1. What are union dues?
Like the dues collected by the Staff Association, union dues allow workers who have formed a union to pool their resources to enable the work of the Union.
Union dues fund the costs of bargaining; enforcing the collective agreement; and campaigns union members instruct their union to undertake.
No individual worker could afford the cost of taking a grievance to arbitration. No worker could survive a strike or a lockout without strike pay. Union dues help workers create a National Strike fund and allow workers to fight back on a more level playing field with their employer.
Union dues are determined by the local and are 100% tax-deductible.
Upon certification, CBE education support workers will join their CBE colleagues who work in Facility & Environmental Services at CUPE local, Local 40.
Local 40 dues are set at 1.85% of regular wages.
In addition to the 1.85% in union dues, Local 40 collects $0.44 once a month, off each members cheque and it goes to a Protection of Social Programs fund. This fund can be used should the members direct the Local to support outside affiliates.
Members vote to allocate these funds to broader labor movement causes, such as supporting affiliates facing tough fights like strikes, organizing drives, or legal challenges. This shows solidarity across unions and strengthens the collective power of workers.
2. What do union dues provide us?
CUPE National Per Capita dues are set by the Constitution at 0.85% and each local is provided with a CUPE National Staff Representative with access to CUPE Special Services:
National Staff Representative:
- Day-to-day local support
- General Membership Meeting support
- Bargaining
- Grievance Handling & Assessments
- Arbitration
- Labour Management
Special Services:
- Legal (DFR/arbitration/ALRB disputes
- Health & Safety (H&S education/resources)
- Research (Bargaining & Surveys)
- Communications (campaigns/communication/website)
- Job Evaluation Specialist
- Union Education Specialist
Local 40 Dues (1%)
Local dues are set by the members of the local. Local 40 dues (1%) are in addition to the National per capita fee of 0.85%.
Local 40 dues are set at 1.85% of regular wages.
3. Why move to CUPE when we are already represented by the Staff Association?
Staff associations are ultimately tied to the employer, which means that, in the end, the employer holds the power. The association can make recommendations, but the employer can simply say no—and the association has no real recourse.
Staff Associations lack the ability to challenge decisions effectively.
On the other hand, CUPE is member-led, which puts the power and decision-making into the hands of the workers themselves. This structure allows union members to have far more autonomy, collective strength, and a true say in their workplace rights and conditions.
CUPE has more experience and resources dedicated to negotiating comprehensive collective agreements, protecting members’ rights, and advocating for better working conditions.
CUPE also has a broader support network, offering access to legal expertise, lobbying power, and training that is not available with the Staff Association.
Furthermore, CUPE is the largest union in Canada which means we benefit from solidarity and collaboration across various sectors, often leading to better outcomes in collective bargaining and stronger protections during disputes.
While the Staff Association has played an important role, transitioning to CUPE could provide you with enhanced protections, more bargaining power, and a wider range of resources to ensure you continue to build on what’s already been achieved.
CBE’s Staff Association is recognized by the Labour Board, with an assigned certificate and distinct bargaining unit. This provides CBE Staff Association with a legal framework for representing employees. However, while recognition is important, there are still significant advantages to transitioning to a trade union, like CUPE.
4. If we chose to move to CUPE, do we start from scratch with negotiations?
No.
CUPE is committed to resisting concessions and two-tier proposals. Our National Executive Board Policy ensures we defend free collective bargaining and oppose unfair contract provisions.
The intent is to build on what CBE staff already currently benefit from in their CA. CUPE does not bargain less than what workers came in with.
Should CUPE become the union CBE educations support staff, and bargain for a new contract, there is a law preventing the employer from making changes to employment conditions pending a union certification and during the bargaining process. This is called a “statutory freeze” or a “stat freeze”.
The current terms of the contract will remain frozen and in effect. The new union/representation would take over the current contract including enforcing its agreed to terms and conditions until a new Collective Agreement is ratified
5. How would switching to CUPE impact our upcoming negotiations?
Should CBE education support employees choose CUPE during negotiations, and a successful application is made to the Labour Board, CUPE would take over the negotiations.
The intent is to cause as little disruption as possible.
6. What do we need to do to make a switch to CUPE and how long does it take to make the switch?
Filing an application to the Alberta Labour Relations Board to switch representation can only be done during an “open” period. The Code defines “open periods” precisely and determining when to apply will be closely monitored and reviewed by the CUPE organizer and CUPE Legal.
The steps to certification are:
- Interested workers reach out to a Union Organizer and an organizing campaign is started.
- Workers who support switching representation would sign a membership card to apply for membership in the union. Your card is confidential. Neither your employer nor the Staff Association will see who signed cards.
- When a majority of workers sign membership cards, the union will submit an application to the Alberta Labour Relations Board (ALRB). The ALRB will arrange a vote as soon as possible to confirm if workers want a union.
- The ALRB will hold a secret ballot vote of all workers in the bargaining unit. If the majority of workers who vote say YES, the union is certified.
- CUPE would serve notice to your employer to enter negotiations with the employer or would take over any negotiations already started. Workers would be supported by a professional CUPE staff representative who has experience in collective bargaining. All outstanding issues or grievances would be taken over by CUPE.
How long the process takes will depend on the interest and support from the workers. In larger workplaces with lots of eligible employees, the organizing process can take longer than small workplaces. Currently, the Alberta Labour Relations Board (ALRB) is experiencing significant backlogs, causing wait times for certification to stretch into months rather than weeks, largely due to employer objections in the application process.
7. What can CUPE do that our current Staff Association cannot?
Get results.
The Facility and Environmental services workers at CBE, CUPE Local 40, were successful at getting 5% higher than the provincial wage mandate your employer insists cannot be improved upon.
Through collective strength and preparation, the Local 40 member were able to achieve better outcomes than the current government mandate.
By standing together and organizing for the fight, through media, information rallies and public support, they secured improved conditions that went beyond what was initially offered.
As the largest Canadian union, CUPE has powers and mechanisms that enable them to negotiate with employers, advocate more effectively for workers’ rights, and address workplace issues through collective action.
This includes the support from other CUPE education workers across Canada and a large, robust defense fund to support CUPE members through big fights.
CUPE is committed to democratic decision-making, ensuring that any changes to working conditions are only made after members have had the opportunity to vote. CUPE also stands firm in protecting workers’ rights and is prepared to strike or take other job actions when necessary to secure fair treatment and better conditions.
8. Currently through CBE Staff Association, workers receive $1200.00 towards professional development. Would CUPE offer this same assistance should we chose to move over?
Maintaining this would be a decision made by the membership and would come from the financials (i.e., dues) the workers pool together.
Decisions on how finances are spent and managed are made democratically, through membership vote.
9. I’m a single parent and worried about CBE and the Staff Association finding out I signed a card supporting CUPE; I can’t afford to lose my job.
At no point in the campaign does CBE or the Staff Association see a list of which workers signed cards.
In Alberta, workers have the right to join a union and chose who they want to represent them. Section 149(1) of the Alberta Labour Relations Code says that no employer can refuse to employ or fire any person because the person has singed a union card. Additionally, no employer can intimidate, threaten, or compel an employee to refrain from becoming a member of a union.
If a management representative or someone acting on behalf of the employer approaches you or one of your coworkers and threatens or intimidates you, please let us know. Contact Brigitte Benoit at bbenoit@cupe.ca