Organize a kitchen table event for your local, for your colleagues, or for family and friends. Our structured conversation guide will help you to run your own hour-long workshop to bring greater awareness to the crisis in post-secondary education. With step-by-step instructions, the guide will help you to lead a small group in sharing stories and building support for post-secondary education as an important election issue.
Labour Day is an opportunity for all of us to celebrate the progress and gains that workers have made in Canada and around the world. As we enjoy the last long weekend of summer with friends and family, let’s also reflect on our hard-fought victories for working people from the past year, and years before, and let’s commit ourselves to our fight for a fairer and more equal world.
Representatives for the Canadian Union of Public Employees (CUPE) Local 1761 remain hopeful that a negotiated collective agreement can be reached with the Town of Placentia, NL, despite receiving notice yesterday that the employer has applied for conciliation.
Six exchanges have taken place since bargaining began in May 2018.
In all jurisdictions, it is the primary responsibility of the employer to provide a healthy and safe workplace by removing or controlling hazards. That said, strong collective agreement provisions can enhance the safety of workers and accountability for employers. Such provisions should include definitions, affirmations and specific clauses.
Listed below are the legislative references which pertain to violence, harassment, and the general duty clause for each of the jurisdiction in which CUPE members work. Where there is no specific reference to violence or harassment prevention, workers can always use the “general duty provision” in their Occupational Health & Safety legislation which requires employers to take all reasonable precautions to protect the health and safety of employees.