A letter sent out to the parents of the CPE at the YMYWHA:


Dear Parents, vcialis 40mg

On behalf of the Board of Directors of CPEea du Y, seek we regret to inform you that despite the assistance of a conciliator, we were not able to reach an agreement with the Federation of Teachers of Jewish Schools (Union).

The Union has rejected all our offers to date, including the multiple options presented during conciliation.

Given the impasse at today’s conciliation meeting, we tabled a final global offer in the presence of the conciliator, including a request that the Union present this global offer to its membership. The deadline for acceptance of the offer is Tuesday, July 10 at 6 p.m.  The Union bargaining committee has been informed that should the global offer be rejected, the educators will be locked out at both the Ben Weider and West Island installations of the CPE du Y as of Wednesday July 11.

We have made this difficult decision because we do not want to subject our families to an unstable environment where we have no guarantee that educators will report for work on any given day. If the agreement is not ratified, we will remain closed until an agreement is reached and are writing to keep you informed so that you may make alternate childcare arrangements.

Board members are also parents. We, like you, face child care challenges and are frustrated with the Union’s intransigence. We sincerely regret the inconvenience stemming from this disruption in service.

We wish to stress that we have extended ourselves as far as we can in our negotiations with the union. We withdrew all of our demands for changes to the existing collective agreement and have agreed in whole or in part to the vast majority of their demands.

It is also important to emphasize that our educator’s compensation is equivalent, and often superior, to that offered by other Montreal-area CPEs. They are paid according to the government scale and have competitive pension and medical plans to which the government and the CPE du Y contribute respectively.

At this stage, despite our concessions, our understanding is that there is one major issue – paid absences – that separates the parties.  

As background, you should be aware that in July 2007, the Union signed a letter of agreement that stipulated that salaries would be paid for closed days as long as the Ministère de la Famille et des Aînés (MFA) provided subsidy. At that time, the MFA subsidized an unspecified number of closed days.  In July 2008 the MFA announced a retroactive change to its funding policy, indicating that from then on it would only subsidize a maximum of thirteen closed days. Closed days include any day in which childcare services are not provided, for example, statutory holidays, other holidays, and professional days. This change in policy represents a significant loss of subsidy and income for the CPE. This amounts to approximately $8400 per closed day over 13 and includes both the Ministry daily subsidy as well as the $7 parental contribution which is NOT billed to parents for any closed days over 13. This past year, with 7 additional closed days our additional loss of subsidy and income was about $58,800.

In addressing the issue of paid absences our goals are as follows:

·         To maximize service to our parents by keeping the days where our day care is closed to a minimum i.e. no more than 13closed days whenever possible;

·         To allow educators to maximize their earnings by being open for them to work.

In order to effectively meet these objectives, we have opted for a global approach to paid absences as has been achieved in recent negotiations between CPE’s and the government, and CPE’s and other unions. As per our final offer, educators from the start of their employment would be eligible for 43 paid absences comprised of statutory holidays, vacation, sick leave and personal days. This then increases at increments until 53 paid absences after 27 years. We should point out that at most other CPEs, including the package recently negotiated by the government for over 8500 daycare educators, an educator starts with 28-33 paid absences for the first 5 years and only then becomes eligible for 43 paid absences.

We view our final offer to be fair, reasonable and fiscally responsible. As a Board of Directors, it is incumbent upon us to conclude a sustainable Collective Agreement.

Once again, we sincerely regret having to close our CPE’s for the time being and for the inconvenience.  

Please do not hesitate to contact us if you have questions or concerns. In the interim we will do our best to keep you informed of developments.


Kirsten Stern                                                                     Adina Busner

President, CPE du YM-YWHA                                      Vice-President, CPE du YM-YWHA

One Response to “Is the CPE at the YMYWHA Going to Close?!”

  1. Elle


    I received a copy of this letter from the president of the union.

    Dear Parents,
    Let us be clear. The letter sent out by Kirsten Stern and Adina Busner contains quite a number of inaccuracies if not falsehoods.
    The Conciliation process is one that the union requested to help move negotiations forward. We believe this forum would provide an opportunity for both sides to present their issues, and in the spirit of fairness, find the middle ground that meets the concerns of both sides. This has not been the case. Management has taken the position to continuously warn and threaten that unless the educators agree to a contract that sees their salaries and working conditions worsen, the CPE will lock out the educators and prevent parents’ access to childcare services.
    There is no unstable environment and not once has an educator not shown up for work; they have done their job diligently, and cared for your children. The decision to place parents in a situation where they are stranded and without a place for their children is solely the decision of management.
    And just who does management represent? The CPE are supposed to be run by a parent board and represent the interests of all parents. Yet a very strange arrangement seems to exist between the CPE Y and the YM-YWHA. In a response to just such an inquiry I would share with you a direct quote from a letter Marlene Jennings, Executive Director of the YM-YWHA sent to us.
    “With regards to Mrs. Barbara Adler, she is indeed a senior Director with the YM-YWHA and as such is part of my Executive Staff. Her responsibilities include Early Childhood/Pre-School Services and she reports to me for these matters.” and “Mrs. Adler is responsible for administering the YM-YWHA management contract with the CPE du Y.”
    Whose interests are being served by the decision making process of managements negotiation team? Why does the CPE du Y management continuously refer to significant losses when in fact they had a $50,000 surplus? Where does this money go?

    There is not only one issue that separates the parties but three. They are as follows:
    1. Five days of salary removed from educators in the 2011-2012 calendar years. The union proposed a non financial solution to these days by crediting educators extra days of vacation to be taken on a rotation basis during times when staffing requirements are reduced because of low attendance of students during holiday time.
    2. Over the next 7 years there are 21 days when the Jewish holidays fall out during the week. That amounts to approximately 3 days per year if we were to sign the 7 year union proposed term for the collective agreement. The cost of this is approximately $10,000 per year.
    3. During the last Collective Agreement negotiations a severance clause was agreed upon because there was no government pension plan for educators till the year 2003. Management wants to completely remove this clause. The union agrees to meet in the middle and limit the plan to the long serving educators it was intended to serve who did not have a chance to contribute to a pension plan for many years and then let the agreement expire. A fair compromise.
    As you can see there is a simple and straight forward solution that would allow these negotiations to conclude and prevent the management lock out that will take away childcare services from your children.
    In comparison, the union has just concluded negotiations with a newly ratified Collective Agreement with the CPE CCJ. Both management and the union were able to negotiate constructively from the exact same Collective Agreement that is the basis of negotiations at the CPE du Y. Given that government funding to all CPE’s is exactly the same how is it once again possible for management to claim fiscal issues as the basis of their position?
    The union is ready and willing to find a quick solution and come to a fair agreement that recognizes the contributions educators make and affirms the dedication and care they have for the children in their classrooms.
    This is not the time for posturing but the time to conclude an agreement.

    Mordechai Antal
    President FTJS


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