WE NEED YOUR INPUT AND SUPPORT. We will be starting negotiations in the next few months. The results of this survey will form the basis of our local issues proposals. Items related to Central Bargaining (wages, seniority, job protection, leaves of absence, vacation, sick leave, grievance procedure etc.) either already appear in your Composite Agreements, or will be presented as standard CUPE Central language. We will send another survey soon related to wage harmonization and job duties.
• Guard the inner door at membership meetings and admit no one but Members In Good Standing or Officers and officials of CUPE, except on the order of the President and with consent of the members present. • Maintain the record of membership attendance at meetings. • Maintain member contact information database. • Maintain the Local’s internal e-mail communication system. • Be responsible for maintaining the Local’s website, and any of its social media platforms. • Contact members who are on medical leave, if requested. • Make recommendations at a membership meeting for any good and welfare that may be required. • Extend the Local Union’s condolences in the event of the death of a member or of their immediate family, and make other appropriate gestures in accordance with custom or the wishes of the family concerned. • Report to the Recording-Secretary on no less than a monthly basis, on all activities. • Perform such other duties as may be assigned by the Executive Board from time to time. • Be allowed one (1) day leave of absence with pay per month to conduct duties, or more if required as determined by the President. • Attend Executive Board as required or delegated by the President or Recording Secretary
If you are interested or know someone that would be a good candidate, please email your resume to Elkin Greig at recordingsecretary@cupe5441.ca
Resumes will be received no later than July 4, 2020 at 12:01am
As per the By-Laws of CUPE Local 5441, the successful candidate will be appointed by the Executive Board, through a process to be determined by the Table Officers which may include an application and/or interview.
Please sign in with your first name and either SMH or PHC or STJHC for recognition purposes
Meeting 4:00 p.m. – 6:00 p.m.
Please note that we have taken the steps to have our General Membership Meetings streamed virtually in light of the circumstances within our Province. To connect to the meeting virtually, you will be emailed a link to Zoom.
Agenda: 1. Acknowledgment of Indigenous territory 2. Roll call of officers 3. Reading of the Equality Statement 4. Voting on new members and initiation 5. Reading of the minutes 6. Matters arising from the minutes 7. Secretary-Treasurer’s Report 8. Communications and bills 9. Executive Board Report 10. Reports of committees and delegates 11. Nominations, elections, or installations 12. Unfinished business 13. New business 14. Good of the Union 15. Adjournment
If you have any anxiety or have any other concerns during this pandemic, please call: Employee Assistance Program: 866-606-6367
3:45 p.m. – 4:00 p.m. Sign in on Zoom 4:00 p.m. – 6:00 p.m. Meeting
Please note that we have taken the steps to have our General Membership Meetings streamed virtually in light of the circumstances within our Province. To connect to the meeting virtually, you will be emailed a link to Zoom.
In the first week of June, ministries will start sending funding details to employers that receive funding directly from government and service delivery managers.
Employers will receive funding for pandemic pay as quickly as possible – starting in early June, though exact timing will vary. Eligible employees will receive pandemic pay through their existing payroll systems. Appropriate accountability requirements will be in place to ensure that funding is provided to eligible employees.
Eligible employees will receive temporary pandemic pay on hourly wages and those working over 100 hours in a designated four-week period will receive monthly lump sum payments. This pay will be provided retroactively to April 24, 2020.
This page will be updated in the coming days with more specific timelines.
Do you have questions?
Please read this page to get more information.
If you need more information, you can get in touch with someone directly based on where you work:
For any other questions, or if you are not sure which sector you are in, [/feedback/contact-us?id=133253&nid=133250]contact us here.
Overview
Temporary pandemic pay is aimed at helping frontline staff who are experiencing severe challenges and are at heightened risk during the COVID-19 outbreak.
It is a targeted program designed to support employees who work in congregate care settings or primarily with vulnerable populations, where maintaining physical distancing is difficult or not possible.
The goals of this temporary pandemic pay are to:
provide additional support and relief to frontline workers
encourage staff to continue working and attract prospective employees
help maintain safe staffing levels and the operation of critical frontline services
[/page/covid-19-temporary-pandemic-pay#section-3]Find out if you are eligible.
How much you can get
There are two kinds of pandemic pay you may be eligible for:
a temporary top-up based on your hourly wages
monthly lump sum payments
Work performed on and after April 24 until August 13, 2020 will be eligible for the hourly pandemic pay and will count towards determining eligibility for the pandemic lump sum payment.
Pandemic pay on hourly wages
If you are eligible, you will receive $4 per hour worked on top of your existing hourly wages, regardless of how much you already make.
[/page/covid-19-temporary-pandemic-pay#section-3]All eligible workers will receive this amount automatically.
Monthly lump sum payments
If you work at least 100 hours in a designated 4-week period, you will also be eligible to receive an additional lump sum payment of $250 for that period.
The designated 4-week periods are:
April 24, 2020 to May 21, 2020
May 22, 2020 to June 18, 2020
June 19, 2020 to July 16, 2020
July 17, 2020 to August 13, 2020
This means you may receive up to a total of $1,000 in lump sum payments over these 16 weeks.
The 100-hour threshold works out to approximately three days worked per week over a designated four-week period. It also recognizes the contributions of both full-time and part-time employees.
Pandemic lump sum payments:
are only available to eligible frontline employees who have worked 100 hours or more in one of the designated four-week periods at an eligible workplace
will not be pro-rated for eligible frontline employees who work less than 100 hours in one of the designated four-week periods
will be determined for each four-week period on a stand-alone basis, so you may be eligible to receive a pandemic lump sum payment for one designated four-week period and not for the subsequent one if you worked less than 100 hours
are based on all hours worked in a designated week by eligible employees in eligible workplaces, including:
overtime
cumulatively time working for two or more employers
Eligible staff will be paid retroactively for hours worked during this period.
How to get paid
If you are an [/page/covid-19-temporary-pandemic-pay#section-3]eligible frontline worker, you will receive the temporary hourly pandemic pay directly from your employer.
We are still working out how lump sum payments will be made. This page will be updated with new information as it is available.
We are working closely with employers to transfer funding that will allow them to provide this temporary pandemic pay to eligible frontline employees.
For employers
Employers are not being asked to apply for pandemic pay; as of May 15, we have contacted all eligible employers, service delivery partners or employer associations.
Who is eligible
Temporary pandemic pay is designed to support eligible full-time, part-time and casual employees. It does not apply to management.
Eligibility is not dependent on whether there is a COVID-19 outbreak in the location you work in.
To receive pandemic pay, you must work in both an eligible:
role (i.e. be an eligible worker)
workplace
Eligible workplaces and workers are those listed below, by sector.
Health care
To be eligible for pandemic pay you must be an eligible worker (full-time, part-time or casual) who works in an eligible workplace providing in-person publicly-funded services.
Eligible workplaces
All hospitals in the province providing publicly-funded services, including small rural hospitals, post-acute hospitals, children’s hospitals and psychiatric hospitals
Home and community care settings, including community-based mental health and addictions
Eligible workers
Personal support workers including home support workers, home help workers, community support workers, residential support workers, homemakers
Registered nurses
Registered practical nurses
Nurse practitioners
Attendant care workers
Auxiliary staff, including:
porters
cooks, food service, food preparation
custodians, cleaning/maintenance and environmental services staff, sterilization and reprocessing staff
housekeeping
laundry
security, screeners
stores/supply workers, receivers, department attendants
hospital ward and unit clerks
client facing reception/administrative workers, schedulers, administrative staff working in home and community care or community-based mental health and addictions
community drivers
community recreational staff/activity coordinators
Developmental services workers
Mental health and addictions workers: counsellors/therapists, case workers and case managers, intake/admissions, peer workers, residential support staff, Indigenous/cultural service workers
Respiratory therapists in hospitals and in the home and community care sector
Paramedics
Public health and infection prevention and control nurses
Long-term care
Eligible workplaces
Long-term care homes (including private, municipal and not-for-profit homes)
Eligible workers
All non-management publicly funded employees and workers in eligible workplaces (full-time, part-time and casual)
Retirement homes
Eligible workplaces
Licensed retirement homes
Eligible workers
All non-management employees working on site in licensed retirement homes (full-time, part-time and casual), excluding hours worked to provide extra care services purchased privately
Social services
Eligible workplaces
Homes supporting people with developmental disabilities
Intervenor residential sites
Indigenous healing and wellness facilities and shelters
Shelters for survivors of gender-based violence and human trafficking
Youth justice residential facilities
Licenced children’s residential sites
Directly operated residential facility – Child and Parent Resource Institute
Emergency shelters
Supportive housing facilities
Respite and drop-in centres
Temporary shelter facilities, such as re-purposed community centres or arenas
Hotels and motels used for self-isolation and/or shelter overflow
Eligible workers
Direct support workers (such as developmental service workers, staff in licenced children’s residential sites, intake and outreach workers)
Clinical staff
Housekeeping staff
Security staff
Administration personnel
Maintenance staff
Food service workers
Nursing staff
Corrections
Eligible workplaces
Adult correctional facilities and youth justice facilities in Ontario
Eligible workers
Correctional officers
Youth services officers
Nurses
Healthcare staff
Social workers
Food service
Maintenance staff
Programming personnel
Administration personnel
Institutional liaison officers
Native Institutional Liaison Officers
TRILCOR personnel
Chaplains
Base salaries, benefits and pensions
The temporary hourly pandemic pay and lump sum payments:
