Executive
President
Brenda Cervantes
1st Vice President
Fiona Barr
2nd Vice President
Dianna Fulton
Secretary Treasurer
Tammy DeRocco
Membership Officer
Krista Walters
H&S Coordinator
Jennifer McDowell
JJE Coordinator
Maurice Gauthier
WSIB Coordinator
Vacant
EAP Coordinator
Mary-Kate O’Hara-Skubel
Canadian Mental Health Association
Vice President - Debbie Kirchmayer Grievance Officer - Vacant
The Hope Centre
Vice President - Miles Slauson Grievance Officer - Vacant
John Howard Society of Niagara
Vice President - Kaley Williams Grievance Officer - Ben Wilby
Township of Lincoln
Vice President - Graeme Newbigging Grievance Officer - Corey Lemieux
Humane Society of Greater Niagara
Vice President- Vacant Grievance Officer - Vacant
Niagara SPCA and Humane Society
Vice President - Mike Shedden Grievance Officer - Vacant
Town of Pelham
Vice President - Steve Berstling Grievance Officer - Vacant
City of Port Colborne
Vice President - Mike Kyle Grievance Officer - Justin Murray
Port Colborne Public Library
Vice President - Jen Sider Grievance Officer - Nick Reid
St. Catharines Museum
Vice President - Irene Romagnoli Grievance Officer - Abbey Stansfield
Township of Wainfleet
Vice President - Phil Leggett Grievance Officer - Vacant
Township of West Lincoln
Vice President - Jeni Fisher Grievance Officer - Nathan Lewis
Regional Municipality of Niagara - Four Units
Administrative/Technical Services
Vice President - Rhonda McCabe Grievance Officer – Francesco Fuoco
Community Services
Vice President - Maureen Joseph Grievance Officer - Rick Blackwood
Environmental Services
Vice President - Jordan Hopkins Grievance Officer - Brandon Lynn
Transportation Services
Vice President - Scott Desjardins Grievance Officer - Aaron Collee
Committees
Modernization Committee – We make recommendations about ways to improve/modernize the Local, from updating the platform, seeking new technology and systems. For example, they recommended to buy tablets to attend social events and do surveys, or members using it at meetings to vote using the platform, etc.
Bylaws Committee – We review the bylaws and provide recommendation to general membership for amendment.
Social Committee - We plan social events specially a summer and winter event. This committee aims to engage all CUPE 1287.
Membership Engagement Committee – We make recommendations to improve engagement by empowering members with educating, tools and resources. For example, giving them the tools to have one on one conversation about matters that are impacting the Local, their community and workplaces.
Negotiating Advisory Committee/Bargaining Team - Every unit, as per bylaws, must establish a committee at least six (6) months prior to the expiry of each unit - collective agreement - and automatically disbanded when a bargaining team has been elected. The function of this committee is to prepare collective bargaining proposals.
Equality Statement
Union solidarity is based on the principle that union members are equal and deserve mutual respect at all levels. Any behaviour that creates conflict prevents us from working together to strengthen our union.
As unionists, mutual respect, cooperation and understanding are our goals. We should neither condone nor tolerate behaviour that undermines the dignity or self-esteem of any individual or creates an intimidating, hostile or offensive environment.
Discriminatory speech or conduct which is racist, sexist, transphobic or homophobic hurts and thereby divides us. So too, does discrimination on the basis of ability, age, class, religion, language and ethnic origin.
Sometimes discrimination takes the form of harassment. Harassment means using real or perceived power to abuse, devalue or humiliate. Harassment should not be treated as a joke. The uneasiness and resentment that it creates are not feelings that help us grow as a union.
Discrimination and harassment focus on characteristics that make us different; and they reduce our capacity to work together on shared concerns such as decent wages, safe working conditions, and justice in the workplace, society and in our union.
CUPE’s policies and practices must reflect our commitment to equality. Members, staff and elected officers must be mindful that all persons deserve dignity, equality and respect.