-

CORRECTING and REPLACING CUPE Releases Summaries of Education Settlements

CORRECTION...by Canadian Union of Public Employees

EDMONTON, Alberta--(BUSINESS WIRE)--In the "CUPE 3550 (Edmonton Public Schools)" section, the Jun 1, 2023 percentage should be 1.25% (instead of 1.75%); and the Sept 1, 2027 rate changes should read: $1.10/hr or 3% (whichever is higher) (instead of $1.25/hr or 3% (whichever is higher)).

The updated release reads:

CUPE RELEASES SUMMARIES OF EDUCATION SETTLEMENTS

The Canadian Union of Public Employees released summaries of the nine settled and ratified agreements in the education support workers’ strike.

CUPE 40 (Calgary Board of Education)
Term: 2024-2028

Sept 1, 2024      3%
Sept 1, 2025      $1.25/hr or 3% (whichever is higher)
Sept 1, 2026      3%
Sept 1, 2027      $1.25/hr or 3% (whichever is higher)

Dollar range improvement - $3.65-$4.97
Percentage range improvement – 12.55%-17.81%

Subforman rate moved to Forman rate.

CUPE 520 (Calgary Catholic)
Term: 2024-2028

Sept 1, 2024      3%
Sept 1, 2025      $1.25/hr or 3% (whichever is higher)
Sept 1, 2026      3%
Sept 1, 2027      $1.25/hr or 3% (whichever is higher)

Dollar range improvement - $4.03-$5.76
Percentage range improvement – 12.45%-20.04%

Health Spending Account increased by $300 per year.

CUPE 2559 (Fort McMurray Catholic)
Term: 2020-2028

Sept 1, 2023      1.25%
Feb   1, 2024     1.5%
Sept 1, 2024      3%
Sept 1, 2025      $1.25/hr or 3% (whichever is higher)
Sept 1, 2026      3%
Sept 1, 2027      $1.25/hr or 3% (whichever is higher)

Dollar range improvement - $4.03-$5.76
Percentage range improvement – 16.1%-27.9%

Increase in health benefits premiums – employer coverage goes from 80% - 100% by 2028.

CUPE 2545 (Fort McMurray Public)
Term: 2020-2028

Sept 1, 2023      1.25%
Feb  1,  2024     1.5%
Sept 1, 2024      3%
Sept 1, 2025      $1.25/hr or 3% (whichever is higher)
Sept 1, 2026      3%
Sept 1, 2027      $1.25/hr or 3% (whichever is higher)

Dollar range improvement - $4.50-$6.24
Percentage range improvement – 15.2%-19.9%

Increase of $125 in health spending account.

CUPE 3484 (Black Gold School Division)
Term: 2024-2028

Sept 1, 2024      3%
Sept 1, 2025      $1.25/hr or 3% (whichever is higher)
Sept 1, 2026      3%
Sept 1, 2027      $1.25/hr or 3% (whichever is higher)

Dollar range improvement - $3.76-$6.62
Percentage range improvement – 14.3%-27.8%

Minimum 197 paid days.

Market adjustment for Educational Assistants (8%-9.6%)

Market adjustment for secretaries – all move to the head secretary rate.

Health spending account - $600-650

CUPE 3550 (Edmonton Public Schools)
Term: 2020-2028

Jun 1, 2023        1.25%
Feb 1, 2024       1.5%
Aug 31, 2024     0.5%
Sept 1, 2024      3%
Sept 1, 2025      $1.25/hr or 3% (whichever is higher)
Sept 1, 2026      3%
Sept 1, 2027      $1.10/hr or 3% (whichever is higher)

Dollar range improvement - $4.03-$5.92
Percentage range improvement – 16%-20.87%

Removal of bottom two steps in the pay grid.

Certification bonus, $0.50/hour for “Certification 1”, $1.00/hour for “Certification 2”.

CUPE 4625 (Sturgeon School Division)
Term: 2020-2028

Feb 1, 2024       2.75%
Sept 1, 2024      3%
Sept 1, 2025      $1.25/hr or 3% (whichever is higher)
Sept 1, 2026      3%
Sept 1, 2027      $1.25/hr or 3% (whichever is higher)

Dollar range improvement - $4.85-$6.37
Percentage range improvement – 20.40%-25.76%

3% market adjustment upon ratification.

Step 1 of the wage grid removed.

Health spending account increased by $100

CUPE 5040 (Foothills School Division)
Term: 2024-2028

Sept 1, 2024      3%
Sept 1, 2025      $1.25/hr or 3% (whichever is higher)
Sept 1, 2026      3%
Sept 1, 2027      $1.25/hr or 3% (whichever is higher)

Dollar range improvement - $3.80-$6.16
Percentage range improvement – 13.9%-28.5%

Secretary rate moved to level 2 one month after ratification.

Addition of one paid family sick day.

CUPE 5543 (Parkland School Division)
Term: 2024-2028

Sept 1, 2024      3%
Sept 1, 2025      $1.25/hr or 3% (whichever is higher)
Sept 1, 2026      3%
Sept 1, 2027      $1.25/hr or 3% (whichever is higher)

Dollar range improvement - $3.77-$8.86
Percentage range improvement – 12.55%-29.42%

Market adjustments for Educational Assistants (result is wage increases for EAs are 22-29%).

Minimum 200 days of work.

$400 vision plan.

:clc/cope 491

Contacts

Lou Arab, Communications Representative
780.271.2722 | larab@cupe.ca

Industry:

CUPE

Release Versions
English

Contacts

Lou Arab, Communications Representative
780.271.2722 | larab@cupe.ca

More News From CUPE

Tentative Agreement Ratification Is a Bittersweet Win for CJS Workers after Province Terminates Service Agreement

HALIFAX, Nova Scotia--(BUSINESS WIRE)--Workers at Community Justice Society (CJS) have voted to accept their tentative agreement. While the gains made in this round of negotiations are being celebrated, the win is bittersweet: On April 7, workers received notice that the provincial government was terminating their service agreement with Community Justice Society. The organization was given 90 days to wrap up current cases and vacate their offices. “The termination of the service agreement means...

CUPE: Julia Dumanian once again raising alarms among workers as she forgoes bargaining and threatens a lockout at Canadian Hearing Services

TORONTO--(BUSINESS WIRE)--For any other employer, it would have been an unprecedented move: on the first day of conciliation, on the first day of bargaining, before any negotiations had even been taken place, they called for a No Board. But this is typical behaviour from Julia Dumanian and Canadian Hearing Services (CHS). “Since taking over as CEO in 2015, there’s a deep feeling among workers that she’s tried to weaken our ability to advocate for ourselves while reducing the services we provide...

Union: Is Tearmann House Ready to Lock out Employees Over Access to Board of Directors?

NEW GLASGOW, Nova Scotia--(BUSINESS WIRE)--Last week, workers from Tearmann House, a women’s shelter in New Glasgow, represented by Canadian Union of Public Employees Local 4459 met with their employer for conciliation following a positive strike vote, with 90% voting in favour of job action. The bargaining teams were able to come to an agreement on all items, including monetary, except one: employee access to the Board of Directors. “Negotiators on behalf of Tearmann House are insistent that a...
Back to Newsroom