Priorities
Keep CAPE focused on the work members rely on it to do.
CAPE’s principal responsibilities are working conditions, labour relations and collective bargaining. I believe its national time, money and advocacy should be devoted only to those workplace responsibilities.
Working Conditions
CAPE should defend and improve the conditions under which members actually work. That means paying close attention to contemporary workplace realities, including Return to Office, telework and flexibility, and responding with practical, evidence-based positions.
A practical approach to Return to Office
In-person attendance should be required where it genuinely makes operational sense, not simply because of a blanket government-wide rule. Managers should be able to identify an actual operational need for onsite work. Where that need does not exist, employees should have meaningful flexibility to telework.
Labour Relations
Members need a union that is effective when workplace problems arise and that keeps employment rights at the centre of its activity. Representation should be timely, informed by the facts and connected to what members are actually experiencing.
Workforce Adjustment stays on the agenda
During my first term, I ensured WFA became a standing NEC agenda item. Job security, workforce reductions and WFA concerns should remain regularly before CAPE’s national leadership rather than being addressed only when a crisis occurs.
Collective Bargaining
Collective bargaining is one of CAPE’s fundamental responsibilities. CAPE must devote the attention and resources necessary to represent members effectively at the bargaining table.
Member input matters
Members should receive clear information, have meaningful opportunities to shape major decisions and be able to vote on the bargaining path and the ratification of collective agreements without mandatory meeting attendance being a condition of voting.
Focused resources. Clear accountability.
Every proposal requires choices about staff time, advocacy and member money. I will continue applying a straightforward test: does this directly advance members’ workplace rights and interests?