Collective Agreement Highlights for CUPE Local 716 Richmond School District 38 (2022-2025)
The collective agreement outlines wage increases based on the Provincial Framework Agreement for the years 2022-2025, includes updates on equity and inclusion with a focus on no discrimination, addresses para-educators' hours of work and overtime, revises standby allowances, and introduces a new provision for staff working during inclement weather closures. The agreement emphasizes the protection of employees from discrimination based on various grounds specified in the Human Rights Code.
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CUPE LOCAL 716 RICHMOND SCHOOL DISTRICT 38 Term of Agreement July 1, 2022 to June 30, 2025
PROVINCIAL FRAMEWORK AGREEMENT Incorporate the Provincial Framework into 2022-25 CA Wage increases: 2022-23: $0.25 to base rate, then 3.24% 2023-24: 5.5% minimum, up to 6.75% maximum after COLA applied 2024-25: 2.0% minimum, up to 3.0% maximum after COLA applied
ARTICLE 3 EQUITY AND INCLUSION Rename Article 3 as above Sec. 1: Gender Neutral Pronouns utilize throughout Collective Agreement Article 23, Sec. 14 (Race Relations) moved and renamed to Article 3, Sec. 2 (No Discrimination)
ARTICLE 3 EQUITY AND INCLUSION No Discrimination affirm that discrimination on the basis of protected grounds in the Human Rights Code prohibited in the workplace Protected grounds: age, ancestry, colour, family status, gender identity or expression, indigenous identity, marital status, mental or physical disability, place of origin, political belief, race, religion, sex, sexual orientation.
ARTICLE 11 PARA-EDUCATORS HOURS OF WORK & OVERTIME HOURS OF WORK & OVERTIME Employees requested to be in attendance to develop or discuss IEPs and Individual Safe Work Instructions or equivalent shall do so on Board time Employer to make all reasonable efforts to ensure staff assigned with students are invited to participate in development and revision of the above plans
ARTICLE 13 STANDBY ALLOWANCE Standby allowance revised so that relief staff are no longer prorated to $7/day of standby now entitled to full $100/bi-weekly allowance Relief tradespersons take vehicles home only when on call
ARTICLE 14 HOURS OF WORK New Section 5 - Inclement Weather Required Services Staff (including but not limited to Grounds, EAOSS, and Daytime Ops Foreperson) granted paid day off in lieu when reporting to work on a school-closure day due to inclement weather Day in lieu must be taken by end of school year (June 30)
ARTICLE 16 ANNUAL VACATION ENTITLEMENT Discretionary Day All regular employees entitled to one paid discretionary day per year after completing 26 weeks continuous employment Endeavour to provide 7 days notice to employer Must be used by June 30 each year. Unused days to be paid out to employee. Payouts 10 month EEs: no later than Oct. 31 following school year; 12 month: no later than Aug. 30 each year.
ARTICLE 17 ANNUAL VACATION PERIOD Twelve (12) Month Operations Staff Creation of a rotational system to allow operations staff to take vacation within the school year (additional to the two days previously available) Fifteen weeks total time per year to be approved; one week per eligible employee & must be taken consecutively Seniority-based, employees become eligible after five years of service
ARTICLE 18 STATUTORY HOLIDAYS Truth and Reconciliation Day Incorporated into the Statutory Holidays in Article 18 If provincial government declares same day on a day other than September 30th, the provincial holiday shall supersede the federal holiday
ARTICLE 19 SICK LEAVE Sick Leave Incorporation of quarantined as a legitimate reason for use of sick leave
ARTICLE 19 EMPLOYEE BENEFITS Protective Clothing Smocks available upon request to any employee working in an Industrial Education class
SERVICE PAY Effective July 1, 2023: After 10 years of Service - $22.50 per month (increased from $5.00/mo) After 15 years of Service - $30.00 per month (increased from $10/mo) After 20 years of Service - $37.50 per month (new tier)
SERVICE PAY Effective July 1, 2024: $33,060 to be distributed to increase evenly all three brackets Final amounts for each tier of service pay will be dependent on the utilization in the previous year
Article 19 Article 19 Employee Benefits Employee Benefits Other Allowances and Coverage Other Allowances and Coverage Tool allowance Tool allowance increased from $50/year to $100/ increased from $50/year to $100/yr yr Work Work- -related clothing allowance related clothing allowance increased from $60/ increased from $60/yr yrto $120/ to $120/yr yr Safety footwear allowance Safety footwear allowance increased from $100/ increased from $100/yr yr to $200/yr. to $200/yr. Can still be accumulated over a three Can still be accumulated over a three- -year period year period Swimsuit allowance Swimsuit allowance increased from $60/ increased from $60/yr yrto $120/ to $120/yr yr
ARTICLE 19 EMPLOYEE BENEFITS NEW - Education Assistant Practicum Sponsor Premium Education Assistants who sponsor practicum students to receive a $2.00/hr premium for hours spent mentoring. Can be split among EAs (e.g. if 6 hours of mentoring split between 2 EAs, each claims premium for 3 hours), but no simultaneous claiming
ARTICLE 19 EMPLOYEE BENEFITS Transportation Split Shift Premium (Effective July 1, 2024): Employees in Transportation working a split shift with a break of three hours or greater to be paid $1.00/hr premium for all hours worked on the day (not including overtime).
ARTICLE 20 LEAVE OF ABSENCE Supplemental Unemployment Benefits on Maternity Leave Pregnant employees taking maternity leave entitled to top-up payments to EI as follows: First two weeks: 95% of salary Once on EI maternity benefits, top-up payment to 70% of current salary for fifteen weeks
ARTICLE 20 LEAVE OF ABSENCE Cultural Leave Days Indigenous employees entitled to up to two days paid leave per school year to observe or participate in traditional Indigenous activities that connect these employees to their culture and language Two weeks notice required wherever possible. Where events are unpredictable, then as much notice as possible.
ARTICLE 21 PROMOTIONS, DEMOTIONS, RE- CLASSIFICATIONS & LAYOFFS Affirmation that extensions to the time-period to obtain qualifications as per Section 7 of the Article may be extended by mutual agreement of the Union and employer.
ARTICLE 23 GENERAL PROVISIONS Travel Allowance Per kilometre rates increased to CRA 2022 guidelines: Less than 8 KM/day: 46 (previously 23) cents per KM plus $2.00 per day Greater than 8KM/day: 61 (previously 50) cents per KM
ARTICLE 23 CALL-OUT, STANDBY & OVERTIME REGULAR EMPLOYEES Meal Allowance Increased from $10.00 to $20.00
ARTICLE 23 GENERAL PROVISIONS Courses An employee that is sent or requested to attend a course by the Board shall be paid for the entirety of the time spent in attendance
ARTICLE 23 HOUSEKEEPING Health and Safety Incorporation of new WorksafeBC Right to Refuse Unsafe Work language: If a worker exercises their Right to Refuse Unsafe Work, no one else required or permitted to do the work unless: The matter has been resolved, or The employer has advised the new worker of the refusal, the unsafe condition reported, the reasons why the work would not create an undue hazard to the health and safety of the new worker or any other person, and the right of the worker to refuse unsafe work:
ARTICLE 23 GENERAL PROVISIONS Support Staff Professional Development Fund: Effective July 1, 2023 fund created and $10,600 allocated. Effective July 1, 2024 annual allocation increased to $20,500 Joint committee established to coordinate training and administer each years funds Surplus funds shall accumulate and be rolled to the next year s allocation.
ARTICLE 24 DEFINITIONS OF POSITIONS c) Maintenance Housekeeping revise Tradesman to Tradesperson Tradesperson defined as any person employed in a position designated by the Industry Training Authority/SkilledTradesBC as a Red Seal trade.
ARTICLE 25 SERVICE IMPROVEMENT ALLOCATION Continuation of previously-negotiated allocation ($260,000) to add 30 minutes per week to the hours of work of full-time regular (i.e. 31 hrs/wk) Education Assistants
LABOUR MARKET ADJUSTMENT FOR TRADESPERSONS $1.00 per hour recruitment/retention supplementary pay shall be provided to all Tradesperson position(s) and the related Foreperson position(s)
LETTER OF UNDERSTANDING RE: SECONDARY SENIORITY CALCULATION New LOU $9000 set aside to modernize Atrieve for more regular reporting of secondary seniority. Secondary seniority reports are currently generated twice per year. Reporting will increase in frequency to, at minimum, quarterly.
LETTER OF UNDERSTANDING RE: BUSINESS ASSISTANT HOURS New LOU One additional hour per week for Business Assistants, averaged over 5 days (i.e. 7.2 hours per day, 36 hours per week) Overtime incurred after 7.2 hours worked.
SALARY SCHEDULE A AND SALARY SCHEDULE B To be updated as per the wage increases agreed to in the Provincial Framework Agreement
SALARY SCHEDULE B Increase to Custodial allowances: Custodian 18+ Rooms - $40.90 bi-weekly (up from $20.45) Solo Custodian - $24.20 bi-weekly (up from $12.10)
SALARY SCHEDULE B A.S.T.T. allowance: For employees required to hold an ASTT certification: Retroactive to July 1, 2022: $150/yr Effective July 1, 2024: $300/yr
LETTER OF UNDERSTANDING Re: 2025 CUPE-SD 38 Collective Bargaining The Parties acknowledge the one-off expense of $9000 in 2024-2025 leaves an ongoing $9000 unallocated Allocation of said $9000 to be bargained by the Parties respective committees in next round of bargaining. NA/mlp COPE*491
