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October 31 and November 1, 2024 brought the traveling Trojan Horse to Ottawa. They started out at Riverside, onto Mont Fort and ended the day at the Royal Ottawa. Bruyere Health, Pearly Rideau and The Queensway Carleton rounded out the second day of the tour. The purpose to this Trojan Horse Tour was to bring attention and awareness to the privatization and outsourcing of services within the health care sector in Ontario. This Privatization of Hospital Services

If you are interested in participating in ant education course offered by CUPE, please reach out to Sam Kombargi at skombargi@cupe4000.com     Coming in 2025 Arbitration—Dec 2024—Niagara-on-the-Lake Stewart Course—Send Sam an email letting him know you are interested.

2024 has been a momentous year for CUPE L4000.  Our bargaining teams for The Ottawa Hospital and Bridlewood Trails successful negotiated tentative agreements that went on to be ratified by membership with significant gains to both collective agreements.  Through our strike avert campaign (Operation Care-Giver) we successful maintained pressure through targeted information pickets, online petitions and radio ads leading into interest arbitration for Prince of Wales Manor, Barrhaven Manor and Windsor Park.  The employer is stalling to continue meaningful negotiations for Valley Stream while we wait for the release of the awards.  After the employer of Marianhill LTC requested a no-board in conciliation the Local is preparing for interest arbitration for their new CA with protection against contracting out work to agency workers a high priority. Looking toward to 2025 we have several initiatives in the works including the continued fight against the privatization of healthcare, assurances on P3 “new” Civic Campus, pending provincial elections and expanding the Local by exploring new membership opportunities.  With the expiry of some CA(s) will be heading back to the bargaining table for Prince of Wales Manor, Barrhaven Manor and Windsor Park (Cogir) early in the new year and The Ottawa Hospital in the fall.  I want to thank the membership for their continuing support and wish everyone the best for the holidays.  See you in 2025!! ROBERT GAUTHIER                                                                 President—CUPE Local 4000                                                  613-722-0652 ext. 273                                                           robgauthier@cupe4000.com

This committee has been hard at work trying to put together different activities to involve our members. The committee is proud to announce that in our 3rd year we were able to have a great turn out for the annual local Christmas party, we were able to sellout all 400 tickets. We will be working hard at trying to find other activities for you the members. In the past members have given the committee suggestions and we welcome them. The committee is only able to work within the budget that you the members approve. If you have any suggestions please feel free to email the local at cupe4000@cupe4000.com with suggestions that we can look into. So stay tuned.  In solidarity, Marilena Fox Chair of Cupe Local 4000 Social Committee Chair

Information pickets were held outside of various Retirement Homes starting September 19, 2024, every Thursday for 4 weeks. Information days were held at ValleyStream, Barrhaven Manor, Windsor Park, and Prince of Whales. Purpose was to bring awareness to the public and pressure the employer to return to the bargaining table. As a result of theses information days, the employer returned to the bargaining table.

Hello all, With the end of 2024 around the corner, I wish to start by thanking all CUPE 4000 JHSC members for all their hard work. 2024 has been a busy year for us and I can’t thank them enough. There are a few vacancies at some of the sites, if you are interested in joining, please reach out to your site vp. Slips, trips and falls are around the corner. Please be careful as the cooler weather starts. Slips that result in injury maybe claimable under wsib. Please fill out an sls anytime this happens. Flu shots are also being administered. A reminder that as per our CA. If a unit is on outbreak, you maybe prevented from working in that area if you don’t have your flu shot. Lastly, there is an order from the Minister of Labour inspector re: working in high-risk location. It is mandatory that you have N.V.C.I. to work in these locations. If you work in these areas and have not yet signed up for this course please reach out to your leadership.Please feel free to give me a call, text or email if you have any questions. In solidarity , Adam Zeton

I am honoured and privileged to be the chair of this committee. The dedication, strength and heart of all the Women in CUPE is unstoppable and keeps me inspired. The committee will relentlessly keep fighting this government on many issues. We have been working on different ways to support Bill 173- that the government provides funding to support victims of domestic abuse. We will be persistent in building and supporting one another because it is only together that we will be able to remove the barriers faced by women, Two-Spirit, gender non-conforming and non-binary people and all who challenge heteropatriarchy. We have every right to take leadership into our own hands. Together we can all rise and build the future that we deserve! In Solidarity Marilena Fox Chair In solidarity, Marilena Fox Chair of CUPE Local 4000 Women’s Committee

What is the duty to accommodate? (from CUPE National website) The duty to accommodate is a broad equality concept that applies to all grounds of discrimination covered under human rights legislation and the Canadian Charter of Rights and Freedoms. Every human rights law in Canada protects workers from discrimination at work, including disability-based discrimination. Discrimination could occur any time that a workplace rule, job requirement, policy, or practice results in a barrier for a worker with a disability. When such a barrier exists in the workplace, an employer and the union is legally required to “accommodate” the worker, up to the point where the accommodation would result in undue hardship. Accommodation might mean changing aspects of the worker’s physical workspace, the schedule or number of hours, the specific tasks she or he is required to complete, or other terms or conditions, in order to keep the worker in productive employment. It may mean a temporary or permanent reassignment to other duties. Many other forms of accommodation exist as well. At the end of the day, it usually involves treating that worker differently, so he or she can be treated equally and maintains dignity. If you think the employer as fail to accommodate you, please contact your Union representative.   Pascal Lavigne 1st Vice-President CUPE 4000 plavigne@cupe4000.com

Hello RPN's! The JJEC has been working diligently on the new RPN Job Description and submitted it to the Employer with the hope we can further progress on the wage band - more to follow. I'm sure you have noticed the significant increases to all premium so don't forget to enter them into UKG. Recently we have been protesting on the behalf of our colleges at the Sub-Locals and Retirement homes to force their employers into a positive bargaining situation, it was an amazing and successful campaign that you may have also heard on the radio. Most of you received a retroactive payment from the hospital for your wage increase, if you experience issues, there is a Pay Discrepancy Form on MyTOH you can fill out for investigation and resolution. If any Nurse is interested in the RPN committee, we are still recruiting members. Have a wonderful Holiday Season; we will continue working hard for you into the New Year!   Want to join the RPN Committee, please contact                                        RPNCommittee4000@outlook.com