Region Contacts

Region 1 Office (Former Local 5111)

1291-100th Street
North Battleford, SK S9A 0W4
Phone: 445-6433 
Fax: 446-2405
Email:  cupe5111pres@sasktel.net

 

Region 2 Office (former Local 4777)

215-16th Street West
Prince Albert, SK S6V 3V4
Phone: 922-0600 
Fax: 763-8915 
Email: region2gvp@sasktel.net

 

Region 3 Office (former Local 3967)

1651 Park Street 
Regina, SK S4N 5A2 
Phone: 757-7925 
Fax: 757-6959
Email: cupe5430-r3@sasktel.net

 

Region 4 Office (former Local 5999)

46 – 3rd Street
Weyburn, SK
S4H 0V9
Phone: (306) 842-1559
Fax: (306) 842-1560
Email: 5430region4gvp@sasktel.net

 

Region 5 Office (former Local 4980)

180 A Broadway West
Yorkton, Saskatchewan S3N 1E2
Phone: (306) 783-1396
Fax: (306) 783-1398
Email: renkas4980@sasktel.net

1651 Park Street, Regina, SK S4N 5A2 306-546-2185

 

 

Did You Know

Vacation year is the twelve-month period from April 1st to March 31st.

Vacation credits increase with your years of service with the employer, starting at 15 days in the first year and moving to 30 days in the 25th year of service.

You have access to your vacation credits as you earn them.

Access your vacation credits by submitting (an) annual vacation request(s). Seniority governs in the department for granting vacation. If you split your vacation into multiple blocks, you will have to indicate your first choice as that is where you will be able to use your seniority, only once. Indicate your second and third choices as well in case you are not most senior for the first selection.

Make sure that you get your vacation request in by March 15th to use your seniority. After that vacation is granted on a first-come basis. If you don’t submit your vacation request by March 15th, you can’t use your seniority.

Vacation schedules shall be posted and confirmed no later than April 1st, and you should have confirmation, in writing, of your requests within seven calendar days.

Enjoy your well-deserved vacation, you earned it!

Your local wants to raise awareness on issues related to influenza season; specifically, facility outbreaks and quarantines. Some members have reported issues regarding an employee’s status and the placement of staff when their facility/department is under quarantine. As such, we wanted to highlight your collective agreement Article 15.13 – Influenza/Quarantine, which reads:

Any time lost as a result of:

  • immunization required by the Medical Health Officer in accordance with the Saskatchewan Immunization Manual or the Canadian Immunization Guide; or
  • quarantine as determined by the Medical Health Officer; or
  • being prohibited from working by the Employer as a result of exposure to an infectious disease as a result of her employment;

shall not result in loss of pay or reduction of the Employee's sick leave credits.

In the case of other than full time Employees, wages and benefits shall be based on the average number of paid hours in the last fifty-two (52) weeks preceding the date of such time lost or date of hire whichever is greater.

The employer agrees to provide immunizations as required for health care workers in accordance with the Saskatchewan Immunization Manual and the Canadian Immunization Guide.

To summarize, and for emphasis, no employee should have their wages or sick leave credits deducted as a result of time lost due to any of the above provisions. Where a facility/department outbreak occurs, our preferred process is that we meet with the employer to determine the scope of the outbreak and number of employees affected. Typically, a meeting would serve to develop options for the reassignment of staff, which may include but not be limited to: reassigning to other departments/facilities not under quarantine; time and travel arrangements to other sites; process for presenting options to staff; other options such as vacation time or time-in-lieu utilization; etc. 

As always we welcome your feedback and questions if you have any regarding the above. It is important that if you have any concerns that you contact your local union office immediately at:

Region 1

Region 2

Region 3

Region 4

Region 5

(306) 445-6433

(306) 922-0600

(306) 757-7925

(306) 842-1559

(306) 783-1396

Canada Day is a designated holiday within the terms of our collective agreement.

Employees who are regularly scheduled to work Monday through Friday:

✓ when the holiday falls on a Sunday, the following Monday will be a day off in lieu.
✓ When the holiday falls on a Saturday, the previous Friday will be a day off in lieu.

Employees whose regular days of rest are not Saturday or Sunday, the holiday will be observed on the day it occurs.

The Government of Canada decides which day will be observed as Canada Day when July 1 falls on a Saturday or Sunday. In 2018, the Federal government declared the holiday is to be observed on Monday July 2.

For more information see Article 28 of the Collective Agreement.

For more information, please visit www.cupe5430.ca

Did You Know

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:

  • Article 27.06 – Consecutive Days Off – obligates the employer to schedule consecutive days off rather than single ones.
  • Article 27.07 – Six (6) Consecutive Work Days – restricts employees from being scheduled to work more than six days in a row.

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.

Since the beginning, unions have attempted to negotiate “work of the bargaining unit” provisions to enhance job security for their members. 

These provisions prevent management from allocating work or jobs normally performed by union members to those outside the bargaining unit.

CUPE’s collective agreement offers particularly strong protection against non-employees doing the bargaining unit work of our members.

Managers or members of other bargaining units cannot work on any jobs included in the CUPE bargaining unit, unless it is an emergency or mutually agreed between the Union and Employer.

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 – another safeguard to protect the bargaining unit work of CUPE members.

CUPE is committed to minimizing precarious work. Working as a part-time, relief, or casual employee is a difficult and unpredictable way to make ends meet for many people in our communities. To minimize precarious work, CUPE has negotiated language that creates as many full-time positions as possible and obligates the employer to continuously review employee scheduling to maximize our members’ job stability.

Under the terms of Article 27.24 of the CUPE-SAHO collective agreement, the employer has an obligation to employ as many full-time employees as it can. When part-time positions are vacated, the employer and union must discuss how shifts will be redistributed to see where a full-time position can be created or where more hours can be added to an existing part-time position (in order of seniority). Two vacant part-time positions may be combined to create one full-time position.

Article 27.24 also requires the employer to review ongoing and regularly scheduled relief hours with a view to first adding those hours to schedules of senior part-time employees who desire more hours or, secondarily, to creating a new permanent part-time position.

Lastly, the collective agreement also requires the employer to review ongoing patterns of overtime and to meet with the union to discuss the reasons for the overtime.

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About CUPE Local 5430

CUPE Local 5430 is the largest health care union in Saskatchewan, representing over 13,600 members. We represent a wide range of health care providers in five major classification areas: clerical, technical, nursing, support and plant operations. Together, we each contribute to the well-being of hospital patients, long-term care residents and home care clients.

Read more