The Canadian Union of Public Employees (CUPE) is Canada's largest health care union.
Tech Change is Changing Hospital Clerical Work
The goal of Canada Health Infoway, a federally funded body created 11 years ago to help the provinces and territories implement innovative digital technologies, is to improve the health of Canadians while reducing costs.
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The Ontario PC government is proposing creating a centralized super agency which will receive all the funding and, ultimately, make all the key decisions about services in hospitals, long-term care (LTC), cancer care, Local Health Integration Networks (LHINs), community health, addictions, palliative care, and others. All of this is happening without any consultation with the public or with the health care workforce.
The super agency will have the power to, among other things:
CUPE Part-time members enjoy the 14% CUPE advantage
The Ontario Labour Relations Board (OLRB) has ordered that there be one combined full-time and part-time Service unit and one full-time and part-time Clerical unit.
Like our name says, CUPE is a Canadian Union. CUPE represents more than 80,000 CUPE members working in hospitals, long-term care, community care and paramedicine, 40,000 of those members work at 120 sites of more than 60 hospitals.
Like our name says, CUPE is a Canadian Union. CUPE represents more than 80,000 CUPE members working in hospitals, long-term care, community care and paramedicine, 40,000 of those members work at 120 sites of more than 60 hospitals.
CUPE negotiates a collective agreement that covers most CUPE workers in the hospital sector in Ontario.
Like our name says, CUPE is a Canadian Union. CUPE represents more than 80,000 CUPE members working in hospitals, long-term care, community care and paramedicine, 40,000 of those members work at 120 sites of more than 60 hospitals.
The Canadian Union of Public Employees (CUPE) represents more than 80,000 CUPE members working in hospitals, long-term care, community care and paramedicine, 40,000 of those members work at 120 sites of more than 60 hospitals.
The Canadian Union of Public Employees (CUPE) represents more than 80,000 CUPE members working in hospitals, long-term care, community care and paramedicine, 40,000 of those members work at 120 sites of more than 60 hospitals.
CUPE has never lost an arbitration on bringing all wage rates to the highest level following a PSLRTA vote. There is no holding back of wage increases, sometimes called ‘red circling’, for those earning the higher rate of pay until the lower rates catch up.
With the Merger under the Public Sector Labour Relations Transition Act (PSLRTA) you get the successful union’s seniority, lay-off, recall and bumping, job posting and grievance provisions. Then the rest of the collective agreement must be negotiated and with CUPE that means having the CUPE Central Agreement, negotiated with the Ontario Hospital Association (OHA).
You cannot lose your seniority, that’s the law. The Public Sector Labour Relations Act (PSLRTA) is the piece of legislation that governs Hospital mergers. PSLRTA ensures you will not lose your seniority and requires that seniority of all employees from the pre-merger unions be “dove-tailed”.
You cannot lose your seniority, that’s the law. The Public Sector Labour Relations Act (PSLRTA) is the piece of legislation that governs Hospital mergers. PSLRTA ensures you will not lose your seniority and requires that seniority of all employees from the pre-merger unions be “dove-tailed”.
Public Sector Labour Relations Transition Act (PSLRTA).
When workplaces covered by PSLRTA amalgamate, merge or restructure, the Ontario Labour Relations Board (OLRB) will, in consultation with the affected unions and employers, determine what bargaining units are appropriate in the new workplace.