Executive and Stewards, Trustees, Workplace H&S Representative
EXECUTIVE
President: Natalie Talpash CUPE Dauphin Office: 204-638-0726
CUPE3305@gmail.com
Vice President: Antoinette (Toni) Bayduza
atblocal3305@gmail.com
Secretary/Treasurer: Patty Makinson
pmakinson4@gmail.com
Recording Secretary: Kerry Robak
kerryrobak@hotmail.com
RVP Central/H & S: Karolyn Engel-Stokmans
(Dauphin, Ochre River) angelangelangel3@hotmail.com
RVP Northern: John Semeniuk
(Winnipegosis, Ethelbert) john.semeniuk@mvsd.ca
North RVP : Ramona Shiner
(Roblin) ramona23@live.com
STEWARDS
Brenda Monych (Winnipegosis) monychb@mymts.net
Shaunda Wiebe (Winnipegosis) wiebesd@mymts.net
Kathy Derhak (DRCSS) grayk@hotmail.com
Dawn Fisher (Mackenzie) dawn.fisher@mvsd.ca
Dan Kozak (Grandview) dancingdan2516@outlook.com
Lloyd Beckley (Bus garage Dauphin) Lm_beckley@hotmail.com
Barb Huska (Henderson) barb.huska@mvsd.ca
Steven Zurba (Barker) angelzurba21@gmail.com
CUPE Divisional Workplace Health & Safety Rep.
Karolyn Engel-Stokmans
Trustees:
Diane Angus
Theressa Curle
Committees
Community Social Activism Committee:
CUPE local 3305 created this commitee for the purpose of giving back to the communities through sponsering different local events. This gives our members an opportunity to represent CUPE 3305 and let our public know who we are. If you know of an event that can benefit your community reach out to the executive! Some of the events we have sponsered are:
- Movie, free popcorn and drink in Roblin
- PAC community BBQ
- Free swims Dauphin
- "I Love to Read Month" library books are purchased every year to distribute to the school libraries on behalf of CUPE 3305
- Purchased jackets for all members with CUPE 3305 logo
- Sponsored a planter in Dauphin (3 yrs.)
- Donations in each community yearly for the Christmas Hamper program.
Bargaining/Negotiating Commitee
One of the most important things that your union does is negotiate your contract, known as the Collective Agreement. The process of negotiating a collective agreement is known as bargaining. Because the workers and the employer will not immediately agree on key issues like wages, benefits, staffing levels, scheduling and health and safety measures, a certain amount of bargaining and negotiation is required to come to an agreement. Because it would be a logistical challenge to have every single union member debating every single provision in the contract, the membership elects a committee to represent them at the bargaining table.
Labour Management Committee
Not everything your local does is in opposition to the employer. In many workplaces the local sends representatives to committees to work with the employer to improve working conditions. Examples include the labour-management committee and the health and safety committee. To ensure work is structured in a way that protects the health and safety of all workers, the union often sits on a health and safety committee Your representatives on the committee listen to the experiences of different types of workers and propose ways to make work safe.
Grievance Commiittee
When it comes to workplace issues that might affect just you, the union provides people to talk to who can address those concerns without fear of reprisal from your boss. If you are facing harassment, unfair treatment, overwork, excessive duties or any number of other issues you can talk to a steward to determine if your employer is in violation of the collective agreement. If your steward believes that there is a violation of the agreement, then you can proceed with a grievance. This initiates a formal process of examining an issue and working toward a resolution. In other words, you can stand up against unfair treatment.
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.