If you have questions about your rights in the workplace, the best person you can talk to is your steward or local leader. You will know the details of your agreement. All CUPE members work under the protection of a collective agreement called a collective agreement. Your local union negotiates the terms of the agreement. Elected local union leaders also work with the employer to resolve workplace issues. A collective agreement is a written and binding contract between the Union and the employer, which sets out the terms of employment. The Manitoba Nurses Union is constantly sought to improve working conditions, wages and benefits through the negotiation of new collective agreements. The majority of nurses participate in the Health Care WorkerS` Plan D-R, which protects two-thirds of their income in the event of long-term illness and disability. The employer pays the entire premium up to 2.3%. CUPE Local 500 collective agreements and manages fourteen collective agreements and are approximately 5,000 members. Our rates range from one member to about 5000 in the City of Winnipeg. Some benefits enjoyed by MNU members are not covered by the collective agreement, but are provided by pension and fiduciary benefits boards: if you wish to have a hard copy of your collective agreement, please contact your administrator.
If you don`t know who your administrator is or how to contact your office, contact the CUPE office near you. Nurses also benefited from a co-financed COLA fund for all health care workers covered by the Health Workers` Pension Plan (HEPP). Contributions to the COLA Fund will begin in 2014 and COLA will be paid in 2018. The majority of nurses contribute to a defined benefit pension plan through the Health Workers Retirement Plan (HEPP). Benefits are competitive in the health market and benefit from a higher early retirement regime. The benefit depends on your contribution years in the plan. Some of the ways in which our collective agreements support us: it would mean that a long-term NPA that values its skills would not get the benefit of the 20-year stage. That was not the intention when the 20-year stage was negotiated. If we ignored section 3803 (c) and transferred the RNP on the 4-year scale to the N2 scale, the nurse would have greater benefits than expected for the 20-year stage, and the increased costs would not be funded. Pan Am Clinic Breast Health Centre Home Care Program Clinical Nurse Specialists Primary Care Nurse Derse Practitioners Regional Isolation/Remoteness Child detention is an annual lump sum to all nurses (including full-time, If you are unsure of the bargaining unit you belong to, contact Local 500 Office at 204-942-1001 or email us email@example.com. The above amounts are recorded on a pro-rata basis on the basis of all normal working hours in the previous twelve-month period [October 1 of the previous year until September 30 of the current year].
Contributions are compared in the same way between employers and workers. Please note that some of the 2013-2017 collective agreements are still outstanding and may be amended.