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Happy New Year to all—may the year ahead bring well-being, hope, and continued solidarity among us.
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How Grievances Move Forward
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and How EAP Can Help
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Rest assured that as your union, we are here to support you — whether you’re facing challenges or conflicts at work, experiencing conflict, or going through a difficult personal time. However, it’s important to recognize that not all concerns fall under the grievance process. In many situations, especially those involving personal stress, burnout, or emotional strain, the most appropriate first step may be reaching out to the Employee Assistance Program (EAP).
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Here’s a quick guide to help you understand the difference:
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What Is EAP?
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The Employee Assistance Program (EAP) is a voluntary and confidential counselling and information service available to you. It is designed to provide support with personal and work-related issues, tensions, and stress that may affect your emotional or physical well-being, as well as your performance at work.
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- Stress & anxiety
- Marital or relationship issues
- Family concerns
- Personal and emotional difficulties
- Interpersonal conflicts
- Multicultural issues
- Work-related concerns
- Violence and abuse
- Loss and bereavement
- Harassment
- Substance abuse
- Life events and major changes
- Financial hardship
- Other mental health and well-being concerns
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Sometimes a situation may feel unfair or overwhelming, but it is not necessarily a violation of your rights. In those cases, EAP can offer the professional support, counselling, and tools you need to cope and move forward.
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What Is a Grievance?
A grievance is a formal complaint filed under the collective agreement. It typically involves:
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- Violations of the contract (e.g., unfair discipline, improper pay, denial of leave)
- Breaches of your rights as defined in the collective agreement
- Misapplication or misinterpretation of policies
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If you believe your rights under the collective agreement have been violated, the union is here to guide you through the grievance process.
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Before a grievance is filed, we encourage members to take every reasonable opportunity to discuss the issue with their direct manager and follow the usual escalation steps until a final answer is provided. This approach often resolves the matter without the need for a grievance.
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If all attempts have been made and no resolution or clear response has been provided, then filing a grievance may be the appropriate next step to bring the matter to the proper level, such as Employment & Labor Relations Services.
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Even after a grievance is filed, the union will work with you to resolve the issue without going to arbitration. However, if arbitration becomes necessary, we will support you throughout the entire process until a neutral arbitrator makes a final decision.
Please remember that a grievance, when needed, must be filed within thirty (30) working days of the incident, or from the date you became aware of it (Section 12.10 of our collective agreement). It should also be noted that grievances a lengthy process, especially when moving a grievance to arbitration.
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Not Sure Where to Start?
If you’re unsure which path is right for your situation, you can always reach out to the union for an initial conversation. We can help assess the circumstances and guide you toward the most appropriate tools and resources.
Our goal is to ensure you receive the right kind of support for your specific needs — whether that’s advocacy, information, or emotional support.
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We’re Here for You
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We understand that it can be difficult to ask for help, especially when you’re under stress. Please don’t hesitate to contact us if you need clarification. You’re not alone.
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Coffee Break 2026
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There's nothing like a fresh cup of hot coffee or tea to sip on as we start the new year. Please join us on January 29th in the EV Atrium at 10AM for another Coffee Break with CUPEU.
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Bring your own mug and wear your CUPEU swag colors for extra fudgy eco-brownie points.
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-The Membership Engagement Team
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