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Posts published in February 2026

Ville de Montréal outside workers on strike for first time in over 15 years

Published February 5, 2026

Outside workers’ at Ville de Montréal are on their first strike day in over 15 years. They will be on a 24-hour work stoppage from February 4 at 6 a.m. to February 5 at 5:59 a.m. This major mobilization comes after months of unsuccessful bargaining and a city-proposed budgetary framework that would have impoverished workers. Alongside hundreds of workers picketing in front of the Ville‑Marie garages, CUPE 301 President Jean‑Pierre Lauzon restated the union’s position: outside workers won’t ever sign an agreement that rolls back their working conditions.

“Outside workers have lost 6 to 7% of their purchasing power in the last few years,” Lauzon said. “Not only is the city not offering a catch-up, it put a framework on the table that would just set us back further. I repeat: we will not bargain for our own impoverishment.”

The union stresses that strikes are always a last resort, and never chosen happily or lightly.

“We tried other pressure tactics before getting to this point, so we could continue providing Montréalers with full services,” Lauzon added. “But, if the city maintains a hard line and jeopardizes the purchasing power of thousands of workers, we have no choice but to speak up louder.”

The union is still willing to bargain and has not lost sight of its main goal: to come to a tentative agreement quickly.

Bilingual Senior Casework Manager, Safer Union Spaces Office – Cupe National Office

Published February 5, 2026

The Canadian Union of Public Employees is inviting qualified and motivated individuals to apply for a bilingual position of Senior Casework Manager assigned to work in the Safer Union Spaces Office (SUSO) at its National Office located in Ottawa, Ontario. The successful candidate may ask for the position to be elsewhere in the country subject to operational requirements.

There is a Bona Fide Occupational Requirement (BFOR) associated with this position. The position is designated for persons who are part of one or more of CUPE’s five designated groups for employment equity: Black and racialized people, Indigenous people, persons with disabilities, 2SLGBTQI+ people, and women.

GENERAL FUNCTION

The Senior Casework Manager will be responsible for providing case management oversight of disclosures and complaints of harassment, discrimination, gender-based violence, or conflict within CUPE spaces.

SUMMARY OF DUTIES

Under the direction of the Safer Union Spaces Office (SUSO) Director, the successful applicant will be required to perform the following functions:

  • Support the oversight of cases of harassment, discrimination, gender-based violence, and complex conflict brought to SUSO.
  • Manage and process complaints pursuant to the Harassment and Discrimination Response Procedure, including facilitating a threshold assessment.
  • Support the implementation of Adjudicator directives within a local following the outcomes of an adjudication process.
  • Lead preliminary case assessments for informal intervention processes, including oversight of due diligence inquiries.
  • Review complex case files to support the casework of the SUSO team and ensure consistency of informal resolution and formal complaint practices.
  • Provide case consultation to staff or elected officials working with or supporting those impacted by harassment, discrimination, and gender-based violence. 
  • Facilitate cultural assessments for team restorations. 
  • Provide conflict coaching and mentorship to members, elected officials, and staff to help respond to equity-based conflicts within union spaces. 
  • Assist in and contribute to resource development. 
  • Asist in education prevention strategies and raising awareness of supports and services available. 
  • Maintain case records and statistics consistent with the procedures and operational guidelines established within the Safer Union Spaces Office. 
  • Review and recommend enhancements to policies, procedures, and adjudication protocols to identify systemic barriers, mitigate risk, and strengthen organizational practices. 
  • Perform other related duties, as assigned.

QUALIFICATIONS

  • A post-secondary degree or an equivalent level of education in relevant field (e.g., Human Rights, Law, Social work).
  • Five years’ experience of progressively responsible related experience.
  • Experience leading investigations of complex human rights and Code-based harassment complaints.
  • Advanced knowledge of alternative dispute resolution and mediation techniques.
  • Experience with interviewing, evidence analysis, credibility assessments, and application of legal tests to support findings of fact.
  • Demonstrated ability to apply intersectional, anti-oppressive, culturally responsive, trauma and violence informed approaches to case oversight.
  • Proven sound judgment, objectivity, and discretion in managing sensitive and confidential matters.
  • Strong analytical, problem-solving, and case management skills, with the ability to work effectively under pressure and meet frequent deadlines.
  • Demonstrated organizational and multi-tasking abilities; sound judgment, resourcefulness, and flexibility.
  • Strong ability to generate, develop and communicate new ideas regarding policies, procedures, and processes.
  • Strong case management skills to oversee and administer a large number of active case files while maintaining a bring-forward system to ensure deadlines are respected.
  • In-depth knowledge of relevant legislation and case law, including the Human Rights Code.
  • Demonstrated knowledge of CUPE policies, procedures, and structure.
  • Strong communication and interpersonal skills to effectively provide support, build rapport, and handle sensitive situations.
  • Knowledge and understanding of trade union values and principles.
  • Ability to synthesize information and clearly articulate complex issues in writing.
  • Advanced skills and ability working with relevant computer applications and case management platforms.
  • Excellent oral and written communication skills in both official languages.
  • Experience working effectively in a collaborative, diverse, and inclusive team-oriented environment.
  • Strong initiative and ability to work independently as well as in a team.
  • Free to travel and able to work weekends and holidays, as required.

CONDITIONS OF EMPLOYMENT This position is non-unionized but will follow the collective agreement between CUPE and the Confidential Employees Union for benefits and leave purposes.

WEEKLY SALARY RANGE:   $2,766.73 to $2,799.69 (plus 7% bilingual bonus)

Persons interested should apply by sending a cover letter and resumé, in English, to hr@cupe.ca no later than February 27, 2026.

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CUPE is committed to fostering a representative workplace and a culture grounded in respect, diversity and inclusiveness at all levels of our organization to ensure that our workforce reflects the diverse CUPE membership and the diverse communities in which we live and serve. CUPE encourages applications from qualified members of equity-deserving groups, including women, Black and racialized people, Indigenous people, persons with disabilities, and 2SLGBTQI+ people. We will provide reasonable accommodations for candidates on any protected human rights grounds at any stage of the selection or recruitment process. Please inform us if you require accommodations by contacting us at hr@cupe.ca. (All qualified candidates are encouraged to apply. However, CUPE members and existing CUPE staff will be given priority).

CUPE welcomes new members after Saskatchewan LRB win

Published February 4, 2026

CUPE welcomes approximately 80 new members into the union following a favourable decision from the Saskatchewan Labour Relations Board (LRB).

The members who form CUPE 5604 are Southland Transportation bus drivers working in 16 communities across the Horizon School Division.

CUPE filed an application to the LRB in May 2025 to certify the workers. The employer objected to the application, leading to a lengthy process that included written submissions from both CUPE and the employer.

Following the favourable decision from the LRB, a representation vote confirmed majority support for CUPE. Although the employer filed an objection to the vote, that objection was later withdrawn, clearing the way for certification to proceed.

“This is a huge win for these new CUPE members at Southland Transportation and a huge win for CUPE in general,” said Kent Peterson, president of CUPE Saskatchewan. “It confirms that workers have the right to organize by location or community, rather than being forced into a single, employer‑wide bargaining unit.”

Peterson noted that the decision reinforces the right of workers to choose representation that reflects their specific working conditions.

“These workers now have a voice in their workplace and the ability to collectively negotiate improvements to their working conditions,” he said.

Workers sound the alarm about reduced hours of care in Bobcaygeon’s Case Manor: Ontario

Published February 4, 2026

Workers at Sienna Living’s Case Manor in Bobcaygeon, located just north of the Greater Toronto Area, found out that their employer is cutting 1300 hours per month from their schedules in the spring. The workers, members of CUPE 3204, are PSWs, maintenance, recreation, and kitchen staff that ensure the quality of life for residents of the home.

“Our Union is taking every action we can to fight back against this move by the employer, including sounding the alarm for the community,” said Joan Kelly, president of CUPE 3204. “We do this work because we care, not to get rich. Cutting our hours of work and laying off two of our union positions shows us the employer doesn’t value our work, or care about the residents’ needs.”

In response to this move by management, the union has filed a series of grievances and is reviewing other options.

Education workers condemn Sudbury Catholic School Board for abandoning negotiations

Published February 4, 2026

CUPE 5569 education workers are condemning the Sudbury Catholic District School Board (SCDSB) after the Board walked away from the bargaining table on Monday and refused to continue negotiations.

On Monday, the SCDSB’s negotiators informed the union that it would no longer review proposals or provide counteroffers. The Board then left the CUPE office, effectively ending discussions at the table. Only two standard language articles remained to be agreed upon.

“This decision is both disappointing and unnecessary,” said Corry Allair, president of CUPE 5569. “Our bargaining team came prepared, willing, and committed to reaching a fair first Collective Agreement. We were close to completion.”

CUPE 5569 represents Early Childhood Educators, Educational Assistants, office staff, social workers, and other education support professionals who work daily to ensure students feel safe and supported.

“Our members are the heart of our schools,” said Corry Allair, president of CUPE 5569. “Every day, education workers support students by providing learning support, stability, and trusted relationships, whether in the classroom, the office, or elsewhere in our schools. When those workers are disrespected or left in uncertainty, it directly affects the children and families who rely on us.”

Since October 2024, the elected bargaining committee has met with the employer 17 times in an effort to negotiate a first Collective Agreement. Despite this, bargaining has been extraordinarily slow. The employer has repeatedly sought extensions, declined to secure additional bargaining dates, and shifted negotiations to virtual meetings while refusing to meet in person.

“Walking away from the table sends the wrong message — not only to our members, but to parents and the broader community,” Allair said. “Our members show up every day to support students and families. They deserve a fair agreement that allows them to continue doing that work with confidence and security.”

CUPE 5569 remains ready and willing to bargain at any time.