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SURREYCUPE 402-02 representing Surrey’s unionized library workers are proud to announce that a deal reached on September 26th, 2007 with their employer, the Surrey Public Library, has been ratified overwhelmingly by the membership tonight.
This is the 13th lower mainland civic agreement negotiated by CUPE this year and it follows the regional wage and term pattern. Most notably, the contract includes an anti-harassment provision, improvements for auxiliaries, and numerous benefit improvements (details below).
“We are pleased with this contract and the way in which it was achieved,” says CUPE 402 president Laurie Larsen, “through open and honest dialogue at the bargaining table.” This library agreement, as well as the deal ratified with Surrey’s 1,700 civic workers in July, were negotiated without the involvement of the Metro Vancouver Labour Relations Bureau.
“There were a number of local issues that library workers in Surrey needed to see addressed in this round of negotiations, and we found significant common ground with the Surrey Public Library,” says Larsen.
Pay equity was not a bargaining issue in this round, as it is for striking Vancouver library workers (CUPE 391), as Surrey already put a gender-neutral job evaluation plan in place a number of years ago that was recently updated. This plan resulted in significant wage increases for a number of lower paid classifications.
Surrey Public Library has also ratified the agreement and has commented on how appreciative they are of the harmonious relations they have with CUPE.
CUPE 402-02 represents approximately 165 library workers employed in nine Surrey library branches and one administrative centre.


Contact: Laurie Larsen, CUPE 402 president, 604-230-3757
  Diane Kalen, CUPE Communications, 778-229-0258

Carol Hanratty, Bargaining Chair & Chairperson, CUPE 402-02, 604-313-2042

Settlement Summary

  • Regional term and wage increases: 5 years, 3 per cent, 3 per cent, 3.5 per cent, 4 per cent, 4 per cent
  • Increase in shift premium to $0.85/hour
  • 15 days vacation (pro-rated) in the first calendar year
  • Casual employees who become regular employees shall receive credit for all hours worked for vacation purposes
  • Employees can use sick leave to attend medical and dental specialists appointments
  • Include fiancé in bereavement leave
  • Increase Group Life coverage to 2X annual salary
  • Group Life coverage extended to age 69
  • Include direct payment card for Extended Health
  • Include orthopaedic sandals
  • Effective January 1, 2008, increase vision care to $400
  • Anti-harassment provision

Note: the parties have had a gender-neutral job evaluation plan for a number of years. About 3 years ago the plan was amended. That resulted in significant increases for a number of lower paid classifications.

COPE 491