At our general meeting on March 10, 2020, the following executive positions were filled for a two-year term: Q: What if there is a disagreement between this framework and the collective agreement? The 1004 CupE 2020 fellows have been selected! The Sustainable Services Negotiation Mandate supports the government`s commitment to improving the services people rely on, making life more affordable and investing in sustainable economic growth. The mandate is consistent with B.C`s commitment to balanced budgets and good financial management. Currently, more than 217,000 public sector workers are affected by interim or ratified agreements concluded under the mandate. WorkSafeBC and members of the Compensation Employees` Union (CEU), which represents nearly 2,600 workers, have reached a new agreement as part of the government`s negotiating mandate for sustainable services from the De . C ratified. The agreement between WorkSafeBC and CEU members focuses on improving services for individuals and ensuring fair and affordable compensation. The CEU represents individuals working in various positions within WorkSafeBC, including promoting and enforcing health and safety legislation, providing damages and assisting injured workers to facilitate their safe recovery and return to work. Click here to view CTV`s interview with CUPE 1004 President Andrew Ledger on August 17, 2020. Many wonderful essays were submitted and we enjoyed reading everyone.
So, without further ado, our 2020 CUPE 1004 fellows: provided only for informational purposes. Not for interpretation. For regular updates, please check how we answer other questions about the framework. Q: How does the employer know who is available for renewal after the temporary dismissal of employees? A: No, the framework does not determine who will be retained or who will decide who will be laid off. Q: When does this framework come into effect and when does it end? Q: If I am laid off, do I have to stay ready to work during my security period? A: The employer is obliged to make every effort to use the following order when issuing redundancies within each working group (taking the working group of the crew, urban forests, cemetery, etc.): A: Bumping is a right of collective agreement, but it is not adapted to this health crisis. Bumping is a useful approach in which dismissal is permanent, for example. B when the employer closes an institution or terminates a program. That is not the case here and we know that these are temporary redundancies. Our members will have access to shocks in the final phase of the framework when operations return to normal and we may have to deal with a reconfigured workstation. Layoffs are made by the number of seniority to ensure that senior managers continue to work. Q: How are current accommodations treated within the framework? Q: If I work during this crisis, how will my safety be protected? Q: Do the framework concept and alternative work require a new calculation of seniority? Thank you to all our candidates and our sincere congratulations to our winners! Q: If members with seniority (a few weeks apart or even on the same day) were to opt for dismissal or be laid off and the others continued to work, could they change their seniority compared to other returning members? The city and the Union have agreed to maintain an active dialogue on workplace safety and the effects of the continuing public health crisis on workers and construction sites, in order to ensure compliance with legislation, public health rules, guidelines and best practices as the situation evolves.