National Bargaining Conference Workbook

NATIONAL BARGAINING

CONFERENCE

FORWARD THINKING, BETTER DEALS

58

2013

FEBRUARY

OTTAWA ONTARIO

Workbook

1 – National Bargaining Conference

Conference detailsGreetings ................................................................................................................................................................................ 2

Equality statement .............................................................................................................................................................. 3

Combating harassment: CUPE’s ombudspersons .................................................................................................. 4

Agenda.................................................................................................................................................................................... 5

Conference information ................................................................................................................................................... 8

Speaker biographies .......................................................................................................................................................... 9

Map: Downtown Ottawa ..............................................................................................................................................30

Map: Ottawa Convention Centre ...............................................................................................................................32

ResourcesSector profile: Acute care and emergency medical services ............................................................................12

Sector profile: Federal (airlines, transportation and communications) .........................................................13

Sector profile: Libraries ...................................................................................................................................................14

Sector profile: Long-term care......................................................................................................................................15

Sector profile: Municipalities and utilities .................................................................................................................16

Sector profile: Post-secondary education .................................................................................................................17

Sector profile: Provincial (agencies, boards and commissions) ......................................................................18

Sector profile: School boards .......................................................................................................................................19

Sector profile: Social services .......................................................................................................................................20

Defending and improving pensions ..........................................................................................................................21

Bargaining tools .................................................................................................................................................................22

Your reflections ..................................................................................................................................................................24

TABLE OF cONTENTS

Sisters and Brothers,

We’re excited to welcome you to Ottawa for our first ever National Bargaining Conference. We’ve got a lot planned for our time together, as we face some serious challenges.

We are at a crossroad. New economic and political landscapes have created a tough new bargaining environment. Employers and governments are using unprecedented tactics to undermine our power, while insisting on drastic concessions and rollbacks. Core pieces of our agreements—pensions, benefits, job security, wages and more—not to mention our very right to bargain collectively, are under attack. So how should we respond?

This conference will take a step back from the gritty details at the bargaining table, and look at the big picture. Where are these attacks coming from? What are the social, political and economic factors that bear influence? What are the consequences of this changing landscape?

We’ll seek answers to these questions. We’ll share strategies that have led to success. Then we’ll use what we learn to evaluate the decisions we make as a national union, and at the bargaining table.

Thank you for joining us at this important event.

In solidarity,

Paul Moist Charles Fleury National President National Secretary-Treasurer

cope491


WELcOmE


Union solidarity is based on the principle that union members are equal and deserve mutual respect at all levels. Any behaviour that creates conflict prevents us from working together to strengthen our union.

As unionists, mutual respect, cooperation and understanding are our goals. We should neither condone nor tolerate behaviour that undermines the dignity or self-esteem of any individual or creates an intimidating, hostile or offensive environment.

Discriminatory speech or conduct which is racist, sexist, transphobic or homophobic hurts and thereby divides us. So too, does discrimination on the basis of ability, age, class, religion, language and ethnic origin.

Sometimes discrimination takes the form of harassment. Harassment means using real or perceived power to abuse, devalue or humiliate. Harassment should not be treated as a joke. The uneasiness and resentment that it creates are not feelings that help us grow as a union.

Discrimination and harassment focus on characteristics that make us different; and they reduce our capacity to work together on shared concerns such as decent wages, safe working conditions, and justice in the workplace, society and in our union.

CUPE’s policies and practices must reflect our commitment to equality. Members, staff and elected officers must be mindful that all sisters and brothers deserve dignity, equality and respect.

Paul Moist Charles Fleury National President National Secretary-Treasurer

EqUALITY STATEmENT


CUPE is committed to creating a union which is inclusive, welcoming and free from harassment, discrimination and all types of bullying and intimidation.

Harassment and inappropriate behaviour divide us as workers and can undermine the dignity and respect of our sisters and brothers.

Delegates and staff at this national event can call on a team of ombudspersons for assistance in dealing with harassment or other inappropriate behaviour as defined in the CUPE Code of Conduct.

If you feel you have been harassed and need assistance, please call 613-809-7747 and someone will be there to help.

Ombudspersons do not take sides, but work with the parties involved to try and resolve the situation. This is NOT like a grievance procedure. There is no investigation, no witnesses, no time lines.

When they receive a complaint, the ombudspersons try to resolve the situation. If that is not possible, the ombudspersons will contact the person in charge of the event who has the authority to expel the offender(s) from the event.

The process is confidential, that means the ombudsperson will not identify you or the details of the complaint.

How can I get in touch with an ombudsperson?Call 613-809-7747. The phone number is also listed on your name tag. The phone lines are equipped with voicemail so that you can leave a message if the ombudsperson is temporarily unavailable.

cOmBATING HARASSmENTcUPE’S OmBUDSPERSONS


AgendaTuESdAy, FEBRuARy 5, 2013

WEdNESdAy, FEBRuARy 6, 2013

4:00 – 7:00 p.m. Level 1, Ottawa Convention Centre

7:00 – 9:00 p.m. Canada Hall Level 3, Ottawa Convention Centre

9:00 – 11:00 p.m. Provinces and Confederation Ballroom Westin Ottawa Hotel, 4th floor

9:00 – 10:15 a.m. Canada Hall Level 3, Ottawa Convention Centre

10:15 – 10:30 a.m.

Registration

Setting the stage for cUPE’s first bargaining conference Conference co-chairs: • CandaceRennick,Secretary-Treasurer,CUPEOntario • LucieLevasseur,President,CUPEQuebec

Start the week off right. CUPE National President Paul Moist sets the stage by revealing the political and legislative attacks on workers’ rights all across Canada and exposing the consequences — not just for CUPE members but for all Canadians. Then enjoy some comedy with an edge, as we bring in performers to give us a slightly skewed take on labour.

Greetings: Elder Thomas Louttit, Fred Hahn, President, CUPE Ontario

Opening remarks: Paul Moist, CUPE National President

Christopher Hall Quebeccomedianandclassicallytrainedclarinetistoffershistake on the current political climate.

The Debaters Canada’s hottest comedians go toe to toe on labour issues.

Welcome reception

Chrystia Freeland Thompson Reuters editor opens the economic discussion.

Building an economy that works Moderator: Anne Lagacé Dowson, President and Director General, ENSEMBLE

Economic discussions are too often framed in the interests of private cor-porations and banks, without reflecting the real needs of Canada’s diverse society. But the vital public services CUPE members provide benefit everyone and create jobs that drive our economy. Our panel explores how we can reframe the debate and build an economy that works for all of us.

• ChrystiaFreeland,Editor,ThomsonReutersDigital • DeenaLadd,Coordinator,Workers’ActionCentre • ArmineYalnizyan,SeniorEconomist,CanadianCentrefor Policy Alternatives

BREAK


WEdNESdAy, FEBRuARy 6, 2013

THuRSdAy, FEBRuARy 7, 2013

10:30 a.m. – 12:30 p.m. Meeting rooms as assigned

12:30 – 2:00 p.m.


3:15 – 3:30 p.m.

3:30 – 5:00 p.m. Meeting rooms as assigned

5:00 p.m.

7:00 – 9:00 p.m. Trillium Ballroom Level 4, Ottawa Convention Centre

7:30 – 9:00 a.m. Gatineau Salon Level 2, Ottawa Convention Centre


10:15 – 10:30 a.m.

Sector debriefs Think together with members from your sector. Work through what you heard in plenary to figure out what it means for workers like you and the work you do in your community.

LUNCH

Defending our rights: Learning from others and making allies Moderator: Anne McGrath, Managing Director, ENsight Canada

Attacks on our basic collective bargaining rights are challenging us in ways we haven’t seen before. Join us as we look at areas where these new tactics have already been implemented, and ways unions can reach out to non-traditional allies to fight back. We’ll examine their scope, their consequences for both bargaining and human rights, and their impact on Canada.

• RachidaAzdouz,Director,CentreforStudiesandTraininginHigher Education, Université de Montréal • PaulBooth,ExecutiveAssistanttothePresident,American Federation of State, County and Municipal Employees (AFSCME) • GloriaMills,NationalSecretaryforEqualities,UNISON

BREAK

Provincial strategy sessions Get ready for action! We’ll bring together ideas from the plenaries and sector debriefs, so we can build strategies to take us forward in our locals, and in our provinces.

Adjournment

meet and mingle with Thomas mulcair, Leader of the official Opposition and canada’s New Democratic Party

Breakfast: Temporary foreign workers and the rise of precarious work Host:AinaKagis,SaskatchewanRegionalDirector

What can unions do to ensure better protections for the workers who too often go unseen and unheard? Join us for breakfast, as we explore the increasing exploitation of temporary foreign workers and the nature of precarious work.

• YessyByl,NorthernAlbertaEducator,AlbertaCivilLibertiesResearchCentre • JoeyCalugay,CommunityOrganizer,ImmigrantWorkersCentre

Negotiating Power: Pushing back the austerity agenda Moderator:RobertHickes,ManagingDirector,OrganizingandRegionalServices

We’re talking shop in this session, as we look at bargaining models and examples of the challenges we face at the table. Whether it’s contracting out, government austerity agendas, the rise of precarious work, achieving effective equality language, or fighting attacks on wages and pensions, we’ll talk about it.

• GordonBlack,MaritimesRegionalDirector • DenisPlante,QuebecRegionalDirector • RhondaSpence,B.C.AssistantRegionalDirector • LindaThurston-Neeley,OntarioRegionalDirector

BREAK


THuRSdAy, FEBRuARy 7, 2013

FRIdAy, FEBRuARy 8, 2013

10:30 a.m. – 12:30 p.m. Meeting rooms as assigned

12:30 – 2:00 p.m.


3:15 – 3:30 p.m.

3:30 – 5:00 p.m. Meeting rooms as assigned

5:00 p.m.


10:15 – 10:30 a.m.


11:30 a.m. – 12:00 p.m.

12:00 p.m.

Sector debriefs

LUNCH

Your leaders, your voices: Asking – and answering – the tough questions

National President Paul Moist and National Secretary-Treasurer Charles Fleury turn the floor over to you. Ask questions, raise concerns and share ideas on how we can fight smarter and make gains. We’ll examine the tough choices locals have to make and discuss ideas to strengthen our position and improve our tactics.

BREAK

Provincial strategy sessions

Adjournment

Road map for successHosts:ConnieCredico,AlbertaRegionalDirector MarcRanger,QuebecAssistantRegionalDirector WilliamSumerlus,ManitobaRegionalDirector

The national bargaining scene: cross-country check in You’ve helped lay out the challenges in your region, now hear what’s happening across the country. CUPE members are facing bargaining challenges from coast to coast to coast, but our ability to share strategies and learn from each other will make us stronger and better prepared.

BREAK

Wrap up: Lessons learned and the path ahead After three jam-packed days we’ll sum up what we’ve learned, examine the challenges ahead, and determine steps we can all take to deliver new gains for our members. Lessons from our workshops and our expert panels will inform this important presentation.

Closing remarks: Charles Fleury, CUPE National Secretary-Treasurer

Adjournment



Bilingual eventThe National Bargaining Conference is a bilingual event. Simultaneous interpre-tation will be provided in the plenaries, sector debriefs and provincial strategy sessions as required. Unilingual partici - pants are encouraged to use interpretation devices throughout the conference to ensure seamless communications. Devices can be obtained from the AVW Tel Av booth located on level 3 of the Ottawa Convention Centre. Government- issued identification is required when borrowing interpretation devices.

Session locationsPlenary sessions will take place in the Canada Hall located on level 3 of the Ottawa Convention Centre. Your name badge lists your assigned room for the sector debriefs and provincial strategy sessions.

Plenary sessionsThere will be an opening plenary session on Tuesday, Feb. 5 at 7:00 p.m. and a closing plenary session on Friday, Feb. 8 at 11:30 a.m. These plenaries are an integral part of the conference and all participants are encouraged to attend.

MealsMeals are not provided as part of the con-ference.TheRideauCentre,whichcanbeaccessed through the second floor of the convention centre, has several restaurants as well as a food court. The Byward Market, one of Canada’s oldest and largest public markets featuring restaurants, cafes and more, is also walking distance from the convention centre.

ScentsIn order to make the conference accessible to individuals with chemical sensitivities, we ask that all delegates attending the confer-ence refrain from using scented products.

SmokingThe smoking area at the Ottawa Convention Centre is located on Daly Street, approxi-mately nine metres from the main entrance.

Wi-Fi and Internet access Wireless Internet is available at the Ottawa Convention Centre for conference participants. Join the OCC EVENT WIFI network, with username CUPESCFP and password NBC2013.

Be a green conference delegateHere are some suggestions for reducing your carbon footprint while attending the conference:

• Reducewasteandrecycleasmuchmaterial as possible.

• Eatlocalfood,cutbackyourfoodwasteand avoid using disposable containers and cutlery.

• Drinktapwater,notbottledwater.• Carryanduseatravelmugfordrinking

coffee, tea, etc. • Walktotheconventioncentrefrom

your hotel rather than taking a taxi. The convention centre can be reached on foot within 20 minutes from most hotels where delegates will be staying.

• Recycleyourlanyardattheendoftheconference in the receptacles provided.

cONFERENcE INFORmATION


OUR SPEAKERS

Rachida AzdouzRachidaAzdouzisapsychologistspecializingindiversitymanagement. Her specific expertise lies in identity strategies, the ethics of community and managing conflicts in values and rights. She joined the Université de Montréal in 1997 and has been the director of program evaluation, digital teaching and university pedagogy since 2010. A member of the Conseil des relations intercul-turelles (intercultural relations council) for the past four years and of the Conseil

supérieur de l’éducation(superiorcouncilforeducation)fornineyears,Rachidaisaregularmediacommentator on current events and has published a number of articles on reconciling peaceful coexistence and social unity.

Paul BoothPaul Booth was a leader in the 1960s at the beginning of the student movement as National Secretary of Students for a Democratic Society, the largestorganizationoftheemergingyouthmovement.In1965hedirectedthefirstmarchonWashington,D.CagainstthewarinVietnam,andorganizedthe first sit-in at the Chase Manhattan Bank. He joined the labour movement in1966asResearchDirectorfortheUnitedPackinghouseWorkersofAmerica

and then joined the American Federation of State, County and Municipal Employees (AFSCME) in 1974, working to build Illinois AFSCME (Council 31). He then moved to the AFSCME International asOrganizingDirectorandExecutiveAssistanttoformerpresidentJerryMcEnteeandnowcurrentPresident Lee Saunders.

yessy Byl Yessy Byl has worked as a labour lawyer in private practice and on staff with unions in Alberta. She was the Temporary Foreign Worker Advocate with the Alberta Federation of Labour from 2007 to 2011, where she co-authored two reports: “TFWs – Alberta’s Disposable Workforce” (2007) and “Entrenching Exploitation” (2009). She continues to work with TFWs as a volunteer lawyer with the Edmonton Community Legal Centre and works with a number of

agencies providing services to TFWs and new immigrants in the Edmonton area. Yessy currently works astheNorthernAlbertaEducatorfortheAlbertaCivilLibertiesResearchCenterprovidingworkshopson human rights issues, and is also an instructor for Athabasca University in labour studies.

Joey Calugay Since2008,JoeyCalugayhasbeenacommunityorganizerspecializinginorganiz-ing migrant workers under the Temporary Foreign Workers Program for the Immi-grant Workers Centre, a labour education and campaign centre for new immigrants andmigrantworkersinMontreal.Hehasextensiveexperienceinorganizing, beginningasastudentorganizerfortheMontreal Coalition of Filipino Students, thenasapopulartheatreorganizerforKASAPI-Youth Theatre Organization, and

also as the Secretary-General of BAYAN Canada, a Canada-wide alliance of progressive, anti-imperialist Filipinoorganizations.Hehasabackgroundinfilm,havingproducedanddirectedshortfilmsonthedeportationofmigrantworkers,politicalprisoners,internationalhumanrightsandmilitarization.


The debatersNowinitsseventhseasononCBCRadioOne,The Debaters is the popular show where comics go toe to toe in a battle of laughs and logic. Hosted by award winning comedian Steve Patterson, The Debaters is an entertaining combination of sharply crafted comedic rants and hilarious adlibs. Created by producerRichardSide,theengagingformatispartstand-up,partquizshow and part comedy competition with the live audience picking the winners.

With almost 400 topics debated so far, the show has proven to be an inexhaustible format for battles of fact and funny.

Anne Lagacé dowsonAnne Lagacé Dowson is an award-winning radio journalist, who was a longtime hostofCBCRadio’sRadio Noon, a daily current affairs and phone-in program in Quebec.ShehasalsohostedHome Run in Montreal, produced C’est la Vie and guest-hosted Cross Country Check-up and As It Happens. Anne does political commentary for CJAD 800, writes a blog for the Journal de Montréal, and parti-cipates in a weekly panel on Téléjournal with Céline Galipeau. She is president

anddirectorgeneralofENSEMBLE,anorganizationdedicatedtopreventing,informingandraisingawareness about the dangers inherent to intolerance, prejudice, exclusion, racism and discrimination.

Chrystia FreelandChrystiaFreelandistheeditorofThomsonReutersDigital.Priortothis,shewas U.S. managing editor of the Financial Times, deputy editor of the Financial Times in London, editor of the FT’s Weekend edition, editor of FT.com, U.K. News editor, Moscow bureau chief and Eastern Europe correspondent. From 1999 to 2001, she served as deputy editor of The Globe and Mail, Canada’s national newspaper. Chrystia began her career working as a stringer in the

Ukraine, writing for the FT, The Washington Post and The Economist.

Christopher HallChristopher Hall is a classically trained clarinetist who quickly discovered that an orchestra career wasn’t exactly a barrel of laughs. So now instead of cracking his fellow musicians up, he is a professional comedian who can be seen contributing to a variety of radio and television programs and performing live at stand-up gigs of all kinds, in both French and English. In the past few years, Christopher has made multiple appearances at the Just for Laughs Festival.

His energy, his call-it-like-he-sees-it wit and his unique worldview are a welcome breath of fresh air.Awordofwarning,though:NEVERtakethismanseriously!


deena LaddFor over 20 years, Deena Ladd has been working to improve wages and workingconditionsprimarilyforracializedcommunities,women,low-wageworkers and immigrant workers. For the past 12 years, Deena has been working to build a membership-based worker’s centre in Toronto that can improve wages and working conditions for many working people. The Workers’ Action Centre works with predominantly low-waged immigrant workers and

workers of colour in precarious jobs that face discrimination, violations of rights and a lack of benefits in the workplace.

Anne McGrathConsistently identified as one of the 100 most influential people in government and politics in Ottawa, Anne McGrath brings extensive experience and knowl-edge of federal politics, the trade union movement, the NGO sector, social justiceorganizations,andtheNDP.PriortojoiningENsightCanadaasManag-ing Director, she served as chief of staff to official Opposition New Democratic Party leaders Jack Layton, Nycole Turmel, and Thomas Mulcair. Anne has been

activelyinvolvedineducation,organizedlabour,andequalityissues,previouslyservingastheNa-tional Director of Equality for CUPE.

Gloria MillsGloria Mills is a member of UNISON’s Senior Management Group and has worked as a senior national official in the U.K. trade union movement for over 20 years. She has held several senior positions in the public service unions NUPE and UNISON as Director of Equal Opportunities, managing UNISON’s Equal Opportunities Department, National Organiser, National Secretary and Head of Membership Participation. She is responsible for implementing strate-

gic programs, projects and campaigns on equality and employment. Prior to this, Gloria worked as aRegionalOrganiserandinlawpublishingwhereshewasMotheroftheChapelintheprintunionsNATSOPA and SOGAT and held several senior elected positions.

Armine yalnizyanArmineYalnizyanisoneofCanada’sleadingprogressiveeconomists,commit-ted to putting the “public” into public policy. She joined the Canadian Centre for Policy Alternatives as senior economist in 2008. Armine is a founding and regular contributor to the Globe and Mail’s online business feature, Economy Lab.Shehasatwice-weeklybusinesscolumnonCBCRadio’snumberonemorning show, Metro Morning, serving a million listeners in the Greater

Toronto Area. Armine also punches above her weight every week on the Big Picture Panel, featured Thursdays on CBC TV’s Lang and O’Leary Exchange.

AcUTE cARE AND EmERGENcY mEDIcAL SERvIcES

DescriptionCUPE members are the backbone of medi-care. They work in hospitals and emergency medical services, providing both direct and non-direct care services like emergency care, nursing, personal care, cleaning, administrative services, maintenance, and more.

How we bargainHospital locals bargain centrally in all provinces except Alberta, where they coordinate. The scope, structure and regulatory frameworks vary.

InSaskatchewanandQuebec,membersinhospitals, long-term care facilities and home care are covered by one province-wide bargaining council and collective agreement. InQuebec,communityhealthandsocial services are included.

Most HEU members in B.C. also fall under province-wide bargaining and contracts, though since 2002 most working for contractors have been forced to bargain separately.

EMS locals bargain centrally with hospital members in N.B., B.C. and P.E.I. and coordi-nate to varying degrees in other provinces. EMS locals across the country meet annually.

CUPE often coordinates with other health care unions.

challenges CUPE hospital and EMS members are confronting unprecedented challenges of intensity and complexity.

Top concerns for EMS members vary by province, and include funding, workload, wages, benefits, job security, concession pressures, recruitment and retention, professional regulation, scope of practice, and restructuring (of bargaining, services and employers).

In the face of “revenue neutral” bargaining in B.C. and essential services legislation in Saskatchewan, members fought off conces-sions. In Ontario, members face attacks on collective bargaining and threats to make binding interest arbitration more favourable toemployers.Privatizationandcontracting-out,health and safety, and pensions are important related battles.

Representationvotes,raidsandinter- union conflict influence bargaining, as do changes to education standards and professional regulation.

Strategies and successesHEU has bargained strategically for members employed by food and cleaning multinationals, working closely with anti-poverty and commu-nity groups in a living wage campaign, and with unions in other countries.

CUPE 2291 in St. John, N.B. has fought their employer’s plan to use disposable linens and cut more than 27 jobs by working with other CUPE locals, youth and environmental groups. The campaign uses a variety of tactics: lobby-ing, rallies, media work and public leafleting.

Also in New Brunswick, CUPE won a long-fought court battle to regain collective agreement rights for casuals, gaining 2,500 new members in the process.


By the numbers

Members 97,946

Locals149

Collective agreements265

Demographics• 80-85%women

SeCTORPROFILe


FEDERAL (AIRLINES, TRANSPORTATION AND cOmmUNIcATIONS)

DescriptionCUPE’s federal sector members work in both the public and private sector in areas like electronic media, cable distribution, internet and telephone service providers, airlines, airports, ports, on inter-provincial buses, and forsomeFirstNations’serviceorganizations.

How we bargainThe air transportation industry is diverse, with older and very large airlines like Air Canada, and very small ones like CALM Air. There is no formal coordination of bargaining among different flight attendant groups. Coordination is done informally between airlines, primarily through national representatives. Coordina- tion with other unions at the same airline is sporadic.

Other transportation locals, as well as ports and airports, are usually municipal services, and are usually a sub-local or unit of a larger municipal local. Coordination takes place primarily with the municipality that operates the facility or service.

Each communications local bargains separately with the employer.

challenges Demands for concessions from CUPE flight attendants have been relentless. Air Canada used the threat of bankruptcy and back-to-work legislation from the federal government to remove the right to strike, cut wages, introduce lower entry rates, increase hours of work, and attack the defined-benefit pension plan.

Within days of signing a new agreement, flight attendants at Air Transat were asked to give up negotiated wage increases in the face of financial crisis at the airline. The increases will now be paid only if certain profit targets are met.

Airline locals also face a potential reduction of the minimum number of flight attendants on- board Canadian aircrafts as part of a regulatory review by Transport Canada.

In public broadcasting, persistent and signifi-cant federal budget cuts (10 per cent of the budgets for CBC and the National Film Board) have resulted in chronic under-funding.

Constant change in the media industry has also led employers to test new economic models that frequently clash with collective agreements.

Strategies and successesRadio-CanadaworkerslaunchedJ’aime Radio-Canada(IloveRadio-Canada),acampaign that saw hundreds of supporters, including celebrities, photograph themselves with the campaign poster to show support for the public broadcaster and oppose budget cuts.

Thanks to strong communications during bargaining, CUPE 5044, representing Telus employeesinQuebec,achievedwagescalesbased on service and seniority while retaining a performance bonus system as well.

Since 1995, successive governments have tried to reduce the minimum number of flight attendants on board Canadian aircrafts. The change would compromise passenger safety. In response CUPE flight attendants used poll-ing and research to mount effective public awareness and lobbying campaigns, success-fully preventing the change.


By the numbers

Members 16,346

Locals41


Demographics• Ahighernumber

of women work in communications

• Airlineworkersarepredominantly female

• Seaportworkersarepredominantly male

SeCTORPROFILe

LIBRARIES

DescriptionMembers in the library sector work at public library boards covered under a separately certified bargaining unit. They are librarians, library assistants, library technicians, library clerks, shelvers and pages.

How we bargainAll CUPE bargaining units in this sector engage inlocalbargainingexceptlocalsinQuebec,who bargain centrally.

Coordinated bargaining occurs, although the structure is still in its infancy. For example, in British Columbia, CUPE 23 (Burnaby Public Library Board) bargains jointly with the municipal local.

Another example is CUPE 905 in the York region of Ontario, who coordinate between 22 collective agreements, including 10 library bargaining units.

challenges Legislative attacks on collective bargaining and interest arbitration have created big challenges, including employer attacks on job security. Underfunding and funding cuts at the municipal and provincial levels of government have resulted in program cuts, closures, understaffing, layoffs, increased use of casual and part-time work, and deterioration of infrastructure.

Services including acquisitions, ordering, processing, cataloguing material, and tech-nology have been contracted out.

The sector also faces a movement away from a public service model to a self-service model. The introduction of new technology like radio frequency identification is being used by employers to lay off staff and has also resulted in the deskilling of the library profession.

In addition, workplace harassment and violence has increased, along with workloads and stress.

Strategies and successesDelegates at the 2011 CUPE National Con-vention in Vancouver established the National Library Workers’ Committee. One of the com-mittee’s goals is to increase CUPE’s presence and participation at the 2013 Canadian Library Conference & Trade Show in Winnipeg.

CUPE 4948 in Toronto ran a successful campaignagainstMayorRobFord’sausterityagenda. City Hall received more emails about the 2012 library budget than any other topic in its history. The campaign culminated in a strike by the library workers that resulted in a successful push back on many of the concessions the city was looking for.


By the numbers

Members 11,184

Locals42


Demographics• Predominantlyfemale

workforce (as high as85%)

• Aboutone-quarterofCanada’s library staff will retire by 2014, including23% of librarians

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LONG-TERm cARE

DescriptionCUPE represents more residential long-term care workers than any other union, and plays a vital role in home care as well. Our mem-bers work in both public and private facilities, delivering services like nursing, personal care, dietary, cleaning, trades, and more.

How we bargainInSaskatchewanandQuebec,hospitals,long-term care facilities and home care are covered by one province-wide bargaining council and collectiveagreement.InQuebec,communityhealth and social services are also covered.

Most HEU members in B.C. fall under province-wide bargaining and contracts as well, though an increasing number at private long-term facilities are at separate tables.

Long-term care and home care locals in most provinces bargain separate contracts but coordinate, as with the provincial LTC council in N.B. In Manitoba, public sector locals are part of the provincial hospital and LTC council; private sector locals bargain separately.

We often coordinate by employer groups and with other health care unions.

challengesThe top bargaining priorities for long-term care members include wages, benefits, workload, job security, funding and service cuts or gaps, and attacks on bargaining rights.

Two-tier wages, pay equity, benefits, pensions and other provisions are a major concern. InallbutSaskatchewanandQuebec,facility- and home-based members earn less than their hospital counterparts. Wages and benefits are also tiered by job status, employer type (for-profits tend to be worse) and age, depen-ding on the province.

Inadequate funding and staffing are priorities across the board. Health and safety problems such as high injury rates, violence and stress are widespread.

The right to strike, interest arbitration systems and other bargaining rights are at risk in many places.

Privatizationisincreasing,withmoreoutsourc-ing, public-private partnerships, competitive bidding and for-profit delivery.

Strategies and successesMembermobilizing,lobbyingandpubliccampaigns achieved major wage increases for LTC facility members in Nova Scotia and New Brunswick, and we continue to advocate for home care workers through the N.B. Coalition for Pay Equity.

CUPE is part of health coalitions fighting LTC privatization,deregulationandunderfunding.A 2008 campaign in P.E.I. forced the govern-ment to abandon the P3 model for redevel-oping its public manors. Health coalitions in Ontario, B.C. (through HEU), and N.B., where CUPE is a driving force have kept seniors’ care in the spotlight with broad- based grassroots campaigns.

By the numbers

Members 52,937

Locals259


Demographics• 90-95%women

SeCTORPROFILe


mUNIcIPALITIES AND UTILITIES

DescriptionMunicipal workers keep Canadian cities and towns running. Most identify as inside or outside workers, though sub-sectors include fire, police, transit, libraries, para- medics, and more. Utility workers provide generation, transmission, distribution, and administrative services for municipal and provincial energy corporations.

How we bargainMost municipal locals bargain independently with municipal councils.

In some larger urban areas, municipal locals coordinate to bargain with the same employer or across the same urban region. In Edmonton, CUPE 30 is part of the Coalition of Civic Unions, and maintains active communication with CUPE 38 representing Calgary workers. CUPE 905 in Ontario’s York region represents 21 different bargaining units.

Bargaining in lower-mainland B.C. has improved with the erosion of the role and authority of the employers’ Metro Vancouver LabourRelationsgroup,whoessentiallyfrozethe possibility of new language for over a decade.

Bargaining in utilities varies across regions. There is often coordination with other energy sector locals, or with municipal and provincial locals where appropriate.

challengesMany municipal councils have either fro-zentaxesorkeptincreasesbelowinflation,squeezingoperatingbudgetsandforcingservice cuts, contracting out, or restructuring.

Since the 2008 economic collapse, municipal workers have also faced an increasing barrage of negative opinions about the wages and

working conditions they fought for. Employers have taken advantage of this climate to insist on concession as was the case in Toronto in 2012.

Many governments have tied funding for major infrastructure projects to public-private partnerships, often including long-term maintenance contracts that take jobs out of the public sector.

MembersatHydroQuebec,TorontoHydroand other utility locals are facing job cuts and staffing shortages which create workload issues,andjeopardizeservicedelivery.

Privatizationandderegulationintheenergysector of some provinces have led to major rate fluctuations and limited long-term production planning.

Many municipal and utility locals are struggling to keep defined-benefit pension plans intact. In Newfoundland and Labrador changes to members’ pension plans were made unila terally, prompting locals to bargain for consultation language.

Strategies and successesIn their most recent round of bargaining CUPE 301 representing Montreal outside workers (lescolsbleus)wereabletofinalizeadealthatstabilizedtheirpensionplantwomonthsbefore the contract expired.

In Newfoundland and Labrador wage increases of 17.5 per cent over four years marked the largest gain in the municipal sector since 2010. In Alberta, most municipal locals continue to achieve annual wage increases of three per cent or more in current collective agreements.

AllfourHydroQuebecCUPElocalssuccess-fully bargained a settlement before the expiry of the old agreement that protected pensions and maintained wages.

By the numbers

Members 183,132

Locals665

Collective agreements1,116

Demographics• Largestagegroup:

45-54 • Moremaleworkers

than female

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POST-SEcONDARY EDUcATION

DescriptionCUPE members provide services students depend on at colleges and universities nation- wide. Our members work as educators, care-takers, researchers, landscapers and many other roles, in areas like libraries, food services, classrooms,IT,student-ledorganizations,andadministrative offices.

How we bargain University locals bargain locally in all provinces. There is a history of coordinated bargaining in B.C.,Ontario,andtosomeextentinQuebec.

Ontario locals identify common bargaining priorities, including the expiry date for the collective agreements, and maintain communication during bargaining. B.C. locals coordinate on communication and expiry dates.

Colleges in B.C. have a voluntary provincial bargaining table for compensation, with all other issues bargained locally. The compensa-tion framework is incorporated into the collec-tive agreement.

TheQuebeccollegessectorbargainsunderthecommon front, a voluntary inter-union council.

challenges As federal and provincial governments impose budget cuts, the quality of programs and infra-structure are deteriorating. Meanwhile, tuition fees are going up.

Multiple reviews of post-secondary education structure, funding, and tuition fees are taking place. These reviews seek new ways to cut spending,whileincreasingcorporatization,privatizationandtuitionfees.

Casualizationandlackofjobsecurityisapressing issue for our members in positions ranging from food services to contract teaching faculty. Some contract faculty have worked for over 20 years but still need to apply for their job every four months.

Most pension plans in the university sector are employer sponsored. Attacks on pension plans have formed a major part of bargaining and had huge impacts on the whole bar-gaining agenda.

The attacks on free collective bargaining and government interference have affected the scope of effective bargaining for both colleges and universities.

Strategies and successesQuebechasdoneextensiveworktowinpayequity. This huge success will mean significant pay increases and new salary structures.

Locals in B.C. and Ontario have demonstrated the importance of community and campus mobilizationtobuildsuccessfulcoalitions.CUPE committees, locals, and the newly-formed National Post-Secondary Task Force are working to raise awareness of the need to increase funding for post-secondary education and to lower tuition fees.

Locals in Nova Scotia are trying to set up a province-wide committee to improve coordination and communication in the sector.

By the numbers

Members 62,785

Locals124


Demographics• Temporarypositions

incolleges:24%• Temporarypositions

inuniversities:39%

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PROvINcIAL (AGENcIES, BOARDS AND cOmmISSIONS)

DescriptionIn most regions CUPE represents members employed by provincial government ministries, agencies, boards and commissions. These members work in a wide range of classifica-tions in places like workers’ compensation, legal aid, liquor stores, casinos, provincial road departments and other commissions.

How we bargain In some provinces, individual locals bargain with the government through a provincial bargaining council. Local agreements are maintained and enforced at the local level.

In other provinces, central bargaining covers wages, benefits and pensions, but local issues are negotiated at a separate local table.

Bargaining unit configurations are legislated in many provinces.

Bargaining committees on both sides of the table can be huge, with representatives from the public treasury and senior mana-gement on the employer side.

challenges CUPE members in provincial workplaces havefacedwagefreezesinNewBrunswick,Ontario and B.C. Many provinces have im-posed constraints on collective bargaining, like unwarranted essential services designations, effectively taking away our members’ right to strike. All jurisdictions face concessionary demands from provincial agencies, boards and com mission employers.

Corporatepressuretoprivatizeliquordistri-bution continues in many provinces where governments have retained public control.

Provincial governments and the agencies and commissions they fund continue to respond to the economic downturn by seeking oppor-tunitiesformorecontractingoutandprivatiza-tion. Cuts in services and staffing levels are leading to increased workload and stress.

Strategies and successesIn New Brunswick, CUPE won a court battle that ensured casual and seasonal workers employedbytheprovincecouldunionizeandreceive the same basic rights as other provin-cial workers. The judge ruled that the province had subjected casual workers to practices which could “only be described as unfair.”

CUPE 1750 at the Ontario Workplace Safety and Insurance Board is campaigning to turn back cuts implemented following a funding review and a KPMG audit. In-depth polling has supported messaging and communica-tions efforts.

The local also plans to lobby the provincial government and the WSIB Board of Directors to support specific legislative changes that would lead to financial sustainability, improved funding and reduced liabilities for the WSIB.

By the numbers

Members 16,494

Locals21


Demographics• Note: The nature of

this sector makes it impossible to present accurate demogra-phic information

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ScHOOL BOARDS

By the numbers

Members 120,906

Locals274


Demographics• Approximateaverage

age: 50 • Approximateaverage

years of experience: 10.5

DescriptionMembers working for school boards and divi-sions provide a range of services benefiting students from junior kindergarten through high school. They are education assistants, IT and library technicians, custodians, early childhood educators, and much more.

How we bargainMost bargaining in this sector takes place at a central provincial table. Provincial bargaining models are the result of a trend toward provin-cial funding of education over traditional local property-tax models.

New Brunswick and P.E.I. each have two collectiveagreements.QuebecandNew-foundland and Labrador have one each. Nova Scotia, Ontario and B.C. locals bargain locally but with provincial frameworks that cover, at minimum, monetary issues.

Saskatchewan members continue to push for a provincial table.

Alberta locals bargain separately but work in close communication where there is a common employer. Manitoba locals bargain by school board. There have been discussions about coordinating on some issues in both provinces.

challengesSchool boards in many provinces are experi-encing funding cuts in administrative areas.

A long-term decline in the number of school-aged children in Canada has led to declining enrolment. Coupled with per-pupil provincial funding, this trend ensures that government support for the sector will decline relative to other sectors over time.

In many provinces work hours and hourly rates for education assistants barely sustain poverty-level wages. Some provinces are pushing new service models that seek to replace EAs with fewer professional or para-professional workers.

Ontario is facing an unprecedented attack on collective bargaining rights with Bill 115, which takes away bargaining rights for school board workers and gives the government the power to impose collective agreements. In B.C. and New Brunswick members have also faced provincial“zeroincrease”mandates.

RecentEmploymentInsurancereformsmake many 10-month school board workers “frequent” or “occasional” claimants. These changes could force school board workers to apply for lower-paying jobs outside of their areas of expertise during layoff periods.

Strategies and successesLocals in Nova Scotia, Ontario and B.C. have formally modified their internal structures to better align themselves with the shift to provincial funding and bargaining models. Provincial bargaining helps promote internal equity and shared interests.

CUPE Ontario has launched a province-wide campaign calling for the repeal of Bill 115 and for a commitment from the Liberal government not to pursue further legislation restricting collective bargaining rights. This campaign is ongoing.

In B.C., CUPE developed a statistical portrait of school board members. The portrait offers new insights into the demographic composi-tion of the workforce. That data helps inform policy development, advocacy work and bargaining positions, and is a model for other provinces and sectors.

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SOcIAL SERvIcES

DescriptionMembers in this sector help victims of domestic violence, work with adults with developmental disabilities, provide early childhood education and care, protect children from harm and neglect, offer employment counselling, and more.

How we bargainSocial services have a mix of local, coordinated and central bargaining structures.

Local bargaining is present in all provinces. Coordinated bargaining occurs in Newfound-land and Labrador, Nova Scotia, Ontario andSaskatchewan.OnlyQuebecandB.C.participate in central bargaining.

In 2010, the develop mental services and child welfare sectors in Ontario participated in Provincial Discussion Table (PDT) forums, a form of central bargaining, for the first time. In Saskatchewan, CUPE works in coalition with SGEU and SEIU, who also represent workers in the social services sector, to improve wages and benefits and to push the government for a common provincial table.

challengesIn B.C., Nova Scotia and Ontario, legislative attacks on collective bargaining and interest arbitration have created challenges in the sector.

Many agencies are facing funding cuts, under-funding, and flat-lining of base budgets. These cuts have resulted in widespread restructuring, privatization,increasedrelianceondirectorindividualizedfunding,programcuts,closures,program offloading, and agency mergers.

Workershavefacedincreasedcasualization,layoffs, increased workload, and two-tier compensation for wages, benefits and pensions. An aging workforce has also led to recruitment and retention challenges.

New forms of private financing to fund social programs, like social impact bonds, impact investing, and social ventures capital, would also have a negative impact. Though the impact in Canada is still unknown, negative effects in the U.K. have been documented.

Strategies and successesTo date, 29 Children’s Aid Society bargaining units in Ontario have successfully bargained the PDT consensus agreement.

Forty-five developmental services locals in Ontario are making progress in coordinated bargaining; many locals have bargained mon-etary increases, better job security, health and safety language and a common expiry date. In Quebec,participatinginacommonfrontwiththe other large unions has helped make gains through creative bargaining, even in the midst of an economic crisis.

In B.C.’s community health care sector, a number of bargaining associations have come together to coordinate bargaining and share information on employer strategies.

By the numbers

Members 44,680

Locals317


Demographics• Predominantlyfemale

workforce • Highproportionof

part-time workers• Uniondensityislow

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21 – National Bargaining Conference21 – National Bargaining Conference

DEFENDING AND ImPROvING PENSIONS

The average pension for a CUPE member is just $17,900 a year after 30 years of work – far from “gold plated.” Many members receive less, or don’t have a pension at all.

CUPE locals across the country are facing attacks on their pensions. Many plans are dealing with funding challenges, suffering from recession losses and historically low interest rates. Employers are pushing for serious cuts, or closing plans altogether. At a time when so many Canadians have little or no retirement savings, we can’t let the pensions we do have slip away.

Achieving sustainability: A balanced approach to pensionsThe law demands sustainability rules for pensions, which often require employers to balance short-falls through special payments. Employers sometimes seek to offload these payments through cuts.

Plans facing a temporary shortfall do not necessarily require deep and permanent cuts. Often, small changes (to contribution rates, for example) can make a long-term difference.

Some plans face genuine difficulties. CUPE has a proven record of working with employers and governments to meet challenges in a fair and reasonable way.

The growing threat of two-tier plansCuts can result in two-tier plans, meaning employers maintain existing defined benefit plans for current workers, but provide only defined contribution or significantly reduced defined benefit plans for new hires.

In difficult bargaining these proposals may seem appealing, but two-tier pensions are a serious strategic danger. Keeping up solidarity and strength across tiered plans is difficult, particularly as first tier members retire and second tier numbers increase. This division can be easily exploited by employers in future bargaining.

Target benefit plans: What are they?Some employers are proposing new target benefit or shared-risk pension plans, which fall between defined contribution and defined benefit plans. Unlike defined benefit, a target benefit plan that’s short of funds has the option of increasing contributions or adjusting benefits.

Facing an enormous deficit in their defined benefit plan, in 2012 CUPE hospital workers in New Brunswick negotiated an annually indexed plan. It features substantial increases in employer contributions, extended coverage for part-time workers, annual indexation of benefits, and averted the loss of the plan altogether.

Retirement security for everyone: A CLC campaignCUPEsupportstheCanadianLabourCongress“RetirementSecurityforEveryone”campaign,whichproposes a modest, phased increase in CPP contribution rates, eventually doubling CPP benefits. Changing the CPP requires support from two-thirds of the provinces representing two-thirds of the population, along with federal support.

Find out more at canadianlabour.ca

SOcIAL SERvIcES

www.canadianlabour.ca

BARgAININg

TOOLS


cUPE OFFERS mANY TOOLS TO SUPPORT YOUR LOcAL DURING BARGAINING

MaterialsClear language guideThis guide outlines ways to make your collective agreement more accessible to members. Clear language can help make agreements more equitable‚ democratic and relevant to members.

cupe.ca/language-guide

Clear language tool: The clarity kitThe tools in this kit are designed to be used cooperatively by both management and union advocates to develop a strategy for clear language in the municipal sector. It can be applied to other sectors as well.

cupe.ca/clear-language

Bargaining benefits kitThis tool can help your local at the bargaining table, whether you’re trying to negotiate new benefits, facing increases in health costs, demands for concessions, or an erosion of current benefits.

cupe.ca/bargaining/kit

Bargaining equality kit This comprehensive bargaining tool covers the broad range of equality issues from discrimination, harassment and violence to child care, the duty to accommodate and pay equity.

cupe.ca/bargeq

economy at work This CUPE national publication, published four times a year, provides workers and their representatives with accessible information and analysis of relevant economic developments to inform bargaining.

cupe.ca/economyatwork

Tabletalk CUPE’s national bargaining resource provides CUPE locals and national representatives current information for preparing and negotiating bargaining demands.

cupe.ca/tabletalk

www.cupe.ca/language-guide

www.cupe.ca/clear-language

www.cupe.ca/bargaining/kit

www.cupe.ca/bargeq

www.cupe.ca/economyatwork

www.cupe.ca/tabletalk

cUPE National RepresentativesCUPENationalRepresentativesarethelead CUPE staff person working with your local to negotiate collective agreements. They offer leadership and guidance for your bargaining team, and facilitate access to the broad range of services available in the union.

CUPe offers a wide range of bargaining-related workshops:• Weeklongbargainingcourse• Preparingforbargaining• Bargainingskills• Bargainingequality• Strikeaverting• Strikepreparation

Regional supportCUPE regional offices provide a range of bargaining supports:

• Province-widebargainingconferences• Sector-specificbargainingconferences• Issue-specificconferencesonissues

like pensions, anti-union legislation, pay equity, etc.

• Wagebriefs• Languagecomparisons• Bargainingkits• Sectorcoordinatorstofacilitate

coordinated bargaining• Politicalactionandlobbying

We have professional staff trained in a many areas:• Legal-cupe.ca/legal• Research-cupe.ca/research• Communications-cupe.ca/communications• Equality-cupe.ca/equality• Healthandsafety-cupe.ca/health-and-safety• Jobevaluation-cupe.ca/job-evaluation• Finance-cupe.ca/finance-admin

Specialist supportTechnical staff supports locals during bargaining.

CUPE staff also have access to the Collective Agreement Information System (CAIS), a system for compiling and analysing collective agreement information.

Member education• cupe.ca/union-education

cUPE OFFERS mANY TOOLS TO SUPPORT YOUR LOcAL DURING BARGAINING

www.cupe.ca/union-education


YOUR REFLEcTIONS

This section provides space to keep your own record of the conference. You are invited to use the note space for each plenary to record reflections and questions, and bring them to the discussion sessions that follows.

You will hear a lot of important information this week, and it might seem hard to sift through it. We have offered questions in each plenary note space to help. Sometimes, it helps to listen for and answer only one question. If you are here with others, each person in your group could pick a question to listen for, and then compare notes afterward.

Tuesday p.m. Plenary: Setting the stage for cUPE’s first bargaining conference

What did you hear tonight,• abouttheimportanceoftheworkyoudo?• abouttheimportanceofpublicservices?How has your thinking changed about how our collective bargaining affects others in our society?

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Wednesday a.m. Plenary: Building an economy that works

What did you hear that surprised you? Why does the economy work this way? How does the current economic model affect the work you do? What kind of community do we want and how can our collective bargaining support our values?

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Wednesday a.m. Sector Debrief

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YOUR REFLEcTIONS

Wednesday p.m. Plenary: Defending our rights: Learning from others and making allies

What did you hear that inspired you? How does solidarity show up in what you heard from the panelists? What were the economic and political forces that shaped the stories you heard? What tactics could work in your community?

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Wednesday p.m. Provincial strategy session

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Thursday a.m. Breakfast: Temporary foreign workers and the rise of precarious work

What did you hear this morning that you hadn’t heard before? How are the issues of temporary foreign workers showing up in your community? How might these issues have an impact at the bargaining table? What could you bargain to protect temporary foreign workers?

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Thursday a.m. Plenary: Negotiating power: Pushing back the austerity agenda

What were the keys to success in the campaigns you heard about? How did leadership make a difference? Who was there with us? Who wasn’t there? How could the issues in these campaigns apply to your sector? How has your thinking about the austerity agenda shifted?

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Thursday a.m. Sector Debrief

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Thursday p.m. Plenary: Your leaders, your voices: Asking – and answering – the tough questions

What did you hear that inspires you? What will you do differently in your next round of bargaining?

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Thursday p.m. Provincial strategy session

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Friday a.m. Road map for success

What happened here? How has your view of the role of collective bargaining changed? What will you do differently? What will you take back to your local?

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WELLINGTON ST.

RIDEAU ST.

MURRAY ST.

ST. PATRICK ST.

CLARENCE ST.

YORK ST.

GEORGE ST.RIDEAU ST.

BESSERER ST.

WELLINGTON ST.

QUEEN ST.SPARKS ST.

ALBERT ST.

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LAURIER AVE. W.

GLOUCESTER ST. NEPEAN ST.

DALY ST.

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ParliamentHill

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Major’sHill Park

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DOWNTOWN OTTAWA mAP

Gatineau

WELLINGTON ST.

RIDEAU ST.

MURRAY ST.

ST. PATRICK ST.

CLARENCE ST.

YORK ST.

GEORGE ST.RIDEAU ST.

BESSERER ST.

WELLINGTON ST.

QUEEN ST.SPARKS ST.

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Lord Elgin Hotel

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DOWNTOWN OTTAWA mAP


cONFERENcE cENTRE mAPS

Administration

PigottBoardroom

Salle deConference

Pigott

Downey, Holzman and Pigott boardrooms are for internal use only.

Les salles de conférence Pigott, Holzman et Downey sont pour l’usage interne seulement.

Confederation Ramp - Rampe de Confédération

Loading Dock

Zone de chargement

Business CentreCentre d`affaires

Confederation Ramp - Rampe de Confédération

Level 1 A

Registrationoffice

B First Aid/Nurse’s Station–Room103

C ChildCare–Room105

Level 2 A

Conference Office – Show Office 2B and 2C

B Entrance to RideauCentre

B A

C

A

B

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National Bargaining Conference Workbook

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