Cupe Local 79 Collective Agreement 2020
Saturday, June 27, 2020 – Members of Canadian Union of Local Employees 79 (CUPE Local 79) today ratified a 5-year collective agreement for their four City of Toronto bargaining units: full-time, part-time, part-time, Unit B and long-term care services. The news comes a week after the City and its external employees ratified a new collective agreement. “Full-time City employees told us that the language of job security should be a priority, while part-time workers emphasized the desire to receive benefits additions and improve planning procedures. I am proud that we have been able to achieve these priorities for our members under this agreement. With the coronavirus pandemic now at the heart of concerns, Mr. Mitchell said it was important for the City of Toronto to be able to complete negotiations. The City of Toronto`s full-time, part-time, recreation and long-term care (LTC) and cupE 79 units are trying to negotiate extensions to their collective agreements, which expired on December 31, 2019. The parties are negotiating before the deadline of 12:01 .m. Saturday morning. If no agreement is reached within the time limit, a work stoppage may occur. In light of a global pandemic here and the fast-approaching deadline for work stoppages, the president of Canada`s largest union today called on the City of Toronto to reach an agreement. The Business Manager is the recognized representative of Local 79.
The business manager is responsible for ensuring that the affairs and affairs of Local 79 are well managed, appointing and supervising stewards, directing and supervising the activities of all business agents and organizers, and ensuring that the provisions of all collective agreements are enforced and respected. Since collective bargaining began with CUPE 79 in September 2020, we have been committed to negotiating a fair and reasonable agreement that will allow us to work together to further improve service delivery to tenants. The Complaints Division is working to resolve issues related to 79 local signatories who do not comply with one or more provisions of the collective agreement to which they are bound. Members should not call the Complaints Department directly about workplace issues that could lead to formal complaints. Instead, members must report the problem to their agent, who in turn reports the problem to the commercial agent, who then files a complaint. If necessary, members can contact their Business Agent section directly. Local 79 is governed by a Board of Directors, all of which are elected by the members. A number of departments operate on a day-to-day basis at Local 79. These measures include negotiating and monitoring compliance with collective agreements, organizing stewards, sending members, collecting dues, disbursing funds, complaining of violations of collective agreements, and performing organizational work to ensure that all construction work is unionized. Use the links below to view the different departments.
“The five-year contract is fair to the people of Toronto and the 79 local workers,” the city said in a statement. The @CityOfToronto reached a provisional agreement with @CUPELocal79. I am pleased that we have reached an agreement in principle with Local 79, especially given the important role our employees are playing in the COVID-19 pandemic. pic.twitter.com/eGB5kZxVP7 The City of Toronto and the union, which represents its more than 20,000 workers, have reached an agreement in principle that prevents a possible work stoppage. CUPE 79 represents employees in four distinct collective bargaining units: recreation workers, long-term workers, key municipal employees and part-time employees in the city. The five-year collective agreements between CUPE 79 and the City of Toronto are valid for the period from January 1, 2020 to December 31, 2024. Settlement Protocol between the City of Toronto and Union of Municipal Employees (CUPE) Local 416 – January 1, 2020 to December 31, 2024. Mitchell noted that CUPE 79 is negotiating on behalf of four separate entities with different priorities, stating, “If the City of Toronto is serious about negotiations, it needs to stop the cookie cutter.” . .
. City of Toronto Collective Agreement and Canadian Union of Public Employees (CUPE) Local 79 Unit B – Part-time – January 1, 2012 – December 31, 2015. Last week, City Council approved new collective agreements with Locals 416 and 79 that will save the City money and return the services we rely on. The collective agreement is similar (and slightly inferior) to other recent public sector agreements. In the end, an arbitrator would have been called if the two sides were completely divided. Experience shows that arbitrators tend to use current models as a model. The collective agreements negotiated by the Labour Relations Committee are expected to save the city more than $140 million over the next six years. While CUPE 79 has now exercised its right to ask the Ministry of Labour, Skills and Training to submit a “report without advice” indicating an impasse in negotiations, we remain optimistic that the parties will reach a negotiated agreement. All CUPE members work under the protection of a contract called a collective agreement.
Your local negotiates the terms of the agreement. Elected local union leaders also work with the employer to resolve issues in the workplace. If you would like a hard copy of your collective agreement, please speak to your steward. If you don`t know who your steward is or how to get to your home, contact your local CUPE office. If you have questions about your rights at work, the best person to talk to is your steward or local leader. You will know the specific details of your agreement. Settlement Protocol between the City of Toronto and Toronto Municipal Employees Union (CUPE) Local 416 – January 1, 2020 to December 31, 2024 TORONTO, July 29, 2021 – Toronto Community Housing has issued the following statement on bargaining for a new collective agreement with CUPE Local 79. The City met its bargaining objectives, which were approved at multi-month meetings of Council`s Industrial Relations Committee. The agreements were also ratified by a majority of the members of both unions.
The main objective of the Organizing Department is to organize all workers in the five districts who work in the trade that falls under the jurisdiction of Local 79. The strategies used by the corporate department to achieve this goal vary and include: building relationships in communities through outreach and volunteerism; encourage developers to use unionized contractors; help non-unionized workers understand the benefits of unionized work; Pass laws that ensure that projects involving public funds, land or tax cuts will pay the current salary. Media contacts: 416-37-6642 or | firstname.lastname@example.org.. The Complaints Division also issues checks to members following successful resolution of complaints. Cheques are distributed on Mondays, Wednesdays and Fridays from 9am.m 00am to 5pm.m. To see the staff presentation at today`s council meeting, Collective Bargaining – Agreements-in-Principle, City of Toronto LOCAL 416 and City of Toronto and CUPE Local 79 – www.toronto.ca/legdocs/mmis/2009/cc/bgrd/backgroundfile-22639.pdf With that in mind, the real issue would always be: How would the transition work? First, no new employee can pay in sick days. Second, existing employees can move from the old program to the new one (we don`t give them the new short-term disability program unless they change. Experience in other communities in the Greater Toronto Area (Mississauga and others) shows that most people change very quickly. About Toronto Community Housing Toronto Community Housing is Canada`s largest provider of social housing and is home to nearly 60,000 low- and middle-income households. Toronto Community Housing is committed to identifying best practices and developing energy efficiency standards across its portfolio, educating employees and residents about its green initiatives. Contact information for the business managers` service: In Canada and in all other democracies, employers cannot simply impose contracts on unionized workers. Employers set bargaining goals and try to achieve them.
We made our own. It would have been a dangerous gamble to continue allowing people to suffer for hypothetical small improvements. The following links are provided for informational purposes: The Secretary and Treasurer`s Department is responsible for receiving all funds payable to Local 79, disbursing funds in accordance with the Local`s bylaws, and settling all funds received and disbursed. The Contributions Department is part of this Department and is responsible for collecting all membership fees, monthly dues and default fees. . Toronto Community Housing values its employees and the role they play in providing quality housing, improving tenant services and building a culture that puts tenants first. .