September 9, 2026
Lord Selkirk School Division recognizes that collective bargaining can be challenging and that employees and community members may have questions about the current process. We also recognize how important the clerical and custodial staff are to our schools and students.
While Lord Selkirk School Division would prefer that the parties address their respective positions at the bargaining table, the Division feels it is important to respond to information that has been circulated publicly regarding the status of the collective agreement negotiations and the conduct of the Division. CUPE Local 1522 has, over many months, suggested that the Division has not met its commitment to bargain in good faith. The Division disagrees with that characterization.
The CUPE collective agreement expired on December 31, 2023. Prior to the agreement's expiry, in November 2023, the Division advised the Union that it looked forward to establishing meeting dates for collective bargaining. The Union did not contact the Division to arrange bargaining dates until October 2024.
Throughout the bargaining process, the Division has participated in negotiations in good faith, with the objective of reaching a fair and reasonable settlement for both parties. Following extensive discussions over at least 23 meetings, a tentative agreement was reached in June 2026. The bargaining committees representing both the Division and CUPE Local 1522 recommended acceptance of the agreement to both the Board of Trustees and the Local Bargaining Unit.
Following the ratification vote, CUPE Local 1522 advised the Division that the agreement had been approved by the custodial group but rejected by the clerical group. However, both groups are certified under a single Labour Board certification and, historically, agreements have been negotiated concurrently and ratified at the same time.
When the Division sought clarification regarding the implications of the reported "split vote" and the ratification process, it did not receive the information from CUPE necessary to understand the appropriate path forward. The Division's intent was, and remains, to obtain clarity regarding the ratification process and the parties' respective obligations under The Labour Relations Act. To date, the Division has not received a clear explanation beyond the position that one collective agreement was ratified while the other was not.
The Division has attempted to explain its understanding of the legislation and why the question of ratification must be considered in relation to the bargaining unit as a whole. As a result of not obtaining clarity from CUPE, the Division sought clarification from the Manitoba Labour Board. The Division rejects suggestions that it is "playing games" or "holding a contract hostage." Rather, the Division is focused on ensuring that both parties meet their responsibilities under The Labour Relations Act.
The Division also sought to better understand why the tentative agreement, which had been recommended by both bargaining committees, was not accepted by the clerical membership. To that end, the Division and the Union engaged in conciliation throughout the summer and continue to do so. The statement by CUPE that the Division is refusing to negotiate is not accurate. The Division remains interested in understanding the concerns that contributed to the rejection of the tentative agreement and would expect that CUPE would provide specific details and a counter-proposal, but that has not occurred to date.
CUPE Local 1522 has stated that its members receive lower wages than employees in Winnipeg school divisions. While wage comparisons can be informative, it is important to note that the Division's compensation levels are comparable to many surrounding and similarly situated school divisions. Winnipeg school divisions operate within a different funding environment and serve significantly larger student populations. Compensation levels across Manitoba school divisions vary based on factors such as job responsibilities, educational requirements, market conditions, operational needs and available funding.
The tentative agreement recommended by both bargaining committees contained a number of improvements, including wage increases across all classifications, adjustments to classifications that would have resulted in additional wage increases, and improvements to vacation payout provisions.
As with all collective bargaining negotiations, the Division must carefully balance employee compensation and benefits with its responsibility to operate within available financial resources. School divisions receive funding through a combination of provincial funding and local taxation. Any proposed settlement must therefore consider both the interests of employees and the Division's obligation to be responsible stewards of public funds while maintaining educational services for students.
Our CUPE staff are an essential part of our schools, and our students depend on them everyday. The Division remains ready and willing to continue its dialogue with CUPE Local 1522 in an effort to resolve all outstanding matters. As we move forward, we will continue to approach this process with respect, openness, and a willingness to work collaboratively with CUPE.
Lord Selkirk School Division
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