Canadian Union Podcast for Employees': Recent Episodes
Scott Cush - City of Calgary Employee/CUPE 37 Executive
A podcast mostly about CUPE Local 37 members information. A Calgary Local representing Outside workers for the City of Calgary. We will also talk about Provincial, National, Labour Congress, and other union topics.
Meeting about shifts crossing midnight. Also locking Christmas Eve to the 24th. Last meeting until summer break. Come out, have a hot dog and participate in the process.
Sorry for the delay in the latest episode. I had to hold off due to some changing information, and a concern about messaging.
I want to speak about the MCC and I was told to hold off while we craft a message. CUPE AB and CLC are having conferences. Looking forward to attending if I can.
Congrats to Robin, and Josh who were the only elected by ballot officers. The rest were acclaimed.
For information on the state of AB healthcare I would direct you to the Breakdown AB on youtube. If you want to sign the petition. Go to https://stateofemergency.ca/ to sign the petition. This is a CUPE AB initiative. Help them out!
Two elections. Big and Small. Treasurer is up. Two people running. Robin Orsulak and Brad Wilson. Robin is the incumbent and Brad is a current exec at large. Trustee has two Jaimie Domstad and Josh Dyck.
Going to spool up the podcast for season 9. 25 years with the City. This is going to be a fun year. Bargaining is coming.
We will have elections starting in the new year. If you have your meetings in you will be eligible. With the upcoming meeting being a bargaining year, it will be a big election I am sure of it.
Dec 5, 2025. 4pm - 8pm. Should be a great time.
Online meetnigs are still not on the table. Not sure it will happen in 2026.
Call the hall and let them know you want online meetings.
Go to www.cityworker.ca if you are interested in seeing the video that matches with this episode. Claiming your HSA is easy and many don't know how to even do it. With the welness account coming figuring out how much you want to place in either account is important in maximizing your benefits with the employer.
It has been a while since the last video on this. Many have picked up how to do this and I am very happy to see people getting what they can out of their benefits. The app doesn't work just yet, but the website is checked and verified.
Search HSA H&DP WA 2025 on youtube to find the video.
I got my shot, and not even out of pocket. $119.89 at Costco. If you want it, you can know it was covered by a member with level 2 extended health coverage. Shame on the UCP for not covering it, but the employer has stepped up to the plate and covered it through the metrics availiable. Greenshield will pay for it without you even paying out of pocket. It's not 100% so be prepared for a small fee.
What happens when a government decides to stream roll through bad bills? You get a bunch of people talking recall and Gernal Strikes. What does that mean. In order for a general strike to even mean anything a bunch more industry and people have to get on board. Do we have it at this point? I don't know, but I am not sure we do. We need to get there and the UCP might be what we need to push it to a go level.
Only if you want it. Dependents welcome as well. It is unclear if you will have to get a perscription, but my information is that if you have level 2 coverage you will be able to get the covid booster or shot covered for resonable and customary charges. This is just another area that your benefits are making it easier to get the things the UCP won't cover.
Changes to your MEBAC Benefit Plan in 2026 You told us you wanted more flexibility in your wellness options, and we listened! The City and the Municipal Employees Benefit Association of Calgary (MEBAC) and are excited to share some significant updates to your benefit plan coming in 2026 and 2027. Changes were made to the Extended Health Care (EHC) Level 2, Dental Level 2 and 3, and effective January 1, 2026, we're introducing a new, more flexible wellness account benefit. These changes come at an important time, as MEBAC members will have the opportunity to review and adjust their benefit levels during the enrolment window from November 17 to December 7. Highlights of Benefit Changes Effective January 1, 2026 Over the years, employees have told us that wellness looks different for everyone. Some of you told us that services you needed for wellness weren't covered; others said they wanted more flexibility in where and how you exercised. We listened. Up until now, you have had a $300 Health Spending Account (HSA) and could also apply for $200-$250 credit towards annual memberships at partner or City facilities through the Active Living Program. While these programs certainly provided value, they had limits as two separate accounts. Starting January 1, 2026, we're combining these into one streamlined, more impactful benefit: a $900 Wellness Account. This is an improved version of what you already had, designed to give you greater flexibility. You will now be able to choose how to allocate your funds between a: • Health Spending Account (HSA): This is non-taxable, covering medical/dental costs not included in your regular plan. • Personal Wellness Account: This is taxable, covering wellness related expenses. For more details on what qualifies under your Personal Wellness Account and how to allocate the $900, click here. Important: you must decide how to split the funds in your wellness account by December 7, 2025 or the full amount will become part of your Health Spending Account. Please refer to frequently asked questions on the new wellness account here. Extended Health Care - Level 2 Updates • Custom made foot orthotics -The annual maximum has doubled, increasing from $200 to $400 per person per calendar year. • Hearing aids (Audio) - Coverage has increased from $600 to $1,500 per person every five years. In addition, cochlear implants are now included under audio benefits. • Medical items - Includes a coverage limit of $130 every 12 months. Cold Therapy Machines, often used to reduce inflammation, are now eligible. Dental Benefits - Level 2 and 3 Updates • Medical mouth guards (bruxism appliances) are now included under Major Services and subject to co-insurance and annual maximums. Highlights of Benefit Changes Effective January 1, 2027 Starting in 2027, employees can also look forward to improved vision and dental coverage. Extended Health Care - Vision Coverage • The vision care maximum will increase from $400 to $500 per person. • Coverage remains every 24 consecutive months, or every 12 months for children aged 13 and under. Dental - Annual Maximums • Level 2 Basic and Major Services combined maximum will increase from $1,500 to $1,750 per person, per calendar year. • Level 3 Basic and Major Services combined maximum will increase from $1,750 to $2,000 per person, per calendar year. The City and MEBAC negotiate benefit agreements for City employees. "MEBAC is an important advocate for employee benefits," says Mike Mahar, President of MEBAC. I'm proud of what we collectively accomplished to bring meaningful improvements to members over the next few years." Chris Arthurs, General Manager of People, Innovation and Collaboration Services said, "These improvements are about getting the right benefits to support the health and wellbeing of our people. Working with MEBAC ensures that employees' voices are heard, and together we continue to modernize our benefits plan to reflect their evolving needs." We hope you agree that these changes reflect The City's ongoing commitment to provide a modern, flexible, and inclusive benefits plan that supports you, and if applicable, your family's needs. Robust benefit plans are an important way to support your physical and mental wellbeing. More information will be found in the Benefit Enrolment Brochure which will be emailed to you on November 17. Please review these so you can decide whether you will change your benefit level for 2026 and allocate funds within your wellness account. Changes may only be made during the enrolment window from November 17 to December 7, 2025. [Side panel] Did you know? Effective October 20, 2025, COVID vaccinations will be covered under our benefit plan's "serums, vaccines and toxoids." Our plan will pay 90% up to a maximum of $250 per calendar year for those who selected Level 2 Extended Health Care. For employees in Level 1, the expense for a COVID vaccination can be submitted to their Health Spending Account.
Lots of business was done, and lots of emotions were had. CUPE convention was a great experience even from my desk in Alberta as I watched it online.
If you have ever wanted to watch CUPE today would have been the day to do so. Congrats to Mark, and Candice they won their seats for another two years. A general resolution at the end of the day nearly broke the convention. At the very least it shows that trauma over resolutions are real and need to be managed properly.
Convention Floor Business Starts!!! 1 Constutional and 1 General Resolution were actually voted and passed at convention. Good start to a long week. Looks like Mark and Candice will be keeping their positions. No one is running against them.
Lets prep for the convention. Have you downloaded the app? Are you going to watch online. Check out the resolutions and look at the app for all your convention needs. I won't be there this year but I want to watch online. My views on the Constitutional Resolutions.
This episode covers the L37 grievance procedure. It isn't a solve every problem sort of process but it is offical and it is part of the agreement. Lets talk about the clause. Thanks for listening!
My comments on how the Alberta teacher strike and the postal strike is going to end if you're gonna support them listen to this.
Children Christmas Party will be a bit different this year. Our venue cancelled on us short notice.
MEBAC changes are coming. You have to declare some numbers for Health Spending Account and the new Wellness Account.
We have an Exec-at-Lrg position to be elected in October.
What sort of NSFW goes on at work? Are you doing it now? Should you be aware of it? I have examples.
-
4.07 – On-Call employee
-
5.10 – Inability to Report
-
5.17 – Overtime Distribution.
-
Pay notes 2 and 4.
-
Letter of Understanding 8.
I would open these up for bargain these in a heartbeat.
-
Section 3 Grievance Procedure
-
5.02 – Standard Hours of Work
-
5.18/5.20 – Overtime paid or banked at 2x wage.
-
6.17 Bereavement Leave
-
7.05 Vacation Entitlement
Here is my report on the Convention, the election, and Chris Smalls. For Reference, Cori Longo ran without a rival, and Gil McGown beat Gregg Mady 60/40 split. I also speak about Chris Smalls and I included an echo track of his talk. Chris spoke to us about Amazon and the Labour Union he helped co-found. Whatever you think of him, it was important, and I think worth publicizing. I tried to increase the audio. Apologies but I do think it was worth playing. I sped up the entire episode (a tiny bit) if your wondering.
We are talking about vacation. 7.03 - 7.08.
Employees don't really take a look at this clause. I wanted to take a moment and dive into it.
If there are any errors please correct me. I am always going to defer to the union leadership for their interpretation.
Enjoy.
I was successful in the election. I was elected to the position of Exec-At-Large which means I am on the executive. Looking forward to the join the team. Greg Mady joined us at the start of the March General Meeting. Convention is this week. Maybe the education workers have a deal? Lots of news. I talk about the AFL and CUPE AB
This is an audio version of the youtube video on the same topic. The Attendance Suport Program is advertised as a great program that recently was able to reduce the amount of hours to get on the program from 50 a quarter to 36 hours. Why does this matter? It matters because innocent absenteeism is a fancy way of saying we can't get the stuff we want from the culpable system. This system will help us with other programs and hopefully get people to work. The problem is the system is always correcting. The better employees, the less time you can miss to be on the program. We are at a point in time where one week off is more time than is required to bring in a note from a doctor. In S/A land this is a non-culpable claim where the program starts without any suspicion there would be an issue. Not even thinking of the grieveances.
Short of quorum. Was everyone buying valentines gifts? Some good things in this episode even though we didn't have a meeting. I talk about Local 829 and CUPE Alberta.
We have an election. You have your ballots in the mail, and I encourage you to vote and mail it in. I and others running are counting on you! Feb 27 is the deadline for being at the box office. If you miss it, you can come to the hall to vote.
Also what is going on with Local 829? Medicine Hat News says they are under administration just prior to voting on a deal... very interesting since getting a deal to vote on is not a reason to be put under adminstration.
No Quorum. Means no meeting but we did have a discussion. Thanks for listening. Just an FYI I got my meetings in and can run for a position.
Get your Health Spending Account for 2024.
Two ways. If these links work click on them... https://youtu.be/fMn92hb0V3g?si=ATU629AQN6JHEdo1 or https://youtu.be/QQX_BW8wvuU?si=6pFHOlu7OL1Obwwy
or Search out HSA H&DP 2021 5min or HSA H&DP 2021 12min
Fred Hahn is the President of CUPE ON. He is in the media for many reasons. Currently it is about something he posted and what that makes him according to people who don't know him, or what CUPE is fighting for. As complicated as this is. There is a reason why we won't see him step down. It has everything to do with what the Convention Resolution allows him to do and how a person who makes mistakes can apologize, learn from the mistake and move forward. It also has to do with how the NEB is formed and why removal of any NEB member is nearly an impossible ask. Just like asking for your Preimere to step down.
Deal struck. 3, 3.25, 3.25. Everything else was the same except for stronger language on the seasonal recall. Thanks to everyone that came out to vote.
Information is working its way down the chain. What I can share is in the episode. This is a yes for me. I hope you can find it in your selves to vote yes as well. Compounded this deal is 9.8% over three years. I am told what was offered and accepted in principal is 3, 3.25, 3.25. Some language changes around seasonal recall but all the other negotiated items were included as well.
Looking forward to signing this deal, and thanks to the Union officers who took a good offer, listened to the membership, went back and squeezed out a bit over 0.5% including the other monitary items.
Strike mandate on the horizon.
My thoughts. Some may think we are in a zero sum game, or a win-win. At this stage we are hovering near a lose-lose. We are in a cooling off portion. Call the hall if you have questions.
L37 is being offered 3%x3 over 3 years.
L38 is being offered 3%, 3%, 2%. They are asking for 4%, 3.5%, 3%.
Compounded from both the difference is about 1.59%. They are dealing with other issues that L37 are not concerned with, but L37 have got in writing some things they have been looking for going back many contracts.
My support for L38 and my desire to move forward with our proposed contract are important in my dedication. 1.59% may not be much but sometimes it is not entirely the monetary that keeps contracts from being signed.
Waiting on the Bylaws but this is what I submitted to the Executive in March of 2023. Not sure if any of it was different.
The Proposal
Also if you haven't put in for the remaining of your Health and Spending Account. Do it before end of Feb.
HSA H&DP 2021 12min
HSA 2021 Video
Every year you have to claim it to get it or you lose it. Follow the information and get back the health spending account back from the last year. You have until Feb to do this. Must be able to sign into GSC and must have your last pay advice of the fiscal year.
The only thing I would add is that The President, Treasurer, and Administrator are not from the same Province.
Constitutional Resolution for the NEB and Committee/Working Groups.
Be it resolved that CUPE National will be comprised of 28 National Executive Board Members. 3 of whom will handle the day-to-day workings of the labour organization, 13 Provincial/Terrtitory Orientated Regional Vice Presidents who will elect internally 6 General VP’s. These positions will be called the President, Secretary Treasurer, National Administrator, with 6 GVP’s and 7 RVP’s. The remaining 12 positions will be comprised of titled Diversity roles as devised by the National. These positions will be voted on by the entire delegation of CUPE members off the floor and will be selected to represent not only their Diversity counterparts. These Diversity VP’s will also be linked by election to a specific Province/Territory. At minimum two representatives from each Province will sit on the NEB. To qualify as a candidate these roles will require the backing of each caucus through article 11.2 of the Constitution. They do not require to have the specific Diversity role they represent but do need to have the full caucus support of their respective equity seeking committee. These candidates will also require the full support of their Provincial Division. They will be expected to sit on their Provincial Division in some capacity. They must qualify as a delegate. As per our commitment to the Canadian Labour Congress, Candidates cannot be over 65 years of age, and need to have a dues paying position waiting for them in their home local. In the case of the Territories, if no Provincial Division exists, their roles will be distributed to Provinces that have fewer representatives.
The National Administrator as a new role will be given duties that assist in the day-to-day operations. Watching over the Trial Procedure, advising on bylaw compliance, new member recruitment, and advancing the National could be some of the duties for the position.
Voting on these positions will be either a Ranked-choice vote or first past the post by every delegate who chooses to participate in the Convention. Each person who runs for these roles must primarily reside in the province for which they are representing. Diversity VP’s will be required to submit for approval if the equity seeking committee has been formed. If approval is granted, the caucus choice will be communicated at Convention.
All NEB meetings except for up to four a year will be run online and through virtual methods. Committee meetings will also be limited to two in person meetings. Technology will be provided to the successful candidates elected to the positions. Technology will be returned at the end of their terms in office.
Terms of Office will be no more than 5 terms of office, in any combination including previous terms off office on the National Executive Board. This means sitting on the NEB is at maximum a 10-year commitment.
All referencing constitutional clauses referring to the previous makeup will be reworked to manage the structure proposed here through a committee that will report back by the next convention or by a special called convention. Including the Full-time Position, the changes and definitions will be identified and labeled. The NEB will be comprised of 28 members as elected as stated previously in this resolution.
Because CUPE National is run by a very complex organization of representatives, and staff that are tasked with the betterment of CUPE members. It should never be a position where elected officers are comfortable in their roles representing the National membership. Returning to their past roles if they so choose. If an elected officer can reach 10 years in office, their contribution to CUPE should be able to be felt upon their return to their Local. The position should be able to pass their torch to the next candidate. For the Local should be in the mind of the NEB member, who is seconded to the National. Their contributions should push forward the movement in such a way as the responsibilities, and rewards provided by the position not being a given but a reward for the right to represent those who dues are to be respected.
Because the NEB has pushed for an increased presence of Diversity roles but does not take into consideration the parliamentary structure it ascribes. In order to be more Diverse, the structure needs to be realigned. This structure is similar to the previous provincial model. The difference being their roles must be representative of Diversity positions as a primary and Provincial representation being secondary. The cycle of leadership will be forced to change because of the respective timelines. This increase in Diversity positions allow CUPE to lead by example while constraining what used to be Regional VP roles.
Because CUPE allows their affiliated Locals to be autonomous if they follow the National Constitution. This should help with aligning the Locals to a National body that ascribes to both a provincial and equitable diversity solutions.
Speed on Green and Red Light Camera Tickets are now the repsonsibility of the Employer. You can thank an arb in Edmonton for this.
I can say I am both extremely happy and mad at this recent meeting. You can be that when you are a member. Next meeting is the second tuesday of every month.
No quorum makes for a rough update. Apologies for the lack of publishing. I have been working and there just hasn't been a lot I can officially speak to. The letter of understanding on rest for 8hr in between shifts is a go. Big news since the next day would be paid for the full shift even though you may not make it with the required rest in between.
Next episode we find out the new executive.
Once again we have another year of time that has passed and you may not have used your health spending account. Let me know you how you can upto any amount owing with some simple yet usually forgotten methods of putting it back in your pocket. Please watch the video linked in the description.
https://youtu.be/fMn92hb0V3g
Or simply just search out Scott Cush on YouTube, and look for the video titled "HSA H&DP 2021 12min"
Easiest 12 min of your life to get your HSA in your pocket.
We are nearly into November and the union is still plugging away. Thanks for listening to the October 2022 update. We did not have quorum.
For those of you thinking of retirement. There are some deadlines approaching fast. Here are the rules to getting the right outcome.
Employees will be eligible to receive the Retirement Allowance provided they submit their Notice of Intent to Retire and their last day of work is on or before the date of ratification of a new collective agreement.
Example A:
Last Day Worked by employee June 30, 2022 – employee using their outstanding vacation and Lieu time as time off until September 1, 2022. First day of retirement September 2, 2022
Ratified Union Contract July 1, 2022
Employee would be eligible for the retiring allowance provisions which would be payable to the employee on their last pay cheque with The City in September 2022
Example B:
Last Day Worked by employee June 30, 2022 – employee using their outstanding vacation, lieu time and retiring allowance as time off until October 31, 2022. First day of retirement November 1, 2022
Ratified Union Contract July 1, 2022
Employee would be eligible for the retiring allowance provisions; there would be no payout’s of any balances as employee has chosen to take all as time off.
Example C:
Last Day Worked August 1, 2022 – which was approved and submitted to Payroll on Intent to Retire Form on November 15, 2021
Ratified Union Contract July 1, 2022
Employee would NOT be eligible for the retiring allowance provisions (either chosen to be paid or as time off whichever they had chosen and articulated on the Intent to Retire Form).
I'm back in Local 37. CBA language is finalized, going to be voted on soon. Can't say much, but it is likely going to be good for those that are not red circled.
Probably should thank L38 for failing to acheive an monetary agreement, and choosing to go through mediated settlement. Everyone else was able to get what was mediated.
Today I speak to how CUPE Alberta is handling Bill 32. We speak about Jason Kenny, the UCP, attacks, and the NDP. This is my first ever interview style conversation on this podcast.
I got to speak to Rory Gill. President of CUPE Alberta. We go back aways when I was working on the Executive of CUPE Local 37 and when I was sitting in the CUPE Alberta Executive. Please enjoy and thanks for listening.
While we remember the day of Mourning on April 28, 2022. I wanted to share one of the moments I realized why it is important to report product failure.
Want to highlight the amazing accomplishment of the ALU. Amazon Labour Union seems to have done the work, and now in the process of bargaining their first collective agreement.
The Greenshield portal has changed and so too has the ways in which we can redeem last years remaining Health Spending Account. There are deadlines on this. Usually the end of Jan/Feb of the following year.
I made a video which can be found at https://youtu.be/fMn92hb0V3g or https://www.cityworker.ca
Super excited to find out that there is another CUPE podcast in the ether. CUPE Cast from Ontario has three CUPE member anchors that speak on CUPE and many other things union. I really like the episode on the CLC. And of course my brief comments on CUPE National Convention.
It is highly unlikely I will be saying this speech given where it sits on the order paper. Considering the motion to raise the minimum strike pay was referred... I'm going to say this is the only place your going to here this.
This isn't a popular motion, not even we wanted to realize this was a possible option. Given the Bill in how it is written. Unions are going to be silenced when it is proclaimed... Gonna need some way of getting people to realize just how bad this Bill is.
With only a few technical glitches and over 2000 in attendance virtually, yesterday will be the tone for tomorrow. The word of the day will be control. That can be a good thing in context.
I think we may see some bonkers debate, but for the most part convention is going off without a hitch. A BC President is running unopposed. The Secretary Treasurer is a lock for Ontario. Makes me want to learn French every time I go to these.
Resolutions are a plenty. Will Bill 32 be spoken of? Probably not, but we should talk about it before convention.
Every time we have elections as civil servants most day to day activities are independent of who sits on council. That is what I thought when I started. Now I am starting to see those who are council are very important to the vision of the City. What they decide moves its way across the corporation. Today I am not as worried as I was a week ago.
Thanks to CalgarysFuture.ca, and Cross Border Interview Podcasts for showing me that being open and honest about the process is still possible. I was starting to get worried that social media was forever tainted.
Big meeting this month. July, August were non-meeting months. Plus we have whatever needs to be voted in. Join the online zoom meetings. Its so easy. You just have to be a card carrying member.
Hindsight is 20/20. Foresight is being able to see what might happen down the road.
Your contract watches out for you. In recent proclamations you now have a new holiday. Whether you respect the reasons for it or not. Pat your union on the back if they included language that allows for automatic enrollment in new proclaimed holidays.
The short answer is not immediately. The median answer is probably but not because you didn't vaccinate yet. In OHS terms if you replace Vaccinate with Ventilation it might make more sense. Mitigating risk is synonymous with identifying hazards and implementing measures. You always want to eliminate a hazard. If COVID were an atmospheric hazard we would look to ways to eliminate the source. Government OHS may just force businesses to do through the back door what the guise of medical choice can not. This is assuming the hazard to the person is not greater.
People are coming back to work. Hello. For those of us that have had to be at work, its nice to have you back.
We logged in, we listened, and some participated. What did we learn? Shorter conventions should be spread over one more day. If we made it a week we would get about 10% of the business done. A hybrid of this virtual and in person would be nice going forward... voting in 60 seconds, to 12 min is acceptable and preferred. Perhaps points of order in a virtual environment could be written and submitted for consideration... Otherwise, overall good for what it was.
Day one and two of the CLC. I think I finally see what would happen if the traditional mic muffin were to be replaced by the question croissant. Answer... nothing. Both result in only the select few agenda items being debated.
EFAP has changed providers. Canadian Labour Congress is running an online convention.
Mental health is important. If you need help, don't hesitate. Confidential help is closer than you think.
You must sign up on the liveandplay database, but after that booking a firepit is free minus the wood that you have to bring. Keep within the rules of the pandemic protocol and enjoy the outside air.
Just go to the city of Calgary website and type in "book fire" and you will see an option to sign in. Or type in "live and play if you feel you need to write more words in the search fields. Then select "Get Permit" and you will be prompted for more information.
Stay safe!
Redundant in a world where peoples jobs are at play is stressful at the best of times. When you are stuck at home, or waiting on more information, the mental games this can play could be large.
What I do believe is that we won't be told as a group until the people who are found to be redundant, are given options either to be placed in a different role, or accept a severance, or decided to retire prior to the 2021 deadline. That confidentiality will be maintained until it must be shared with those who will be deemed to need to know.
- 1-800-663-1142 English
- 1-866-398-9505 French
- 1-800-384-1152 TTY (hearing assistance)
- www.homeweb.ca
Just contact the local, they will confirm your identity and send you an invite. Best way to be involved from the comfort of your own home.
You can contact me at cupecomment@gmail.com
I have looked at the contract language with Greenshield Canada for so long, I can't see the answer they have given me in documents referenced. It may be eluding me, it may not be there, it might be as plain as day. This is my submission to a process that seems to have no provable answers.
If you can explain it to me with accompanying documents, please contact me. Until I go to the company benefit AGM I will be stuck at this point.
I am looking for advice, an explanation really about what I am reading. If I am wrong and how I am wrong. It all started when something I thought should be covered wasn't. Or was it?
The way I read it, everything is covered 100% unless it is specified below and isn't limited or excluded. Am I in a simple rabbit hole. If I am right, you have far more coverage than has been interpreted by your Level 2 plan. This is me speaking out my thoughts with the hope that somehow I or someone can tell me what I am missing. Enjoy. And if you can speed up the track.
I had to make a very difficult decision a couple of weeks ago. I applied for a position with L38 and I was successful. Which means I will be unable to sit on the L37 Executive.
Thank you everyone who listened to this. I will still do this but obviously there will be a slight change in how I report L37 issues. I won't be on the Executive so I will be reporting a bit differently.
You need to come to the Ratification of Proposals... but if you can't I get it. Your a busy person with a lot on the go.
You won't get the information you need elsewhere about what the bargaining team will be trying to improve your contract. I would urge you to attend if you want to know what the survey and your team decided to press forward with.
Voted approval is necessary to the next steps.
October 14, 2020 at the Glenmore Inn at 6:30pm
Used to be if you had to stay home, you stayed home. That still exists, but what about when you are negative, or you have family or have been told a Cohort is quarantining? We have answers.
We are not open to walk in visitors during COVID and perhaps after COVID. We are open for appointments. Here is why.
When you are in trouble, call the union hall. They are responsible for protecting and defending the membership.
Like clockwork, it will be time to Ratify the Proposals prior to entering into Bargaining. This will be October 14, 2020 at 6:30pm at the Glenmore Inn.
There are only two avenues to refuse and order. Do you know what they are? Saying No is a big deal when it comes to following commands. Let's talk about it.
You may want to wear the face coverings now that the policy is in effect. It should be treated like its PPE but for regulatory reasons it will be called a face covering just short of PPE. Still important and still has valid reasons for using it.
Change is hard, perhaps something positive or different can happen with the whole debacle.
My take on Bill 32. The box A is a problem for unions, averaging agreements are the problem for everyone else. Where do you start with a Bill like this? Just waiting on the regulations that make this document complete.
To be clear this podcast is not funded by my Local. It is about my Local and the factors that influence our Local may it be Provincial, Municipal, or National levels of the union movement.
In just under 1 year and 5 months. Our most senior members both in age and in time served will likely retire. What I think may happen.
Even though CUPE doesn't support her, Marie Clarke Walker is the next in line considering the pandemic barriers in place to confirming the new elected Congress. If by June 30, 2020 the President doesn't step down or no Special Called Convention is announced, the CLC should go on autopilot. Article 14. 2, 10. a.
We have been approached and informed that the 12hr shifts are going away. Welcoming the 9.5hr shifts even in the winter, in paving, in traffic ops. Everywhere.
We know that the data is suspicious, however management is making this their hill and we have been asked to come up with shifts that will compliment this idea. Consultations will be happening, and I encourage you to voice your input.
We know this will mean a lot of extension of shift overtime situations, and we also know that this means a 4-day standard work week vs. the 3-day.
Fatigue is being used as a driving factor, as well as accident reporting stats.
Years ago we pressed through this with a survey of Roads staff. From the meeting they presented it was made clear this action is about to happen throughout all of Roads.
There are clauses in every contract that you should know about even if you don't ever intend on using them. Here are some that popped up for me. Some of these are clauses that I am not fond of and some are specific to job types. This is a long episode so put it on 2x speed.
We have a very specific set of clauses in the CBA that speaks to a death in the family. You need information fast, so either call the hall or listen to this for information.
Here is the small print on the CERB and the EI-ERB as per CUPE National Researcher - Alejandro Pachon. Thank you for providing this. - Note: me just reading the letter.
First off I am deeply saddened that you or someone you know has been either laid off or terminated.
Yesterday March 30, 2020, many of our members who are listed as Temporary Part/Full Time, and On-call employees received a phone call and email which informed them that they are laid off with recall or terminated. What the Union can tell you about, what is happening. What to expect, and what you should do.
I was not told this would be at tonight's meeting. When it is signed and public I will share it with you. No changes to the document that was presented in February. I'm sorry to those I told there was not going to be a meeting tonight on the LOU. I had incorrect information and I made sure to voice my concerns to the membership. It passed, and with very few Water Services members at the meeting.
Bad case law is bad for every employee that comes after an arbitrator makes a ruling. It is vital that we don't make spend good money on bad arbitrations. Here is why.
The newest reorg is happening. That means more pain and change. It also may mean more money for some and potentially a big drop in pay for others. This might just be the makings of a real retirement blitz now that council has announced the ending of the retirement allowance. I think it is important to come into this as informed as possible. I also have heard we are going to have many come to the hall and vote on this letter. Which is great news. Anything that gets people to the hall is in my mind a good thing.
The question people want to ask is what will voting this in and voting this out do for the reorg? It is a great question.
Listen to the episode, and hear for yourself what the changes mean and how it affected me.
We have our Feb meeting on the 11th. Starts at 7pm. We will be voting on a letter of understanding for Water and a new district for Waste and Recycling. Side note: you will be hearing our official fight back campaign details at the meeting. Radio spots, web site. Come out and hear all about it.
Don't commit fraud.
This episode is about thinking twice if you are going to commit fraud.
This episode is about the guys that are running, what the jobs are by the bylaws and what I think will happen (or hope happens). There is a bias here and if you listen you will hear it. Vote with your mind not what I say.
Let me show you how to get all of the remaining $300 of your Health Spending Account in under 5 minutes.
I'm going to start off 2020 with a general disclaimer. This podcast is not the official voice of CUPE Local 37. If you are looking for official messaging contact the hall directly. 403-269-5333 or president@cupe37.ca.
If you have a comment for me you can write cupe37podcast@gmail.com
It could happen to anyone. You have something that is NSFW (Not Safe For Work) and you accidentally share it. What happens if the other party is offended? What happens if you just crossed a line? This happens more often than you think, and the results are pretty inconsistent. This episode will share an especially NSFW moment, that resulted in termination.
With the newly legalized edible market, an employee should ask themselves, is this right for me?
There is some news on the Retirement Allowance. It is going to end fairly soon. Currently it exists in a Collective Bargaining Agreement that isn't ours, and there are enough people who are likely to retire before the end of this allowance in order to take advantage of the dividend. Are you one of those thinking of retiring? If so you may need to consider going sooner than you thought.
Council wanted to end the practice immediately, but it looks like there will be an estoppel in order to legally end the practice. It is possible this will be challenged but you may not want to wait around.
This Citizen is filming sites that are perceived to be public spaces. He has the right to film. It isn't a crime to be creepy, so don't engage him. He will post your interaction on YouTube and encourage people to comment on you.
What he is doing is legal, but you have the right to feel safe at work. Go through the chain of command, but don't give this guy anything worth posting.
I'm doing this episode from Edmonton, Alberta for AMEC. I'm not even finished the whole budget read, but there is something that needs to be highlighted. Your Pension... may... be at risk.
Today:
Elections, More Reports, Jagmeet Sing, Strategic Directions, and a technical adjournment.
Today:
Convention went from 9am to 6pm. Long days for Alberta, would have been nice if more stuck around, but business was completed for the day. Looking forward to Wednesday.
Today: First days are always full of formality. This was no different. Tone is mostly around understanding there is an election happening and that the NDP are the party of choice.
Due to scheduling issues with quorum and the National CUPE Convention we needed to change the meeting dates for the General meeting.
Please come for 7pm at the hall on the third Tuesday of October. Don't come to the regular second Tuesday of the month.
The meeting date has changed.
When on the convention floor you get 3 minute to say your piece. I couldn't do it with 7x that allotment. Here is my take on the National recommendation to add 5 diversity seats.
It is a Pro-Diversity stance at a Con microphone. Very CUPE in stance.
Most times this is explicitly obvious, other times it is not.
There are cases where the line is crossed, and there are cases where the line is blurry, and then there are cases where everything was agreeable. Yet in all of these situations in a work environment there is a possibility that the result is nothing short of termination. Today we are going to talk about the workplace conduct, and how you should be aware of the line.
The new collective agreement is printing and until we get in out you can read it out our website. www.cupe37.ca or you can go to the City website and read it there.
Over the last year the Province of Alberta made some changes to the penalties associated with a DUI charge. Their changes along with Fleet requirements to drive City vehicles have set the stage for locking in termination. We are going to talk about it and I encourage you to listen.
More often then not a person who gets hit or hits another vehicle think of the wrong things after the incident/accident. First make sure everyone is ok. If not call 911.
I have been thinking about this for a bit. I see more people getting fired now, and frankly it sucks. Mostly because the people don't realize that they must be calm and collected. In a union we fight terminations, and when the evidence supports it we can win. Lets be real for eight minutes while I talk about some strategy and hints if you might be getting fired. It may just help you get your job back.
Elections are fast approaching and it is time again to start campaigning. Here is my first pitch into the ring of Vice President. Thank you to everyone that is taking the time to find me on this space.
I am running with 3 others.
- Elizabeth Tweedale
- Kevin Galley
- Zachary Lawrence
This episode is for those that have chosen a level of benefits through Green Shield that gives them access to extended health. We talked about getting your full Health Spending Account back by years end. Lets now talk about something most of you like myself didn't realized existed.
Custom Ear Protection. I had some made for me by work 10+ years ago. I didn't know they were also covered by my benefits. 18 years in, I am concerned about my current hearing loss. Technology today makes it possible I can protect whatever is left for the remainder of my career.
We are going to talk about this little known area of coverage, and how to access it properly.
This is the site of the company that did mine. I have only good things to say about them, so consider them and option.
Calling into the employer as sick or after an accident shouldn't be difficult. Yet many of us think we have to pretend over the phone or tell people way more than they need to know. A proper claim is simple. A suspicious claim is hard. Why not try simple?
Every year people don't get the maximum benefits they are entitled to. This process will get you your HSA back in your pocket before it resets.
In this episode:
Job Steward Learning Series at Steward Meetings.
MEBAC AGM
2 Week Suspensions reduced to 4 day.
You got in trouble. You accepted it or you lost your grievance. Now what? Let me tell you.
My main goal is to make all of our members aware of what is happening with the Local. It would be great to have 10% coverage, but what would it take to reach 90%? We will talk about that and what sort of things would have to happen to make that a reality.
In our work, you can't count on OT to supplement your wage. Yet every year workers in certain jobs know that OT is part of the job and will happen like clockwork.
Our collective speaks to equalization of the distribution of OT. Every year it fails to deliver. Lets talk about why. Lets also talk about why OT can be a problem in the bigger picture when it comes to full time staffing.
Our Local Affiliates to a few areas in Alberta, and it costs the local monthly. Is it required and would you spend what we do for what we get out of it?
Lets go to the financial and participation parts of the issue.
CUPE Alberta Convention. Its happening. Why do you care. I'll tell you.
Just listen its easier than reading.
My take on the current CLC/Unifor issue. Its a long one, so if your not interested in issues outside the Local, you can skip this one (10min). I think this situation is one of those sleeping giants that needs to be talked about.
Some clauses are written to catch you, while other are there to protect. In this episode we will talk about the ones that will likely have no foundation to argue and you should prepare yourself for these moments. Discipline is likely.
We have progressive discipline. Verbal, Written, 2 Day, 4 Day, Dismissal. Some steps can be repeated but not likely.
Now we have 2 week, and 4 week disciplines in the mix thanks to a recent arbitration case from our fellow bus drivers... while we fight this, here is what you need to know.
Click here to get reminders about your license.
Why do you not know your collective agreement? Probably why you don't know every legal statement you click that you understood since you were given the chance to just say you read it.
In this episode we are going to talk about the grievance procedure.
Unofficial
President
- Cyril Wilson (Incumbent)
- Elizabeth Tweedale (Past Recording Secretary)
- Frank West (Current Executive-At-Large)
Treasurer
- George Carnegie (Incumbent)
Sargeant-at-Arms
- Jody Sallans (Incumbent)
- Zachary Lawerence (Current Executive-At-Large)
- Olvier Peploski (Current Executive-At-Large)
- Dave Knudson (Current Executive-At-Large)
- Randy LaPierre (Past Executive-At-Large)
Executive-At-Large
- Zachary Lawerence (Current Executive-At-Large)
- Andrew Mason
- James Stoffels
- Aloni Pedenalt (Current Trustee)