History:
We are very new! We ratified our very first collective agreement in March 2020 (right as the pandemic began)!
For anyone who doesn’t know, the collective agreement is a legal binding document that was negotiated between representatives from Cupe 5404 & our Employer.
It took 11/2 years to negotiate! We will be negotiating our 2nd Collective Agreement In March 2022.
The Collective Agreement addresses many aspects of our working conditions including scheduling, vacation, seniority & paid sick days. The collective agreement is followed by Management & staff and keeps us all on the same page.
Cupe 5404 also represents you through regular Labour Management meetings with our Employer, through the grievance process, arbitration/mediation & of course at the bargaining table!
We use the democratic process for all our affairs by voting in all union officers at our General Membership Meetings (3rd Wed of every month via zoom)!
We are governed by our own set of Bylaws & the Cupe National Constitution. This keeps us in check to run our Local in a fair & equitable way.
None of us can just decide to change the rules & do our own thing. We take an oath to follow the Bylaws & Cupe constitution.
If you need support- you can contact your steward for guidance or to file a grievance. A grievance is when we file a formal complaint on your behalf to notify our Employer of when they violate the collective agreement. There is a specific process that outlines this in the collective agreement.
-First point of contact is a steward. Steward emails can be found on this website under About us.
The Local Executive role is to manage all of the union business. From bargaining to the grievance process, the Executive keeps order & plans to keep us on track. We work WITH the Employer, not against them! We fight for our Members rights & for good working conditions!
insert page=’about-us/your-executive’ display=’cupe-insert-pages.php’]
Committees
Update:
The bargaining team have had a few meetings and are getting prepared for our upcoming negotiations
Bargaining/Negotiating Committee Members
Brenda Wilson, Donna Dubois, Alex McQuaid and Jenn Ambeau
Advisor Members
Mystee Leween, AJ Monette, Anne Kelso, Carol Manikus
.Committee Against Racism and Discrimination (CARD)
Thabi Francis
Membership Support/Social Committee
Joint Health and Safety Committee
Co-Chair : AJ Monette
What we do
Cupe 5404 represents members across Ontario.
History:
We are very new! We ratified our very first collective agreement in March 2020 (right as the pandemic began)!
For anyone who doesn’t know, the collective agreement is a legal binding document that was negotiated between representatives from Cupe 5404 & our Employer.
It took 11/2 years to negotiate! We will be negotiating our 2nd Collective Agreement In March 2022.
The Collective Agreement addresses many aspects of our working conditions including scheduling, vacation, seniority & paid sick days. The collective agreement is followed by Management & staff and keeps us all on the same page.
Cupe 5404 also represents you through regular Labour Management meetings with our Employer, through the grievance process, arbitration/mediation & of course at the bargaining table!
We use the democratic process for all our affairs by voting in all union officers at our General Membership Meetings (3rd Wed of every month via zoom)!
We are governed by our own set of Bylaws & the Cupe National Constitution. This keeps us in check to run our Local in a fair & equitable way.
None of us can just decide to change the rules & do our own thing. We take an oath to follow the Bylaws & Cupe constitution.
If you need support- you can contact your steward for guidance or to file a grievance. A grievance is when we file a formal complaint on your behalf to notify our Employer of when they violate the collective agreement. There is a specific process that outlines this in the collective agreement.
-First point of contact is a steward. Steward emails can be found on this website under About us.
The Local Executive role is to manage all of the union business. From bargaining to the grievance process, the Executive keeps order & plans to keep us on track. We work WITH the Employer, not against them! We fight for our Members rights & for good working conditions!
Equality statement
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 persons deserve dignity, equality and respect.