Join a committee or become a shop steward

There are many ways you can be involved.

You can become a shop steward for your workplace. The steward is primarily a problem solver. "Solving" could mean mediating a dispute between two members, talking informally to a supervisor, submitting a written grievance, launching a complaint with the human rights commission, or referring the problem to the union Health and Safety or Bargaining Committee. 

A steward builds confidence. A steward promotes mutual support. Confidence and mutual support are achieved when the steward involves the co-workers in the creative resolution of a member’s problem or grievance. The steward encourages members to find solutions together by facilitating problem solving. The steward is also the link between the membership and the leadership of the local.

The steward should pass on important information about union activities and encourage membership involvement in union activities. He or she should also pass on complaints about the union to the local's executive. 

Since effective stewards have a good understanding of the problems and concerns of the members they represent, they should be consulted about things such as proposed dues increases, bargaining proposals, political action campaigns undertaken by the local, pay equity plans, etc., so that the concerns of the membership are taken into account before any of these proposed activities are adopted.

You can also join a committee. There are many different ones, depending on your workplace, and a list can be found under your workplace resources, by clicking My Workplace.

Committees involve meetings with other CUPE 15 members on issues like bargaining, political action, finance, occupational health and safety, and more. Committees build capacity, network, and advance their working group in your region/service division.

The City of Vancouver/CUPE Local 15 Labour Management Committee was formed as part of the 2001 negotiations to help facilitate labour/management relations. The committee continues to meet monthly to discuss issues in the workplace that are concerns, but not "grievances" as defined in the collective agreement. The Terms of Reference is based on principles such as, working together to share information and to identify areas of concern in the workplace, collective problem solving and making recommendations to resolve outstanding issues.

The labour management committee consists of five appointed representatives from CUPE Local 15 (City ) and five from City Management. Managers or union members who wish to contact a member of the committee to discuss relevant issues are encouraged to do so.