Efficiency Manitoba Bargaining Update

CUPE 998 would like to provide an update on bargaining with Efficiency Manitoba.

We are scheduled to meet with Efficiency Manitoba on May 1, 2026 to begin the formal exchange of proposals.

The start of bargaining was slightly delayed to ensure that both collective agreements—CUPE 998 and AMHSSE—were fully reviewed and aligned where appropriate. This work was important to make sure that all items were properly captured and that nothing was overlooked before heading to the table.

Taking the time to do this groundwork puts us in a stronger position as we move into negotiations. Please ensure you have forwarded your home email addresses to the CUPE office , once bargaining commences, all communication will come to your home email addresses

We will continue to keep members informed as discussions progress.

Arbitration Update (Hydro)

CUPE 998 members,

Further to our previous update regarding the 0.75% pay grade increase, we want to let you know that the CUPE 998 Bargaining Team is actively preparing for arbitration.

As shared, CUPE 998 and the Corporation had reached agreement during bargaining on a 0.75% pay grade increase for all members. The Corporation’s subsequent interpretation differs from what was agreed to at the table, which led to CUPE 998 filing for arbitration.

With arbitration dates scheduled for June 2026, our team is currently gathering materials, finalizing arguments, and preparing to present a strong and clear case on behalf of the membership.

We remain committed to ensuring that the terms negotiated are upheld and that members receive what was agreed to.

We will continue to provide updates as we move closer to the arbitration hearing.

In solidarity,
CUPE 998 Bargaining Team

Welcome Summer Students

Each summer, Manitoba Hydro & Efficiency Manitoba welcomes a new group of students who bring fresh ideas, curiosity, and energy to the workplace. Whether you are joining Hydro or Efficiency Manitoba for the first time or returning for another term, we are happy to have you with us.

Summer students play an important role across many areas of the organization. From supporting technical teams and field operations to assisting with administrative and project work, students contribute in meaningful ways while gaining valuable experience in their chosen fields. These placements are a great opportunity to learn more about the energy sector, develop professional skills, and build connections that can support future career paths.

For those returning for another summer, welcome back. Your previous experience and knowledge of the workplace help strengthen teams and create a supportive environment for new students joining this year.

CUPE 998 also encourages students to take time to learn about the workplace resources available to them. Understanding your rights, supports, and the benefits of working in a unionized environment can help ensure you get the most out of your summer experience.

Student Scholarship Program Reminder

Each year, CUPE 998 offers scholarships to support members and their dependents in continuing their education.

Information about the 2026–2027 CUPE 998 Scholarship Program, including eligibility criteria and application details, will be posted on our website in May with an email to follow once posted. We encourage students and families to keep an eye on the website for updates and application deadlines.

We wish all summer students a successful and rewarding term at Manitoba Hydro & Efficiency Manitoba. Welcome , and we hope your experience this summer is both meaningful and memorable.

Hybrid Work Schedule To Expand Mandatory In-Office Workdays (Hydro)

Good Afternoon CUPE 998 members,

This morning the Manitoba Hydro released a bulletin indicating their plans to change the hybrid work schedule to expand mandatory in-office workdays to include Wednesdays, beginning October 6.

This decision was not done in consultation with the unions. CUPE 998 is against the corporation’s position that the hybrid work model should be eroded.

Hybrid work results in higher productivity and is critical to recruitment and retention strategies. The employer’s memo today contains a considerable amount of vague values statements, but no tangible evidence that the return-to-work policy is effective in achieving any of those principles.

CUPE 998 will be following up with the employer to register our opposition to this move, and we will be reviewing all options at are our disposal to challenge it.

As always, if you have any questions, thoughts, or concerns please let me know.

In Solidarity,
Michelle Bergen
CUPE 998 President

Scholarship from Manitoba Federation of Labour to our CUPE members

As an affiliate of the Manitoba Federation of Labour, we would like to pass on this Scholarship to all our CUPE members.

The MFL is proud to offer an annual $1,000 scholarship, the MFL Al and Alma Cerilli Young Activist Scholarship, to assist union activists who are pursuing post-secondary education.

 

Applicants must belong to an MFL affiliated union local, be 35 years of age or younger, and be enrolled in a post-secondary program for 2026/27.

The application deadline for this year’s scholarship is Friday, May 29, 2026.

Please share this with your members and encourage them to apply — the application form is available here.

In solidarity,
Kevin Rebeck
President of the Manitoba Federation of Labour

The Work of CUPE 998: Protecting Fairness, Transparency, and Workplace Progression

CUPE 998 continues to advocate for members by addressing workplace issues that directly affect fairness, opportunity, and long-term job security. Through ongoing discussions with leadership, participation in committees, and engagement with members across departments, the union has been focused on several key priorities: reviewing jurisdictional positions, strengthening internal hiring processes, supporting career progression, addressing the use of contractors, and preparing for upcoming bargaining with Efficiency Manitoba.

Reviewing Jurisdictional Positions

CUPE 998 has been actively reviewing positions and job responsibilities across the organization to ensure that work remains properly aligned with bargaining unit classifications.

As organizations evolve, job duties and operational needs often shift. The union continues to review situations where bargaining unit work may be reassigned or where responsibilities expand beyond the original scope of a position. These reviews help ensure that the work performed by members is properly recognized and classified.

This work includes:

  • Reviewing job descriptions and assigned duties
  • Identifying where bargaining unit work may be shifting outside established roles
  • Ensuring classifications reflect the work actually being performed
  • Raising concerns when jurisdictional boundaries are unclear

Protecting bargaining unit work is critical to maintaining fair compensation structures and ensuring transparency when organizational changes occur.

Internal vs. External Hiring Processes

CUPE 998 continues to monitor hiring practices to ensure that internal candidates are provided with fair and meaningful opportunities to advance within the organization.

Members have raised concerns in situations where positions move quickly to external recruitment without fully considering qualified internal applicants. The union continues to advocate for hiring processes that recognize the experience and institutional knowledge of existing employees.

Efforts in this area include:

  • Reviewing hiring processes for consistency with collective agreement language
  • Advocating for fair and transparent internal competitions
  • Supporting members who are navigating internal postings and promotions
  • Raising concerns where internal opportunities may be limited

Strong internal hiring practices help support employee morale and recognize the contributions of current staff.

Supporting Workplace Progression

Career progression remains a key issue raised by members across multiple departments. CUPE 998 continues to advocate for clearer advancement pathways and appropriate recognition when job duties evolve over time.

This work includes discussions around:

  • Job progression frameworks within departments
  • Reclassification reviews when responsibilities increase
  • Aligning job descriptions with the actual work being performed
  • Supporting professional development and mentorship opportunities

Creating clearer pathways for advancement helps ensure employees can build long-term careers within the organization while supporting workforce stability.

Addressing the Use of Contractors

CUPE 998 has also been closely monitoring the increasing use of contractors in areas where bargaining unit work has traditionally been performed by internal staff.

While contractors may be used for specialized or temporary work, concerns arise when contractor use becomes long-term or replaces roles that could be performed by permanent employees.

The union continues to raise these concerns through discussions with the employer, focusing on:

  • Protecting bargaining unit work from being outsourced
  • Identifying situations where long-term contractor use may indicate a need for permanent positions
  • Ensuring that internal expertise and institutional knowledge remain within the workforce
  • Encouraging investment in internal staffing capacity

Maintaining a strong internal workforce is essential for both operational stability and employee job security.

Bargaining with Efficiency Manitoba

CUPE 998 is also preparing for the next round of bargaining with Efficiency Manitoba.

The union’s bargaining proposals are currently being finalized, with the next step being the presentation of those proposals to the employer. This process has taken additional time due to the recent transition of AMHSSE members into the CUPE 998 jurisdiction.

As part of this transition, significant work has been undertaken to carefully review and reconcile language differences between the two existing collective agreements. Ensuring that the agreement accurately reflects the rights, protections, and working conditions of all members is an important step in building a strong and unified collective agreement moving forward.

This work has included:

  • Reviewing language from both collective agreements
  • Identifying areas where provisions differ
  • Ensuring protections are maintained for all members
  • Developing proposals that reflect the needs of the combined membership

Although this work has required additional time, it is an important step in ensuring that the bargaining proposals presented to the employer are thorough, fair, and representative of the entire bargaining unit.

Continuing the Work for Members

The work of CUPE 998 is ongoing and guided by member input. By raising workplace concerns, reviewing organizational changes, and preparing for future negotiations, the union continues to advocate for fairness, transparency, and strong career opportunities for its members.

Members are encouraged to stay engaged, share their experiences, and participate in discussions that help shape the future of their workplace. Through collaboration and advocacy, CUPE 998 will continue to work to ensure that members’ voices are heard and their work is recognized.