Preparations in place for CUPE 160 Strike

The City of Prince Albert would like residents to be aware that planning is well underway to prepare for the potential of a CUPE 160 Strike. This bargaining unit covers areas such as the Water and Waste Water Treatment Plants, Water and Sewer Crews, Snow Crews, Garbage Collection, Arenas, Cemetery, Forestry and Janitors.

Many of these areas are covered under essential services legislation including garbage pick-up, mechanics, cemetery, snow removal and water and sewer services.

“We have already started planning for the potential outcome of a strike and we can assure residents that disruptions will be limited,” said Kiley Bear, Director of Corporate Services for the City of Prince Albert.

“Similar to CUPE 882, there are plans in place and we are committed to limiting impacts to any services not covered by essential services legislation.”

CUPE 160’s recent proposal puts forward a general wage increase of 22% over four years and another 8% in monetary asks including another three sick days for a total of 18 per year.  The total requests amount to at least 30% over four years as well as other demands that would limit the ability of the City to manage.  

“CUPE 160’s bargaining team continues to put forward unreasonable monetary demands that are well beyond the realm of possibility. It is clear they are not motivated to find a resolve and keep their members at work,” says Bear.

The City’s offer includes:

• A general wage increase of 11% over four years,
• A wage adjustment for the lowest paid employees from $15.83 to $19.44 starting wage to assist with recruitment and retention
• Shift differential increase for Water Treatment Plant employees to bring it in line with all other work groups
• Winter wage adjustment for Airport Maintenance employees from $27.68 to $28.29 in the winter months to align with other Equipment Operators rates in the City and the introduction of an Airport Supervisor position.

Although the union has characterized the City’s settlement offer as requiring “numerous concessions”, the requests from the City are limited to the following:

• Sick Bank
  Contribution of one of 15 sick days a year to contribute to the sick bank (short term disability program) with no cap on the sick bank.
• Overtime Callback
  When an employee is away from work sick (not including sick family, medical appointments or bereavement leave) they cannot accept an overtime shift for a 24 hour period unless the callback list has been exhausted (essentially, they can still come in but they are the last to be offered the shift)
• Airport Hours of Work
  Introducing Saturday and Sunday as the standard hours of work to accommodate the needs of the airlines.
• Permanent Positions
  Commitment to review non-permanent positions that have not been laid off for three consecutive years to determine if they should be made permanent. If they are made permanent, the incumbent will be placed in the position.

CUPE continues to point to small towns as a benchmark. In Saskatchewan there has not been a City over a population of 5,000 that has settled for more than what Prince Albert has on the table for a general wage increase.

Wage settlements in Saskatchewan cities to-date:

• City of Regina - 6.7% over 3 years
• City of Lloydminster - 10% over 5 years
• City of Swift Current - 5.7% over 3 years
• City of North Battleford - 5.7% over 3 years 

CUPE 882 Strike
CUPE 882 started job action on Monday September 11, 2023 with a full withdrawal of services impacting positions in recreation facilities and City Hall. The City has put an offer of 11% general wage increase and further monetary adjustments to the lowest paid classifications on the table. The combined current offer of 11.5% is the maximum amount the City is prepared to ask taxpayers to pay.

The City has asked for a proposal from the Union after the tentative agreement was rejected. The union to date has refused to provide a proposal. The City is not prepared to return to the table creating the perception that there is more than 11.5% available.

For media inquiries, please contact:

Kiley Bear
Director of Corporate Services
(306) 953-4367

Kevin Yates
HR Manager
(306) 953-4314