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.

Manitoba Unions Indigenous Bursary in Labour Studies

Manitoba Unions Indigenous Student Prize in Labour Studies was established by Manitoba’s unions to support Indigenous students who are pursuing post-secondary education in the Labour Studies Program at the University of Manitoba.

Inspired by a commitment to reconciliation, the prize aims to create more pathways for Indigenous students to pursue opportunities in the labour movement, as union leaders, staff and member activists. The prize of $5,000 is open to Indigenous students majoring or minoring in Labour Studies.

The deadline for applications is June 1, 2026 and the prize will be awarded at the end of the 2025/26 school year. For more information, please visit the University of Manitoba’s Financial Aid and Awards website: University of Manitoba – Student Affairs – Financial Aid and Awards – Awards & Scholarships

Black History Month – Honoring History, Celebrating Excellence

February is Black History Month, a time to recognize and celebrate the contributions, achievements, and resilience of Black people in Canada and around the world. It is also a time to reflect honestly on history, including the impacts of racism and discrimination, and to recommit ourselves to building more just and inclusive workplaces and communities.

 Black workers, activists, and leaders have played a critical role in advancing labour rights, human rights, and social justice. Their advocacy has helped shape fairer working conditions, stronger communities, and a more equitable society for all. These contributions deserve recognition not just this month, but every day.

 As a union, CUPE 998 is committed to equity, inclusion, and respect. That means listening to Black voices, challenging racism wherever it exists, and supporting meaningful actions that promote dignity and fairness in the workplace. Black History Month is an opportunity to learn, to have important conversations, and to stand in solidarity with our Black members and communities.

 We encourage members to take time this month to learn more about Black history, support Black-led initiatives, and reflect on how each of us can contribute to a workplace where everyone feels safe, valued, and respected.

Together, we honour the past, celebrate the present, and continue working toward a more equitable future.

The MFL Equity & Human Rights Committee is pleased to be partnering with the Union Centre in hosting a special Lunch & Learn event in honour of Black History Month on February 12, from 12 pm – 1 pm (doors open at 11:30 am for lunch). The event will include an informative panel discussion entitled Making Black History in Manitoba, featuring two of the first three Black Manitobans ever to be elected to the Manitoba Legislature: Hon. Jamie Moses and Hon. Uzoma Asagwara. 

Employee Support and Safety Reminder

Regarding the unfortunate incident at Hydro Place on Friday, January 30 (as posted on MPOWER), employees are reminded that support is available through the Employee Assistance Program (EAP). If you would like assistance or an opportunity to speak with someone about how you are feeling, please consider accessing this resource.

Your safety is important. Please remain aware of your surroundings at all times and report any suspicious activity to Security immediately.

If you have any concerns about your personal safety or workplace environment, we encourage you to raise them with your supervisor or department manager.

In Solidarity,
CUPE 998 Executive

CUPE Dues Increase

As shared at our Special Budget General Membership Meeting, over the past seven years we have worked hard to manage our finances responsibly and keep our operating costs stable. This approach has allowed CUPE 998 to maintain one of the lowest membership rates in the country, while continuing to support members through challenging economic conditions without raising dues.

Through thoughtful planning, careful use of book-offs, and disciplined spending within our local, we have made informed financial decisions that have helped us maintain balanced budgets year after year. At the same time, with bargaining outcomes that include general wage and classification increases, CUPE also contributes more in per capita to our national office.

While we recognize that any change to dues is important to members, the decision to implement a $2.50 increase was made with care and with a continued focus on keeping costs efficient and ensuring we can meet the essential needs of our union.

The biweekly dues increase of $2.50 will take effect on Pay Period 3 (February 12, 2026) for both Manitoba Hydro and Efficiency Manitoba CUPE members.

In Solidarity,
CUPE 998 Executive

Arbitration Update ( Hydro)

During bargaining, CUPE 998 and the Corporation reached a collective agreement on a 0.75% pay grade increase for all members.

The Corporation has since indicated a different interpretation as previously communicated resulting in an arbitration filing.

Due to the heavy caseload currently facing arbitrators, the earliest arbitration dates available have been confirmed for June 2026.

As we move through this process, CUPE 998 will continue to keep members informed.