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What do child care, duty to accommodate, health and safety, discrimination, parental leave, pensions, pay equity and violence have to do with one another?

Bargaining Equality is about changing the workplace to better suit workers. It’s about meeting the needs of more and more CUPE members who are seeking equality on the job. It’s about making our workplaces reflect the communities we live in. What do child care, duty to accommodate, health and safety, discrimination, parental leave, pensions, pay equity and violence have to do with one another? All these issues and more are covered in the Bargaining Equality binder.

Traditionally, benefit plans are based on the model that all plan members share the cost of providing the benefits - the healthy with the not so healthy, younger with older, single with families.

Health Spending Accounts (HSAs) are being promoted by employers as a way to save costs. Canadian consulting and insurance companies (often subsidiaries of U.S.

Health Spending Accounts (HSAs) work like bank accounts, but without cash. The employer deposits a set amount as a “credit” in your account and you use that to pay for approved medical and dental expenses.

Checklist for benefit plans

There are two overriding objectives to keep in mind when negotiating benefits:

CUPE members and staff are being told by employers that the comprehensive benefit plan cannot be maintained at the present cost and the employer is determined that his premiums not increase.

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