Member Centre
No matter if you’re new to CUPE Local 1063 or a long-time employee, here you’ll find information and resources to help you learn more about our Union.
By-Laws & Collective Agreement
New Member Page
Union Discounts
Education
FAQs
On behalf of CUPE Local 1063, I would like to welcome you to our Local!
The purpose of this page is to give a brief overview of what you should know and what our Local does.
Firstly, you may wish to provide your personal email address through the contact page here. Your personal email address will be added to our email list as we send emails periodically about important events happening in our Local. You can remove your email from the list at any time and it is voluntary to provide your email address.
The Canadian Union of Public Employees (CUPE) is Canada’s largest Union with over 715,000 members across Canada and approximately 25,000 members here in Manitoba. CUPE represents workers in many different industries including approximately 475 members at the Workers Compensation Board of Manitoba and SAFE Work Manitoba.
At the WCB and SAFE Work, the Union represents most of the employees which you may hear be referred to as “In-Scope.” This includes most staff in most departments including supervisors. Management, including senior executive, directors and managers, are not a part of the Union. Human Resources and Administrative Assistants are also not included in the Union. These staff may be referred to as “Out-of-Scope.” Being a member of the Union is not voluntary meaning if your position is an In-Scope position, you cannot opt out.
Our Local is run by the Union Executive which includes a President, 1st Vice President, 2nd Vice President, four Executive Officers, Treasurer, Recording Secretary, and Chief Shop Steward. The President is a full time role while the other positions maintain full time In-Scope positions and perform Union duties as needed. There are three trustees who audit the books and accounts of the Union. We also have a team of Shop Stewards who are the front line of the Union and represent the members in any way needed. The Shop Stewards report to the Chief Shop Steward who has a voice and vote at the Executive meetings. You can click here to see our current directory with contact information for each position.
On the directory you will also see a list of all of our Union committees. We are always looking for people to get involved, so please let us know if you are interested in being on a committee! You will notice that some of the committees are “joint” committees. This means that the committee is ran in conjunction with the Employer and will have equal representation from in-scope and out-of-scope staff.
Unions are funded through union dues that will automatically be deducted from your pay cheque. The amount deducted equals 1.25% of your gross wages and is deducted on each bi-weekly pay cheque. On your pay stub, you will see this deduction titled “Union Dues.”
These funds are used for a variety of things. A portion of the funds are sent to our partners such as CUPE National, CUPE Manitoba, and the Manitoba Federation of Labour to fund the agencies and to access the supports they provide. The rest of the funds are held within our local and are used to cover the ongoing cost of our Union. Some examples include representing members at arbitration, paying for strike related costs, training our Union Executive and Shop Stewards, paying honorariums to members who participate in Union activities and more.
The Union office is currently found on the 2nd floor of 363 Broadway on the north side of the building. You can reach out to the Union President directly by clicking here. You can also reach out to any Union member found on the directory and we will be happy to direct you as needed.
You can also access an array of discounts by being a part of the Union. Visit our discounts page in the member centre to see the list of discounts you can access.
If you are new to the company then you are likely on probation as a condition of your employment. This can be a vulnerable time and I encourage you to reach out if you have any questions. There is no harm or shame in seeking assistance from the Union in any way or at any time.
Written by Stefan Gudmundson
Union Discounts
You can find a list of all active CUPE discounts on the CUPE Manitoba website here! Be sure to show your CUPE membership card when redeeming these discounts. Please note that for the Marks Work Warehouse discount, a separate discount card is required. Contact the CUPE President about obtaining the discount card.
Receive 12% off all Bell/MTS airtime rates and receive a $25.00 accessory credit with any new phone purchase.
Dave Moist 254-8282 or 981-3283.
Winnipeg: 1389 Niakwa Road East. Phone: 254-8282
St. Vital Centre. Ph. 255-8389
Steinbach: Victoria Plaza, Ph. 346-1400
Winkler: Southland Mall, Ph. 325-7536
30 minutes free consultation by phone or in person. A discount off of the firm’s regular rates for a variety of legal matters will be offered.
Winnipeg: 724 Cargill Building – 240 Graham Avenue, R3C 0J7
Phone: 942-0501 (24 Hour Answering Service)
www.myersfirm.com or e-mail [email protected]
- Initial Contact – Identify yourself as a member of CUPE in Manitoba. You will be asked to provide a few details ensuring your eligibility in the Legal Care Plan, as well as some information with reference to the nature of your problem. Once your eligibility is confirmed, you will be referred to a lawyer who practices in the area of law for which legal assistance is required. Please note, within Manitoba, collect calls are accepted.
- Coverage – Under the Myers Weinberg Legal Care Plan: there is no charge for the first 30 minutes of consultation with a lawyer at Myers Weinberg. These 30 minutes may be used either by speaking to a lawyer on the telephone or by arranging an appointment and meeting with the lawyer assigned to the file. After the initial consultation, the member may choose to retain a lawyer from Myers Weinberg and pay a preferred rate agreed upon between the member and the lawyer or to decline the use of the Legal Care Plan and retain another law firm.
- Eligibility – All CUPE Manitoba members and their immediate families are covered by the Legal Care Plan.
- Confidentiality – All legal services are provided on a confidential basis between lawyer and client.
Services – Legal services from Myers Weinberg:
- aboriginal law
- arbitration and mediation
- business law
- child protection
- civil litigation
- constitutional law
- corporate and commercial
- criminal law
- employment law
- family law
- franchise law
- mortgages and foreclosures
- real estate
- trademark and copyright
- wills and estates
- wrongful dismissal
Myers Weinberg offers a comprehensive range of legal services to individuals, families, First Nations, unions, associations and businesses. In addition to holding membership in the Manitoba Bar Association, the Canadian Bar Association and the Canadian Association of Labour Lawyers, members of Myers Weinberg also actively support the United Way, Rossbrook House, the Winnipeg Symphony Orchestra, the Jewish National Fund, Circle Molière, the Canadian Jewish Congress, the Canadian Sunday School Mission and numerous other community boards and organizations. Myers Weinberg would be pleased to send a member of the firm to a meeting of any CUPE Manitoba local membership meeting to personally discuss the Legal Care Plan. Call to arrange a meeting time.
25% off all regularly priced Paint
Brandon: 3 – 523 8th Street. Phone. 727-0536
Winnipeg: 995 Arena Road. Phone: 958-7100;
3275 Portage Ave. Phone: 958-7131;
994 Nairn Street. Phone: 958-7115;
12-200 Meadowood. Ph. 958-7123.
Below market prices on home, condominium and tenants Insurance. Available to all CUPE members throughout the Province.
Winnipeg: 390 York Ave. Phone: 942-7563, Fax 942-7562
E-mail – [email protected].
CUPE Members will receive 10% off regularly priced foot wear. Also available through their mobile service where numbers warrant.
Winnipeg: 1400 – 305 McPhillips Street
Phone: 772-3433
Fax: 783-8872
CUPE Members will save $129.00.
Our Valid TM active visual deterrent system:
- Two hidden door sensors;
- One passive infrared sensor;
- One loud interior siren;
- One Digital LED keypad;
- One Safeguard control system;
- 24-hour monitoring and response as provided by SecurTek in Winnipeg.
- Installation (4 payments) $93.75 plus taxes.
- 24 hour monitoring $165.00 per year plus GST.
Phone: Ron Tayler @ 589-7507 or e-mail at [email protected]
Winnipeg: 471 College Ave., R2W 1M7 Ph. 589-7507, fax 582-5964,
E-mail: [email protected]
Discounted Home Insurance for CUPE Manitoba members. 24/7 Service.
- Interest Free Monthly Premiums
- Instant Documentation – No more delays, your insurance papers are available to you immediately.
- Increased levels of protection available.
- Members only website enables members to view and interact with their insurance plans, request coverage changes and contact their Service Supervisor in a private and secure online environment.
Phone: 1-800-563-0677 www.johnson.ca
Sale on Safety Glasses
Pleased to offer a 20% discount off their regular price list towards the purchase of complete glasses for family members.
Winnipeg: 1079 St. Mary’s Rd.
Albert Todd Phone: 256-0063
10% Discount Card can be obtained from your union office.
3% Over cost discount on all new vehicles
Brandon Location: http://kelleherford.dealerconnection.com/
1445 – 18th Street North, Brandon, MB R7C1A6
Phone: (204) 728-8554
Dauphin Location: http://kelleherforddauphin.com/
119 – 2nd Avenue NW, Dauphin, MB R7N1H4
Phone: (204) 622-3673
A CUPE membership card must be presented to receive this discount
We are pleased to offer a 15% discount {excluding take home medications and prescription food} to C.U.P.E members.
995 Main Street
Winnipeg, MB R2W 3P8
Phone: (204) 586-3334 Fax: (204) 586-6814
Email: [email protected]
www.animalhospofmb.com
“WE CARE FOR YOUR PETS AS IF THEY WERE OUR OWN”
CUPE Manitoba does not endorse the services/business on this page.
Education
Please visit: https://cupe.ca/union-education
FAQs
You can reach out to anyone on the CUPE 1063 executive team or any of the shop stewards if you need assistance. Contact information for these individuals can be found here.
Your union can discuss if this is an issue covered under our collective agreement. If it is, you may be able to submit a grievance and we can help with that.
A grievance is a complaint concerning something the employer did or did not do. It can also be:
- A violation of the collective agreement.
- A violation of federal or provincial employment-related laws
- When the employer changes the way they apply collective agreement language
If the union and the employer go through the steps in the grievance procedure and cannot resolve the grievance, either side can choose to send the grievance to arbitration. This is when an independent single arbitrator, or an arbitration panel, listens to the union and the employer and then makes a decision that both sides must follow.
Some options to resolve issues that may not fit the criteria for filing a grievance could include
- Asking the union for help in talking to your supervisor informally about the problem.
- Refer the issue or problem on to the union executive, so they can potentially address this issue in bargaining or at joint committee meetings, such as the health and safety committee, etc.
Yes. The union commits to protecting your privacy. We would never share any personal information you have shared with anyone unless we have your permission to do so.
There are many ways to get involved with your union. Depending on your skills, interest and experience, you may wish to act as a shop steward and help other members with issues. You may also want to participate on a joint committee which may help shape and influence policies at the WCB, participate in the next round of bargaining, or you may wish to run for union executive. The first step is to speak to a union executive member to express your interest.
Work From Home (WFH)
As part of the Letter of Understanding (LOU) signed on February 28, 2022, the Employer has committed to respond by May 16, 2022 to all requests received before February 28, 2022. These requests will be reviewed in the order in which they were received.
As part of the LOU, the Employer has committed to reviewing all positions at the WCB to determine which positions are eligible for WFH and to advise the Union of these by April 14, 2022. It is expected that some positions will not be eligible for a WFH arrangement due to the nature of the work performed or because of technological or other barriers.
The union can challenge the decision and compel the employer to provide a rationale. The employer has also committed to continue to review positions on a regular basis to determine if currently excluded positions may be eligible for work from home in the future and has committed to invest in the needed technology that would allow more members to participate in the WFH program.
The Employer has advised that once the requests received before February 28, 2022 are reviewed, it will provide a 14-day period, during approximately the last two weeks in May, for members to submit their requests for WFH. It will also provide a form for submitting a request. These requests will be reviewed and considered based on seniority within 30 days following the application deadline.
This means that if there are multiple requests from a given area that cannot all be accommodated for operational reasons, preference will be given to requests from members with the most seniority.
Prior to the new LOU taking effect on February 28, 2022, the practice was to review requests in the order in which they were received. This was manageable as there were seldom many requests being submitted in a short time span. To reflect the practice at the time, these requests will be dealt with in this way. With the transition to a new system, where multiple requests from the same area may be submitted in a short time frame, this practice becomes impractical from an administrative standpoint.
The union can challenge the decision on your behalf and compel the employer to provide a rationale, including filing a grievance. The employer has committed to providing decisions for WFH requests that are objective, clear, fair, consistently applied and keeping with the agreed to criteria in the LOU.
Members who disagree with the outcome of their WFH request, can contact the union for assistance, this would include any member of the CUPE 1063 Executive or a shop steward.
The union understands that not all members will get the WFH arrangement they want under the new policy. However, we believe it provides a framework for a better WFH program than we have had to date. The union views this policy as a step in the right direction to providing members with WFH options that will help members achieve better work-life balance and recognizes the benefits of providing members with more options for how they can best do their work.
The WFH policy can be found here and the signed LOU here.
Submit a Question
If you have any questions or comments for our local, please contact us. We will get back to you as soon as possible.