ActiveFilters Filter options Search From: Filter by Topic 2SLGBTQI+ 22 Airlines 14 Artificial intelligence 9 Child care 19 Collective Bargaining 147 COVID-19 4 Disabilities 19 Economy 78 Employment Insurance 3 Environment 13 Equality 50 Global Justice 38 Health and Safety 108 Health Care 79 Housing 8 Indigenous 40 K-12 Education 39 Literacy 15 Mental health 16 Migrant rights 10 Municipalities 34 Organizing 7 Pay Equity 4 Pensions 10 Political Action 110 Post-Secondary Education 15 Precarious work 6 Privatization 30 Racial Equality 51 Trade 6 Union Education 13 Water 11 Women 36 to: Filter by Type Counterpoint 5 Economy at work 2 Fact sheet 6 Guide 6 News 115 Report 1 Resources 6 Video 1 Filter by Location Alberta 5 British Columbia 12 Manitoba 6 New Brunswick 7 Nova Scotia 16 Ontario 39 Quebec 22 Saskatchewan 13 Apply Clear When we launched our new site, we removed some of our older content. If you can’t find what you’re looking for, you may also want to search our old web site archive. Search From: Filter by Topic 2SLGBTQI+ 22 Airlines 14 Artificial intelligence 9 Child care 19 Collective Bargaining 147 COVID-19 4 Disabilities 19 Economy 78 Employment Insurance 3 Environment 13 Equality 50 Global Justice 38 Health and Safety 108 Health Care 79 Housing 8 Indigenous 40 K-12 Education 39 Literacy 15 Mental health 16 Migrant rights 10 Municipalities 34 Organizing 7 Pay Equity 4 Pensions 10 Political Action 110 Post-Secondary Education 15 Precarious work 6 Privatization 30 Racial Equality 51 Trade 6 Union Education 13 Water 11 Women 36 to: Filter by Type Counterpoint 5 Economy at work 2 Fact sheet 6 Guide 6 News 115 Report 1 Resources 6 Video 1 Filter by Location Alberta 5 British Columbia 12 Manitoba 6 New Brunswick 7 Nova Scotia 16 Ontario 39 Quebec 22 Saskatchewan 13 Apply Clear When we launched our new site, we removed some of our older content. If you can’t find what you’re looking for, you may also want to search our old web site archive. Results 141 - 150 of 157 Filter Active Filters Search results Counterpoint Oct 07, 2022 New bargaining guide paves the way for trans-inclusive workplaces Bargaining beyond the binary: A negotiating guide for trans inclusion and gender diversity features examples of trans inclusive language from CUPE collective agreements that negotiating teams can use to develop their own proposals. Sector profile: Transportation CUPE represents approximately 37,900 members in the transportation sector, including workers in airlines, airports, ferries, port authorities, rail, roads and highways, and public and private transit systems. Guide Bargaining beyond the binary: A negotiating guide for trans inclusion and gender diversity CUPE is launching a guide that will help locals break new ground by negotiating collective agreement provisions to protect and support Two-spirit, trans, non-binary and other gender diverse members. Guide Protecting our work from privatization: How to fight contracting out at the bargaining table The Canadian Union of Public Employees (CUPE) is at the forefront of the fight against the privatization of public services and has been since our union was founded in 1963. The collective power of CUPE members is our best defence against privatization, and CUPE collective agreements are a powerful tool in that fight. When CUPE members organize to achieve, and strictly enforce, contract language that prevents or restricts our employers from contracting out work, we can protect public sector union jobs and public services. CUPE collective agreements are far more likely than other union contracts to have some type of protection against contracting out. CUPE locals regularly use their collective agreement language to stop privatization in its tracks. Guide Truth & reconciliation bargaining guide CUPE is committed to ensuring locals have access to resources that support the union’s work on truth and reconciliation. One of the ways CUPE locals can support reconciliation is by bargaining language supporting Indigenous workers into collective agreements. Our new guide, Truth and reconciliation: CUPE taking action through collective bargaining, is for everyone who wants to put reconciliation into action at the bargaining table. Negotiating “work from home” language at the bargaining table CUPE locals have negotiated various letters of understanding with employers in response to the necessary public health measures implemented in response to the COVID-19 pandemic. Stay-at-home measures required a significant proportion of workers to work remotely, if possible, to prevent the spread of the coronavirus. Work from home (also known as telework, telecommuting or remote work) is commonly understood as using technology to perform work outside of the employer’s worksite. Learn, bargain & win – with CUPE’s Online Bargaining Program Want to build bargaining power in your local? Check out CUPE’s Online Bargaining Program. This series of resources and live online workshops will help your local build its power at the bargaining table to get the best deal for your members. Fact sheet Guidance for CUPE Flight Attendants on the Right to Refuse Dangerous Work Image News Dec 15, 2016 Moving forward – CUPE sets plan to fight concessions and two-tier bargaining The National Executive Board is reaffirming CUPE’s commitment to fighting concessions and two-tier contract provisions, and defending the free collective bargaining rights of its members. At it’s most recent meeting, the NEB approved a revised policy on collective bargaining that sets out a plan to ensure CUPE locals and members are fully prepared to fight back against attacks during bargaining. Resources Duty to accommodate: A checklist for collective agreement language This document provides a checklist of ways to advance accommodation rights through the collective agreement. Pagination Pagination Previous First page 1 … Page 15 of 16 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Current page 15 Page 16 Next Share this page
Counterpoint Oct 07, 2022 New bargaining guide paves the way for trans-inclusive workplaces Bargaining beyond the binary: A negotiating guide for trans inclusion and gender diversity features examples of trans inclusive language from CUPE collective agreements that negotiating teams can use to develop their own proposals.
Sector profile: Transportation CUPE represents approximately 37,900 members in the transportation sector, including workers in airlines, airports, ferries, port authorities, rail, roads and highways, and public and private transit systems.
Guide Bargaining beyond the binary: A negotiating guide for trans inclusion and gender diversity CUPE is launching a guide that will help locals break new ground by negotiating collective agreement provisions to protect and support Two-spirit, trans, non-binary and other gender diverse members.
Guide Protecting our work from privatization: How to fight contracting out at the bargaining table The Canadian Union of Public Employees (CUPE) is at the forefront of the fight against the privatization of public services and has been since our union was founded in 1963. The collective power of CUPE members is our best defence against privatization, and CUPE collective agreements are a powerful tool in that fight. When CUPE members organize to achieve, and strictly enforce, contract language that prevents or restricts our employers from contracting out work, we can protect public sector union jobs and public services. CUPE collective agreements are far more likely than other union contracts to have some type of protection against contracting out. CUPE locals regularly use their collective agreement language to stop privatization in its tracks.
Guide Truth & reconciliation bargaining guide CUPE is committed to ensuring locals have access to resources that support the union’s work on truth and reconciliation. One of the ways CUPE locals can support reconciliation is by bargaining language supporting Indigenous workers into collective agreements. Our new guide, Truth and reconciliation: CUPE taking action through collective bargaining, is for everyone who wants to put reconciliation into action at the bargaining table.
Negotiating “work from home” language at the bargaining table CUPE locals have negotiated various letters of understanding with employers in response to the necessary public health measures implemented in response to the COVID-19 pandemic. Stay-at-home measures required a significant proportion of workers to work remotely, if possible, to prevent the spread of the coronavirus. Work from home (also known as telework, telecommuting or remote work) is commonly understood as using technology to perform work outside of the employer’s worksite.
Learn, bargain & win – with CUPE’s Online Bargaining Program Want to build bargaining power in your local? Check out CUPE’s Online Bargaining Program. This series of resources and live online workshops will help your local build its power at the bargaining table to get the best deal for your members.
News Dec 15, 2016 Moving forward – CUPE sets plan to fight concessions and two-tier bargaining The National Executive Board is reaffirming CUPE’s commitment to fighting concessions and two-tier contract provisions, and defending the free collective bargaining rights of its members. At it’s most recent meeting, the NEB approved a revised policy on collective bargaining that sets out a plan to ensure CUPE locals and members are fully prepared to fight back against attacks during bargaining.
Resources Duty to accommodate: A checklist for collective agreement language This document provides a checklist of ways to advance accommodation rights through the collective agreement.
