CUPE 998 continues to actively advocate for members by addressing workplace issues that impact fairness, opportunity, workload, and long-term job security. Since our last update, the union has remained engaged with leadership, workplace committees, and members across departments while continuing to enforce the collective agreement and advance member concerns.
Key areas of ongoing union work include:
Grievances and Workplace Fairness – We continue representing our members through grievances related to vacation scheduling, benefits, hiring processes, and concerns where senior qualified applicants were not selected. The union continues monitoring workplace trends and pursuing issues where collective agreement compliance is impacted.
Jurisdictional Review and Bargaining Unit Protection – The Workforce Jurisdictional Alignment Committee continues reviewing positions where duties closely align with the locals clerical, technical support, and sales-related jurisdiction. The review has identified overlap in technical support, coordination, reporting, operational, and administrative functions, raising concerns that bargaining unit work has shifted outside CUPE classifications. Ongoing work includes reviewing job descriptions, identifying classification inconsistencies, and advocating to protect and reclaim bargaining unit work.
Remote Work Advocacy – CUPE continues working with our National Office regarding the loss of a remote workday. A member survey will be distributed to gather feedback and data to support ongoing discussions with the employer and future bargaining priorities related to workplace flexibility.
Internal Hiring and Career Progression – The union remains focused on ensuring fair and transparent internal hiring practices and meaningful advancement opportunities for members. Discussions continue regarding internal competitions, promotional opportunities, reclassification reviews, mentorship, and ensuring job descriptions accurately reflect the work being performed.
Contractor Usage and Staffing Concerns – The local continues monitoring the growing use of contractors in areas traditionally performed by bargaining unit employees. The union is advocating to protect bargaining unit work, address long-term contractor reliance, preserve internal expertise, and ensure opportunities connected to projects such as SAP are made available to CUPE members where appropriate.
Efficiency Manitoba Bargaining – The bargaining team has exchanged 39 proposals with the employer based on member feedback and continues working to protect existing rights, language, and member interests throughout the merger bargaining process.
Arbitration Update – Preparation for arbitration has been completed, with documentation now provided to legal counsel ahead of proceedings scheduled for June. The local continues advocating for a fair resolution on behalf of affected members.
Your Executive team remains committed to protecting member rights, strengthening workplace fairness, and ensuring bargaining unit work and opportunities remain protected through ongoing advocacy, bargaining, grievances, and member engagement.
– Treaty 1.
Mental health matters every day, both inside and outside the workplace. This month is an opportunity to recognize the importance of supporting one another, reducing stigma, and encouraging open conversations about mental health.
CUPE 998 is pleased to announce the availability of scholarships for eligible students affiliated with Manitoba Hydro & Efficiency Manitoba, offering four Scholarships and one joint Bursary in collaboration with RRCC Polytech for the upcoming 2026/2027 academic year.
As an affiliate of the Manitoba Federation of Labour, we would like to pass on this Scholarship to all our CUPE members.
Today, CUPE 998 recognizes May Day — a day rooted in the fight for fairness, dignity, and respect in the workplace.