transition issues as the health regions are amalgamated into the Saskatchewan Health Authority. The purpose of the call was to talk about IT services and the amalgamation to one service.
I am writing to share with you the information that was shared with the Unions.
The Unions were reminded that the amalgamation of IT was one of the stated goals of the report issued on healthcare restructuring. We were told that the 34 out of scope managers will be getting direction from eHealth but will remain employees of the Saskatchewan Health Authority. The in scope IT employees will not report to eHealth or be transferred at this time. In scope employees (CUPE members) will remain employees of the Regional Heath Authorities, and now the Saskatchewan Health Authority.
We have requested further information around the structure of the amalgamated information technology organization. In addition, CUPE stressed that it would be important for us to be part of further reviews of the structure.
We continue to be concerned about the effects of health care restructuring on our members and encourage you to contact your regional office if you have questions or concerns.
President, CUPE Local 5430
Only CUPE’s collective agreement can defend health care jobs by challenging the contracting out of bargaining unit work through an expedited arbitration process – protection you can count on in these times of increasing privatization threats.