Benefits Summary for Continuing CUPE Members
間眅埶AV Employee Benefit Plans
For all CONTINUING Canadian Union of Public Employees Local 3338 (CUPE) Staff.
For changes to benefits if you work beyond or hired at/after age 65, click here.
Please click on the appropriate link for further information on specific employee benefits.
| Benefit | Effective Date | Cost | |
|---|---|---|---|
| Employee Share | Employer Share | ||
Extended Health Benefit Plan 80% Reimbursement Paramedical visit fees apply. Please refer to booklet linked above or PBC CaresNet for details. *New Residents* - Enrolment with the BC Medical Services Plan is mandatory for all BC residents. |
First day of the month coincident with or following appointment, or on the date MSP** commences. **In British Columbia, newcomers are subject to a 3-month waiting period before their Medical Services Plan (MSP) coverage begins. This period includes the remainder of the month they arrive plus the following two months. During this time, MSP does not cover medical services. It is recommended to either self-obtain private health insurance or coordinate with the former medical plan from the province you move from, to cover any potential healthcare needs. 繚 Information on eligibility, enrolment and managing your MSP account is available at . 繚 Application is made directly to Health Insurance BC and you will be enrolled on a self-administered MSP account. 繚 Any changes to your account (ie. address change, add/remove dependent) are made directly with Health Insurance BC. |
0% | 100% |
Dental Plan 80% Basic/Major/Ortho Please refer to booklet linked above or for details. |
First day of the month following a full 3-month waiting period. Must work 35 hours or more bi-weekly. Must enroll prior to the last day of the 5th month of continuous employment in a continuous position. New dependents must be enrolled within 60 days of becoming eligible for coverage. Please click here for information on adding dependents to the CUPE dental plan. |
30% | 70% |
Basic Life Insurance 1 x annual salary to next $1000 |
First day actively at work. Must work 35 hours or more bi-weekly. |
0% | 100% |
Optional Life Insurance Units of $25,000/Spouse & dependent Insurance
|
Date application approved. Must work 35 hours or more bi-weekly. |
100% | 0% |
| Sick Leave Aritcle 35 |
First day actively at work. | 0% | 100% |
Long Term Disability 70% normal salary |
First day actively at work. Must work 35 hours or more bi-weekly. |
0% | 100% |
| Pension Plan Article 53.05 |
Full time (70 hours bi-weekly) - First day actively at work. Part time (28 hours or more bi-weekly) - Following 2 years of service. |
0% |
100% |
| Group RRSP - Sun Life | Upon Application. | 100% | 0% |
| Tax Free Savings Account (TFSA): Sun Life | Upon Application. | 100% | 0% |
Article 23 |
First day of semester coincident with or following date of employment. | 0% |
100% |
| WorkSafeBC Article 53.06 |
First day actively at work. | 0% |
100 |
| Annual Vacation Article 34 |
Starting at three (3) weeks per calendar year. First year -- pro-rated. |
0% | 100% |
Maternity/Parental Leave Top-up 35 weeks combined maximum |
Upon active return to work (Required documents must be submitted to People Strategies). | 0% | Difference between E.I. & Normal Salary |
| Group Insurance for Homeowners, Tenants and Condominium Owners: TD Insurance | Upon Application. | 100% | 0% |
Accident Coverage Business Travel $150,000 |
First day actively at work. | 0% | 100% |
| Library/Gym Membership Article 20 |
Upon Application. | 0% | 100% |
| Employee and Family Assistance Program Article 53.12 : Homewood Health |
First day actively at work. | 0% | 100% |
$500 per calendar year |
Continuing CUPE employees as well as temporary CUPE employees who are in contracts 365 days or longer (with no break). | 0% | 100% |
| Subject to approval. | 0% | 100% | |
Please refer to CUPE Collective Agreement for detailed information.
8002b / May 2025
*The information on this webpage describing your various employee benefits are only summaries of the legal contracts governing the Plans. While every effort has been made to describe the Plans accurately on this webpage, the legal documents will prevail if there is a variation between the two. The contracts are available for review in Human Resources.