CUPE
School-based support staff are integral members of school communities, and we appreciate their dedication to advance the engagement, support, and success of all learners.
CUPE Local 5040
Canadian Union of Public Employees (CUPE) Local 5040 represents the following active job roles at FSD:
- Career Technology Studies Instructors (non-teachers)
- Data Facilitators
- Educational Assistants
- Learning Commons Facilitators
- Office Administrators
- Secretaries
- Youth Development Coaches
Current Status
Foothills School Division is currently in a 'cooling off period' with CUPE Local 5040, following the CUPE's request for the mediator to 'book out'. The cooling off period is expected to cease February 9, 2025.
Timeline
Background
The Division is dedicated to collaborating with all bargaining units to negotiate existing and expired contracts. We were pleased to finalize the 2020 - 2024 CUPE Local 5040 contract on August 22, 2024, which resulted in agreed-upon wage increases for all members of the bargaining unit.
Following that round of negotiations and mediation, FSD met with CUPE Local 5040 in September 2024 to begin bargaining on the 2024/2025+ agreement. The timeline of the bargaining process is below.
Recent Activity
February 21 & 28, 2025
- Scheduled mediated bargaining days.
January 29, 2025
- Foothills School Division is informed that CUPE Local 5040 has applied to host a supervised strike vote at the end of the cooling off period.
January 26, 2025
- The Provincial Mediator notified parties that he has booked out and that the 14-day ‘cooling off period’ has started. At the end of this period, it is within the right of the union to conduct a supervised strike vote, which may result in the Division receiving 72 hours’ notice that members of CUPE Local 5040 will take job action.
January 24, 2025
- CUPE Local 5040 requested the Provincial Mediator to ‘book out’, of the mediation process without providing a recommendation to the parties for settlement and asked the Mediator to begin the cooling off period, as per the Labour Relations Code.
December 18, 2024
- We met with the CUPE Local 5040 Bargaining Committee along with their national representative and provincial mediator.
- Continued to work through each other’s proposals. Progress was made on a number of issues with some agreement on a few clauses.
December 5, 2024
December 5, 2024 bargaining meeting postponed for the reason that the mediator, requested by CUPE Local 5040, was not available to attend. This was discussed and addressed at the December 3, 2024 meeting between FSD, CUPE Local 5040, and the mediator.
December 3, 2024
Foothills School Division met with local and national representatives of CUPE Local 5040, along with a provincial mediator, at CUPE’s request, in an effort to reach a new collective agreement.
- A discussion was held, and some progress was made.
- Further mediation dates are being scheduled, with the next meeting to take place on December 18, 2024.
September 26 & 27, 2024:
- CUPE Local 5040 and the Division’s bargaining teams met.
- Exchanged initial proposals and began reviewing and engaging in discussions to understand each other’s priorities and positions.
- Both parties verbally agreed on a few points but have not signed off on any items.
FAQs for Families
What is the provincial framework for negotiations?
As per the Public Sector Employers Act (PSEA), bargaining directives (monetary items and compensation) are issued to all public sector employers negotiating contracts with unionized staff, and we cannot operate outside of these parameters. Bargaining directives were implemented in Alberta, through the Provincial Bargaining Compensation Office (PBCO) in December 2019 following the passage of the PSEA. As such, School Divisions and other government entities are required to use the directives to inform and guide negotiations.
View the CUPE Bargaining Infographic
What is job action?
The term job action can be defined as an action taken by employees or the employer to inconvenience, pressure, or attempt to force the granting of certain demands between the parties as a result of the collective bargaining process. Job action can occur when bargaining unit employees choose to strike, or when the employer chooses to lockout bargaining unit employees. Other terms used to describe job action include ‘work stoppage’ and ‘labour disruption.
Job action activities could include strikes, rotating strikes, lockouts, and passive “work to rule” activities, such as: refusing to report to work as scheduled, leaving work early, refusing to perform assigned work, groups calling in sick at the same time, engaging in slow downs, attending union meetings or information sessions on the employer’s time and without employer permission, etc.
Source Alberta Labour Relations Board
When can a union go on strike?
There are several requirements for unions to hold a legal strike. These include:
- Any collective agreement between the union and the employer must be expired.
- The parties must enter into collective bargaining.
- The parties must work with a government- appointed mediator.
- A 14-day cooling-off period must elapse following mediation.
- A Labour Board-supervised strike vote (unions) or lockout poll (employers) must be taken, and a majority of those voting must agree to the strike or lockout.
- One party must serve the other (as well as the mediator) with 72 hours of notice before the strike or lockout commences.
Source Alberta Labour Relations Board
