With Unit 1 and Unit 3 both in bargaining and mediation (U1), the office will be operating on reduced hours as staff and many executives will be bargaining off-site.
The office will be closed on each of November 11th, November 14th, November 18th, and November 19th. We have a secured drop-box if you need to leave us any physical documents.
We do apologize for any inconvenience these closures may cause.
Response to McMaster’s No Board Report claims
November 8, 2019
As many members of the McMaster community know, CUPE Local 3906 (Unit 1) and the
University jointly requested a ‘no-board’ report following a day of conciliation that failed to break an
impasse and provide the meaningful gains that Teaching Assistants and Research Assistants (in lieu)
deserve. More information about this can be found at www.bettermac.ca.
One of the key priorities identified by members in our bargaining survey was access to paid TA
training. The importance of said training was reinforced when Unit 1 members returned a historic and
record-breaking strike vote of 87% after McMaster University failed to agree to the Union’s proposals
on this item. Let us be clear: in highlighting the lack of paid TA training, the Union is referring to
university-wide training that would help TAs to become more effective at their jobs. Specifically, the
Union proposed five paid hours for pedagogical training and an additional three paid hours for anti-oppression training.
The employer addressed this issue – which we had already tabled as a priority– on June 24th,
in their eighth set of proposals to the Union. Specifically, they proposed using the following language
in a letter of understanding: “The parties agree to establish a joint committee for the purposes of
exploring the feasibility of establishing an Institution-wide or Faculty specific training program(s) for
new employees.” This would certainly suggest that there is not university-wide (or even faculty specific)
training for new employees.
On November 5th, when the employer provided the union with a “comprehensive proposal,”
they made no mention of university-wide paid TA training on pedagogy or anti-oppression.
For these reasons, you can imagine the Union’s surprise when we read the employer’s
statement on requesting a ‘no-board’ report. In it, they assert that “McMaster also funds benefits
programs and paid training for Teaching Assistants.” To be clear, the University is now claiming that
they fund paid training for Teaching Assistants. Our question is this: “Oh, really?”
We are left wondering which paid training they provide to TAs – be it pedagogical, anti-oppression,
or both. If we are to take the University’s statement at face value, it is unclear why they
would have refused our above mentioned proposals, let alone why they themselves proposed
“establish[ing] a joint committee for the purposes of exploring the feasibility of establishing an
Institution-wide or Faculty specific training program(s) for new employees.” So we ask again, to which
paid TA training are they referring?
Perhaps they are referring to health and safety training. The Occupational Health and Safety
Act mandates this type of training, so citing it when we have clearly been bargaining over anti-oppression and pedagogical training is disingenuous to say the least. Perhaps they are referring to
training mandated by the Access for Ontarians with Disabilities Act, which the employer is required to
offer to employees. We know that the Faculty of Engineering launched a pilot project to provide training to its graduate TAs. If this is what they were referring to, it is unclear why they would not want
to include such an important provision in their proposals, especially in response to our proposals for
paid university-wide TA training.
There is existing language in the Collective Agreement mandating that “the Employer will
provide an orientation… to all newly hired Unit 1 employees in order to provide them with information
about the general operation of the University and resources available to employees that may be of
assistance in the performance of their duties. Employee orientation may include information about
such things as instructional courses and professional development resources that are available to
employees.” This language might tell TAs and RAs in lieu about what is available, but it does not
provide pedagogical or anti-oppression training. Neither party is looking to amend this language, so
surely this is not something worth highlighting. At the department level, some departments carve out
minimal paid training for TAs, but this simply comes out of their allocation of hours, thus leaving less
time for marking and student contact. To us it seems that providing additional paid hours for training
is the least the employer could do, considering that most of our members take home less than $5,ooo
in wages per year once we account for the cost of full-time tuition – the payment of which is a
condition of their employment.
We would urge all TAs to call or e-mail their Department Chairs, the University’s Vice-Provost
and Dean of Graduate Studies (who also happens to be Chair of their bargaining team), as well as the
Associate Vice-President and Dean of Students to inquire about the paid training opportunities we are
supposedly afforded. Some helpful contact information can be found below. We would love to hear the
responses to these inquiries!
• Doug Welch, Vice-Provost and Dean of Graduate Studies: 1-905-525-9140 x 24205 or
deangrad@mcmaster.ca
• Sean Van Koughnett, Associate Vice-President and Dean of Students: 1-905-525-9140 x 27455
or avpstud@mcmaster.ca
We have always been clear about the fact that TAs and RAs in lieu both demand and deserve
paid pedagogical and anti-oppression training. We also know that our students deserve TAs who have
been trained in ways commensurate with the University’s emphasis on excellence in teaching.
McMaster’s recent statement is either embarrassingly uninformed or deliberately misleading, and we
hold that the only correct course of action would be for them to immediately offer a retraction and
apology.
Sincerely,
Nathan Todd
President of CUPE 3906
With Unit 1 and Unit 3 both in bargaining and mediation (U1), the office will be operating on reduced hours as staff and many executives will be bargaining off-site.
The office will be closed on each of November 11th, November 14th, November 18th, and November 19th. We have a secured drop-box if you need to leave us any physical documents.
We do apologize for any inconvenience these closures may cause.
Following the outstanding support we have seen from members, Unit 1’s bargaining team came to the table today ready to move negotiations forward. We came to the table with a firm commitment to removing all concessions and to securing significant and meaningful gains on priorities you have continually endorsed throughout this process.
We spent over 12 hours communicating with our conciliator and the employer and provided significant movement on our proposals in an effort to keep negotiations moving. Sadly, around 9pm, after we had dedicated several hours to a comprehensive and meaningful pass, we were informed that over half of the employer’s bargaining team – including their Chair – had already left. Beyond causing us significant frustration, we take this as a sign of minimal serious engagement in the process on their part.
Despite this development (or lack thereof), we tabled the proposal we had completed thus far, including a firm re-commitment to our consistent stance on removing all concessions from our contract and the need for significant movement on your stated bargaining priorities as they were ratified prior to the commencement of negotiations.
The few members of their bargaining team who remained then signalled to the conciliator that they were not willing to meaningfully consider our priorities. Both parties then jointly filed for a No Board Report, thus triggering movement into a legal strike/lockout position prior to the end of November.
Filing a No Board Report puts pressure on both the union and the employer to reach an agreement prior to this deadline, provided that both parties are willing to negotiate.
We have secured a mediation date on November 19th and are working to secure more. We hope that by then, McMaster will realize that offering de facto pay cuts and concessions on job security to already precarious employees is not the way to a Brighter World, nor to a #BetterMac. It would also be prudent of the employer to recognize that given the rising cost of living for our members, protections against tuition increases would offer much needed security in an increasingly unpredictable economy. Further, we hope the employer will recognize that paid pedagogical training is not only a simple and reasonable request for any employee group, but that it is specifically reasonable for Teaching Assistants within a world-renowned university.
We remain eager to reach a fair agreement that reflects your priorities ahead of this deadline, and hopeful that the employer’s entire bargaining team will come to the table on the 19th ready to do the same.
In the meantime, we will be proceeding with all necessary preparations to ensure that we can be in the best possible position to defend our members’ interests in the event of a strike being called.
One of the best ways to avert a strike is by making the Employer feel the pressure of an engaged membership. We’re already off to an amazing start with an 87% strike vote — a historic mandate for Unit 1. Today we are asking that you help us build on this momentum by informing the University Secretariat and Board of Governors of your support for the CUPE 3906 Unit 1 bargaining team and the priorities ratified by our members. Consider taking 5 minutes out of your day to let the “right” people know it will be in the University’s best interests to negotiate a fair deal ASAP:
You can also use social media to share our most recent bargaining infographic (attached to this email) and/or stories about how your TAs have helped you. Keep us in the know by using #BetterMac or by tagging us @CUPE3906. TAs make the university tick, and ideally McMaster will come to realize this fact without us having to show them through a work stoppage!
We will continue to inform you of our progress at the bargaining table as much as possible. For a complete list of bargaining updates, please visit https://bettermac.ca.
In solidarity
Unit 1 Bargaining Team
What we want:
As McMaster Proposes Capping Our Annual Wage Increases at 1%, Senior Administrators Vote to Give THEMSELVES “Merit-Based” Bonuses of Up to 3%
CUPE 3906 made quite the splash at McMaster’s Board of Governors’ meeting last Thursday. In the days prior we had sent the BoG this open letter, and for the first time, our demands were added to the agenda. Several 3906 members attended the open session of the meeting, and the EGS also submitted an open letter to the BoG in support of our bargaining priorities.
Our President, Nathan Todd, addressed the Board directly and demanded that they immediately mandate the University’s bargaining team to secure a contract that addresses our members’ concerns. Not long after, in what might seem like some sort of cosmic joke were it not so infuriating, the BoG approved the implementation of “merit-based” lump sum bonuses of up to 3% to some of the highest-paid members of “The Management Group” at McMaster. These TMG members, a number of whom also sit on the BoG, fall into pay bands ranging from $98,581 to $201,075 – more than most 3906 members could hope to take home over several years.
When our VP External, James Watson, stood up to challenge the Board on how these bonuses would comply with the 1% wage cap in Doug Ford’s Bill 124 should it pass, we got crickets in return. 🦗🦗🦗
This 1% cap amounts to about half the rate of inflation in Hamilton. As the cost of living continues to rise, we know that our members cannot afford further de facto pay cuts. And while we have pushed the Employer to quit negotiating within the parameters of this bill that is not yet law, they continue to act as though their hands are tied. But we’re onto them!
We read the the agenda/minutes from Thursday’s full meeting to find that the BoG decided to give themselves recourse to these 3% pay bonuses because *gasp* Bill 124 is not a law: “Please note that [the bill] is currently before the Ontario legislature, and is being closely monitored. To the extent that Bill 124 or other compensation restraint legislation gives rise to new regulatory requirements that impact this document, it will be amended to ensure compliance” (pg. 348).
Basically, while the BoG acknowledges Bill 124 as a possibility, they are willing to change things retroactively for themselves to be compliant with the law. For 3906 members, though, the University refuses to entertain the idea of negotiating within the bounds of current legislation only.
More about the University’s audacity on the matter of wages to come, so stay tuned! For now, we strongly recommend listening to the latest episode of CUPEcast, which covers the BoG meeting, Bill 124, and the implications of the recent federal election for CUPE 3906. We are incredibly grateful to our Physics and Astronomy Department Steward, Adam, for creating such a valuable resource for our members.
In solidarity,
The CUPE 3906 Team
We have finally begun to see some positive movement on benefits (such as the health care spending account, family dental rebate, and professional development), and we believe this is the result of an engaged and mobilized membership. That said, Bill 124 remains a stumbling block as the Employer seeks to keep compensation to a minimum. We remain concerned about the employer’s proposals on vacation, which are a rollback from the current entitlement. The bargaining team hopes to secure additional dates with the Employer’s team in next month.
Our President wrote an open letter to the McMaster Board of Governors urging Board members to bargain according to what the Employer thinks Postdocs deserve, and not according to the Conservative Government’s draft legislation. A copy of the letter can be viewed at: https://bettermac.ca/2019/10/18/open-letter-to-the-mcmaster-board-of-governors/
Unit 3 is CUPE 3906’s smallest unit with just over 170 members, and consists of postdoctoral fellows working at McMaster University. The current collective agreement expires on August 31.
It’s no secret that academics love their pets! Less known, though, is the fact that our pets have been some of our strongest and bravest supporters in the current round of bargaining with McMaster. Be they dogs, cats, or guinea pigs – they’re all fed up with how the University has handled its negotiations with Units 1 and 3 and they’re not afraid to say it!
If you have a pet who loves TAs and postdocs, we’d love for you to participate in this campaign! There are several laminated signs in the union office (KTH B111) for folks to borrow. Some are specific to dogs and cats and some speak to key bargaining priorities such as TA training, 5th year TA guarantees, better wages, and closing the pay gap between undergraduate and graduate TAs. We will also be making printable PDF versions of these signs available in a separate post.
You can post your own photos to Facebook, Twitter, or Instagram and tag us @CUPE3906, OR send them our way via Messenger or email using vicepresident@cupe3906.org. We hope that many of you will join us as we continue to increase pressure on the University and look forward to building even greater solidarity in the weeks to come!
#PetsForCUPE3906 #GoodDogsAgainstBadWages
#TeachingConditionsAreLearningConditions
Templates:
GOOD DOGS FOR PAID TA TRAINING
GRUMPY CATS AGAINST 2 TIERED CBAS
TEACHING CONDITIONS ARE LEARNING CONDITIONS
GRUMPY CATS AGAINST BAD WAGES U3
GRUMPY CATS AGAINST BAD WAGES U1
GRUMPY CATS AGAINST 2 TIERED CBAS
GOOD DOGS FOR 5 YEAR TA GUARANTEES
GOOD DOGS AGAINST 2 TIERED CBAS
