• Yorkton Billboard Campaign
  • CUPE Health Care Workers
  • Estevan Billboard Campaign
  • CUPE Health Care Workers
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  • EMS
  • Lloydminster-North Battleford Billboard Campaign
  • Regina Billboard Campaign
  • Weburn Billboard Campaign
  • Prince Albert Billboard Campaign
  • CUPE is the largest health care union in Saskatchewan, representing over 13,000 members
  • CUPE Health Care Workers' Council of Unions
  • Despite providing crucial emergency services to others, EMRs themselves do not receive medical or dental benefits, disability insurance, and do not qualify for a workplace pension plan. In the last few months since these videos were filmed, we’ve already lost the services of two EMRs featured here.

I am writing to let you know that over the next few weeks the CUPE Saskatchewan Health Care Council will be conducting a survey on scope of practice for Licensed Practical Nurses.

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REGINA: CUPE is alarmed by Regina Qu'Appelle Health Region's aggressive privatization initiatives.

"Where is the investment in building a quality public health care system?" said Gordon Campbell, President of CUPE Saskatchewan's Health Care Council. "Evidence from Canada and around the world demonstrates that private health care lengthens wait lists, drives up costs and funnels public finances into the hands of private shareholders."

"This decision rewards multi-national for-profit corporations, like Aspen Medical and the Radiologists of Regina, who both donate generously to the Sask. Party," added Campbell. "We are concerned about what this will mean for patient care and quality and for the future of public health care."

"We need to keep the solutions public," said Gloria Fingas, an LPN and Vice-President of CUPE Local 3967, who represents workers in the health region. "The long-promised public Plains Day Surgery Centre in Regina would do far more to expand surgical capacity than the use of for-profit surgical clinics."

The innovative public Plains Surgery and Outpatient Care Centre was expected to handle 7,000 outpatient procedures annually by 2011. Plans for the free-standing centre, announced by the former NDP government in the spring of 2007, also include an expanded pre-admission clinic and a new diagnostic imaging centre with MRIs, CT scanners, ultrasound and X-ray equipment.

CUPE is calling for a halt to contracting out and a renewed funding commitment to the public Plains Surgery and Outpatient Care Centre.

pdfMedia Release Public Options for Health Care Services Should be First Priority Says CUPE

Come on out and hear what the cuts to Medicare mean for our health services and what you can do about it!
We have an exciting panel of speakers including:
Maude Barlow, Chair of Council of Canadians
Paul Moist, President CUPE National
Ryan Meili, Canadian Doctors for Medicare

The event takes places:
Monday, June 23at 7:00pm

Royal Saskatchewan Museum
2445 Albert Street, Regina

For more information, please contact Carmel Mitchell at This email address is being protected from spambots. You need JavaScript enabled to view it.

health accord_townhall_v3


This week is National Nursing Week, May 12 to 18, 2014. It is an important time to recognize the tremendous work that CUPE members every day do to deliver high quality patient care as part of the nursing team.

The Saskatchewan government has proclaimed May 13th Licensed Practical Nurses day, and May 12th Continuing Care Assistant Day.

CUPE strongly supports multidisciplinary teamwork and full utilization of all team members' skills and training.

CUPE would like to thank all of our members for the tremendous work they do to deliver high quality public health care.



For the second year in the row, the government of Saskatchewan has declared May 12th Continuing Care Assistant Day.

Today we take a moment to recognize the vital role CCAs play in delivering hands-on quality care.

CUPE is celebrating CCA by placing ads in newspapers across Saskatchewan promoting the role CCAs have in our public health care system.

Today and everyday, thank you for the important work you do.

Continuing Care Assistant Day



CUPE LPNS are skilled and caring professionals who provide hand-on nursing care to families across the province.

CUPE has been a long advocate for ensuring all LPNS are able to work to full scope, and are a respected part of the nursing team.

On May 12th, we launched a provincial public awareness campaign to promote the role of LPNs on the nursing team. This campaign features billboards and newspaper ads in communities across Saskatchewan. In addition, the Health Council LPN Committee has created posters and fact sheets to post in workplaces, and have produced LPN pins to show our pride in the workplace.

So thanks for all the work you do, today and everyday. CUPE will continue to fight for a public health care system that allows for every team member to engage fully in providing high quality care.



bargaining-headerYour CUPE Bargaining Committee remains active since the ratification vote of the Memorandum of Agreement between CUPE and SAHO. We have received confirmation of a number of items that can be communicated to you at this time and provide you with an update on the administration of the agreement that CUPE members voted to accept on April 10, 2014.

Read more: Bargaining Update #33

CUPE-MedTechMedical Laboratory Technologists Matter! CUPE celebrates National Medical Laboratory Technologists Week – April 20 to 26, 2014.

It is Medical Laboratory Technologists week and it is the perfect time to highlight the important work our members do to provide quality patient care.

Read more: Med Techs Matter!

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CUPE is the largest health care union in Saskatchewan, representing over 13,000 members. We represent a wide range of health care employees in five major classification areas: clerical, technical, nursing, support and plant operations. Read more..

EMRs in Saskatchewan Tell their Stories

Latest Events

Did You Know - You have the right to refuse unsafe work

You have the right under the Saskatchewan's Occupational Health and Safety Act to refuse work that you believe, on reasonable grounds, is unusually dangerous to you or anyone else in the workplace. An unusual danger can include a danger that's not normal; a danger that would normally stop work; or a situation in the workplace for which you are not properly trained, equipped or experienced.

If you are going to refuse unsafe work, your first step is to immediately inform your supervisor. Once you report your concern, the work will be investigated. You may refuse the work until you are convinced that sufficient steps are taken to satisfy you that the work is safe or until the Occupational Health and Safety Committee or an Occupational Health and Safety Officer has investigated and advised otherwise.

A worker may not be discriminated against for exercising their rights under The Act.
Read Section 23 of The Occupational Health and Safety Act.

A message from your CUPE Health Care Council

Did You Know: Union Representative

Union representative You have the right to have a union representative present when you meet with your manager about any labour relations issue. This right also extends to group meetings between your manager and your unit or department. It includes meetings about terms and conditions of employment, job performance, anything to do with discipline, and any incident investigations where you are interviewed as a witness.

• If you are asked to attend a meeting, make sure that you are informed in advance what the meeting is about and insist on having your union representative present if you believe that any of the above situations apply.

• If you find yourself in a meeting where you believe you should have union representation, you have the right to stop the meeting. The meeting will be rescheduled.

• Sometimes, the employer hires outside investigators to interrogate employees. Sometimes these investigators use aggressive interrogation techniques. If you believe you are being intimidated or bullied in an interview or meeting with an independent investigator or a manager, stop the interview. The meeting may resume or be rescheduled once there is a guarantee of respectful conduct.

Always have a union representative present!

KNOW YOUR RIGHTS! Read Articles 2.01, 2.03, 10.04 and 17.01 in your CUPE Collective Agreement.

Did You Know: Posted and Confirmed Work Schedules

Posted and Confirmed
Work Schedules

If you are a full-time or part-time employee, your work schedule must be confirmed by the employer no less than 14 calendar days in advance. Once the schedule is confirmed, the employer cannot make any changes to your work schedule without your permission. If the employer makes a change to your work schedule without your consent, the employer is required to pay you two times the rate of pay for the entire shift so changed.

Did You Know: Family Illness Leave

When requesting Family Illness Leave you need only identify the following:

» The family member who is ill. This can include spouses,parents, in-laws, children, guardians, grandparents, and fiancés/fiancées. For a complete list refer to Article 30.05.

» The general nature of your involvement, for example, taking the family member to an appointment, caring for them or some other explanation of why they require your attention.

» The amount of time required.

You do not need to disclose any information about your family member's illness, as this is personal health information. Your employer is not entitled to such information.

If the situation involving your family member is emergent or life threatening, apply for Serious Illness Leave NOT Family Illness
Leave. You are entitled to up to two days of Serious Illness Leave for any occasion of a serious illness of a family member, provided
you are the primary caregiver. Save your Family Illness Leave for occasions involving your family's health that are less serious but still require your attention.

Read Article 30.07 Family Illness Leave in your CUPE Collective Agreement.

Did You Know: Serious Illness Leave

Serious Illness Leave

If you are the primary caregiver of an immediate family member, you are entitled to two consecutive working days of paid leave if the family member has a serious illness. The situation involving the family member must be emergent or life threatening.

In these situations, it is more appropriate to use Serious Illness Leave instead of Family Illness Leave. You are entitled to up to two paid days of leave for any occasion of serious illness of an immediate family provided you are the primary caregiver. There is no limit to the number of
times per year you can access Serious Illness Leave.

When a family member's situation is emergent or life threatening, insist on using Serious Illness Leave NOT Family Illness Leave.

Read Article 30.06 Serious Illness Leave in your CUPE Collective Agreement.