Upcoming Meetings and Member Resources

Health and Safety

The health and safety of our members is of utmost importance. CUPE Local 4700 is committed to maintaining a safe and healthy workplace for all members.

CUPE 4700 Health and Safety Committee Representatives

Norfolk County 

• Chris Kindy
• Russ Cudney
• Vicki Rutherford

Haldimand County

Health and safety in the workplace is governed by the Ontario Occupational Health and Safety Act (OHSA).
For more information, please refer to the OHSA.

WSIB Representatives (Level 1 & 2)

Norfolk County

• Chris Kindy
• Russ Cudney
• Vicki Rutherford
• Angela Fehrman

• Jason Cole
• Jamie McCrea
• Carlton Hill

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Joint Job Evaluation Committee (JJEC)

The Joint Job Evaluation Committee (JJEC) is made up of both union and management representatives. Its purpose is to ensure pay equity across all jobs in the bargaining unit.

What Does the JJEC Do?

The committee evaluates jobs based on the value of the job itself, not:

• The individual doing the job
• Their performance
• Their qualifications
• The volume of work

Jobs are evaluated internally only and are not compared to similar jobs outside the bargaining unit.

Factors Used in Job Evaluation

Jobs are assessed using the following factors:

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

CUPE 4700 Representatives on the JJEC

Norfolk County 

• Russell Cudney
• Chris Kindy
• Theo Karagias
• Nicole Boyd-Cudney
• Angela Fehrman
• Andrea Personnic

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How Job Evaluation Works

• The Union and Management jointly negotiate, implement, and maintain the job evaluation program.
• The JJEC consists of three CUPE members and three management representatives.
• The committee meets periodically to review and score jobs using an agreed-upon system.
• Decisions are made by consensus.

New Jobs

Newly created jobs are evaluated and placed into the appropriate pay band based on their duties and responsibilities.

Existing Jobs

Existing jobs may be reviewed when duties change to ensure job descriptions remain accurate.

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Requesting a Job Re-Evaluation

If your job duties have changed, you may request a review.

Steps to Request a Re-Evaluation

1. Obtain a JJEC Form from Human Resources.
2. Complete the form using your own words.
3. Review the form with your supervisor and discuss any differences.
4. Once signed by your supervisor, submit the form to HR along with any supporting documentation.
5. HR forwards the form to the JJEC for review at the next meeting.
6. The JJEC evaluates the submission and reports the decision to HR.
7. HR sends you a Decision of Rating form.

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What Happens if My Pay Band Changes?

If the Pay Band Moves Down

• Your current wage does not change.
• The position becomes “red circled.”
• When the position is vacated, it will be posted at the lower rate.

If the Pay Band Moves Up

• You will be paid the higher rate, retroactive to the date the maintenance form was submitted.

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Can I Attend the JJEC Meeting?

• You may attend only to give a brief verbal presentation about your job duties.
• You cannot be present during committee deliberations.
• The JJEC may request your attendance to answer questions.

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If You Disagree with the Rating

If you do not agree with the decision, you may appeal the rating.
Please contact:

• A JJEC member, or
• Human Resources

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Need Help?

CUPE 4700 representatives on the JJEC are available to answer questions about:

• The process
• How to complete the form

They cannot tell you what to write, as the form must reflect your own work.

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Grievances

What Is a Grievance?

A grievance is a violation of:

• The Collective Agreement
• The Ontario Human Rights Code
• The Occupational Health and Safety Act
• The Labour Relations Act

When Should I Contact the Union?

If you believe there has been:

• A dispute or disagreement with the employer
• A violation of the Collective Agreement

Contact your shop steward.

If the issue cannot be resolved, it may be escalated to the Site Chair, and if necessary, a formal grievance will be filed. The President and Vice-President will be notified and may become involved.

Types of Grievances

• Individual Grievance: Affects one member (e.g., discipline, classification, benefits).
• Group Grievance: Affects multiple members in the same way.
• Policy/Union Grievance: Affects the bargaining unit as a whole.

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Duty to Accommodate

The duty to accommodate applies to all grounds of discrimination under human rights legislation and the Canadian Charter of Rights and Freedoms.

What Is Accommodation?

Accommodation involves changing workplace rules, duties, schedules, or conditions to remove barriers for workers with disabilities—up to the point of undue hardship.

Accommodation may include:

• Modified duties or schedules
• Adjusted workspaces
• Temporary or permanent reassignment
• Flexibility in productivity expectations

At its core, accommodation means treating workers differently so they can be treated equally and with dignity.

A Joint Responsibility

Accommodation is a shared process involving:

• The employee
• The employer
• The union

The employer cannot exclude the union from this process.

Employer Responsibilities

• Begin accommodation once aware of a disability
• Make meaningful inquiries into needs and limitations
• Consider accommodation proactively where a disability may exist

Employee Responsibilities

• Disclose general nature of the disability and limitations
• Cooperate with the employer and union
• Accept reasonable accommodations

Union Responsibilities

• Participate actively in the process
• Represent the worker’s interests
• Protect the rights of other members
• Be flexible with collective agreement provisions if necessary

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Examples of Workplace Accommodations

• Ramps and automatic doors
• Improved lighting
• Lowered shelves or equipment
• No-scent policies
• Visual fire alarms

Other accommodations may include:

• Modified duties
• Adjusted schedules or hours
• Temporary productivity adjustments
• Reassignment to suitable work

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What Is Undue Hardship?

Accommodation may end when:

• The worker is successfully accommodated, or
• Undue hardship is reached

Factors Considered

• Financial cost
• Workplace safety
• Impact on the collective agreement
• Impact on other workers
• Size of the operation

Costs must be substantial and proven, and safety concerns must be real, not speculative.

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Enforcing the Right to Accommodation

Unionized workers can enforce their rights through the grievance and arbitration process. CUPE members across Canada have been highly successful in ensuring proper accommodations.