“BCPSEA and the school district are optimistic about how to reach a collective agreement that is satisfactory to both parties with the assistance of the Ombudsman.” In an emailed statement, Deborah Stewart of BCPRSEA said the agreement reached by the school district and CUPE 409 “does not meet the public sector bargaining mandate.” Stewart added that 70 per cent of public service employees are now covered by new collective agreements corresponding to the bargaining mandate, “including many local CUPE residents in school districts.” The 4-year contract covers all City CUPE 387 employees and covers the period from January 1, 2016 to December 31, 2019. It forecasts a wage increase of 7.0% over the 4-year period (1.5% in 2016, 1.5% in 2017, 2% in 2018 and 2% in 2019). CUPE 387 ratified the new agreement with 95% support. The agreement was approved by the New Westminster City Council, the New Westminster Police Board and the New Westminster Public Library Board. With this latest round of collective bargaining, the city and the Union have committed themselves to reaching a fair, reasonable and sustainable collective agreement. New Westminster – The City of New Westminster and the Canadian Union of Public Employees, Local 387 (CUPE 387) have entered into a new four-year collective agreement effective January 1, 2016. The parties began negotiations in June 2016 and reached an interim agreement at the end of December. “Local parties also have the option of including in their local collective agreement the province`s framework agreement recommended by CUPE and BCPSEA, if they reach their local agreement by November 30, 2019.” Marcel Marsolais, president of CUPE Local 409, said the school district and the union had agreed in June, ratified by union policy and approved by the school committee. But the agreement had to be approved by the provincial government`s accredited negotiator, the B.C. Public School Employers` Association (BCPSEA). The union, which represents support staff in the New Westminster School District, is planning a strike vote next week after provincial powers vetoed an on-the-spot agreement.

“Unacceptable, they can veto anyone`s consent, and that`s exactly what they did,” Marsolais said. “We are horrified that these two levels of bureaucracy have had the right to interfere in what has been negotiated freely and in good faith, and this must stop.” “But with the Big Ticket items, we`re not able to move,” he said. “The school district has an obligation to negotiate as part of the public sector bargaining mandate, which was established by the provincial government through the Public Sector Business Council,” stewart said. The case must now go to mediation by 22 October, after which a strike vote must begin – unless an agreement can be reached during mediation. “We argue that everything we do for people who support students, work with students and clean up after students is good for student outcomes,” Marsolais said. Richard Fong, Executive Director of the City of Human Resources of New Westminster 604-527-4578 or Among the stumbling blocks, Marsolais said that BCPSEA refused to give an extra sick day per year for employees. For workers who work only during the school year, it was agreed to increase the number of sick days from 15 to 16 days previously, from 18 days to 19 days for full-year employees. Marsolais said that cupE wanted to go in part to benefits for long-term disabled members that it cost about $5,000, and what he said was successfully negotiated by other natives.