Frequently Asked Questions

Got questions? We have answers. From understanding your benefits to knowing your rights on the job, our FAQ page covers the essentials of life at CUPE 1606. Whether you are a new member just starting out or a long-time advocate for our local, this FAQ is designed to provide you with the clarity you need to navigate your career with confidence.

Browse the categories below to find what you need. Can’t find what you’re looking for? Contact us and we’ll get back to you as soon as possible.

 

Where Should I Take My Questions?

When you have questions about your employment, benefits, or rights, always come to the Union first. While it may seem natural to ask management, the Union is your dedicated advocate, ensuring the information you receive is accurate and protects your interests under our contract.

We are here to help you navigate:

  • ASEBP (Your Benefits): Comprehensive health and dental coverage is provided through the Alberta School Employees Benefit Plan. You can manage your claims and view coverage details via the ASEBP website or by downloading their mobile app for on-the-go access.

  • LAPP (Your Pension): Your future is secured through the Local Authorities Pension Plan. We recommend all members create an online account through the LAPP portal to track contributions and view retirement projections.

  • The Collective Agreement: Your rights, pay scales, and working conditions are all outlined in our contract. You can access the full, searchable document anytime on our website under Resources/collective agreement.

Remember: If you are unsure about an interaction at work or a change in your duties, contact your Shop Steward before speaking with the employer. We are here to ensure your rights are respected.

What does CUPE do for members?

When you join CUPE, you aren’t just joining a local; you are joining a national network of over 740,000 workers dedicated to mutual support and fair workplaces.

  • Equal Footing: We provide the resources, legal expertise, and collective strength needed to meet the employer as an equal partner at the bargaining table.

  • Proven Strategy: We share information and bargaining strategies developed by members across Canada to secure better contracts.

  • Professional Respect: Employers respect CUPE’s size and reputation. Being a member is about gaining the recognition and respect you deserve for the work you do every day.

Who does CUPE represent?

CUPE is Canada’s largest union. In Alberta alone, we represent 36,000 members across almost every public sector. You are part of a massive community that includes:

  • Education: Teaching Assistants, Secretaries, Custodians, Groundskeepers
  • Healthcare: LPNs, Nursing Aides, Housekeeping, Dietary Staff
  • Municipal: Water Operators, Planners, Paramedics, Zoo Keepers
  • Technical: Lab Technicians, Electricians, IT & Radio Techs
  • Support: Payroll Clerks, Employment Counselors, Clerical Staff

Whether you are in a classroom, a lab, or a specialized trade, CUPE understands your work because we represent the people who keep Alberta running.

What services does CUPE provide?

Every CUPE Local is backed by a professional support system. We provide the expertise so your Local can meet the goals you set.

  • Dedicated Support: Each Local is assigned a full-time CUPE Servicing Representative to assist with bargaining, grievances, arbitrations, WCB appeals, and EI issues.

  • Specialized Expertise: Members have access to Alberta-based experts in:

    • Labour Law & Research

    • Health, Safety, & Technology

    • Human Rights, Anti-Racism, & Equal Opportunity

    • Communications & Education

  • Strategic Funding: CUPE provides the financial backing and campaign expertise needed to support bargaining and fight against contracting out and privatization.

What are Union Dues?

Union dues are an investment in your workplace protection. In CUPE 1606, our dues are structured to ensure we have the resources to represent you effectively.

  • Local Control: Each CUPE Local sets its own dues based on its specific needs—such as member education, local newsletters, and community campaigns.

  • National Support: Less than one cent of every dollar goes to CUPE National. These funds provide us with high-level experts, including lawyers, researchers, and specialized negotiators.

  • Tax Benefits: All union dues are 100% tax-deductible.

Understanding “Core Dues” in Alberta

In our Local, all dues are designated as Core. Under Alberta provincial regulations, Core Dues are funds used specifically for activities that directly benefit members in the workplace, including:

  • Bargaining & Advocacy: Negotiating contracts, creating public awareness, and lobbying for workplace goals.

  • Legal & Representation: Participating in legal proceedings and representing members in work-related hearings or investigations.

  • Education: Training for members and union staff to better handle workplace issues.

  • Operations: Maintaining our bylaws, administering the union, and providing member benefits/funds.

What are my dues spent on?

Your dues are working for you every day, both at the local level and across the province.

At the Local Level

The majority of your dues stay right here. They are spent according to the priorities you and your fellow members set. This includes daily operations, grievance handling, and local training.

At the National Level

The portion sent to CUPE National funds the programs you rely on, such as:

  • Contract Strength: Hiring the staff who help us bargain for better wages and working conditions.

  • Special Funds: Building the resources necessary to defend your job and improve your benefits.

  • Public Advocacy: CUPE is a powerful voice against the privatization of public services. We actively fight to keep healthcare, water supplies, and our schools in public hands—protecting our jobs and our communities from corporate interests.

    Did You Know? Union Dues are 100% Tax Deductible!

    Every dollar you pay in union dues can be claimed on your annual income tax return. This reduces your taxable income, meaning you get a portion of your dues back every year at tax time. Keep an eye out for the amount listed in Box 44 of your T4 slip!

How are Locals represented?

We ensure every Local has a seat at the table through a fair delegate system. Officers are elected by these delegates to serve two-year terms.

National Representation

National Conventions are held every two years (biennially) in October. Representation is based on the size of the Local:

Member Count Number of Delegates
Up to 100 Members 1 Delegate
101 – 200 Members 2 Delegates
201 – 500 Members 3 Delegates
501 – 1,000 Members 4 Delegates
1,001 – 1,500 Members 5 Delegates
And so on… (+1 per 500 members)

Provincial Representation (CUPE Alberta)

CUPE Alberta holds an annual convention every March. Locals that join the Alberta Division elect delegates based on a different formula to ensure strong provincial advocacy:

  • First 100 Members: 2 Delegates

  • Each Additional 100 (or fraction thereof): 1 Additional Delegate

Who makes the decisions in CUPE?

CUPE is a “bottom-up” organization. This means the power starts with you, the member.

  • At the Local Level: Members determine their own priorities, agendas, and local initiatives.

  • At the Provincial & National Level: Your Local elects delegates to represent your interests at conventions. These delegates debate and vote on resolutions that set the path for the entire union.

Who decides what will be negotiated?

The Membership. At CUPE 1606, our bargaining goals come from the people doing the work. That’s YOU.

  • Member-Led Proposals: Each Local develops its own bargaining priorities based on what matters most to its members.

  • Expert Support: While members set the goals, CUPE provides the professional research and bargaining expertise to help you achieve a fair agreement.

  • The Final Say: CUPE staff are there to advise, not to dictate. The membership holds the ultimate power to accept or reject any proposed collective agreement through a democratic vote.

Who makes decisions on job action?

You do. The decision to take job action is a Local decision made by the members.

  • Local Control: Neither CUPE National officers nor staff can “force” a strike or job action. That choice stays entirely with the Local 1606 membership.

  • Full Backing: If the membership does vote for job action, CUPE provides the necessary advice, strategic assistance, and financial strike support to ensure you are protected.

What happens during a strike (job action)?

Picket Line Logistics:

  • Travel Time: Please note that travel time to and from picket sites is not covered as part of your strike duty hours. Members are responsible for their own transportation to their assigned location.
  • Location Assignments: To ensure our presence is felt, members working outside of main centers will likely be asked to join a larger, centralized picket site.
  • The Power of Numbers: A large, active picket line is our most effective tool. The more members we have standing together at a single site, the stronger our message to the employer and the faster we can reach a fair settlement.

If the membership votes for a strike, our strength comes from our visibility and our unity.

Note on Solidarity: Picketing is not just about fulfilling hours; it’s about showing the employer that we are a single, unbreakable unit. Your presence on the line directly impacts our bargaining leverage.

How does Strike Pay work?

We understand that job action is a financial commitment. CUPE’s National Strike Fund is designed to support you so we can stand strong together.

  • The Requirement: To be eligible for strike pay, members must perform a minimum of 20 hours of assigned strike duties per calendar week.

  • The Payment: Members who meet the 20-hour requirement receive $350 per week.

  • Tax-Free: Strike pay is considered a benefit, not income, so it is 100% tax-free.

Strike Pay Requirements

To be eligible for strike pay from the National Strike Fund, members must fulfill specific requirements:

  • Participation: You must perform a minimum of 20 hours of assigned strike duties per week (this usually includes picketing or other support roles).

  • Good Standing: You must be a member in good standing before the strike begins.

  • Sign-In: You must sign in and out with your Picket Captain to ensure your hours are recorded accurately for payment.

What about Substitutes and Casual Workers?

If you are a substitute or casual worker, you are a vital part of CUPE 1606. Because you pay union dues, you have the same rights to protection and support as permanent staff.

  • Eligibility for Strike Pay: Substitutes are highly encouraged to join the picket line. By completing the required 20 hours of strike duties per week, you are eligible to collect the $350 weekly strike pay.

  • Replacing Lost Income: Since your regular subbing work will be unavailable during a strike, joining the picket line is the best way to ensure you still have a source of income while supporting your colleagues.

  • Building Solidarity: Every voice counts. When substitutes stand with permanent staff, it sends a powerful message to the employer that our entire workforce is united.

What about Bus Drivers?

We know many of our members are bus drivers, and your situation is unique during a strike.

  • Continuing to Work: Because bus drivers are technically employed and paid by a private contractor (rather than the School Division), you are legally able to continue working your regular routes during a CUPE 1606 strike.

  • Respecting the Line: While you are still working, we know our bus drivers are some of our strongest supporters. You can show solidarity by:

    • Honking in support when you drive past a picket site.

    • Wearing union colors or pins (if allowed by your contractor).

    • Joining the picket line during your off-hours to support your fellow members.

  • Double the Support: If you choose to join the picket line during your personal time, you are helping build the “Strength in Numbers” we need to win a fair contract for everyone.

If a strike lasts through June, will I be recalled in September?

One of the most common concerns is how job action affects your return to work for the new school year.

  • Protected Rights: Under provincial labour laws, the Division cannot penalize you for participating in a legal strike. Your right to strike is protected.

  • Recall Status: If you would have been recalled in a “normal” year based on your seniority and contract, you will still be recalled once the strike is resolved.

  • Business as Usual: A strike pauses your work, but it does not “reset” your employment or your right to your position. Once a settlement is reached or the strike ends, the recall process will proceed as it typically does under the terms of our Collective Agreement.

The Bottom Line: Your job security is tied to your contract and seniority, not whether or not you walked a picket line. We stand together to protect those jobs, not lose them.

This is a critical section that addresses “Scabbing” or crossing the line. It’s important to strike a balance: being very clear about the consequences while focusing on the collective goal of fair wages.

Here is a professional and firm way to present this on the website:

What does “crossing the picket line” mean?

Crossing the picket line (often called “scabbing”) occurs when a member chooses to go to work for the employer during a legal strike. Because the union is a democracy, the decision to strike is made by the majority; crossing the line goes against that collective decision.

The Consequences of Crossing the Line

  • Loss of Membership Rights: Members who cross the picket line will no longer be “Members in Good Standing.” This means you lose the right to attend union meetings, vote on future contracts, or participate in union elections and business.

  • Weakening Our Position: Every person who goes to work during a strike gives power back to the employer. It sends a message that the Division can operate without us, which makes it much harder to win the fair wages we are fighting for.

  • Prolonging the Strike: The more “normal” the employer feels things are, the less pressure they feel to settle. Crossing the line directly leads to longer strikes and delayed results for everyone.

Why Solidarity Matters

A strike is a test of will. When we stand together 100%, we show the employer that the schools cannot run without our hard work. Solidarity is our only lever to achieve a fair contract. By staying on the line, you are protecting not just your own future, but the futures of your colleagues and their families.

Do we still picket on non-instructional days?

Yes. A strike is a total withdrawal of services, which includes days when students are not in school (such as PD days, teacher convention, or break periods).

  • Standard Schedule: Pickets typically run five days a week, regardless of the school calendar.

  • National Oversight: Any changes to the 5-day-a-week schedule must be approved by CUPE National. Unless you are notified otherwise by your Shop Steward or the Strike Committee, you should plan to be on the line every weekday.

  • Consistency is Key: Maintaining our presence every day, especially on days when the employer and administration are still working, ensures the impact of our strike is constant.

Can I work at my second job during a strike?

Many members hold additional employment outside of the School Division. You are free to continue working those other jobs, provided they do not interfere with your strike duties.

  • Balance: As long as you complete your 20 hours of assigned strike duties per week, you remain eligible for your $350 strike pay.

  • Scheduling: Your Strike Committee will work to organize shifts. If you have a second job, please communicate your availability early so your picket shifts can be scheduled accordingly.