What is the Living Wage?

The living wage is how much a worker needs to earn to pay for basic essentials like food and rent, along with the ability to have an active and fulfilling family and personal life. It is calculated using a basic budget that does not include paying off debt, savings for the future or the cost of caring for a loved one. The Living Wage for Metro Vancouver is $25.68 an hour.

What is a Living Wage Employer?

Living Wage Employers commit to paying their staff and contractors their local living wage each year. They also mandate that service providers on major contracts pay their staff a living wage in turn. There are nearly 400 Living Wage Employers in BC who have committed to ensuring their direct and contracted staff earn a Living Wage. This wage can be made up of base pay and any non-mandatory benefits they offer. 10 municipalities in BC are Living Wage Employers – the City of Burnaby, City of Langley, City of New Westminster, City of North Vancouver, City of Pitt Meadows, City of Port Coquitlam, City of Quesnel, City of Victoria, District of Central Saanich and the Village of Fruitvale.

What happened with the City of Vancouver?

In 2016, the Mayor and Council at the City of Vancouver unanimously committed to a plan to implement the living wage for all contracts and direct staff at the City of Vancouver, the Vancouver Public Library and the Vancouver Police Department.  The City of Vancouver became the largest Living Wage municipality in Canada, and hundreds of casual workers and contractors received a wage increase.

At the time, the City of Vancouver reported that becoming a living wage employer was “very rewarding” and created “unintended positive consequences, impacting far more than just the City’s direct or contractual staff”. Staff reported receiving letters from “our graffiti removal services about employees saying just that it changed [their] life.”

And then in a behind closed doors meeting in February 2022, Councillors voted to end the City’s certification as a Living Wage Employer. Instead, they have opted to pay staff and contractors a “5 year rolling average” of the Living Wage

What does this mean for workers?

For city contractors (like cleaners and security guards) and casual workers (like cashiers, food servers, rink attendants and civic theater attendants) the new “rolling average” means they’re earning nearly $4 an hour less than the actual living wage.  

How can we get the City of Vancouver to become a Living Wage Employer again? In February 2024, Councillor Christine Boyle will be bringing a motion to council to try and get the City of Vancouver to become a Living Wage Employer again. Take action by emailing your local councillor today: https://www.onecityvancouver.ca/reinstate-living-wage

Articles

It’s Time to Recertify the City of Vancouver as a Living Wage Employer (by Christine Boyle and Stephen Von Sychowski)

Why Vancouver Should Be a Living Wage Employee (The Tyee)

Events

February 26th, 2024 – Living Wage Town Hall – Maritime Labour Center – 7:30-9:00pm

More info and registration link HERE

By Marat Raimkhan

In the dynamic landscape of today’s workplace, acquiring soft skills is essential for professional success. My journey with the Essential Soft Skills Training at the University of Victoria, supported by the StrongerBC Future Skills grant, has been a transformative experience. 

The Essential Soft Skills Training (ESST) micro-credential – a five-week, part-time, instructor-led online program – addressed fundamental soft skills needed for success in digital work environments, covering organizational skills, communication skills, critical thinking, and team-building. Its flexible, self-paced structure allowed me to seamlessly integrate the training into my daily schedule. 

What set this program apart was its comprehensive assessment strategy. Instead of relying solely on traditional methods, it utilized personal reflections, quizzes, peer reviews, and instructor feedback to provide a holistic view of our skill development. Engaging with a diverse group of participants from various professional backgrounds enriched the experience, fostering an environment conducive to peer-to-peer learning. 

The emphasis on practical application was another highlight. The instructor guided us through applying learned concepts in real-world scenarios, empowering us to immediately implement these skills in our professional lives. This hands-on approach not only reinforced our learning but also enabled us to make tangible contributions to our respective workplaces. 

As I reflect on my journey, I express immense gratitude for the StrongerBC Future Skills grant, making this valuable training accessible. The course not only equipped me with a comprehensive toolkit of soft skills but also instilled the confidence to navigate complex professional environments with finesse and adaptability. 

For those interested, the StrongerBC Future Skills grant is available to British Columbians aged 19 or older, regardless of financial need. It covers up to $3,500 in eligible short-term skills training at public post-secondary institutions. Over 11,300 learners have already benefited from this initiative, and funding will be available in the winter 2024 semester for midstream learners who began their programs in the fall 2023 semester. 

Looking ahead, the government plans to refresh the list of programs funded under the StrongerBC Future Skills grant in 2024. This initiative aims to provide diverse and updated skills training options in fall 2024, catering to the evolving demands of well-paid, high-opportunity occupations. Keep an eye out for the refreshed list of program offerings, which will be posted in mid-late spring 2024. 

You are welcome to find more at https://www.workbc.ca/find-loans-and-grants/students-and-adult-learners/strongerbc-future-skills-grant  

I would greatly appreciate your input regarding your preferences and interests. Please consider taking our short survey:
Lunch and Learn Survey

Learn more about Professional Development funding opportunities on my blog:
Professional Development » CUPE 2950

Hi All, 

It has been brought to the Sustainable Transportation Committee’s attention that there is frustration around the implementation of the Sustainable Transportation Initiative Pilot Program (STIPP).  We appreciate your patience as we manage the rollout of this brand-new program to provide eligible CUPE 2950 members with 50% reimbursements on their monthly Compass Cards. For Human Resources, processes have to be set-up from scratch in Workday and tested for each group of employees before implementation. There are a number of technical challenges arising from the diversity of roles within our membership. We share your concerns about the timeline to implement the benefit and have discussed this with the Employer. Our committee understands we will need to provide more updates to ourmembers regarding the progress of this program. Please find the details below: 

Allocated Funding: $75,000/per year starting in 2023 

Timeline 

Phase 1 (Completed) 

• Enrollment was opened up to eligible employees in Pay Grade 1-3 for October 2023. As of December 2023, ~13% of eligible employees in this group have enrolled.  
• Human Resources implementation unsuccessful for Hiring Solution and Chan Centre employees as challenges arising due to multiple assignments in Workday or varying hours worked. 

Phase 2 (In Progress) 

• Low enrollment in Phase 1, so funding still available. As of January 2024, Human Resources are finalizing the process for implementation of program in Workday for employees in Pay Grades 4 to 6. Potentially 500 employees will be eligible from this group. Union awaiting confirmation on enrollment date. 
• Human resources still testing workaround in Workday for Hiring Solutions & Chan Centre. 

Phase 3 (Not Yet Started) 

• Sustainable Transportation Committee will review enrollment numbers from Phase 1 & 2. If funding is available then Human Resources will test implementation in Workday for employees in Pay Grade 7 to 10. 

Phase 4 (Not Yet Started) 

• Evaluation of the program including survey to membership about their experience that culminates in a report for the new round of bargaining. Subject to change.  

Questions Or Concerns: 

If you need clarification about the program:

• Contact the Union Office (office@cupe2950.ca) 
• Review the FAQ and eligibility requirements 
  https://www.cupe2950.ca/cupe-2950-sustainable-transportation-initiative-pilot-project/ 
• Ask a Union Steward or Ask during a General Membership Meeting (GMM) 

Getting involved in the union:

• Become a Union Steward: Help communicate the eligibility rules for this program.  
• Become a member of the Executive Team: Positions still open. See our January 2024 newsletter.
• Attend General Membership Meetings  

To find out more about the pilot follow the link here; CUPE 2950 Sustainable Transportation Initiative Pilot Info Package -FINAL.pdf (ubc.ca)

Cheers, 

The Sustainable Transportation Committee