1. I was told that if we organize a union my wages will be frozen or “red-circled” until the wages at other school divisions catch up. Is that true?
This isn’t true. It’s a scare tactic to dissuade workers from organizing a union and win improvements.
CUPE education workers make different rates of pay across the province and none of the wage rates are frozen waiting for others to catch up.
When CUPE education workers win wage increases, it strengthens the fight for better wages for all education workers across every school division in Alberta.
When you win a union at Rocky View Schools and negotiate your first contract, your bargaining committee – made up of your co-workers – will put forward proposals for real wage increases.
You’ll be fights to move forward, not stand still.
2. Why should we unionize when we get paid similar rates as other Educational Assistants in Alberta, have decent benefits and do not pay union dues?
Because “decent” isn’t guaranteed and it isn’t enough.
Right now, RVS makes all the decisions. They can make changes to our wages, working conditions and job duties whenever they want without your consent.
When you unionize with CUPE, you flip that power dynamic.
You gain the legal right to negotiate — and to lock in the things that matter most to you.
When RVS education workers join CUPE, you will bargain the security of a legally binding contract and will have the power to voice concerns about workload, staffing and health and safety and get those concerns addressed.
And yes — you’ll start paying dues. But those dues give you access to the full force of CUPE including negotiators, legal specialists, researchers, communications and media support.
“Decent” is what they offer you now. CUPE is how you win what you deserve.
3. Can the employer freeze our wages during negotiations?
RVS can freeze your wages now.
Without a union, the employer can change your pay, hours, and working conditions whenever they want — no notice, no input from you.
But once workers start organizing a union, the law kicks in: It’s called a statutory freeze, and it protects your working conditions from being changed while union certification and bargaining are underway.
That means RVS can’t punish union supporters or play favourites by giving perks to some and not others.
And if they want to offer a raise during that time? They can — they just need to talk to the union.
And CUPE will say yes.
We fight for better wages, not block them.
Ask yourself — if RVS could raise your wages right now…why haven’t they?
4. What will happen to my pension if I join CUPE?
Nothing changes — except you’ll have more power to protect it.
RVS education workers are in the LAPP pension plan, just like thousands of other CUPE education workers across Alberta.
Joining CUPE doesn’t change your plan — but it does connect you to a union that’s ready to defend it if it’s ever threatened.
6. What would happen to my benefits if I join CUPE?
Your benefits stay in place — and you gain the power to protect and improve them.
RVS workers are currently covered under Manulife, and that won’t change during the statutory freeze after union certification.
Down the road, if improving benefits is a priority for workers, your elected bargaining committee can explore better options — but only if they’re equal or better.
CUPE doesn’t bargain concessions. You don’t go backwards — only forward.
7. What about vacation pay? How would that change when we are unionized?
Your current vacation is protected — and improvements would be on the table.
When you unionize, your vacation entitlements are preserved. Any future improvements would be negotiated by your coworkers and locked into a legally binding contract.
Right now, without a union, the employer can change your vacation anytime they want.
With CUPE, you decide what to fight for — and you’ve got the power to win it.
8. I’m a single parent and worried about the employer finding out I signed a union card; I can’t afford to lose my job.
You’re protected — and your card is confidential.
The employer never sees who signed a union card. The process is confidential and protected by law.
It is illegal in Alberta for an employer to intimidate or interfere with workers organizing a union.
Section 149(1) of the Alberta Labour Relations Code says that no employer can refuse to employ or fire any person because the person has singed a union card. Additionally, no employer can intimidate, threaten, or compel an employee to refrain from becoming a member of a union.
If a management representative or someone acting on behalf of the employer approaches you or one of your coworkers and threatens or intimidates you, report it immediately.
Contact Brigitte Benoit at bbenoit@cupe.ca
9. I had to take paid sick days to deal with a serious health issue and didn’t feel supported when I returned to work.
You deserve support — and with a union, you won’t be on your own.
When you’re unionized, you have the right to representation for sick leave, medical accommodations, and return-to-work plans.
With a union contract, there’s a clear process in place — and if the employer denies your leave or mistreats you, you can file a grievance and CUPE will have your back every step of the way.
Support shouldn’t be a favour. With a union – it is your right.
10. I’ve experienced violence at work and didn’t feel supported — nothing really changed after the incident. What can the union do?
With a union, things don’t get swept under the rug.
Far too often, education workers face physical aggression, verbal abuse, and unsafe working conditions — and are told it’s just “part of the job.” It is not.
With CUPE:
- You have the right to representation after any violent incident.
- You can file a grievance if your safety concerns are ignored.
- Your union can demand real accountability from your employer — not just paperwork.
- You can negotiate contract language around staffing, training, debriefing, and prevention.
Most importantly, you gain the collective power to push back and say,
“This isn’t acceptable and it’s not part of the job.”
11. We’re constantly short-staffed and when someone calls in sick, there’s no backup — we’re just expected to “make it work.” What can the union do about that?
Chronic short staffing isn’t just frustrating — it’s a safety issue and a workload problem.
While the employer maintains the right to determine staffing levels, unionized workers operate within the terms of a collective agreement, not shifting expectations.
With a union, you can negotiate enforceable protections that make sure you’re not the one left scrambling — and that students aren’t left behind.
12. I keep getting assigned extra duties with no say — including high-level care or even administering medication. I’m told “other duties as assigned” covers it all. Is this true and what can we do?
Right now, your job description can stretch to include just about anything. That’s especially concerning when it involves complex medical or personal care or administering medication.
Some RVS workers are being asked to provide home-care-level support without clear training or support — and expectations vary wildly between schools.
When workers unionize, you have the power to push for change, but it’s up to you and your co-workers to make this a priority. By doing so, you can:
- Define job classifications that clearly outline what’s part of your role and what’s outside of it
- Negotiate for proper training and fair compensation when new duties are assigned, particularly those that involve medical care
- Hold the employer accountable for unsafe or unreasonable expectations through grievance procedures
“Other duties as assigned” doesn’t mean “do it all with no training or support.”