We want to hear from you – Bargaining
Your bargaining committee have already been working hard on your behalf to make sure that issues are dealt with, but we need your help and input too. Please take a moment to fill out this survey so we know what is important to you. Thank you for taking the time to participate in the 748 bargaining process.
Provincial Framework Agreement Reached
The K-12 Presidents are endorsing the new Provincial Framework Agreement reached last week. The British Columbia Public School Employers’ Association (BCPSEA) also endorses the agreement. Both recommend the agreement be part of local collective
agreements.
Provincial Framework for our Collective Agreement
September 23, 2022
The K-12 Presidents are endorsing the new Provincial Framework Agreement reached last week. The British Columbia Public School Employers’ Association (BCPSEA) also endorses the agreement. Both recommend the agreement be part of local collective agreements.
The Provincial Framework Agreement (PFA) has a 3-year term in effect from July 1, 2022, to June 30, 2025. It includes general wage increases in each year.
- July 1, 2022: $0.25 per hour wage increase plus an additional 3.24%
- July 1, 2023: 5.5% increase, and up to 1.25% cost-of-living adjustment (COLA). For clarity, the general wage increase will be at minimum 5.5%, to a maximum of 6.75%
- July 1, 2024: 2% increase, and up to a 1% COLA. For clarity, the general wage increase will be at minimum 2%, to a maximum of 3%
COLA is according to the BC consumer price index annual average.
The PFA also includes provincial government funding for local bargaining to address local issues. It’s based on full-time enrolled students in districts, with a minimum amount.
https://www.cupe.bc.ca/wp-content/uploads/2022/09/Provincial_Framework_Agreement_Sept_2022.pdf
We Have a Tentative Agreement – Sept 2022
A tentative provincial framework agreement has been reached between the unions representing B.C.’s 40,000 school support workers and the British Columbia Public School Employers’ Association (BCPSEA).
School support workers reach tentative deal with BC public schools
Illness of an immediate family member – clause 14.11
What happens if I need to care for an ill family member?
Where no one at home other than the employee can provide needs during the illness of an immediate family member or when the employee is the only one who can transport a family member for tests, treatment or other related medical matters, and employee may use a maximum of three (3) accumulated sick leave days per year for those purposes.
Read moreIllness of an immediate family member – clause 14.11
CUPE BC Updates
Dear members,
Please read on for general CUPE BC announcements and to learn more about upcoming events, learning resources, and community engagement opportunities.
Changes to Right to Refuse Unsafe Work
Effective August 22, 2022, WorkSafeBC has implemented amendments to the Right to Refuse Unsafe Work. Workers have the right to refuse unsafe work if they have reasonable cause to believe that performing it would create an undue hazard to the health and safety of any person. Changes will now require employers to provide written notice of an unresolved work refusal to any worker subsequently assigned or allowed to perform that work, and to provide written notice of the reassignment to the joint health and safety committee or a union representative.
These important changes strengthen workers’ fundamental right to a safe workplace and their ability to make workplaces safer for everyone.
Please read the full bulletin K-12_Presidents_Council_Bulletin_Changes_to_Right_to_Refuse_Unsafe_Work_2022_09_01