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Occupational Health & Safety
The law states that every school must have an OH&S Committee.

It is the responsibility of the school principal to ensure that CUPE Local 3766 has a representative on the school OH&S committee.

If you have any health and safety concerns please contact your representative on the committee and ask them to bring your concern(s) forward.

If there are any workplace hazards that have the potential to cause members illness or injury, bring them immediately to your employers attention.

Check the OH&S minutes to ensure that your concern(s) were recorded and given consideration.

If your concern is not recorded or given consideration, please contact Jackie Christianson at jackiechristianson@myaccess.ca or Janet Davies at jddavies1@hotmail.com

If you fill out a W1, workers report of injury form for WCB, please notify the Health and Wellness office immediately. You can contact them at wellness@rbe.sk.ca. You can find this form in the FORM box at the top of the home page.

It is our commitment to promote safe work procedures and environments so as to prevent illness and injury as a result of workplace factors. We can not do this unless our members inform us of their concerns.

What is Duty to Accommodate?

The duty to accommodate is an obligation upon employers and unions, to adapt work and workplaces to allow persons with disabilities the right to work without discrimination. This obligation comes from two sources: the applicable human rights legislation (in our case the Saskatchewan Human Rights Code) and rulings from the Supreme Court of Canada.

What is an Accommodation?

In circumstances where an employee is unable to perform the regular duties of their position due to a mental or physical disability, an accommodation can be required. An accommodation can mean anything from modification of duties, shifts, and equipment, up to and including, retraining if necessary.

Who plays a part in duty to accommodate?

The primary responsibility rests with the employer, because it has the ultimate control over the workplace. Once it receives a request, the employer must initiate the accommodation search.

The union must co-operate with the accommodation process, and not unreasonably block a viable accommodation option. The union is there to protect your interests and the interests of the other bargaining unit members.

The employee is expected to participate in the accommodation process, and cannot refuse a reasonable accommodation offer. The employee must provide sufficient information to the employer concerning restrictions or limitations including necessary information from health professionals. The employee doesn't have to reveal the actual diagnosis so long as sufficient information about restrictions and accommodation needs is provided.


What does this mean for me as a union member?

You should inform your principal of your need for accommodation and cooperate in providing the necessary information. When you inform your principal of your request you should also tell them that you want your union involved in any discussions or meetings about your accommodation. You should contact the local and advise them of your request and you can count on them to advocate on your behalf and follow-up to make sure the solution is really working.

A message from your Executive, CUPE local 3766

Please contact Jackie Christianson at jackiechristianson@myaccess.ca

PLEASE REMEMBER TO USE YOUR PERSONAL EMAIL ACCOUNT AND
COMPUTER FOR ALL UNION BUSINESS!


If you have questionns or concerns regarding Occupational Health & Safety please contact Jackie Christianson at jackiechristianson@myaccess.ca or Janet Davies at jddavies1@hotmail.com

PLEASE REMEMBER TO USE YOUR PERSONAL EMAIL ACCOUNT FOR ALL UNION BUSINESS.
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Updated Administrative Procedures