Workplace violence is a serious hazard that many CUPE members face every day. The purpose of the kit is to provide members with resources to help protect them against violence and harassment in the workplace. Far too often, employers develop policies and procedures that only react to violence and harassment. This approach is not good enough. CUPE’s new kit focuses primarily on preventing violence and harassment in the workplace before it happens.
The kit is available for order to CUPE locals or downloaded here:
Every February, CUPE Ontario urges all its members to acknowledge and celebrate Black History Month. We also invite our members to reflect on the many contributions Black people of African and Caribbean heritage have made to Canada and our union movement.
Black workers have a long history of building the Canadian labour movement and fighting for social change. Through their activism and leadership, Black trade unionists in Canada have organized to pass laws and win collective agreement language that fights racism and promotes equality in our workplaces and communities. This fight is far from over.
Studies show that Black Canadians still face disproportionate barriers in our society. Black Canadian workers remain over-represented in precarious, temporary and low-wage employment. The average Black Canadian worker currently earns 75.7 cents for every dollar a non-racialized worker earns, with racialized women facing an even higher wage gap of 36.8%. Black people in Canada also continue to face racial profiling by police.
At CUPE Ontario, we are committed to fighting against anti-Black racism experienced by our members and for the communities we serve. At the 2017 Racial Justice Conference, CUPE Ontario announced the beginning of a comprehensive Campaign to Counter rising hate and white supremacy in Ontario, as a major part of our collective work. We’re so proud of the activism demonstrated by CUPE members across the province every day in our workplaces and communities. It’s thanks to their hard work that we have seen the creation of an Anti-Black Racism Strategy, a commitment outlined in A Better Way Forward: Ontario’s 3-Year Anti-Racism Strategic Plan, released last year.
We support the work of the Coalition of Black Trade Unionists (CBTU). CUPE Ontario’s Second Vice-President Sister Yolanda McClean, does a lot of great work as the President of the CBTU’s Canadian chapter, and we are very proud that she was the recent recipient of the Cliff Pilkey award for outstanding contribution to the labour movement at the Ontario Federation of Labour Convention.
Together with community organizations and coalitions, the CUPE Ontario Racial Justice Committee continues to fight for equity and to challenge racism, including organizing a strong annual presence at Toronto’s Carnival. The annual festival, which began on Canada’s 100th Birthday, is an emancipation tradition with roots of struggle and resistance.
During Black History Month and all year long, CUPE Ontario remains dedicated celebrating the essential and fundamentally important contributions of black Canadians to the social fabric of our country, and to fighting social and systemic discrimination in our communities, our workplaces, in CUPE and the rest of the labour movement.
On February 1, 2018, the nation’s highest court endorsed the union position that the duty to accommodate is applicable in the case of workplace injury. CUPE was an intervenor in the case.
That means unions must now ensure that the rights set out in both the Workers’ Compensation Act and the Québec Charter of Human Rights and Freedoms are respected.
Employers are now required to accommodate workers with functional limitations due to a work-related injury. If they fail to fulfil this duty, unions may challenge the matter before Québec’s Administrative Labour Tribunal.
“The legislation provides a broad range of options for adapting workstations,” stated CUPE-Québec president Denis Bolduc. “We are going to ensure that no one who is able to work is unjustly excluded from their workplace. This is a major victory for injured workers and all workers across Quebec.”
Changes to Canada’s Employment Insurance program have important implications for many collective bargaining agreements. CUPE locals have bargaining power here, and time is on their side.
The waiting period to begin receiving benefits has been reduced from two weeks to one week. This change came into effect on January 1, 2017. Previously, many locals negotiated payments during the two-week period for workers taking sick leave, compassionate care leave, or maternity or parental leave. Employers and labour unions have a four-year transition period to adjust their collective agreements without facing any penalties for overpayments. Take the time to review the options and make the right choice for your local.
Changes to parental leave, maternity leave, and compassionate care leave took effect on December 3, 2017. These changes allow women to take maternity leave earlier, allow parents to take a longer parental leave at a lower benefit rate, and expand eligibility for leave to care for a critically ill or injured family member. (Note, the changes do not apply in Quebec, where workers are covered by the Quebec Parental Insurance Plan.)
CUPE locals are responding to these changes. For example, CUPE Local 3261, service workers at the University of Toronto, bargained a one-week paid “Parental Transition Week.” This replaces one week at the beginning of maternity, parental or caregiving leave with a week of paid leave at the end (once EI benefits have ended). Other locals may want to consider similar language.
On January 29, 2017, six Muslim men were murdered at a Quebec City mosque while they prayed. This terrorist attack affected many families, friends, neighbours and communities across Canada, leaving us all with a sense of horror and overwhelming sadness.
With the one-year anniversary of this Islamophobic attack quickly approaching, it is important to take the time to reflect on why the massacre took place. As difficult as this may be, we must recognize the reality that Canada today includes hate, division and racism.
Ignoring the threat of Islamophobia only lets the problem grow, says Mark Hancock, CUPE National President.
“But our solidarity also grows,” he says. “At our 2017 National Convention, CUPE members committed our union to fight the rising tide of racism and hatred we see in the world. We continue to empower members and allies to speak out against all forms of racism and discrimination – including Islamophobia.”
Muslim communities in Canada need to know that we stand beside them, says Charles Fleury, CUPE National Secretary Treasurer.
The president of CUPE Ontario is asking the provincial government to provide more help to Ontario’s seniors.
Fred Hahn provided a presentation to a legislative finance committee during pre-budget hearings held Friday at the St. Clair Centre for the Arts in Windsor. The discussion was one of several held across the province as the process of completing Ontario’s next budget gets underway at Queen’s Park.
Workplace Safety and Insurance Board to review some 4,500 claims made by injured workers whose compensation may have been unfairly cut due to controversial guidelines.
The provincial workers’ compensation board will reverse a controversial policy that slashed benefits by blaming injuries on “pre-existing conditions,” even if they had no physical impact on workers before they got hurt on the job, the Star has learned.
The Workplace Safety and Insurance Board will also review 4,500 claims made by workers whose compensation may have been unfairly reduced as a result of the policy.
Implemented in 2012, the policy represented a significant — and some argued illegal — departure from the founding tenets of the workers’ compensation system in Canada: the so-called thin-skull principle, which says workers cannot be discriminated against because of a pre-existing condition that caused no symptoms before a workplace accident.
The issue was also the subject of a class action lawsuit filed in 2014 by Toronto lawyers Richard Fink and Alan McConnell. The suit argued that injured workers were being “denied the full extent of benefits to which they were entitled” as a result of a “secret policy” to “aggressively reduce” the lump sums awarded to people with work-related permanent injuries.
Today, the Liberal government formally apologized in the House of Commons to gay, lesbian and transgender Canadians for the discrimination they have suffered over the decades, often at the hands of federal agencies.
CUPE welcomes the apology, and honours the tremendous pressure generated by the LGBTTQI community to bring it into being. That pressure included a class action lawsuit brought by former members of the federal public service, the military and the RCMP, for the discrimination and life-shattering hatred they suffered. Thousands of people across Canada were harassed, threatened and fired from their jobs for their sexual orientation.
Gina McKay is President of CUPE 2348 and a member of CUPE’s National Pink Triangle Committee, as well as the Diversity Representative of the CUPE Manitoba executive board. She travelled from her hometown of Winnipeg to be in attendance at Parliament to witness the apology. She was invited by the government, recognized for her LGBTTQI, union and community activism.
She says the apology is a good step towards addressing the systemic discrimination and oppression that LGBTTQI people still face.
“Acknowledging people’s painful experience and confronting these truths are important steps towards creating change,” she says. “The apology sets a tone that encourages us to create more inclusive and diversity-positive spaces – in our workplaces, communities and unions.”
Gina hopes the apology will help build a stronger foundation for the work that labour activists do to advance human rights for our members.
CUPE, representing 55,000 education workers in Ontario applauds the Campaign for Public Education’s (CPE) latest effort to secure a review and overhaul of the province’s outdated funding formula.
“CUPE has been calling for a review and overhaul of the funding formula for years,” said Terri Preston, who chairs CUPE’s education sector in Ontario. “The analysis provided by CPE adds to the growing body of evidence that this is urgent. It’s clear that the current funding formula is inadequate to meet the needs of students, communities, and education workers.”
A funding formula reliant mainly on head counts and based on the notion that schools are just a collection of classrooms will never meet the needs of students. Students and parents live this reality every day, and CUPE’s custodial and maintenance workers have long pointed this out.