Upcoming Meetings and Member Resources

Health and safety

 

The health and safety of our members is of utmost importance.  We strive to maintain a safe and healthy workplace for all.

Your CUPE Health and Safety committee representatives for Norfolk County are:

• Chris Kindy
• Russell Cudney

Health and Safety while at work is governed by the Ontario Occupational Health and Safety Act.  Click here for more information.

Joint Job Evaluation Committee

The Joint Job Evaluation Committee (JJEC) is a committee made up of both union and non-union staff.  The purpose of the committee is establish pay equity across all jobs.  It does this by evaluating the various components of the jobs within the bargaining unit based on several factors including:

• Knowledge
• Experience
• Judgement
• Mental Effort
• Physical Activity
• Dexterity
• Accountability
• Supervision of Others
• Contacts
• Working Conditions

Job evaluation is designed to assess the value of the job, not the individual doing the job, their experience, qualifications, or their performance, or the volume of work.  The committee evaluates jobs internally, it does not look outside of the bargaining unit positions to see how other organizations may value a job.

Your union representatives on the JJEC are:

• Jerry Khumalo
• Russell Cudney
• Chris Kindy
• Theo Karagias
• Nicole-Boyd-Cudney

 

How does job evaluation work?

The Local and management negotiate, implement, and maintain a job evaluation program and a Joint Job Evaluation Committee (JJEC).  The JJEC is comprised of three CUPE members and three management representatives.  The committee meets periodically to consider job duties and responsibilities and rank a position using a scoring system within the various factors.

Newly created jobs are evaluated and scored in order to place them within the pay band that best reflects the duties and responsibilities.  Existing jobs are reviewed periodically to ensure the job description matches the current duties and responsibilities of the position, which can change over time depending on the needs of the Corporation.  The decisions of the committee are based on consensus.

I want my job re-evaluated because my duties have changed, how can I do this?

You will need to get a copy of the JJEC Maintenance form, which can be obtained from the Human Resources department  you will complete it and take it to your supervisor for review and comment.  Your supervisor may not agree with everything you have written.  It is helpful if you review your maintenance form with your supervisor and both agree on what it says.  Once the supervisor signs the form, it is submitted to HR along with any supporting documentation.  HR will then submit the form for consideration at the next meeting of the JJEC.  The JJEC will review your submission and deliberate to come up with a rating for your job.  The result will be reported to HR, who will then send you a Decision of Rating form.

What happens if my pay band moves up or down?

The result of an evaluation can be that a job moves down in the pay bands, however the actual wage rate of the person in the job will not change.  If this happens, the job is said to be “red circled”.  This means that if the person that currently holds the job leaves the employ of the county, the job will be posted at the new lower rate.  The evaluation can also raise the pay band of the job.  In this case, the person who currently holds the job will be paid the new higher wage rate, retroactive to the date when the maintenance form was submitted.

Can I be present at the deliberation of my maintenance form?

You can only be present to give a brief verbal presentation regarding your job duties.  If you feel your maintenance form does not adequately described your duties, or they are of a particularly specialized nature, you may want to request to give a presentation.  The JJEC may also request that you be present to answer any questions they may have.  You cannot be present for the actual deliberations of the committee.

What if I don’t agree with the rating

If you don’t agree with the rating you may appeal the decision.  Please see a member of the JJEC or speak with HR about appealing.

Who can I go to for help?

The CUPE representatives on the committee will be happy to answer any questions you may have about the process or the form.  The form should be filled out using your own words, so members of the committee will not tell you what to write.

Grievances

What is a grievance?

A grievance is a violation of your Collective Agreement, Human Rights violation, Occupational Health and Safety Act violation or Labour Relations Act violation. We get complaints on every aspect of working conditions in the workplace.

When should I contact the union?

If you feel that there has been a dispute, difference of opinion or interpretation between yourself and the Corporation, or a violation of the Collective Agreement you should contact your steward.

If the steward is not able to provide the information and support your issue will be taken to the Site Chair.  The Site Chair will contact the appropriate people to try to resolve the issue.  Hopefully it can be resolved without filing a grievance.  If not, a formal grievance will be filed.  The President and Vice President will be notified about the grievance and may take an active role in the process.

Are all grievances the same?

There are a few different types of grievances: individual, policy/union, and group.

An individual grievance is a complaint that an action by the Corporation has violated the rights of an individual as set out in the Collective Agreement, law or some unfair practice. Examples of this type of grievance include: discipline, demotion, classification disputes, denial of benefits, vacation, leave of absence, etc.

A policy/union grievance is a complaint by the Union that an action or failure or refusal to act by the Corporation is a violation of the Collective Agreement that could affect all members who are covered by the Collective Agreement.

A group grievance is a complaint by a group of individuals, for example, a department that has been affected the same way and at the same time by an action taken by the Corporation.

If you have any questions or would like to file a grievance, please contact your steward to discuss the details.