LIF funding was established in 2012 to address the unpaid work performed by Education Assistants, a lack of stable EA hours and livable earnings, and to improve bell-to-bell EA coverage (2011 Provincial LOA). In order of seniority, 20+ EAs who are assigned to work less than 35 hours a week are offered 30 additional minutes per day. LIF time is meant to be flexible and not built into the employee’s schedule. It can be added to the start or end of a day, or used to fill an unpaid break — You have a say in the best use of your time.
The additional time can be used to read IEPs and Safety Plans, create visual schedules or talking boards, collaborate with teachers and other EAs, attend meetings such as School Based Teams, complete Professional Development related to the implementation of an Individual Education Plan or on occasion assisting a student through a difficult transition — though this should not become a permanent solution (2014 Local LOA).
In 2019 CUPE476 members voted to move a portion of the LIF funding to fund Professional Development.
From “Bizzarie di Varie Figure” by Giovanni Battista Bracelli, 1624
From our 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 a large group of people of diverse backgrounds, conflict is bound to occur from time to time between CUPE476 members. Often workplace conflicts are the result of long-standing resentments left to fester as a person waits for the other party to do the right thing. Using clear, assertive communication can help you solve underlying issues, and diffuse resentment before it even starts:
Know your boundaries and needs. What do you need in order to do your job well? What makes you uncomfortable? What are you meaningfully able to do within your day? Spend time with this question. Think about times where you felt overwhelmed or taken advantage of, and identify what would have made you feel safe and capable in that moment.
Speak up before it’s a crisis. When you notice one of your boundaries being crossed or one of your needs not being met, say something. Most people who are inconsiderate are simply not thinking, and if they hear that their actions are impacting you negatively, they will change those actions. Say “no”. Repeat yourself if necessary. Don’t resign yourself to “Oh well, I tried”.
Send the right signals. Use the right body language and verbal ques to communicate that you are serious, without being aggressive. Maintain eye contact and face the person you are speaking to with your shoulders. Keep an open stance, arms uncrossed, nothing shielding you. Use “I Feel/Because” structured sentences to make your requests less accusatory.
Be prepared to listen. The other person has needs and boundaries of their own. If you expect them to accommodate yours you should be prepared to offer the same courtesy. Give people the benefit of the doubt, no matter how much you know about someone, you cannot understand what it is like to be in their head.
Assertiveness is not a magic formula. Some people will respond badly. You may wind up in an uncomfortable conversation, but hopefully you can at least come out the other side understanding each other better.
Important Note: bullying and harassment cannot be solved by you stating your needs to the other person, it is important to bring in outside support to help deal with a toxic relationship of this nature, reach out to a Union Representative. AP 409 describes the responsibilities of qathet School District employees with regards to Bullying and Harassment, and AP 420 lays out the code of conduct for all SD47 employees.
If you need further support, you can reach out to our Employee and Family Assistance Service, Homewood Health at: 1-844-778-0793 (Our access code is PRB451). EFAP Services are free for CUPE476 members and their families. They include everything from crisis counselling to financial advice, to information about navigating major life changes.
When you are at work, you have the responsibility to report workplace hazards.
If you are concerned that the normal course of your duties will put you at risk of physical or psychological injury, and report the hazard to your supervisor, your supervisor has a responsibility to remove the hazard or develop an effective plan to keep you safe.
You cannot face discipline due to reporting a hazard.
Your employer cannot simply replace you with a different employee.
If your employer doesn’t resolve the hazard, you have the right to refuse the unsafe work.
