The Canadian Union of Public Employees Local 543 has had a long history in Windsor.
In 1953, the City of Windsor Inside Workers decided the best way to advance an agenda of worker rights was by forming a union. On the 18th day of June 1953, the newly formed Windsor Municipal Office Employees’ Federal Union No. 543 was officially recognised. Within a very short time frame, the City of Windsor Inside Workers decided to add their voices to the broader national struggle for fairness and equity by becoming members of a new union called the National Union of Public Employees (NUPE). The City of Windsor Inside Workers were represented by NUPE for nearly a decade, until it merged with the smaller National Union of Public Service Employees (NUPSE).
In 1963, from the merger of NUPE and NUPSE, a new much larger union, the Canadian Union of Public Employees (CUPE), was formed. Similar to its national organisation, CUPE Local 543 was and continues to be made up of predominantly female members. Paramount to the union struggle has been the fight for equality. CUPE has embraced and advanced the issues of equal pay for work of equal value, maternity benefits, health and safety in the workplace, and many other worker rights issues. Although we have come a long way, the struggle continues at workplaces around Canada and indeed the world.
As the broader labour movement growth slowed, stalled, then declined over the last 50 years, CUPE expanded rapidly. Today CUPE Local 543 is a composite local representing over 1500 members. Our members have a voice in the largest union in Canada, now representing almost 650,000 members nationally. Local 543 members are proud public servants/service employees serving Windsorites in daycare (ABC Day Nursery and Great Beginnings Child Centred Cooperative Incorp.), public health (Windsor-Essex County Health Unit), community housing (Windsor Essex Community Housing Corp.), environmental sustainability (Prism Berlie), and municipal services (Corp. of the City of Windsor).
Although the struggles of the working class have intensified over the last number of years, it has not deterred the daily work of Local 543’s members. They continue to be a voice for all working people, unionised or not, championing better working conditions, healthy and safe workplaces, social justice, and equity rights.
As we stand united in a common purpose, we can make positive change in our community, our province, and our country. We are proud to call Windsor our home!
CUPE Local 543 Bargaining Units (click on links to visit employer websites)
|543.1||City of Windsor Inside Workers|
|543.3||Windsor-Essex County Health Unit|
|543.4||ABC Day Nursery|
|543.6||Windsor Essex Community Housing Corporation|
|543.8||Great Beginnings Child Centred Cooperative Inc.|
|543.12||Seasons Retirement Community – Amherstburg|
CUPE Local 543 Executive Board 2018-2020
|1st Vice President||Janice Maillet||519.254.3543|
|2nd Vice President||Mary Carrollfirstname.lastname@example.org|
|Recording Secretary||Diane Weaveremail@example.com|
|Chief Steward||Chris Ferriganfirstname.lastname@example.org|
|Chairperson – 543.3||Anne Dunning||519.254.3543|
|Chairperson – 543.4||Kim Gilbert||519.254.3543|
|Chairperson – 543.5||519.254.3543|
|Chairperson – 543.6||Sandra Herrera||519.254.3543|
|Chairperson – 543.7||Randy Ducharme||519.254.3543|
|Chairperson – 543.8||Heather McGuire-Rainone||519.254.3543|
|Chairperson – 543.12 Interim||Marietta Ferriss||519.254.3543|
Frequently Asked Questions (Joint-Job Evaluation)
What is JJE?
JJE or Joint Job Evaluation, refers to a process agreed to by both your employer and your Union that seeks to assess your job classification. In the late 1980’s, Pay Equity legislation was introduced by the Province of Ontario which required employers to create a process that fairly assessed and compared female dominated jobs with male dominated job comparators. The intent was to create equity amongst female and male workers such that the amount of pay a person received was based on the value of their work and not their gender.
The legislation also required that unions in unionised workplaces must play a role in the creation, administration, and maintenance of the job evaluation program.
As such, the Union and the employer agreed that the JJE process would not only address pay equity, but it would also address internal equity. So our program was designed to create equity not only across female and male job classes, but also across the diverse assortment of jobs within our Union local.
Jobs are assessed by a committee containing two management representatives and two union representatives. There is a fifth person who facilitates the meeting, but is not a voting member of the committee. The committee assesses jobs based on a number of set factors and arrives at a point rating at the end of the process. All four members of the committee must agree in order for the new rating to take effect. The point rating then translates into an appropriate job classification and thus an appropriate pay scale.
The employer satisfied part of its pay equity obligation with the creation of the JJE program; it also has an ongoing obligation to ensure that pay equity is maintained, such that we do not return to an era of gender wage gap. Thus, each position in the 543 compliment is supposed to be reviewed at least once every five years.
What is Pay Equity?
Pay equity refers to equal pay for work of equal value. It is a concept used to describe wage disparity between female dominated and male dominated job classes. The Pay Equity Act required employers to create a process which fairly, reliably, and consistently rates female and using male job comparators.
What is Internal Equity?
A fairness criterion that promotes pay rates that correspond to each job’s relative value to the organization.
Where can I find more information on the Pay Equity Act?
Link to the Commission http://www.payequity.gov.on.ca/en/index.php
Where do I find information on our JJE procedure?
The JJE procedure can be found in your collective agreement. In the absence of the new collective agreement, you can find details on the procedure beginning on page on page 89 of the 2009-2012 Collective Agreement (red cover).
Who sits on 543.1’s JJE Committee?
The Committee consists of four voting members and one nonvoting facilitator. Of the four voting members, two are chosen by the employer and come from management ranks and two are chosen by your Union.
The four voting members must agree on the rating for each factor. If the committee cannot come to an agreement, then they are considered in non-consensus. When a committee fails to agree on one or more factors, the factor or factors not agreed to are sent to an agreed upon JJE Referee to make the final decision.
How do I request a JJE package for my Job position?
You request your JJE package from the Human Resources Department, located at 400 City Hall Square. The department is located on the 4th floor. In order to receive the package as quickly as possible, please provide HR with your job code (found on pages 75-87 of your 2009-2012 Collective Agreement, red cover) and job title.
Where do I find my Job Code?
Your Job Code is found on pages 75-87 of your 2009-2012 Collective Agreement, red cover