The following is a list of recent CUPE Saskatchewan Division submissions:
- March, 2021 – The Canadian Union of Public Employees Local 4670 welcomes this opportunity to address the Council of the Resort Village of Fort San about the possible relocation of Pine Lodge Treatment Centre into the former Prairie Christian Training Centre (PCTC). CUPE Local 4670 is the bargaining agent for non-managerial employees of Pine Lodge Treatment Centre. Our union represents 20 members who work as counsellors, addictions attendants, cooks, housekeeping, laundry and maintenance. Pine Lodge Treatment Centre provides invaluable support to our communities at a time when addictions treatment is needed now more than ever.
- May 15, 2019 – CUPE Saskatchewan made a submission in response to the discussion paper published by the Government of Saskatchewan, entitled: Harmonization of Personal Protective Equipment requirements across Canada. According to the discussion paper, the Government of Saskatchewan is seeking input on proposed amendments to The Occupational Health and Safety Regulations, 1996, which are intended to bring jurisdictions into compliance with the Canadian Free Trade Agreement and a subsequent agreement, the National Occupational Health and Safety Reconciliation Agreement, signed on January 30, 2019, which sets out specific standards for personal protective equipment. For more information, contact: Nathan Markwart, Executive Assistant.
- August 31, 2018 – In response to the Government of Saskatchewan’s consultation being conducted in relation to the impending legalization of cannabis on October 17, 2018, CUPE Saskatchewan made a submission. The highlights include: CUPE Saskatchewan believes the current legislation and regulations contained in The Saskatchewan Employment Act and The Occupational Health and Safety Regulations are sufficient to address impairment, including any impairment resulting from the legalization of cannabis. Furthermore, the haste to greet the legalization of cannabis with more stringent legislative requirements, or unjustified sanctioning of punitive zero-tolerance workplace policies, or increased employee testing only moralizes an issue resolved and decided by the Parliament of Canada while violating the dignity and privacy of workers. CUPE Saskatchewan cautions against any additional legislation and regulation regarding impairment in response to the pending legalization of cannabis. For more information, contact: Nathan Markwart, Executive Assistant.
- August 4, 2017 – CUPE Saskatchewan makes a number of recommendations to improve employment leaves and workplace related support for workers experiencing interpersonal violence. Chief among CUPE’s recommendations is a legislative amendment to establish paid employment leave of up to 10 days and non-paid leave of up to 17 weeks for an employee who is a victim of domestic violence to address the situation of violence in the home while maintaining job protection and wage protection. For more information, contact: Nathan Markwart, Executive Assistant.
- July 31, 2017 – The Canadian Union of Public Employees (CUPE) is urging the provincial government to implement an integrated, fully public ground emergency medical response system. The government is undertaking a system review of ground emergency medical services (EMS) in Saskatchewan.
- June 30, 2017 – CUPE Saskatchewan’s submission in response to correspondence from the Minister of Labour Relations and Workplace Safety, inviting feedback on the recommendations of the Workers’ Compensation Act Committee of Review. The Committee of Review submitted their report in November, 2016, making eleven (11) recommendations to improve the workers’ compensation system. One of the recommendations was to expand the WCB Board of Directors and, in doing so, to maintain the appeal process within WCB. The final appeal level being the WCB Board Appeal Tribunal. Of the three recommendations on which the government is seeking feedback, the Minister notes in his correspondence inviting feedback: “The Government is focusing consultations on Board governance and the appeals process.” CUPE stands opposed to the externalization of the appeals process and final level of appeals. Workers compensation was established to provide benefits to injured workers in an accessible manner that avoided litigation. For more information, contact: Nathan Markwart, Executive Assistant.
- January 23, 2017 – The Government of Saskatchewan tasked a six person advisory panel to review the recommendations of Perrins’ report and set a course of substantial change to K-12 education in a matter of weeks. Many of the options presented in Perrins’ report will drastically reduce the number of school boards and replace democratically elected and accountable school boards with government appointees who will be accountable only to government.
- November 17, 2015 CUPE Saskatchewan provided a submission to the Workers Compensation Board Committee of Review. The submission raises concerns and advances proposals regarding changes to The Workers’ Compensation Act and the work of the Board, highlighting issues of prevention, coverage and benefits, surpluses, claims, training, and Board governance. For more information, contact: Nathan Markwart, Executive Assistant.
- October 28, 2015CUPE Saskatchewan provided a submission to the government in response to Bill 179, The MRI Facilities Licensing Act. CUPE opposes Bill 179 because private user-pay MRI’s will create a two-tiered health care system. Rather than address wait times, the legislation will:1. Permit queue-jumping
2. Increase existing inequities in the current system
3. Poach workers from the public sector
4. Increase public wait times
5. Increase public health costsCUPE recommends that the government withdraw Bill 179 and instead develop strategies and policies to address wait lists based on evidence and not ideology.
- September 28, 2015 – CUPE Saskatchewan provided a submission to the Public Employees Benefits Agency regarding the composition of the governing Commission of the Municipal Employees’ Pension Plan. In its submission endorsed by SEIU West and UFCW 1400, CUPE notes that there are too few union appointed seats on the employee side of the MEPP Commission board and too many management association seats placing MEPP outside the best practice of Canadian pension governance. Accordingly, CUPE recommends that all employee representatives on the Commission be union appointed from among the unions representing members enrolled in MEPP. CUPE represents approximately 6, 250 members enrolled in MEPP from over 50 CUPE Locals in the municipal, education and library sectors. Presently, CUPE members comprise 40 percent of active MEPP members. For more information, contact: Nathan Markwart, Executive Assistant.
- July 31, 2015 – CUPE Saskatchewan filed a submission with the Minister of Labour Relations and Workplace Safety providing recommendations to further amend Bill 128 which amends The Saskatchewan Employment Act and repeals The Public Service Essential Services Act to establish a new “essential services” process limiting the right to strike. In CUPE’s view, changes remain necessary to make Bill 128, The Saskatchewan Employment Amendment Act, 2013 consistent with sensible labour relations policy, with our members’ fundamental rights, and with s. 2(d) of the Canadian Charter of Rights and Freedoms, based on the Supreme Court of Canada’s decision in Saskatchewan Federation of Labour v. Saskatchewan, 2015 SCC 4 (“SFL”). CUPE’s submission identifies three (3) areas requiring amendment: the definition of essential services, the determination of strike ineffectiveness and access to interest arbitration, and legislative fetters on the jurisdiction of the interest arbitration board and/or arbitrator. For more information, contact: Nathan Markwart, Executive Assistant.
- October 8, 2013 – CUPE Saskatchewan’s submission identifies eleven (11) recommendations regarding the future regulations of The Saskatchewan Employment Act (formerly Bill 85) and, furthermore, recommends that the Government of Saskatchewan not enact regulations for The Act until adequate consultation and an in-depth review of the drafted regulations can occur. The Saskatchewan Employment Act received Royal Assent on May 15, 2013 and is set to come into force on proclamation – meaning a date in the future determined by the government. For more information, contact: Nathan Markwart, Executive Assistant.
- August 20, 2013 – In response to the Government of Saskatchewan’s proposed new “essential services” framework restricting the right to strike and free collective bargaining, CUPE Saskatchewan provides eight (8) recommendations and a detailed flowchart of CUPE’s recommendations to the government-proposed framework. For more information, contact: Nathan Markwart, Executive Assistant.
- March 1, 2013 – Highlighting the seven (7) most harmful consequences of Bill 85, The Saskatchewan Employment Act, CUPE Saskatchewan’s submission also urges the Government of Saskatchewan to consider further amendments to Bill 85 to mitigate its most harmful consequences and halt the passage of Bill 85 until consultations can be carried out. For more information, contact: Nathan Markwart, Executive Assistant.
- July 31, 2012 – CUPE urges the Government of Saskatchewan to show moderation and increase opportunities for public participation before overhauling the province’s labour laws. Consolidation of Saskatchewan’s 15 Acts that provide the majority of workplace protections and rights is opposed by CUPE. The submission also identifies a number of shortcomings with the government’s rushed consultation process and suggests a separate review of The Public Services Essential Services Act. For more information, contact: Nathan Markwart, Executive Assistant.