Remember that your vote can Reunite, Repair and Revitalize our union.
“Power concedes nothing without a demand. It never did and it never will.”
What’s On the ballot?
Local 2177 Opportunities and the Path Forward:
- Better support to and for mechanics at the bay doors and managing expectations.
- Strengthening adherence to seniority lists and extra work distributions.
- Faster turnaround on payouts when mistakes are made over $50.00.
- Drivers support and follow up on behaviour reports submitted.
- No restrictions criteria on Paid Personal Days
- Setting sustainable working hours for trainers to ensure a balance between work and personal life.
- Stricter defence on outside drivers and trainers working in Burlington yard.
- Union being visible and impactful to better understand and represent the membership.
- Implementing a leadership continuity plan.
Change Is possible
What’s Our Goal?
The recent success story from Montreal, where First Student Drivers won a significant settlement, serves as both an inspiration and a tangible example of what collective determination can achieve. Much like the breakthroughs made in the automotive sector last year, we now hold a viable strategy and action plan relevant to our industry.
Detailed information on the Montreal victory is available here:
https://www.cbc.ca/amp/1.7137069
Our task is substantial but clear: to mirror the strides made by our peers, to secure not just equitable compensation but also a future that holds promise and security. To compete on the same playing field, our strategies should address our specific concerns and the particular needs of Local 2177:
- Better tool allowance for mechanics.
- Boot allowance for shop help.
- Improvement of benefits across board.
- Wage concerns for mechanics, drivers, parts person, bus washers, farm drivers and trainers.
- Higher wages for summer help and camp runs.
- Standardized charter rates (Single charter rate).
- Charter meal allowance after 4, 6, 8,… hours (starting at $10.00 and $5.00 thereafter max $35.00 per day).
- Reimbursement for cell phones usage of running the company’s Apps.
- Eliminate deductions from charter pay when charter overlap our school runs.
- Better ‘help’ rates.
- Pay drivers doing regular helps on snow days.
- Recruitment and Retention (Formerly the DRP) to be paid out separately.
- Recruitment and Retention (Formerly the DRP) for all Drivers.
- Recruitment and Retention (Formerly the DRP) for Bus Monitor(s).
- Receive pay for all five (5) Personal days. (Not just three 3)
Change is possible
APRIL 16th
Please Vote on Election Day!
This election will mark a pivotal moment for us, and in preparation, we have assembled a strong team for this moment.
Please support our team of dedicated individuals ready to rise to the occasion.
Team(work)
Creating the right balance
Officers For Election April,16th 2024
The Team proposed to run with me to make the most effective change for you, One team working for you.
President
Nominee for your consideration:
Alvin Ferron
(Current, Chief Steward)
Vice-President
Nominee for your consideration:
Ernie Rampino
*President in Training*
(Current, Shop Steward)
Recording Secretary
Nominee for your consideration:
Maria Posada
Stewards
Nominees for your consideration:
Osman Mohamed
(New) *Secretary/Treasurer in Training*
Michel Gingras
(Current, Membership Officer)
Social Convener
Nominee for your consideration:
Phil Clowes (New)
Negotiation Committee
Nominees for your consideration:
Alvin Ferron
Ernie Rampino
Judy Piche
Michel Gingras
Permanent Committees
Grievance Committee
Ernie Rampino
*Ray Gaunt
Richard Craibbe (New)
Bylaw Committee
Ernie Rampino
Osman Mohamed
Edward Cyfko
Ray Zivanovic (New)
* in reference to automatic placement on committee as laid out in bylaws.
Last words
Why Leadership Matters
As election and negotiations loom, we recognize the gravity of the decisions before us. A meticulously chosen team, ready to champion your needs, will be presented for your endorsement. Armed with an unwavering dedication this team, if elected, promises to faithfully represent your interests and tackle the challenges ahead.
Upon assuming the responsibilities of your President, I promise an unrelenting commitment to our collective success. This is a crucial moment to band together and seize the opportunities presented to us by:
- Drawing on a diverse array of talents and perspectives within our workforce.
- Cultivating a culture of unity and collective action.
- Amplifying our effectiveness in fostering tangible results for every member.
- Ensuring leadership visibility and meaningful representation of the membership.
- Setting transparent, attainable objectives.
- Crafting comprehensive plans for leadership succession.
We envision a union reflective of its diverse membership, adapting dynamically to remain relevant to everyone’s needs. Building on past victories, we will pave new pathways to better represent current demands.
Our proposed leadership continuity plan aims to establish a robust and consistent leadership structure, encouraging talented individuals within our ranks to step up and lead with confidence and consistency.
Clear governance and accountability will be the bedrock of our leadership, with each role precisely delineated to foster individual and collective responsibility. This will make accountability a straightforward process, fostering a transparent environment where every officer’s contributions and achievements stand as testament to their dedication.
This leadership approach is designed to diminish internal conflict, allowing us to focus on growth and stability, rather than permitting internal politics to dilute our effectiveness and play into the hands of management.
Your support thus far humbles me and fuels my aspiration to lead as your next President—not to maintain the status quo but to strive for accountability and a fundamental evolution in governance.
In a world of constant change, we cannot afford to lag as internal politics overshadow our true mission. With a strong team behind me, I will lead the charge for difficult but necessary changes to achieve our goals. Let’s make leadership tasked with serving you, visible and proactive.
Now is the time to be daring, bold, and to band together, paving the way towards a brighter future. Our electoral process is an open invitation to participate in shaping that future, to set the standard for service and leadership within our union.
Your vote is the catalyst for unification, healing, and revitalization, poised to bring about an enhanced work environment for everyone. Let’s collectively embrace this transformative opportunity.
Are you worried about a strike?
Going on strike is never our first choice and it doesn’t mean we’ll automatically call one. But securing a strong strike mandate from our membership shows we’re willing to fight and will give us the leverage we need to reach a fair and decent contract. And if we need to take job action to get the collective agreement you deserve, then that’s exactly what we’ll do.
Here is some information that should help. We have a plan already in place that will help in the event we as a union vote to do so.
CUPE National offers $300 per week per member if you have completed 20 hours of strike duties (typically this is for picketing, but we can talk about the full definition of strike duties when we get closer to that) from week 1-7. Starting on the 8th week of a strike, strike pay increases to $350 per week (again for 20 hours of strike duties), after the 12th week it increases to $370, and after the 16th week, it increases to $400 per week. They also will offer to cover off the cost of the benefits plan if your employer agrees to continue benefits coverage and will also cover off emergency dental costs. The Local over the years have also set aside our own strike fund to top up that of from CUPE National.
“Power concedes nothing without a demand. It never did and it never will.”