Schools Work Because We Do!
Representing Educational Assistants, Secretaries, Librarians, & Custodial
"Together we stand, divided we fall. Choose unity, choose victory"
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Be part of the excitement—walk with us in the Selkirk Parade!
Come be part of the excitement! We’re inviting you to walk with us in the Selkirk Parade on July 12. It’s a great way to show your community spirit and have some fun! Interested? Email Sam sam.guenther1522@hotmail.com to join the team!
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Union Savings
-Sign up to get discounts at Union Savings, with a chance to win a gift card.
-There are some discounts that are nationwide, others are provincial only. In the website's search bar type, Manitoba.
-More Manitoba discounts will be added as they come online.
DIRECT LINKS: Register to win
or
Window shop
Have a great day!
Discrepancies within the 2025 seniority list
The seniority lists of 2025 has many errors due to the input of info into the new system. An agreement has been made between the Union and the Division. The Division needs the summertime to work with the computer system. No further calls or reports about errors are required to point out any discrepancies. A new list will be made over the summer months. Should the list be done and posted before the start of the 2025-26 school year, your 20 days to bring any errors forward will begin the first day of school in September. However, should you need the seniority information due to a promotion, transfer, layoff/recall, vacation accrual and requests contact the division, should further assistance be needed contact an Executive Union member.
Shelley has told me that recalls will not be affected and if you feel you are due for an increase in vacation time as per the collective agreement, contact payroll. This situation should not affect your vacation payout or request for vacation as the Division says this will be fixed in the summer, before Oct 15 deadline.
Just a reminder to all Members, although many secretaries are helpful by looking at the list for errors, each Member is responsible for looking and advocating on their own behalf. The secretaries role is to simply post it in the school.
Thank you for your patience and understanding in the matter.
In Solidarity,
Angela Mortimer
President, CUPE Local 1522
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Manitoba school funding an opportunity to improve education for students and front-line staff
.........."“Rural education support staff earn on average between $4.01 and $6.46 per hour less than their urban counterparts,” noted McKay, citing a 2023 research report from the Canadian Centre for Policy Alternatives."
Click here to continue reading the article by CUPE Manitoba
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Violence in the workplace
It's important to document any incidents of violence, no matter how minor they may seem, as this can help ensure a safe working environment and provide necessary support for those involved. If you haven't already, please access Employee Connect to find the incident forms. Fill them out thoroughly, providing details about the incident and any witnesses, and submit them as required. This can help in tracking patterns and addressing any underlying issues. If you need assistance with the process or have questions about what to include in the paperwork, feel free to ask!
How to report an incident
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go to LSSD.CA
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click Employee Connect
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once signed in, click the tab that says INCIDENT
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click add new incident
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fill out ALL information needed
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click save
Did you know CUPE members recieve discounts from a number of businesses?
Click here to check them out.
​ Highlighting a section of our
Collective Agreements
Clerical Collective Agreement
Staff Changes​
Article 6
6.02 Probationary Period
The probationary period shall be sixty (60) working days with provisions that an extension of sixty (60) days may be considered. The Division will notify the Union and incumbent as to the reason for the extension. Probationary employees shall not have access to grievance and/or arbitration in case of suspension or dismissal.
Trial Period
The successful applicant shall be given a trial period of sixty (60) working days. Conditional on satisfactory service, the employee shall be declared permanent after this period. In the event the employee proves unsatisfactory in the position during the trail period, or if the employee is unable or willing to continue to perform the duties of the new job, the employee shall be returned to their former position or the equivalent, with the same wage or salary rate, but without loss of seniority. Any other employee promoted or transferred because of the rearrangement of positions shall also be returned to the employee's former position or the equivalent with the same wage or salary rate but without loss of seniority.
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Custodial Collective Agreement
Staff Changes
Article 6
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6.03 Trial Period
The successful applicant shall be given a trial period of two (2) months. Conditional on satisfactory service, the employee shall be declared permanent after this period. In the event the employee proves unsatisfactory in the position during the trial period, or if the employee is unable or unwilling to continue to perform the duties of the new job, the employee shall be returned to their former position or the equivalent, with the same wage or salary rate, but without loss of seniority. Any other employee promoted or transferred because of the rearrangement of positions shall also be returned to the employee's former position or the equivalent with the same wage or salary rate but without loss of seniority.
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6.05 Probation Period
The probationary period shall be sixty (60) working days with a provision that an extension of sixty (60) working days may be considered. The Division will notify the Union and incumbent as to the reason for the extension. Probationary employees shall not have access to grievance and/or arbitration in cases of suspension or dismissal.