During our recent information session, NLPS workers had the opportunity to connect with a CUPE organizer and legal representative to discuss the recent application withdraw and plans forward.
This session provided valuable insights into the unionization process, legal considerations, and the benefits of joining CUPE. Below is a list of questions raised during the session, along with answers that clarify common concerns and next steps.
Local 2559 is not the public division, why we would be with the separate catholic division?
The type of school division, whether public or Catholic, doesn’t matter when it comes to organizing. What truly matters is determining which CUPE local has the capacity and resources to take on a new unit and what makes the most geographical sense for supporting workers effectively. This approach ensures that the needs of the workers are prioritized and that they receive strong representation and support.
Will the Lakeland catholic school board that is local to our area going to join 2559 or are they already union?
Lakeland school division is not unionized.
If the education support workers at Lakeland decide they want to pursue unionizing with CUPE, we would again determine which CUPE local has the capacity and resources to take on a new unit and what makes the most geographical sense for supporting workers effectively.
It would make sense to have all school divisions in the area as part of the same local. Uniting under a single local builds collective worker power and capacity.
By organizing together, workers can better share resources, coordinate efforts, and amplify their voices on common issues such as wages, working conditions, and benefits. A unified local also creates stronger solidarity across divisions, enabling workers to address challenges collectively and negotiate more effectively with employers. This approach fosters a more robust and resilient labor movement that benefits all members.
Is there a difference between us (NLPS) joining a public and catholic?
No. There is no difference. Remember NLPS will join CUPE L2559 as a separate unit – you will bargain your own collective agreement and elect your own unit representatives.
The internal processes within a CUPE local are the same regardless of the type of school division.
What benefits does the union have for speech therapist and counselors?
CUPE offers a variety of benefits to all its members, including speech therapists and counselors. These benefits can vary depending on the collective agreement negotiated with the employer but generally include the following:
- Collective Bargaining Power
- Better Wages: CUPE negotiates fair wages based on qualifications and responsibilities, helping speech therapists and counselors secure competitive pay.
- Improved Benefits: Collective agreements often include better health insurance, dental coverage, and vision care, which are particularly important for healthcare and counseling professionals.
- Job Security
- CUPE works to ensure stability in employment through fair layoff and recall procedures, protections from arbitrary dismissal, and seniority recognition.
- Workload Protections
- Speech therapists and counselors often face heavy caseloads. CUPE can negotiate workload limits or caseload caps, ensuring manageable work expectations.
- Professional Development Support
- Many CUPE locals secure funding or leave for professional development, allowing members to attend training, workshops, or conferences related to their field.
- Pension and Retirement Plans
- CUPE-negotiated collective agreements typically include access to employer-funded pension or retirement plans, ensuring long-term financial stability after retirement.
- Advocacy for Specialized Needs
- CUPE understands the unique challenges of specialized professions like speech therapy and counseling. They advocate for proper resources, access to necessary tools, and safe working conditions.
- Protection Against Workplace Harassment
- CUPE provides grievance procedures to address workplace harassment, discrimination, or employer misconduct, ensuring a safe and respectful work environment.
Interested workers can review CUPE collective agreements at https://alberta.cupe.ca/ under Contracts – By Sector – Education (K-12).
How many Bargaining committee members on the committee?
The number of bargaining committee members is outlined in L2559 bylaws.
Local bylaws are the rules and regulations that govern the operations of a union local. They outline how the local functions, including the structure of leadership, member rights and responsibilities, how meetings are conducted, the process for elections, and how decisions are made.
Bylaws also detail financial procedures, such as how dues are collected and used, and provide guidance for resolving disputes within the union. Essentially, they serve as the union’s constitution, ensuring transparency, accountability, and democratic participation for all members.
L2559 bylaws state that the bargaining committee will consist of four (4) members of their respective bargaining unit, all elected at a membership meeting except the President who will act as the Committee Chairperson.
Due to our application before the holiday break, NLPS now knows the workers are attempting to unionize. Is it true that we are in a better position because the ER knows the workers are trying to unionize?
Now that NLPS knows about the unionization effort, it may deter them from acting in ways that could be perceived as retaliatory or unlawful. Any overt anti-union activity could strengthen a potential case at the Labour Board. You have the right, under the Code, to unionize – no employer can or should interfere with that right.
Public knowledge of the union drive can also increase worker solidarity and encourage hesitant workers to support the campaign, seeing that it’s gaining traction. It is also possible that some workers, in schools we haven’t been able to connect with, now know about the campaign to unionize due to the posted Notice to Employees prior to the holiday break. If the unionizing workers stay organized, communicate effectively, and maintain momentum, the fact that the employer knows can sometimes accelerate the campaign by rallying more worker support.
Is NLPS’ lack of action about the union campaign a tactic?
It is possible that NLPS’ lack of action regarding the union activity can often be a deliberate campaign tactic. Here’s why and how it might be used:
- Avoiding Perceived Retaliation
- NLPS may intentionally avoid any overt anti-union action to steer clear of being accused of unfair labor practices, which could strengthen the union’s position.
- This “hands-off” approach creates an impression of neutrality, even if the employer is working behind the scenes to undermine organizing efforts.
- Delaying Tactics
- By staying silent, they may avoid escalating organizing energy and hope workers lose interest over time.
- Downplaying the Union’s Efforts
- If the employer ignores the union, they may aim to send the message that the union is insignificant or irrelevant, discouraging workers from participating.
- This strategy relies on undermining enthusiasm indirectly rather than through confrontation.
- Waiting for Natural Challenges
- NLPS may hope the union effort will fail on its own due to worker fatigue related to the length of time it can take to secure a successful application, or the expiration of signed support cards.
EVERY CARD COUNTS – if you are thinking of supporting this effort to unionize make sure to sign (or re-sign) your support online by clicking “Sign a card”.