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I am honoured and privileged to be the chair of this committee. The dedication, strength and heart of all the Women in CUPE is unstoppable and keeps me inspired. The committee will relentlessly keep fighting this government on many issues. We have been working on different ways to support Bill 173- that the government provides funding to support victims of domestic abuse. We will be persistent in building and supporting one another because it is only together that we will be able to remove the barriers faced by women, Two-Spirit, gender non-conforming and non-binary people and all who challenge heteropatriarchy. We have every right to take leadership into our own hands. Together we can all rise and build the future that we deserve! In Solidarity Marilena Fox Chair In solidarity, Marilena Fox Chair of CUPE Local 4000 Women’s Committee

What is the duty to accommodate? (from CUPE National website) The duty to accommodate is a broad equality concept that applies to all grounds of discrimination covered under human rights legislation and the Canadian Charter of Rights and Freedoms. Every human rights law in Canada protects workers from discrimination at work, including disability-based discrimination. Discrimination could occur any time that a workplace rule, job requirement, policy, or practice results in a barrier for a worker with a disability. When such a barrier exists in the workplace, an employer and the union is legally required to “accommodate” the worker, up to the point where the accommodation would result in undue hardship. Accommodation might mean changing aspects of the worker’s physical workspace, the schedule or number of hours, the specific tasks she or he is required to complete, or other terms or conditions, in order to keep the worker in productive employment. It may mean a temporary or permanent reassignment to other duties. Many other forms of accommodation exist as well. At the end of the day, it usually involves treating that worker differently, so he or she can be treated equally and maintains dignity. If you think the employer as fail to accommodate you, please contact your Union representative.   Pascal Lavigne 1st Vice-President CUPE 4000 plavigne@cupe4000.com

Hello RPN's! The JJEC has been working diligently on the new RPN Job Description and submitted it to the Employer with the hope we can further progress on the wage band - more to follow. I'm sure you have noticed the significant increases to all premium so don't forget to enter them into UKG. Recently we have been protesting on the behalf of our colleges at the Sub-Locals and Retirement homes to force their employers into a positive bargaining situation, it was an amazing and successful campaign that you may have also heard on the radio. Most of you received a retroactive payment from the hospital for your wage increase, if you experience issues, there is a Pay Discrepancy Form on MyTOH you can fill out for investigation and resolution. If any Nurse is interested in the RPN committee, we are still recruiting members. Have a wonderful Holiday Season; we will continue working hard for you into the New Year!   Want to join the RPN Committee, please contact                                        RPNCommittee4000@outlook.com