NEXT MEMBERS Meeting: Wednesday June 5th 6:00pm Gorge Rd Legion.
Relative Merits of Percentage versus Flat (across –the-Board $) increases in wages (Research Note for CUPE2011 members to read)
These are the two main approaches to calculating and implementing wage increases.
Depending on the circumstances, it is possible to select one or the other method or to
combine them.
% Increases:
This is the traditional method of calculating and allocating wage increases to members.
Using this approach, wage increases are calculated by applying a fixed percentage to all positions on the wage grid within a bargaining unit.
Considerations
The method is extremely simple. Take the old wage grid and apply a common percentage to all positions on that grid to calculate the new grid. In a multi-year or multi-staged agreement, this would be done every time a new increase is to be implemented.
Using this method preserves the relative position and relative hierarchy of all
wage levels within a bargaining unit over time. Because everyone receives a
similar percentage increase, nothing within the hierarchy is changed.
Flat or Across-the-board $ increases:
Typically, reliance on this method is used to bring about changes in the relative position and hierarchy of wage levels within the bargaining unit. Using this approach, wage increases are implemented by increasing all wages within the bargaining unit by a similar dollar and cents amount.
Considerations
The method is more complicated to implement than is the case with the
percentage increase. This is because an increase negotiated at the bargaining
table needs to be translated into the appropriate dollar and cents amount used
to increase wages. This requires more detailed information regarding the nature
of the bargaining unit, the number of members and how much each member is
being paid at the close of the old collective agreement.
This data is used to calculate a “weighted average wage rate” for the bargaining
unit. The weighted average rate is then multiplied by the negotiated percentage
increase to yield a dollar and cents figure that is then applied to all wages on the
wage grid.
The across-the-board method is generally seen as a tool used to lessen the degree of wage inequality within a bargaining unit. This is because applying a constant dollar and cents amount to all wages has the effect of lessening the percentage difference separating the lowest from the highest wage within a bargaining unit. For example, a $1 per house increases represents 10% to someone earning $10 per hour but only 5% to someone earning $20 per hour.
Over time therefore, using this approach steers additional benefit to the lower
paid members of the bargaining unit and reduces the degree of inequality within
the bargaining unit, with the latter measured by the gap separating the lowest
from the highest wage.
The impact of inflation:
The reality of inflation complicates these calculations and the application of either
method. If the rate of inflation exceeds the negotiated rate of wage increases as may
sometimes be the case, then degree of inequality within the bargaining unit (the distance separating the lowest and highest wages) will decline in real terms.
This is because inflation undermines the value of money; consequently, a two dollar gap
in wage levels is worth less today than a similar two dollar gap five years ago simply
because two dollars today buys less than a similar amount five years ago.
On the other hand, if wage rates rise faster than the rate of inflation the opposite
applies. With the percentage increases in particular, the degree of inequality within the
bargaining unit can increase.
This is sometimes a reason why unions may be more inclined to rely upon a flat or
across-the-board increase when they are in a position to gain wage increases above the rate of inflation. That way, it is possible to reduce the level of internal bargaining unit
waging equality while guaranteeing all members rates of increase that preserve their
real wage levels in the face of inflation.
CUPE2011
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CUPE Local 2011 Newsletter- December 2017
President’s message: Michael Roth
I am excited to have been given a clear mandate by the membership to continue representing you as President of our Local. I would like to thank Brother Basi for engaging in a healthy and vibrant election campaign. I greatly appreciate the membership’s vote of confidence in my work and thank you for participating in the election vote of October 2017.
Collective Agreement Ratification:
Hopefully you have heard by now CUPE Local 2011’s Bargaining Committee negotiated a new four year Collective Agreement which took effect on Monday November 27, 2017.
The Contract includes a lift of 1.75% for 2016 and 2% for 2017, 2018 and 2019. Retro pay is on its way and you should see changes to your pay very soon. The Union and employer have also agreed to meet to negotiate improvements to the Article 1:07 of the Collective Agreement. It is the intention of the Union to improve the conversion process which currently falls short of addressing precarious worker access to fulltime employment and benefits. Any proposed changes would be presented to the membership prior to taking effect.
Please see pamphlet link below for information on our Greater Victoria Labour Relations Association LTD Benefit.
Hello brothers and sisters of CUPE Local 2011!
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NOTE You can contact the union office from the ‘CONTACT US’ tab.. with your comments and questions..
Want to see what your benefits package includes.. see the Resources – Desjardins booklet download section !
Employee Assistance Program contact information available under Resources !
New BC Human Rights Commission (click headline for link)
CUPE Local 2011 Newsletter – August 2017
PRESIDENTS MESSAGE: MICHAEL ROTH 
It has been almost two years since I was elected President. Time has flown by and I have been fully immersed in the work of the Local. Applying new knowledge of the Collective Agreement and the legal framework of Human Rights, Labour Law, arbitration and mental health issues has been very rewarding. Communicating the Union’s position on the many operational changes which effect the bargaining unit, while being mindful of the possible impact any change may have to the brothers and sisters of Local 2011, is always foremost on my mind when meeting with the employer.
I continue to work with executive members to sign off on a number of accommodations and return to work agreements as well as resolve grievances both old (54 inherited grievances resolved to date) and new (12 grievances resolved since taking office). I have met with many members one on one and arranged section meetings to hear from work groups about common issues and concerns. If your section or work group would like to meet (after hours) let me know and we will coordinate a meeting time and date. During this same time I have also implemented administrative changes to help try and improve the workflow your Executive takes on.
I could not have managed without the help of your Executive, CUPE National Rep and Shop Stewards. Your Executive and Shop Stewards have done a tremendous job of representing you. Work undertaken by them may have included representing your coworkers at a Step 1 or Step 2 Grievance, workplace investigations (bullying & harassment or accident investigation), observing at a job interview, or participating on various Committees. Please take a minute to thank them for the work most do while still putting in a full work week as a Saanich employee.
Job Evaluation Update. The employer and Union have met several times over the past few months to review and discuss the final stage of the JE Review. The Committee is working hard to find a solution which meets the goals of the review process.
Bargaining Update. The employer and Union are looking to begin bargaining in the fall after the JE review is complete. Dates are being considered which ensure the parties can have all their bargaining committee members at multiple meetings through to the end of the year. CUPE National has determined there will be a policy of no concession bargaining and as such your Local will not give in to concessions, two-tier contract provisions, or increasing precarious working conditions.
Acting Pay Policy Grievance. The employer has agreed to return to the language of the Collective Agreement and has reimbursed everyone who had been underpaid between 2015 and 2016 for acting while in a higher position, both CUPE to CUPE and CUPE to exempt. If you did not receive the balance of your pay for acting hours during the month of June 2017 please talk to your supervisor or manager (please check your pay stub).
Executive Member Profile: Randy Smith, Vice President for Outside Workers
I have been with the District of Saanich for 23 years and actively involved with the Local most recently since 2010, serving as Shop Steward for Solid Waste Services and Fleet. For the last two and a half years I have been on the Executive as VP for Outside Workers.
My focus has been mainly grievance handling and work place conflicts. I continue to take Union related courses to further educate myself & to be able to represent our members effectively. Some of the courses I have taken are: Introduction to Stewarding, Facing Management, Conflict Resolution, Stress in the Workplace, Health and Safety-Taking Action on Workload, and Public Speaking.
Utilizing my problem solving skills, I would like to be more involved in Occupational Health & Safety &, Duty to Accommodate issues to better assist our 2011 members.
Thank you for your continued support.
Shop stewards. Your Union is always looking for members who would like to participate in the work we do. We can assist you in learning more about the grievance process, accommodations & return to work, communications, educating your coworkers, or health and safety in the workplace.
Whether you are an existing Shop Steward or want to consider becoming one talk to your Unit Vice President or myself to find out more. We can sit down and talk about your options and how your Local can support you in increasing your knowledge and skills. Keep an eye out for updates for training opportunities being planned for the fall of 2017.
Committees. We are looking to establish a Young Workers Committee for workers under 30 years of age and a Pink Triangle Committee. The Young Workers Committee will help educate and build links with other sectors in the labour movement. The Pink Triangle Committee promotes and defends the rights and freedoms of lesbian, gay, bisexual transgender, transsexual and intersex (LGBTTI) persons. Committee members do not need to be Shop Stewards. If you would like to know more please contact the Union office.
Wishing you all a happy and fun filled summer. Michael Roth.
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2017 Greater Victoria CUPE Scholarship Application – Deadline Sept 29th
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