Schools Work Because We Do!
Representing Educational Assistants, Secretaries, Librarians, & Custodial
"Together we stand, divided we fall. Choose unity, choose victory"
-unknown
Update on Seniority List
Seniority lists have now been distributed. The 2024 seniority list was shared with schools by the union, while the 2025 seniority list was issued by the employer.
Despite the union’s efforts to work collaboratively with the employer to ensure the accuracy of these lists, those efforts were not successful. As a result, we are aware that there are several errors.
If you identify any discrepancies, please contact the employer directly to have them reviewed and corrected, and copy the union on your correspondence. The employer should be able to provide clear explanations and supporting documentation for any differences identified.
The union’s position remains that the 2024 seniority list is accurate, and no revisions should be made to seniority prior to 2024.
The numbers are in.....
CUPE Local 1522 Custodial members have given a clear message with a strike mandate of 92%. Clerical members have also delivered a strong strike mandate of 93%.
These results reflect the concerns and priorities of our membership and send a clear message about the importance of fair wages, respect, and working conditions.
To our CUPE 1522 Members,
We would like to provide a brief update regarding bargaining with the Lord Selkirk School Division.
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Three days of conciliation have been scheduled for the end of April.
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At this time, we are awaiting confirmation of the specific dates from the Labour Board. These sessions will provide an opportunity to meet with the Division and continue discussions related to the ESA.
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We remain committed to engaging in this process in good faith and look forward to productive dialogue as we work toward a resolution.
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In solidarity,
Your Bargaining Committee
Should schools be considered hazardous workplaces?
"A new report from the University of Ottawa points to high rates of violence and harassment towards support staff as reason to call Canadian schools hazardous workplaces. Darcy Santor tells us more about his research."
-sourced from CBC Listen All In A Day with Alan Neal
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Click HERE to listen to what Darcy A Santor has to say.
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Collective Agreements
You can continue to read the collective agreement under the collective agreement tab on the menu bar above.
Clerical Collective Agreement
Seniority ​
Article 16
16.04
Seniority shall be established upon the completion of the probationary period and shall count from date of employment within the bargaining unit. Seniority shall be maintained and accumulated during:
a) absence due to sickness up to the maximum days accumulated under the provisions of the collective agreement;
b) authorized leave of absence up to thirty (30) calendar days;
c) the period of absence, for Maternity, Adoption and Parenting Leave, as per Employment Standards Code;
16.05
An employee shall lose their seniority standing for the following reasons, when or if:
a) the employee terminates; b) the employee is discharged for just cause and is not reinstated;
c) the employee fails to return to work following an authorized leave of absence;
d) the employee does not return to work from lay-off within ten (10) working days of being notified by registered mail, or at another time which may be mutually agreed to;
e) the employee is laid off for a period in excess of one (1) year.
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Custodial Collective Agreement
Seniority
Article 17
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17.02
Seniority shall be maintained and accumulated during:
- absence due to sickness or accident for a period of twelve (12) months;
- authorized leave of absence.
17.03
An employee shall lose his/her seniority standing for the following reasons, when or if:
1) the employee terminates;
2) the employee is discharged for just cause and is not re-instated;
3) the employee fails to return to work following an authorized leave of absence;
4) the employee does not return to work from lay-off within ten (10) working days of being notified by registered mail; or at another time which may be mutually agreed to;
5) the employee is laid off for a period in excess of one (1) year;