Collective agreement

Your collective agreement sets out your rights and responsibilities at work.  If you have questions or concerns about your treatment, please talk to your steward or a member of the executive.

Our current collective agreement is still being finalized and will be posted here when it is available.

CUPE – Part A Central Terms

Signed_Extension_Agreement_Local-1480_2017_05

Benefits

As you are aware your benefits transitioned from Manulife to OTIP on March 1, 2018.

You have 90 days to submit any claims from Manulife for reimbursement.  The date the claims will end is May 29, 2018.  Please ensure that all claims are submitted prior to May 29, 2018 as they will not be paid after that date. You can no longer submit claims online.  You will have to submit them manually.

 

 

Pensions

All permanent staff who work 15 hours per week or more are enrolled in the OMERS pension plan.  If you have questions about your eligibility (including possible eligibility for casual employees), or about your pension entitlements, please talk to your steward or a member of the executive.

Member discounts

 

New Edvantage Cards are being mailed out to all CUPE staff.

A comprehensive program only offered to education workers please see the following link for more information.

http://www.edvantage.ca/

 

Safe Schools Incident Reporting Form

The attached form must be filled out for a violent incident and be given to administration as laid out in board policy. If you feel the police need to be contacted you have the right to notify regardless of any other direction including administration.

WSIB Information

Donna Wood  is Currently CUPE 1480’s Representative with WSIB Training to address the needs of members.

The points to share with membership are:

* WSIB has changed the net earnings from 90% to 85%,

* Do not give consent to the Employer for medical information which you have received from the doctor.  They never need to know the Diagnosis.  Employers will get the Functional Ability Form which gives them your restrictions and/or limitations,

* Always document all conversations you have with co-workers to whom you’ve complained, WSIB adjudicators and the employer.  Record dates, times, nature of conversation or complaint.  Continuity is important when adjudicators are approving a claim (i.e. doctor’s visits),

* Record what happened preceding the injury going right back to the start of your work day,

* get names of witnesses,

* report to the supervisor immediately,

* fill out incident report for every injury, cut, scrape, bump or fall, infestation of head lice etc. while at work.  This is the beginning of the paper trail that you will need if it comes to having to file a WSIB claim,

* DO NOT accept Labour Market Re-entry unless it is the last resort because once you are retrained under LMR, you would no longer be covered by your employer or union.  After 4 weeks in the re-entry, your wages will not be topped up and you are on your own.

* A WSIB claim must be filed as soon as possible but before 6 months from the date of injury.

* When returning to work and you are called into a Return to Work Meeting, DO NOT GO ALONE.  Take a REP with you.  Modified work has to be “Meaningful” work.

* Casual employees should report injuries because they are covered and the WSIB will look at your preceding 4 weeks of employment at 85% based on the money you made in those previous 4 weeks.