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This meeting is in person and will be held at CUPE 4000 Hall, 32-220 B Colonnade Rd North, on September 8, 2026 at 1930. Agenda Call Meeting to order Roll call of officers Land Recognition Equality Statement Approval of the Agenda Reading and approval of the minutes Matters arising from the previous minutes President’s report Treasurer’s Report Unfinished Business · Destruction of all ballots in the office New Business- · Trustee for 1 year term · Trustee for 3 year term · That CUPE Local 4000 accepts the members of Stillwater creek retirement home as a new bargaining unit of the Local · Nomination for Director Unit C (Clerical General Campus) - · One member at large for large for the CUPE Ontario Health Care-HCWCC Conference September 22 to September 25, 2026 at the Sheraton Parkway Hotel

Since The Ottawa Hospital’s April 9, 2026 announcement of 400fte eliminations, our Local has been gearing up to push back against these cuts coordinating efforts with OPSEU and ONA while the joint redeployment committee works to minimize the impacts. Thanks to everyone who came out to Ontario Health Coalition rally against privatization April 25,2026 downtown, and our rally against these cuts May 5,2026 at the Civic Campus. Our Local celebrated Administrative Professionals Day held on April 22,2026, Nursing Week May 14,2026 and Personal Support Worker Day May 19,2026. Logistical Services and EVS Weeks are coming up in September. We also expanded our participation at TOH Staff Appreciation Week June 7-13,2026 this year to include the evening at Civic and General Campuses. It was great to see everyone who came out to see us. We conducted Member Appreciation Day(s) the week of July 27,2026 at Windsor Park Manor, Barrhaven Manor, Prince of Wales Manor, Valley Stream, Bridlewood Trails and Marianhill. The Ottawa Fertility Clinic to be scheduled soon. Bargaining Upate(s): We have successfully negotiated and ratified the following collective agreements; ¨ Marianhill LTC (RNs) ratified on Dec.18,2025 ¨ Prince of Wales Manor (Cogir/Venvi) ratified on May 6, 2026 ¨ Barrhaven Manor (Cogir/Venvi) ratified on May May 6, 2026 ¨ Windsor Park Manor (Cogir/Venvi) ratified on May 7, 2026 ¨ The Ottawa Hospital ratified on May 21, 2026 ¨ Bridlewood Trails (Riverstone) ratified July 23, 2026 Also, in the early stages of bargaining preparations for the Ottawa Fertility Clinic, Valley Stream Manor (Cogir/Venvi) with both collective agreements expiring Dec.31,2026. A new group of members from Stillwater Creek Retirement (Chartwell) had voted to join our Local. We have a motion to on board this group at our upcoming General Membership Meeting; in the meantime, we are working closely with the assigned CUPE National Servicing Representative to support as needed.

While attending CUPE Ontario 62nd Conference in Toronto, our delegates joined in on the Ontario Health Coalition’s march on May 28,2026 to Queen’s Park rallying against privatization and pushing for more funding to Public Healthcare. With participants being trained and bused in from across our region there were more than 8000 in attendance as per Toronto Police Services. Because of the hard work of the Ontario/Ottawa Health Coalition, CUPE, OCHU and our other partners, we were successful in seeing the province increase from 2% to 4% funding to Hospital Sector but still falls short of a minimum of 6% just to keep up with inflation. Working with CUPE/OCHU on communications related to HSCPOA that will have a significant impact to our Personal Support Worker (PSW) members in the province if made to be mandatory. Monitoring ONA’s challenge of HLDAA as this would have significant implications to the way we bargain in the future; and keeping an eye on how Manitoba plans on how they will implement legislated patient ratios for nursing

The JJEC has been working hard finalizing the new job description for several positions; including the RPN's. We are nailing down the RPN JD and this should be finished soon. The JJEC has secured several points in the RPN classification and hope this could mean a new pay tier - we all know you deserve it. Bargaining for the new collective agreement has started! We have had our first meeting with the Employer; we will be pursuing improvements to pay and benefits for all. CUPE Local 4000 has also secured contracts for our new retirement home colleagues - welcome to CUPE. Better weather will be here soon and we are looking forward to a productive start to the spring. Want to get more involved? Email nhillier@cupe4000.com. Neil Hillier Director Unit 'D' CUPE Local 4000

May 27-30, 2026, in Toronto Ontario Yolanda McLean was voted in as CUPE Ontario President.. She is the first Black woman ever elected President to any part of our union. Dawn Bellerose was voted in as CUPE Ontario Secretary-Treasurer, the first Indignons Person elected in this role. Attendees also took to the streets, rallying against the ongoing privatization of Ontario’s health care system.

Labour unions have long played a central role in shaping Canada’s workplaces and social landscape. By giving workers a unified voice, unions help ensure fair treatment, improve working conditions, and protect essential rights that many Canadians rely on today. Unions empower workers by negotiating better wages, stronger benefits, and safer environments. They also advocate for policies that promote equality, fairness, and social justice. Many of the workplace standards Canadians often take for granted—such as minimum wage, overtime pay, workplace safety regulations, and maternity leave—exist because unions fought for them. What Do Unions Provide? · Negotiating Power: Unions offer workers a collective voice to negotiate wages, benefits, and working conditions—strength that individual employees often lack. · Better Wages and Benefits: Unionized employees typically earn higher wages and receive stronger benefit packages, including health, dental, and pension plans. · Improved Workplace Safety: Unions advocate for and help enforce safer and healthier working environments. · Job Security: Union contracts often protect workers from unfair discipline or dismissal and promote long‑term employment stability. · Fair Treatment: Unions challenge workplace discrimination and harassment, ensuring equitable treatment for all members. · Advocating for Workers’ Rights: Historically, unions have been instrumental in shaping labour laws and securing rights that significantly improve working conditions across the country. · Social Justice: Beyond the workplace, unions support broader social issues such as public education, accessible health care, and human rights. · Political Influence: Unions engage in the political process to advocate for policies that benefit both workers and the broader community. · Economic Growth: Higher wages among unionized workers boost consumer spending and contribute positively to Canada’s economy. · Income Security: Many union contracts include pensions and additional benefits that help ensure financial stability, especially during retirement. · Reducing Wage Inequality: Unions help narrow wage gaps between genders and racial or ethnic groups. · Support for Marginalized Communities: Unions actively advocate for women, racialized communities, Indigenous peoples, the LGBTQ2S+ community, youth, and persons with disabilities.

If you don’t currently have one, they may be able to help. The Ottawa Hospital staff, medical staff, fellows, residents, and their eligible family members or dependents can apply to become patients of one of The Ottawa Hospital Wellness Centre's general practitioners. Ready to get started? Submit your application to The Ottawa Hospital Employees Wellness Center and take the first step toward having a family doctor you can rely on.

Every year on the last day of February, the occupational health and safety community raises awareness about Repetitive Strain Injuries (RSIs), also known as musculoskeletal disorders (MSDs). These injuries affect tendons, muscles, nerves, and joints, often causing recurring pain in areas such as the neck, shoulders, forearms, wrists, hands, elbows, and lower limbs. RSIs can result from forceful exertion, rapid or repetitive movement, overuse, static loading, awkward postures, or maintaining constrained positions for prolonged periods. Awareness is essential because RSIs represent a significant portion of workplace injuries in Ontario—accounting for about half of all lost-time days and 40% of lost-time claims approved by the Workplace Safety and Insurance Board. Despite their prevalence, many RSIs go unrecognized or unreported. Workers may overlook early symptoms, failing to link everyday aches and pains to their work activities. Left unaddressed, these warning signs can lead to serious, sometimes irreversible injuries that can severely impact mobility and quality of life. Preventing RSIs requires a comprehensive approach focused on designing work to fit the individual rather than forcing the individual to adapt to poorly designed tasks. Under Ontario’s Occupational Health and Safety Act, employers must identify, assess, and control hazards that contribute to RSIs and ensure workers receive appropriate training. This training may include safe techniques for repetitive or physically demanding tasks, correct tool and equipment use, proper manual lifting practices, maintaining ergonomic workstations, taking rest breaks, and recognizing early symptoms of injury.

March 10, 2026 at 1930 VIRTUAL MEETING Registration Link https://us06web.zoom.us/meeting/register/RimkeLEQTCO9aTe-E-_prA   Registration link will be available until March 9, 2026, at 1600 *****To be able to participate in this virtual meeting only persons with proper names identified and are a member in good standing will be admitted into the meeting. For this meeting to take place as per the Bylaws we will need a quorum of 40 members************ Call Meeting to order Roll call of officers Land Recognition Equality Statement Approval of the Agenda Reading and approval of the minutes Matters arising from the previous minutes   President’s report - Bargaining updates   Treasurer’s Report -Operational Budget approval for 2026-2027   Unfinished Business ·       Destruction of all ballots in the office New Business ·       Trustee for 1 year term  ·       Trustee for 2 year term

Dear CUPE 4000 PSW Members, We want to extend our sincere apologies for the recent confusion regarding the PSW Tax Credit. It was communicated that the credit would begin for the 2025 tax year; however, this information was incorrect. The tax credit is not  scheduled to start for the 2025 year, but it comes into effect the 2026 tax year. Please find below additional information in regards the Tax credit; Understanding the new Personal Support Worker (PSW) Federal Tax Credit | Canadian Union of Public Employees

VIRTUAL MEETING January 13, 2026 at 1930 Registration Link: https://us06web.zoom.us/meeting/register/MO08z0j4QX-EYfYxS_P6NQ *****To be able to participate in this virtual meeting only persons with proper names identified and are a member in good standing will be admitted into the meeting. For this meeting to take place as per the Bylaws we will need a quorum of 40 members************ Call Meeting to order Roll call of officers Land Recognition Equality Statement Approval of the Agenda Reading and approval of the minutes Matters arising from the previous minutes President’s report Treasurer’s Report Unfinished Business • Destruction of all ballots in the office New Business • Trustee for 1 year term • Trustee for 2 year term