Unit 3 (Postdocs) Bargaining Update #5

Brad WalchukUncategorized


HAMILTON, ON
 — After a summer away from the bargaining table, the CUPE 3906 Unit 3 Bargaining Team met face-to-face with the Employer’s Bargaining Team on August 20th. We have continued to make progress on non-monetary items, and are beginning to see some movement on issues such as the base salary.

We secured modest gains on items such as the grievance process, employee evaluations, health and safety, and workplace accommodation. Under the workload article, we have secured protections from overwork involving the mentoring of junior colleagues, and under the resources article we have prevented the Employer from charging a key deposit and have secured better access to storage space. We have also gained a seat on the adjudication committee of the Postdoctoral Support Fund to ensure that postdocs have a voice in the process, and are now determining an expanded criteria and increased total benefit level to this fund.

Despite these gains, there are still many hurdles. The Employer continues to insist on language that we feel would adversely affect your right to vacation entitlement by creating a process by which vacation accrues monthly, and therefore making it harder to secure enough days for a sustained vacation. We are continuing to push back against this.

The employer continues to insist that they can only bargain within the limitations of Bill 124 (which is not law and therefore has no limitations), tabled by the provincial government. This bill seeks to limit total compensation increases to 1% per year over three years.

 

As this bill is not law, we do not believe that the employer is mandated to limit compensation increases to an amount that is well below the rise the cost of living, and we continue to pushback against what would amount to a wage cut after considering inflation.

The employer has agreed to our salary floor, which will see the minimum salary rise for postdocs increase from $31,717.41 to $35,200.00 by September 1, 2020. Although this represents a meaningful increase to the lowest paid postdocs, the employer is still proposing a limited 1% pay increase on postdocs earning above this amount.
The employer’s proposals on benefits and the professional development fund fall well-below the amount needed to ensure the sustainability of these funds, and we are continuing to push for increases here. The employer also withdrew their proposal on pregnancy and parental leave, which would have increased the entitlement period from 19 weeks to 30 weeks. We remain committed to ensuring increases for those needing to access these leaves.

We want to be clear – your Bargaining Team takes its direction from you and is accountable to you, the members, NOT to Doug Ford! To be clear, the government has simply tabled a bill, and has not passed a law. As such, we are looking to secure additional bargaining dates with the Employer and will continue to push hard for the gains that you have identified as being important.

For More Information:

Kenneth Taylor Hall, B111
905-525-9140 x24003
http://bettermac.ca
http://cupe3906.org

Welcome Back Event- September 3rd at 5:30

Brad WalchukUncategorized

As in past years, CUPE 3906’s International Committee has organized a Welcome Event for existing and new Unit 1 members (TAs and RAs in-lieu). This year’s event will take place on Tuesday, September 3, at 5:30 PM in ABB 273.
While the main goal of the Welcome Event is to have fun with fellow members over some dinner, it is also an opportunity to learn about what your Union does to serve YOU. The event poster is attached to this email. Any related questions can be sent to Avijit Mallick, our International Officer, at mallia1@mcmaster.ca.
We hope to see you there!

Unit 1- Bargaining Bulletin #2

Brad WalchukUncategorized

Bargaining Bulletin #2

CUPE 3906 Unit 1: TAs and RAs in-lieu

UPDATE ON NEGOTIATIONS

After a summer away from the bargaining table, your Union met with employer representatives from McMaster on August 21 and 22. While we made progress on some smaller issues, often involving day-to-day labour relations issues, no progress was made on larger items that you identified as priorities. These include extended guaranteed TAships for graduate students, meaningful wage increases, equal pay for all TAs, protection against tuition increases, a higher minimum number of hours on a contract, and access to paid training.

Unfortunately, the Employer’s proposals have remained the same since June – a ‘no’ to all proposals. McMaster will only negotiate within what it sees as the framework of Bill 124, a bill (which is not yet law) that would limit wage and benefits increases to 1% per year. At the same time, they have also proposed concessions that would see the erosion of graduate students’ guaranteed TAships and have tabled language that would see the elimination of a minimum number of hours per contract (currently set at a minimum of 32 hours). Finally, rather than establish paid anti-oppression and pedagogical training for TAs, McMaster has proposed a committee to determine if TA training is even ‘feasible.’ In a large and diverse university, we fail to see how TA training could possibly be unfeasible.

HIGHLIGHTS

MEMBER PRIORITIES UNION PROPOSALS EMPLOYER PROPOSALS
JOB SECURITY and HOURS OF WORK
  • Standard 5-year TA guarantee for PhD students
  • Standard 2-year TA guarantee for Masters’ students
  • No extension of guaranteed funding period
  • No minimum number of hours per contract
WAGES
  • 5% increases per year for all members in recognition of increases to the cost of living & historical wage stagnation.
  • Equal pay for undergraduate and graduate TA/RAs.
  • 1% per year for all members, following what they believe Bill 124 will require of them if it becomes law.
  • Additional 0.35% per year for all members if Bill 124 does not pass
TRAINING
  • Optional paid training for professional development and anti-oppression practices
  • No paid training for professional development or anti-oppression
  • Option to strike a committee to discuss the “feasibility” of additional training (paid or unpaid)
FUNDING
  • Tuition reimbursements freezing the cost of tuition at the 2018-2019 domestic student rate for all members
  • No tuition waiver/reimbursement
BENEFITS
  • Employer to pay 50% of UHIP costs
  • General increases to Benefits Funds that respond adequately to rising insurance rates and service costs
  • $10,000 gender-affirmation fund
  • No increase to benefits funds over 2-years
  • Committee to discuss supports for gender-affirmation

Where does CUPE stand?

Despite the fact that Bill 124 is not a law (and, as such, our feeling that we do not need to negotiate within its limitations), your Union explored all options to secure the best possible deal for TAs and RAs in lieu. In fact, we offered to consider a mere 1% wage increase, contingent on meaningful and substantial movement from the Employer on the following key issues, each of which can still be bargained within McMaster’s self-imposed limitations of Bill 124:

·         Minimum 65-hour contracts
·         5th year guaranteed TAships
·         Tuition Freeze
·         Paid Training (Pedagogical & Anti-Oppression)
·         Closing the Class A and B wage gaps

These five items speak to several of the priorities our members made clear to us through our Bargaining Survey. Unfortunately, McMaster signaled that it has no interest in moving forward on these terms, leaving us with virtually no way of moving forward while representing the interests of our members.

McMaster’s Position 

On August 22nd your Union was shocked to hear that, in addition to rejecting our proposed framework, McMaster University was signalling an impasse by effectively walking away from the bargaining table. This decision was ostensibly made in light of a policy grievance CUPE had filed weeks ago, alleging that some employees who should be covered by the Collective Agreement were not (and, as such, were denied benefits and wages). For obvious reasons, we find ourselves questioning the Employer’s last-minute decision not to resume negotiations pending an arbitration ruling on this specific grievance.

Essentially, after we had presented a framework through which CUPE would consider a 1% wage increase in exchange for meaningful movement on a higher minimum number of hours, expanded graduate guarantees, protection from tuition increases, paid TA training, and equitable wages for all TAs, McMaster University signaled that it had zero interest in moving forward on such terms. This is completely unnecessary and could undoubtedly cause major delays in the bargaining process.

What do we go from here? 

CUPE remains committed to continuing to bargain in good faith. Not only have we proposed a framework to move forward with securing a fair collective agreement, we believe that the parties can and should continue to bargain in good faith for the benefit of our members regardless of the status of ongoing grievances.

CUPE is ready to continue to bargain a fair and meaningful deal for its members and that one that works for all parties. We are no longer confident that McMaster shares this goal.

We will continue to reach to members and move forward with the hopes of moving past this impasse that we feel McMaster has created.

For More Information:

Kenneth Taylor Hall, B111         905-525-9140 x24003
http://bettermac.ca                       cupe3906
http://cupe3906.org                      cupe_3906

How you can Help:

Join us on Labour Day

Brad WalchukUncategorized

Please join us on Monday, September 2nd for the Hamilton Labour Day Parade and Picnic. We will be meeting on Stuart St, outside the Workers Arts and Heritage Centre at 10:00 AM, and will be marching through Hamilton to Bay Front Park for a picnic and socializing. Hot dogs and hamburgers will be available for purchase , and the Workers’ Arts and Heritage Centre has generously organized a kids’ zone consisting of a bouncy castle and other fun activities. Beer will also be available for purchase in a designated licensed area.
This Labour Day we celebrate the contributions made by workers in Hamilton and beyond. We will also be joining the Hamilton and District Labour Council to unite against racism, oppression and austerity. At CUPE 3906  we understand the urgency of securing and protecting not only workers’ rights, but also social justice and economic dignity for all.
We look forward to seeing you there.
In solidarity,
CUPE 3906

Join our Stewards Committee!

cupe3906vpUncategorized

We are excited to initiate a renewed process for joining the Stewards Committee! In the interest of making the process more accessible, equitable, and democratic, the executive has approved the following forms through which you become a departmental steward.

The forms include information about the nature of the role, its responsibilities, and the newly approved honourarium for stewards to be set in our yearly budgets.

If you have any further questions, don’t hesitate to contact us! (staff@cupe3906.org)

Steward Nomination Form – UNIT 1 (TAs/RAs in lieu)

Steward Nomination Form UNITS 2 & 3 (Sessional Instructors & Post-Doctoral Fellows)

 

Unit 2 job notifications

Brad WalchukUncategorized

The CBA has secured access to automatic job notifications (ie/ of posted available positions). This needs to be set-up via MOSAIC. We have been informed by members that the notifications are not currently working. We have approached HR about the situation and they are looking into things on their end.

Unit 2 PDF update

Brad WalchukUncategorized

The Benefits Committee will be meeting on September 5th to review Professional Development Fund applications from the spring/summer semester. An update on the adjudication process will be sent out to all applicants shortly thereafter.

The committee will also discuss any recent Unit 3 Professional Development Fund proposals.

August General Membership Meeting- Aug 14 at noon

Brad WalchukUncategorized

Your local is having a General Membership Meeting on Wednesday, August 14th at noon in KTH 104.

The agenda features the election of a new President (Angie Perez is stepping down) and voting on a series of by-laws changes presented to the membership at our July meeting.

We hope to see you in this accessible location. Food (including vegan and halal options) is provided, and childcare costs can be reimbursed.

End of Term Sessional Information

Brad WalchukUncategorized

As the summer semester comes to an end, we want to provide some other relevant end-of-term information that might be useful, as well as information about the start of the fall semester.

Any postcontract work (that is, work requested by your supervisor and done after your final grades have been submitted) is separate from your contract and payable at a rate of $65.40/hour. This would include reviewing grades that are being challenged, marking exam that have been deferred, and dealing with cases of plagiarism. This is not an exhaustive list, and more information, including the appropriate form you’ll need to fill out to get paid, is available here

The final pay for this term is August 16th. This represents what Service Canada refers to as an ‘interruption of earnings.’  However, your ‘final day worked’ will be August 9th and the ‘final day for which you were paid’ will be August 10th. These will be the important dates on your EI application. We would encourage all Sessionals who may utilize Employment Insurance at any point in 2019 or 2020 to apply on or after August 10th, even if you are employed during the Fall term, as you will be able to collect EI for the remainder of summer. For information on EI, click here.  The employer will upload your ROE automatically, but you can (and should) apply immediately following your last day worked (August 9th).

The deadline for applications to the Professional Development Fund for the 2018/19 academic year is Monday, August 12th. The committee should be able to review the applications within the next few weeks and inform members shortly thereafter with the results. This fund is intended to assist with expenses related to professional development that fall into the following three categories: Conference Presentations/Participation and Certification; Books; and certain Technological Items.

For those of you working in the Fall Semester, the first pay day will be September 13th, and – for EI purposes – the first day worked/first day for which paid will be September 3rd. If you are collecting EI in August, the September 3rd day is what should be reported as your return to work.

Finally, we have a General Membership Meeting on August 14th at noon in KTH 104. At this meeting, we’ll be electing a new President, as well as voting on changes to our by-laws. Childcare expenses can be reimbursed, vegan and halal food options will be available, and the meeting is held in an accessible location.

 

EMERGENCY TOWN HALL JULY 31, 2019–BILL 124–ALL WELCOME!

Mary Ellen CampbellUncategorized

July 31st,  12PM,  GH 111 (McMaster Council Chambers)

Following the tabling of Bill 124, McMaster has offered Teaching Assistants (and RA’s in lieu) and Post-Doctoral Fellows contracts that would amount to pay cuts.

What is Bill 124? How will it affect us at McMaster?
And, most importantly – How will we respond?

Join us for this Emergency Town Hall
Lunch Included
Cost of Childcare can be Reimbursed for CUPE 3906 Members

On the Agenda:

  • Guest Speakers – Roberto Henrquez & Janice Folk-Dawson

  • Bargaining Team Updates

  • Q & A Session – your time to speak up!

  • Community Strategy Session – what are our next steps?

Roberto Henriquez

Roberto practices labour law, employment law, and human rights law in Hamilton and across south-west Ontario including:  Brantford, Kitchener-Waterloo, Cambridge, Guelph, Ancaster, Dundas, Milton, Mississauga, Oakville, and Burlington.

Since being called to the bar in 2014, Roberto worked in-house at a large private sector union, an administrative tribunal, and in local Hamilton government before joining Molyneaux Law in Spring 2019.

Roberto will be speaking to us about Bill 124 itself: What does it entail? Who does it affect? What happens if it becomes a law?

Janice Folk-Dawson

Janice is the President of CUPE Local 1334 which represents the Maintenance, Trades and Service personnel at the University of Guelph. Janice is also the Chair of the Ontario University Workers’ Coordinating Committee (OUWCC), which is one of 6 large sector groups within CUPE Ontario.

Janice is a feminist and community activist, and has been vital to CUPE 3906’s ongoing strategy in response to Bill 124.

Janice will be speaking to us about the University Sector’s response to Bill 124, how the sector has already been affected, and what role the OUWCC can play in our fight back.