Did You Know

Executive

MEET YOUR NEW LOCAL EXECUTIVE!

President – Brett Campbell

brettcupe139@gmail.com

Vice President/ Return to Work Lead – Sandra Shank

sandrashankcupe139@gmail.com

L139-01 BGIS – Vice-President – Jim Chapin

jamgchapin@gmail.com

Secretary Treasurer – Violet Bainbridge-Maurice

vmauricecupe139@gmail.com

Recording Secretary- Louann Jubinville

louann.jubinville@yahoo.ca

Membership Officer- Angela Oates

angelaoates69@gmail.com

 

Representing NBRHC Stewards

Chief Steward – Mike Turgeon

705-498-9433

mikecupe139@gmail.com

Terry Maki

makit139@hotmail.com

Tina Gagnon

tinagagnon.steward.askaway@gmail.com

Mike Boucher

mboucher@live.ca

Melissa Hodder

melissa_d25@hotmail.com

Jared Chatelaine

jared_chatelaine@hotmail.com

Al Etches

alsky65@gmail.com

Angela Oates

angelaoates69@gmail.com

Lynn Phillips (NBRHC) Representing PSW/RPN East side.

705-776-2516

lynnjphillips2@gmail.com

Cynthia Jackson (Health and Safety)

cynthia.local139@gmail.com

Pam Gauthier

705-492-0821

pamgcupe139@gmail.com

 

L139-01 BGIS – Stewards

Kevin Bennett

kbennettcupe139@gmail.com

 

Representing Kirkwood Steward

Laura Kidd (Kirkwood)

skilliterlaura@yahoo.ca

705-207-7357

 

 

 

 

Trustees

Lynn Phillips (2yr)

Angela Oates (3yr)

 

 

 

 

 

 

 

Committees

Our Local Bylaws outline the Committee responsibilities and composition. The Local Executive may create ADHOC committees when the need arises, following the guidelines of the CUPE National Bylaws and the Constitution of the Canadian Union of Public Employees (CUPE).

By Laws Committee

Brett Campbell

brettcupe139@gmail.com

Sandra Shank

sandrashank139@cogeco.ca

Violet Maurice Bainbridge

vmauricecupe139@gmail.com

Labour Management Committee

Brett Campbell

brettcupe139@gmail.com

Sandra Shank

sandrashank139@cogeco.ca

Mike Turgeon

mikecupe139@gmail.com

RPN Committee

Cynthia Jackson

cynthia.local139@gmail.com

Abel Farrah

 

 

Bargaining Committee

CUPE Local 139/139-01

Brett Campbell

Sandra Shank

Terry Maki

Adele McMillian

Brett Nesbitt

BGIS:

 

Health & Safety Committee

The Hospital is still in the process of confirming the Joint Occupational Health and Safety Committee structure. Currently, we have JOHSC at the Main Site, Sudbury Kirkwood site, Devonshire Site, a representative for the West Nipissing Ambulance site. The King street site is currently attending the Main site meetings at the moment. The members of this committee are mandated to police and move to make appropriate reccommendations to address the health and safety issues arising at North Bay Regional Health Center sites.

In the event that you have concerns with the health and safety within any part of the workplace, take the time to contact one of the committee members to follow up and correct. We all work in these facilities so it is also our responsibility to ensure that we all are safe in performing our daily routines.

Your CUPE Health and Safety Representatives:

NBRHC Main Site:

Lynn Phillips, Cynthia Jackson

SUDBURY Kirkwood Site:

Alternate: 

King Street Site:

Devonshire Site:

West Nipissing Ambulance Site Representative:

 

Modified Work Committee

The Return to Work Specialist Committee

We assist with work related or non work related Return to Work, Modified Work, Accommodations and Attendance Support meetings with Occupational Health Nurse, Doctor, Attendance Support Consultant and their manager. We represent the member and ensure they understand their rights and obligations. Please contact the union anytime you need representation to attend a Modified Work meetings.

Sandra Shank (Lead)

sandrashank139@cogeco.ca

Lynn Phillips (RTW)

lynnjphillips@hotmail.com

Pam Gauthier

pamgcupe139@gmail.com

 

 

 

Redeployment Committee

Brett Campbell

 

 

 

Equality statement and Code of Conduct

Equality Statement

Union solidarity is based on the principle that union members are equal and deserve
mutual respect at all levels. Any behaviour that creates conflict prevents us from
working together to strengthen our union.

As unionists, mutual respect, cooperation and understanding are our goals. We
should neither condone nor tolerate behaviour that undermines the dignity or self-esteem
of any individual or creates an intimidating, hostile or offensive environment.

Discriminatory speech or conduct which is racist, sexist, transphobic or homophobic
hurts and thereby divides us. So too, does discrimination on the basis of ability,
age, class, religion, language and ethnic origin.

Sometimes discrimination takes the form of harassment. Harassment means using
real or perceived power to abuse, devalue or humiliate. Harassment should not be
treated as a joke. The uneasiness and resentment that it creates are not feelings that
help us grow as a union.

Discrimination and harassment focus on characteristics that make us different; and
they reduce our capacity to work together on shared concerns such as decent wages,
safe working conditions, and justice in the workplace, society and in our union.

CUPE’s policies and practices must reflect our commitment to equality. Members,
staff and elected officers must be mindful that all persons deserve dignity, equality
and respect.

MARK HANCOCK                       CHARLES FLEURY
National President                     National Secretary-Treasurer

 

Code of conduct

The mandate of our union, the Canadian Union of Public Employees (CUPE), is to organize and defend workers and to promote economic and social justice for our members and for all workers. In carrying out our work, we in CUPE strive to promote our core values which include the principles of solidarity, equality, democracy, integrity, and respect. We are committed to mobilizing our energy and skills to work together to promote these values and to attain these goals in our union, our communities, and globally.

CUPE is committed to creating a union which is inclusive, welcoming, and free from harassment, discrimination and all types of bullying and intimidation. CUPE needs to ensure that we provide a safe environment for members, staff and elected officers to carry out our work. CUPE’s expectation is that mutual respect, understanding and co-operation will be the basis of all our interaction.

The Code of Conduct sets out standards of behaviour for participants at national convention, national conferences, schools, meetings, and all other events organized by CUPE National. It is consistent with the expectations outlined in the Equality Statement and the CUPE National Constitution.

This Code of Conduct is intended to deal with complaints of inappropriate behaviour at events organized by CUPE National. It does not apply to complaints arising in the workplace, as those are dealt with through the grievance procedure and/or the applicable workplace harassment policy.

As CUPE members, staff, and elected officers, we commit to one another and to the union to be governed by the principles of the Code of Conduct and agree to:

  • Abide by the provisions of the Equality Statement.
  • Respect the views of others, even when we disagree.
  • Recognize and value individual differences.
  • Communicate openly.
  • Support and encourage each other.
  • Make sure that we do not harass or discriminate against each other.
  • Commit to not engaging in offensive comment or conduct.
  • Make sure that we do not act in ways that are aggressive, bullying, or intimidating.
  • Take responsibility for not engaging in inappropriate behaviour due to abuse of alcohol or other drugs while participating in union activities, including social events.
Harassment is objectionable behaviour which may include actions, language, gestures, and/or written material, and which the harasser knows or ought reasonably to know is abusive and unwelcome. Bullying is a form of harassment which is serious ongoing behaviour which targets an individual or group and which threatens that person or persons’ mental and/or physical well-being.

A complaint regarding the Code of Conduct will be handled as follows:

  1. If possible, a member may attempt to deal directly with the person alleged to have engaged in behaviour contrary to the Code, by asking him/her to stop such behaviour. If that is not possible, or if it does not resolve the problem, a member may bring forward a complaint.
  2. At national convention, national conferences, schools, meetings, and all other events organized by CUPE National, a complaint shall be brought to the attention of an ombudsperson.
  3. If the complaint involves a staff member, it shall be referred to the appropriate director for investigation and the complaint shall be dealt with in accordance with the applicable staff collective agreement.
  4. Once a complaint is received, the ombudsperson will work to seek a resolution.
  5. If this fails to resolve the matter, the ombudsperson shall report the matter to the person in charge, who shall determine whether there is need to remove the member. The person in charge has the authority to expel members from the event for serious or persistent offenses.
  6. At CUPE National events where an ombudsperson is not available, a person properly appointed and designated to be in charge shall receive the complaint. Depending on the nature of the problem, the person in charge may attempt to resolve it through conflict resolution. If this fails to resolve the matter, the person in charge shall determine whether there is a need to remove the member. The person in charge has the authority to expel members from the event for serious or persistent offenses.
  7. If the person in charge is a party to the complaint, the director or designate shall assume that role.
  8. In a case where a member has been expelled from an event, the National President shall receive a report on the matter.

This Code of Conduct is designed to create a safe, respectful and supportive environment within CUPE. It is meant to enhance the rights and obligations outlined in the CUPE National Constitution, the Equality Statement, and applicable human rights legislation, not replace them.

CUPE National encourages all chartered organizations to develop and adopt a Code of Conduct based on this model, to apply to conventions, conferences, schools and meetings which they organize.

CUPE Education Opportunities

 

Benefits

CUPE 139 members receive health and dental benefits through Sun Life.  For forms and information on coverage, please visit their member portal.  If you don’t already have an account, you can register through their site.

For information on long-term disability and Employee Assistance, please talk to your steward.

WSIB and disability management

The CUPE Return to Work Specialist are available to assist members with sick leaves, long term disability and work related injuries or occupational diseases.

Know your rights and obligation!

If a work-related injury or occupational diseases occurs:

  1. Seek medical aid immediately.
  2. Report the injury or occupational disease right away to the supervisor.
  3. Complete the REDs online reporting system.
  4. Complete a workers WSIB FORM 6. Always report injuries that require healthcare (more than a bandage) to WSIB.Here is a link to aide you in filling out the form: Workers Guide to Completing WSIB FORM 6
  5. Provide the Employer with a copy of the completed WSIB FORM 6

NOTE: All appeals are handled by a CUPE National WSIB Representative. A local CUPE Return to Work Specialist will be the liasion for the member.

Workers Exposure Form

Complete when you have experienced an exposure. 3958a_workerexposureincidentform

The form should be completed when the worker does not become ill or lose work time. This is a tracking method that is voluntary.

 

Job postings

NBRHC job postings are only available through the hospital Intranet.

Pensions

 

CUPE 139 members are part of the Healthcare of Ontario Pension Plan (HOOPP).  For more information about your plan, guides, and the retirement calculator, visit their website.  If you have questions or concerns, please talk to your steward or a member of the executive.

CA_L139_North_Bay_Hospital_expiring_2017_Sept_28