Your union is fighting back after a member was recently issued a letter of warning for “insubordination” after they rightfully exercised their right to refuse unsafe work. Let’s be crystal clear: prioritizing your safety is not insubordination, it’s your fundamental right.

This action by the employer is unacceptable and sends a dangerous message that productivity is more important than your well-being.

We strongly condemn this decision and are taking immediate action.

Your Right to Refuse Unsafe Work is Non-Negotiable

Every worker in British Columbia has the legal right to refuse work they believe is unsafe for themselves or others without fear of being disciplined. This isn’t just a union principle; it’s the law.

You are the one who determines if a task is safe for you to perform.

You do not have to prove it’s unsafe; you only need to have a reasonable belief that it is.

Your employer has a legal duty to investigate your concerns and ensure the hazard is corrected.

Consider these examples:

Physical Refusal: You refuse to operate a vehicle that has faulty brakes. The danger is clear and immediate.

Psychological Refusal: You refuse to attend a one-on-one meeting with a manager who has a documented history of bullying you, unless a union steward is present. The hostile environment they create is the hazard, and it poses a real risk to your mental well-being.

In both scenarios, the worker is identifying a hazard and taking steps to protect themselves. The source of the danger is different, but the fundamental right to be safe at work remains the same.

Your union is committed to ensuring the employer recognizes all safety risks. If you feel you’re in a situation that is unsafe for either your physical or mental health, you have the right to refuse, and we have your back.

Disciplining an employee for exercising this right is a form of intimidation and a direct violation of workplace safety regulations.

How We’re Fighting for You:

CUPE 1048 will not stand by while a member is punished for protecting themselves. We have filed a formal grievance to have this unjust letter of warning immediately removed from our member’s file. We are also going to engage the Joints Health and Safety Committee, as well as WorkSafe BC if it needs to happen in order to resolve these issues.

We are sending a clear message to the employer: we will always defend our members’ rights, especially when it comes to health and safety. The safety of our members will always be our highest priority, and we will use every tool available to us to ensure it is respected.

What to Do If You Face Unsafe Work:

If you ever find yourself in a situation where you believe the work is unsafe, remember these steps:

Stop Work: Immediately stop the task you believe is unsafe.

Report It: Report the hazard to your direct supervisor right away.

Call Your Union: Contact a steward or the union office immediately. We will support you through the entire process.

Your solidarity is our strength. Standing together ensures that every one of us can go home safe at the end of the day.

In Solidarity,

CUPE 1048

Hello CUPE 1048 members,

We have been hearing from many of you about concerns regarding internal job applications that you are applying for and the selection process for promotions, transfers, and new positions within the City of Prince George. Your Union is here to support you and ensure your rights are protected.

It is important for all members to understand their rights as outlined in our Collective Agreement. If you believe you were unfairly overlooked for an internal job posting, you may have grounds for a grievance. Our Collective Agreement has specific language regarding this, stating that any grievance related to the selection process will skip the first step and proceed directly to Step 2.

This is an important distinction because it means a selection grievance goes directly to the Central Grievance Committee. This committee, which includes representatives from both the Union and the Employer, meets regularly to discuss and attempt to resolve these issues. This streamlined process allows your union to address your concerns with management at a higher level more quickly.

What to Expect When You Contact the Union?

To be transparent about the process, here is what happens when you bring a selection concern to the Union:

Initial Contact: When you contact us with a concern about a job you applied for, we will first ask for information about the position and your qualifications. We need to understand your specific situation to determine if there’s a potential grievance.

Information Gathering: Your union representative will then formally request to review the competition file from the Employer. This file contains crucial information, such as the job posting, the successful candidate’s qualifications, and the interview notes. This step is essential for us to assess if the process was fair and in line with our Collective Agreement.

Action Plan: Once we have reviewed the file, we will determine the best course of action. In some cases, we may be able to resolve the issue directly with the Employer. If not, and we believe there is a clear violation, we will then file a formal grievance that begins at Step 2 of the grievance process.

Grievance to Central Committee: At this stage, your grievance is presented to the Central Grievance Committee, where your union representatives will argue your case with management to seek a resolution.

We want to make it clear that your union is committed to investigating and addressing every selection grievance that comes forward. However, it is crucial that you notify a union representative immediately if you feel you have been unfairly treated. Our Collective Agreement has strict timelines for filing grievances, and we must adhere to these to ensure your case can be properly processed.

If you have applied for a position and were not selected, and you believe it was a violation of the Collective Agreement, please reach out to your union representative as soon as possible. Your timely action allows us to protect your rights and investigate the matter effectively.

In Solidarity,

The CUPE 1048 Executive

*Please feel free to utilize the form below if you wish to contact a Union Representative regarding this or other issues*

Hello Brothers and Sisters of CUPE 1048,

I know many of you are eager to get your hands on a copy of the new Collective Agreement, and I want to assure you that getting it into your hands has been, and remains, a top priority for your Executive team.

We have completed our work on the Union’s side and passed a final draft of the new Collective Agreement over to the Employer almost a month ago. We’ve been working hard to ensure all the details are accurate and reflect what we collectively bargained.

Unfortunately, we can’t provide a specific timeline for its release at this moment. We are still waiting on the Employer to come together with us to finalize and sign the agreement. We are confident that we will have a resolution soon and will get the finalized Collective Agreement published as quickly as possible once we have it.

In the mean time, the Monetary and Non-Monetary updates to the collective agreement, as well as a copy of the previous collective agreement can be found by visiting the resources section of our website.

Thank you for your patience and continued support.

In Solidarity,
Reid Madisen-Boyce
President, CUPE 1048

 

Reid Madisen-Boyce

(And Finn the Dog – Woof)

 

Please let us know your thoughts using the form below, and we will get back to you in 24-48 hours

 

Let’s mustard up some enthusiasm!

I know, I know – it’s only July. But we want you to save the date in September! We’re trading boardrooms for barbecue tongs and heading to the park for the September general meeting. Come on down to grill the new exec, swap some bad puns and bond over buns.

Do you have suggestions for other locations for future meetings? We’d be thrilled to have some feedback! Simply submit feedback using the form below and let us know what you think!

Next general meeting on November 28 will be held via zoom at 6 pm.

Non-monetary signed green sheets Non monetary signed green sheets cupe399_1048 nov 2024

Monetary signed green sheets monetary signed green sheets cupe399_1048 nov 2024

 

 

Bargaining Info Session Wednesday, October 23
In advance of mediation starting, we will be hosting a hybrid information session on Wednesday October 23.

In-Person Location: Van Bien (Training Centre) Elementary School
Time: 6:00 pm
Hybrid Zoom link: Join the meeting here

Agenda items:

Nominations & by-elections:
Sgt at Arms & 2nd Vice President term ending 2025

Elections:
Treasurer – Nominees: Sonja Towle

Chief Shop Steward – Nominees: David Wieler, Craig Tott

Nominations: Bylaws committee members – 3 positions

Please check your email for the complete list of agenda items.

If you want to receive emails & updates from us, send an email to membership@cupe1048.ca to be added to the email list.

The CUPE 1048 Executive is working on a new anti-bullying campaign. If you have ideas for slogans or want to talk about the campaign please reach out by emailing membership@cupe1048.ca or join the CUPE 1048 Members group on Facebook to take part in the discussion.