Saskatoon Civic Employees' Union
Hello Members of CUPE 59
I am proud to announce the signing of a Memorandum of Agreement that will benefit underfill members and promote promotional opportunities for everyone.
The Recognition of Related Work Experience as Educational Equivalency MOA will be in effect as of July 1, 2025.
The MOA is attached for everyone’s review here SKM_C3321i25040608380.
Please don’t hesitate to reach out to your Area Vice President or the Union office if you have further questions.
We are pleased to share that Sun Life has been selected as the provider for our new redesigned City benefits plans. These plans will come into effect for participating employee groups on January 1, 2026.
The selection committee – made up of representatives from City management, CUPE 47, CUPE 59, CUPE 859, ESA and SCMMA – followed the City’s purchasing policy protocols to evaluate potential providers.
While we are still working with Sun Life to finalize some details, including how the new benefits plans will be rolled out, we did want to update you on this important step forward.
Keep reading to learn more about the changes, what it means for you, and what will happen next.
What to expect and when
We will work closely with Sun Life to finalize the implementation of our new benefits plans. Much of the behind-the-scenes plan administration work will begin this summer. Here is what you can expect over the coming months:
Fall 2025: Enrollment and Education Sessions
Once member data is uploaded into the system, Sun Life will share details on how to enroll. You’ll also get a chance to learn about the new plans, see what coverage is available and choose a plan that works best for you. There will be in-person sessions to help guide employees through the enrollment process and how to use the new system.
December 2025: Drug Card Distribution
New drug cards will be mailed out to members of participating employee groups ahead of the plan start date.
January 1, 2026: Go Live Date
The new plans will take effect and become available.
Details of the new plan
The flex plan includes three levels of coverage for both health and dental benefits:
Eligible employees can choose the level of coverage under each of the health and dental plan options that works best for them and can select their coverage type – single, couple, or family.
Regardless of the coverage type, Option 1 for both health and dental will be fully paid by City. If an employee chooses to upgrade to Option 2 or 3 – for either health, dental, or both – they will only pay the difference in cost.
As part of the updated health and dental plan, employees will be provided with access to a virtual Employee Assistance Program (EAP). The EAP is intended to supplement services that employees already have with our own City EFAP program and will include supportive tools and access to short-term support including financial planning support, work and career support, legal support, mental health support, family and relationship support, women’s health support, manager coaching support, and more.
Sun Life has industry-leading technology so we expect that much of the enrollment processes and ongoing access and support will be available fully online.
Participating Groups
Currently CUPE 47, CUPE 59, CUPE 859, ESA and SCMMA are the groups that have committed to these new benefits plans.
The City will continue to work with all labour groups on benefits plans. We recognize that there are several of our current health and dental plans that are in a deficit position, and we will continue to work collaboratively with our union groups on solutions to the current balances as well as opportunities for more groups to join the new plan.
Next Steps
This is the first time the City has undertaken a major benefits redesign or change of insurers. To support a smooth transition, we have been working with a consultant that specializes in benefits plan design and implementation.
As more information becomes available, updates will be shared with all employees to help prepare for the upcoming changes.
We are excited to launch these modern plans and systems for our employees. We also look forward to a time where health and dental benefits, including reimbursements, are no longer a significant challenge. In the meantime, if you have questions, please feel free to submit a question. Our Total Rewards team will respond to you in a timely manner with a response to ensure you feel supported throughout this exciting transition.
TO ALL MEMBERS OF CUPE LOCAL 59:
REMINDER: Effective January 1, 2024, the following changes to the Blue Cross benefits will be in place:
These changes are being implemented to address the plan deficit and will assist in reduced overspending.
In Solidarity,
The Blue Cross Committee
TO ALL MEMBERS OF CUPE LOCAL 59:
REMINDER Blue Cross Benefit plan rate changes, effective January 1, 2022
The Health Spending Account (HSA) will be terminated December 31, 2021.
All claims for allowable expenses incurred prior to the termination date (2021 receipts) will need to be submitted within 30 days following December 31, 2021 (deadline January 30, 2022).
| RATES
Effective January 1, 2022 |
|||
| Single | $17.00 per pay period | ($34.00 per month) | ($408.00 per year) |
| Couple | $34.00 per pay period | ($68.00 per month) | ($816.00 per year) |
| Family | $47.60 per pay period | ($95.20 per month) | ($1,142.40 per year) |
If you have additional questions, please email the CUPE 59 office @ cupe59@sasktel.net for forwarding to the Blue Cross Committee members.
In Solidarity,
The Blue Cross Committee