FREQUENTLY ASKED QUESTIONS
GENERAL UNION INFORMATION
I want to start receiving union emails to my personal email address. How do I sign up?
ANSWER: To start receiving union emails to your personal email address, simply click this link to sign up: SIGN UP NOW
Who do I contact in the Union for….?
ANSWER: For Union inquiries, visit the CUPE 8443 website’s Executive page. Here, you’ll find contact information for all Executive positions, including the President, Vice-Presidents, Treasurer, Secretaries, Member Officer, Committee Chairs, and Trustees. Job descriptions can be found in the Bylaws section as well as on the website under Local Information > Job Descriptions.
If you’re unable to reach a specific individual, any Executive member can assist or direct you accordingly. For concerns related to grievances, contacting one of the Stewards is advised.
Where do I find the General meeting minutes and Treasurer’s report?
ANSWER: For details on general meeting information, including meeting synopses and reports, please visit our website’s “General Meeting Info” section. Alternatively, you can reach out to recordingsecretary@CUPE8443.com for assistance.
For access to Treasurer’s Reports, which are located in the password-protected “Financial Information” section of our website, please contact treasurer@CUPE8443.com for further assistance.
What documents do I need to submit, and to whom, for tuition assistance?
ANSWER: To inquire about tuition assistance, please refer to Article 13:02 of the Bylaws Approved October 2022 on our website under “Local Information” -> “Bylaws.” Alternatively, you can request this information by emailing recordingsecretary@CUPE8443.com.
I am a 10-month Employee, what do I do for school break closures?
ANSWER: During school breaks, 10-month employees will receive an email containing the necessary details for applying for EI if desired. Following the break, permanent and temporary contracted employees will resume duties at their assigned schools, whereas substitutes will maintain their placement selection through ADS.
I can’t find the email about Employment Information. Where can I find this?
ANSWER: We send out the email approximately a week or so before each break for 10-month employees, however, you can find it here. Alternatively, it is always on our website and can be accessed at any time throughout the year.
I need someone to look after my children while I attend a General Meeting, what can I do?
ANSWER: If you need babysitting to attend a union meeting outside your regular work hours, you can seek reimbursement by providing a handwritten receipt to the union and completing the form provided by the treasurer. Babysitting can be provided by anyone; it doesn’t have to be a daycare, with the exception of your spouse/partner. The maximum reimbursement is $30.
INCIDENT INFORMATION
I am having a problem at my site, what can I do?
ANSWER: As a first step, we encourage you to discuss the matter with your supervisor, aiming to find a resolution. Should you find it unresolved, feel free to contact our president via phone or email. They can offer initial guidance on where to begin or which article in the collective agreement might apply. While some solutions may be swift and straightforward, others may demand time and your active involvement. Rest assured, we’re committed to assisting you in any way possible.
My supervisor wants to talk to me in a 1 on 1 meeting. Do I need a union representative?
ANSWER: If a meeting is scheduled where disciplinary action may be taken against an employee, it’s the supervisor’s responsibility to inform the employee of their right to have a Union Steward present. If this notification is not given, the employee retains the right to halt the meeting and request a Union Steward’s presence. The Steward will then provide support, take notes, and guide the employee through the subsequent steps. Please contact the President or VP Chief Steward if you think you need a union representative.
What do I do after an incident with a student occurs?
ANSWER: Firstly, identify any witnesses to the incident and include them as witnesses on a School Incident Report Form. Next, inform your administration team about the situation, including any injuries sustained, the cause of the altercation, and any known reasons.
Once these steps are completed, fill out a School Incident Report Form, available on the CUPE 8443 website under “Local Documents” and on the SPSD website. The form will inquire about injuries, property damage, the severity of the altercation, and its location and time. Completing the form is crucial for your safety, especially if injuries worsen, and for record-keeping purposes.
Additionally, filing a WCB online report is essential in such instances to ensure appropriate documentation of violent incidents or altercations for future reference. It’s imperative to take injuries seriously, as they are not part of your job description. Both you and the administration need to prioritize addressing such situations promptly and effectively.
What rights do I have when declining to perform a hazardous task?
ANSWER: If a task poses too great a risk, you have the option to decline. The right to refuse work entails the ability to reject tasks that are deemed unusually hazardous to yourself or others, deviating from the norm for your job duties.
However, for Educational Assistants (EAs), behaviours outlined in intensive support plans and for which you possess adequate training and/or equipment may not suffice as grounds for refusal. This entitlement is safeguarded by the Saskatchewan Employment Act and should only be invoked if previous rights, such as the Right to Know (voicing concerns over lack of training) and Right to Participate (addressing unsafe conditions), have proven ineffective in ensuring workplace safety. While exercising the right to refuse should be approached seriously and not trivially, do not hesitate to speak up if you perceive your work environment to be exceptionally perilous. If you or others face potential harm, you have the right to decline without fear of reprimand or dismissal.
If a student breaks a staff member’s personal belongings, what is the coverage provided by the school board, and what is the extent of reimbursement?
ANSWER: The division generally doesn’t cover lost or stolen personal items, but there are exceptions outlined in AP519. Please review the AP, consult with your supervisor or principal, and explore the option of filing a claim.
AP 519 – PERSONAL BELONGINGS BACKGROUND
The Division typically doesn’t reimburse for lost or stolen personal belongings.
PROCEDURES
1. The Principal shall notify staff, students, and parents about the Division’s policy regarding personal belongings.
2. Report any exceptional loss or damage through the Principal to the Chief Financial Officer for review and record-keeping.
Regarding damage to your vehicle while at work, what amount can be claimed for repairs in the event of vandalism such as keying or window-smashing? Additionally, what other incidents are covered under School Board Insurance?
ANSWER: AP 518 – INSURANCE BACKGROUND
10. Compensation for vehicle vandalism occurring during work on school property or related business is limited to $200, valid for six months post-incident. Employees are required to submit a vehicle vandalism form to apply for reimbursement.
I am being laid – off. What is the procedure?
ANSWER: If staff reductions occur within a job classification, the employer will follow the procedures laid out in the Collective Agreement under Article 14. A Union representative will be present with you throughout the process and discuss your options to retain employment.
SITE BASED QUESTIONS
How are the OH & S Committees Run?
ANSWER: From AP 406 – EMPLOYEE SAFETY
1. Each location must maintain Occupational Health and Safety Committees with the following duties:
– Conduct a minimum of four meetings per year.
– Document and display meeting minutes.
– Address health and safety concerns.
– Perform workplace inspections and report necessary actions.
– Aid in hazard identification, training initiatives, and updates on safety materials.
– Investigate and report accidents.
– Fulfill mandatory training requirements as per legislation.
2. Safety training will be conducted during regular working hours with standard salary compensation.
3. Failure to comply with safety protocols will result in progressive disciplinary action.
4. Unsafe conditions should be reported to the Occupational Health and Safety Committee; if not resolved promptly, notify the Occupational Health and Safety supervisor.
When can I take my breaks throughout the working day?
ANSWER: From: AP 130 – SCHOOL HOURS BACKGROUND
The schedule of school hours adheres to The Education Act, 1995, and The Education Regulations, 2019.
PROCEDURES
1. Each school day with instruction must include:
1.1. Either a 15-minute recess or two 15-minute break periods, one in the morning and one in the afternoon.
From: Support Staff 8443 Contract
19:09 Employees are entitled to one 15-minute paid break in the first half of the workday and one in the second half, determined by their supervisor. Accumulation of breaks is not permitted.
Question: At what temperature do staff and students not go outside?
ANSWER: From AP 366 – INDOOR RECESS/NOON RECESS PERIOD
BACKGROUND
During severe weather conditions, the Principal has the discretion to announce an indoor recess or noon recess period.
PROCEDURES
1. Indoor recess is implemented when the temperature, including wind chill, reaches -27°C in winter.
2. Notifications for indoor recess are issued upon receiving severe weather warnings.
3. The division abides by safety guidelines provided by the City of Saskatoon’s Emergency Measures Organization.
From 8443 Contract:
ARTICLE 33 – OCCUPATIONAL HEALTH AND SAFETY
33:01 The Union, the Board, and employees prioritize health and safety, adhering to statutes and legislation.
33:02 In instances of extreme weather, safety discussions involve the Driver Educator Manager for in-car instruction.
If you have to work outside in the cold, what are the steps and temperatures for warm-up breaks?
ANSWER: In cold conditions:
– Initiate warm-up breaks when temperatures reach -26°C (-15°F) accompanied by winds of 16 km/h (10 mph).
– Cease all non-emergency tasks when temperatures plummet to -43°C (-45°F) without wind.
– Refer to the provided chart for guidance during windy conditions.
– These recommendations apply to moderate to heavy physical exertion within a four-hour timeframe.
– Following four hours of work, take a ten-minute warm break in a comfortable environment.
– Assumes workers are in dry clothing.
– These temperature guidelines are approximate.
– Schedule a regular break every two hours and additional warm-up breaks as necessary.
– This guideline supplements existing cold weather work protocols to enhance worker safety.
What do I do now that I’m an EA2 or Caretaker and I’m being relocated?
ANSWER: The Board has the authority to assign EA2’s and Caretakers without posting the positions, as stipulated in Article 15:05 of the Collective Agreement. Job location assignments for EA2’s and Caretakers are at the discretion of the board. While the Board endeavours to provide at least one week’s notice of the effective date of a new job location, operational requirements and student needs take precedence in employee relocation decisions. This provision also applies to Jordan’s Principle EAs, with the only distinction being the source of funding.