Settlement offer for members of CUPE Local 30
The City has made a settlement offer to members of CUPE Local 30. The Union is asking members to vote and either “accept” or “reject” the offer. Votes will be held on December 5, 6 and 11, and voting details are below.
The settlement offer includes two main elements: wages and shifts
- The wage offer keeps wages the same for 2019 and 2020 (a 0% increase over two years).
- The shift offer introduces changes in how new shifts are implemented for those programs where it makes sense. In exchange the offer also includes:
- More paid leave. Permanent employees are offered three paid personal leave days per year. Active provisional employees are offered one paid day per year.
- More shift pay. An increase to the midnight shift differential from $1.60 to $1.75. All other wages and premiums remain the same.
- Better discounts. Right now, employees qualify for fitness centre/swimming pool passes for themselves at a 50% discount. The offer extends the discount to up to seven family members. For this program, “family” means all people related by birth or legal status who live in the same household.
- Better bereavement leave. The offer provides more options on how employees can take paid time off when they are dealing with the death of a family member
- All staff in CUPE jurisdiction would receive these benefits, whether or not they are on 12-hour shifts.
What the vote means
The majority of the people who vote determine what happens next. Only the opinions of those who actually vote are counted.
If the majority of voters “accept” the offer, there is a new collective agreement. Regular work continues.
If the majority of voters “reject” the offer, next steps are unclear. A lot of work has gone into trying to reach an agreement, and a failed vote means that the mediation process was not successful. While discussions towards a new agreement can continue, the law allows for labour action (a strike or lockout) when mediation fails and a 14 day ‘cooling off’ or waiting period has expired.
History of the offer
The previous collective agreement expired in December 2018.
Since then, the City has:
- Held 12 meetings with CUPE to negotiate a new agreement.
- Worked with a neutral, third-party mediator and CUPE to try to reach a settlement.
The wage offer:
- Reflects current economic conditions, and keeps wages at their current levels.
- Acknowledges significant reductions in provincial government funding.
- Is consistent with agreements ratified with two other unions. Those agreements both have 0% wage increases in the first two years.
The shift offer:
- Keeps total hours of work as 80 hours every two weeks.
- Keeps most shift schedules the same.
- Supports running an effective operation, which is in everyone’s best interests (employees, the City, and Edmontonians). Eight hour shifts make business sense in many of the City’s operations, and that will not change. Shifts longer than 8 hours make business sense in operations such as the Snow and Ice program.
- When shifts are longer, there are more days off.
- Changes how shifts are implemented.
- Right now, any new shift schedule must be put to a vote by the affected employees. Two-thirds of the employees must say “yes” before the new schedule can start.
- The offer removes the employee vote, and allows the City to implement changes:
- where longer shifts will make the work more efficient,
- After it consults with the union, and
- After providing at least 60 days’ notice to affected employees.
- This change allows the City to be more efficient in providing programs and services. In the Snow and Ice program, for example, it is more effective to have two daily shift changes rather than three so that equipment can be on the road longer. This could mean roads are cleared sooner.
What employees can do
Getting a new collective agreement is important. Workers need to be sure they can take care of themselves and their families. The City needs to be able to put budgets together.
Edmontonians need to know whether they can rely on public services.
The City is asking its employees who are members of CUPE to review the offer carefully and vote in the way that’s best for them and their families. They can contact both the City and their Union for more information.