CUPE 3906

Dear Sessionals,

We wanted to send a quick message marking the end of the winter semester and the beginning of the spring/summer semester. We have been receiving a few questions over the break about pay dates, benefits access, and the post-contract work. You can find information about all of these things, and more, below.

Final Payment (Winter)/First Payment (Spring)

The final pay of the fall semester arrived in your account on Friday April 17^th and covered the period from March 29^th to April 7^th. All work was paid for at this point, though we understand that some of you had final exams or grading to complete past that date (though some of you did not). Either way, that was the date that the contract was paid in full, even if there was some outstanding work to be done. For those of you teaching in the spring semester, the first pay of the semester will be May 15^th (your first day of work will be May 4^th). You can see the full pay schedule for 2025/26 here.

Large Class Supplement

We have heard that some sessionals have yet to be paid the Large Class Supplemental Fee. For those of you earning the base rate ($8,922.68 for 3.0 units) and teaching a class with more than 75 students, please note that your last pay stub should have reflected an additional supplementary payment of $3.00 per student per unit for each student above 75. For a typical 3-unit course, this would amount to $9.00 per student for each student above 75. If you are earning the base rate, have taught a class with more than 75 students, and you have yet to see the supplemental fee added, please reach out to us immediately. This fee applies differently to those of you earning over the base rate – please reach out with any questions. The amount was increased from $2.00 to $3.00 effective September 1, 2025 through collective bargaining and the support we received from members.

Post-Contract work
Any post-contract 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 $78.78/hour. This would include reviewing grades that are being challenged, marking exams 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 and submit to get paid, is available here. If you are asked to perform this work and are collecting EI, please let us know.

Once your final marks were submitted (the main list of students – this does not need to include any deferred exams or extensions based on accommodations), your contract was over, and this triggered the beginning of the post-contract period.

Employment Insurance
The final pay of the winter semester was April 7^th. This final pay triggered what Service Canada refers to as an ‘interruption of earnings’ and, for those of you who apply to Employment Insurance, should be the date you list on your EI application as the last pay date (not the date for which you were last paid). The ‘day for which you were last paid’ and your ‘last day worked’ should be listed as April 7^th  (though we understand that some of you had final exams or grading to complete past that date (though some of you did not).  We would encourage all Sessionals who may utilize Employment Insurance at any point in 2026 to apply as soon as possible, even if you are employed during the winter term.

The first pay in the spring term, for those of you who are employed, will be on May 15^th and the first day of work will be May 4^th. This means you might be able to collect EI from April 8^th to May 3^rd,  if you have enough insurable hours and are approved by Service Canada. For information on EI, click here.

In certain instances, it is possible to both work and collect EI (with some clawbacks) if the amount of work have in the winter has dropped substantially from the work you had during the fall term. Please direct all questions to Service Canada.

The employer has already uploaded your ROE automatically to Service Canada, so you can apply to EI if you plan to utilize EI in the winter.

Please note that all EI decisions rest with My Service Canada and they determine the rules, eligibility, and guidelines. The dates listed above are accurate to the best of our knowledge and you may or may not qualify for EI depending on individual circumstances, hours worked, eligibility guidelines, etc.

Professional Development

For those of you who are curious, applications made to the Professional Development Fund this past semester will be assessed later this month. Following that, cheques were mailed out to eligible members whose applications have been approved.

If you’ve missed the previous semester’s deadline, no worries, you can submit throughout the upcoming spring/summer semester.

Health Spending Account

A quick reminder that your Health Care Spending Account (HCSA) entitlement was recently increased to $800 per academic year. The fund covers the cost of various health care related expenses (as approved by Revenue Canada) and provides a tax-free reimbursement to you. More information is available here: https://cupe3906.org/sessionals-unit-2/unit-2-benefits/

There is no cost or fee to you. The fund is secured through collective bargaining and made available to members to use as needed. Please note that if you worked in the fall, you will have HCSA entitlement and dental insurance entitlement until August 30, 2026.

First Consideration Appointments

One major question we get related to seniority relates to job security. Sessionals have job security in the form of First Consideration Appointments. These function in the same way as a right of first refusal. First Consideration Appointments are a form of job security that occurs when you are appointed to a course without having to apply to it through a competitive application process.

You become eligible for a Standard First Consideration Appointment when you have taught the course for two consecutive appointments after applying to teach it in two open competitions. With First Consideration, you are entitled to be appointed to that course, without it being posted or you needing to apply for it, the next three times that it is offered to Sessional Faculty.

Members who have completed a Standard First Consideration Appointment are then eligible for an Enhanced First Consideration Appointment. When the course is posted again and you are hired in an open competition, you are then entitled to be appointed to that course, without needing to apply for it, the next four times that the course is offered to Sessionals.

Once you have secured a Standard or Enhanced First Consideration, the department can extend your appointment and continue to appoint you directly.

Dear Postdocs,

With summer coming along, we wanted to remind you about your paid vacation entitlement, as well as with some other updates:

New Lead Steward

Postdocs elected a new Lead Steward, Ketan Ajay, at our most recent Annual General Membership Meeting. A quick introduction is below:

“I’m Ketan Ajay, a Postdoctoral Fellow in Engineering Physics. My research focuses on nuclear thermal systems and reactor safety.

I’m currently serving as the Lead Steward for CUPE 3906 Unit 3 (Postdoctoral Fellows). In this role, I support and advocate for postdocs on matters related to benefits and workplace concerns, and help ensure members are aware of the resources available through the union.

I’d also be glad to connect with anyone interested in getting involved as a departmental steward.”

Email: leadsteward_postdocs@cupe3906.org

Vacation Pay

Under your collective agreement, you are entitled to paid vacation days. Subject to the approval of their employment supervisor, an employee may choose the time of their vacation leave. Requests will not be unreasonably denied. Vacation pay calculates as follows: for those with an appointment of less than one-year, you accumulate 1.25 days per month; for those with an appointment one-year or more but less than 3 years, you accumulate 1.67 days per month; and for those with an appointment of 3 years or more, you accumulate 2.08 days per month.

These days begin to accumulate immediately and can be used as soon as you have them, or you can save them together for a longer vacation period. Vacation shall be taken in the calendar year for which it was earned, unless there is an express agreement between the supervisor and employee to carry forward vacation, in which case it shall be taken within the first four months of the following calendar year. Accrued and unused vacation time is payable upon the end of the PDF’s appointment. This means that you must be paid out all vacation time if not used, though you should attempt to take your vacation days. But in short, you do not lose vacation that you do not take.

Benefits information

Your entitlement under the Health Care Spending Account (HCSA) is $450 per academic year. This account covers many items that are not covered or not fully covered by your SunLife health and dental plan. More information on the HCSA, including an expense form, can be found here: https://cupe3906.org/postdocs-unit-3/post-doc-health-spending-account/

You can submit an application at any point; we process claims on an ongoing basis.

The SunLife health and dental plan offers significant coverage for virtually all health and dental-related items, and covers many at 100% (up to a maximum of $500 per year). Many items not covered, not fully covered, or that have been exhausted under the SunLife plan can be claimed under our Health Care Spending Account. For more information about eligibility and coverage, please visit https://cupe3906.org/postdocs-unit-3/sunlife/

Your professional development allowance is up to a maximum of $1000 per academic year. More information on that, as well as the application form, can be found here: https://cupe3906.org/postdocs-unit-3/postdoctoral-fellow-professional-development-fund

You can submit a PDF application at any point; we will be adjudicating claims in the next two weeks.

In our most recent round of bargaining, we also secured a Gender Affirmation Fund and Reproductive Health Fund, which covers up to $2000 per academic year for eligible expenses. More information on that, as well as the application form, can be found here: https://cupe3906.org/postdocs-unit-3/gender-affirmation-fund-reproductive-health-fund/

Finally, you also have access to the Postdoctoral Support Fund, which now provides up to $750 per year to cover eligible expenses, including child care, moving/relocation costs, and other unexpected or one-time emergency costs. The application for that fund is available here:

https://gs.mcmaster.ca/app/uploads/2020/01/postdoctoral_support_fund_2017.pdf (please note you only need to fill out ‘part B’ in your initial application).

New Lead Steward

Hi everyone, I am Simran, lead steward for TAs and a third-year PhD candidate in Materials Science and Engineering. My research keeps me busy, but outside my lab, I love playing badminton, squash, tennis, and table tennis. If a sport involves a racquet, I am in! I enjoy meeting new people, so whether you want to discuss grad life, research struggles, or just racquet sports, I am all ears. As a Unit 1 lead steward, I am here to help with anything from contracts and pay questions to navigating TA workloads and challenges. If you are dealing with workload concerns, unclear expectations, or need help finding solutions, don’t hesitate to reach out. I am happy to help with any questions about Unit 1 benefits, eligibility, or claims, and am always open to hearing ideas and working together on solutions. Looking forward to serving as lead steward for Unit 1.

End of Term Information

Congratulations! You have reached the end of the semester and the end of your Winter term TAship.

Your TA work obligations are over. and you are not required to perform any TA duties, regardless of whether you have any hours remaining from the Hours of Work form. The April 17^th pay was the last and final pay of the semester. Your work obligations are over as of April 24^th, regardless of whether you have any hours remaining from the Hours of Work form.

This means you are officially on vacation and cannot be compelled to perform TA work.

End of Term means end of work 

Once the term ends, you no longer need to perform any TA/RA work. Your collective agreementstates the following:

“Employees will not be required to grade deferred term work or deferred exams submitted after the end of the academic term in which an employee holds an assignment. It is understood that such work is the responsibility of the course instructor.

However, if an employee agrees to grade deferred term work or deferred exams submitted after the end  of the  academic term in which an employee holds an assignment, the employee will be paid at the rate   specified in Schedule “A,” based on the employee’s status at the time of grading.” 

Your CUPE Benefits

1. Health Spending Account: Unit 1

A Health Care Spending Account (HCSA) exists for all TAs and RAs (in lieu). Effective January 30, 2023, the maximum entitlement is now $350 per twenty-four-month period.

Form:

https://cupe3906.org/wp-content/blogs.dir/501/cupe-3906-unit-1-spending-account-and-claim-form-july-2025-1.pdf

2. UHIP Rebate

Are you an International Student? UHIP Rebate entitlement is $250 per academic year.

Form:

https://cupe3906.org/wp-content/blogs.dir/501/2023/09/Cupe-3906-UNIT-1-UHIP-250-Rebate-Form-SEPT-2023.pdf

3. Reproductive Health Fund

Under the Reproductive Health Fund, CUPE 3906 Unit 1 members (TAs and RAs in lieu) are able to claim up to $150 in reproductive health-related expenses per academic year.

Form:

Click to access CUPE-3906-Unit-1-REPRODUCTIVE-HEALTH-Claim-Form-MAR-2023.pdf

4. Dental Plan

CUPE 3906 provides dental coverage for Classification A Unit 1 members (excluding TAs and RAs in lieu who do not hold an undergraduate degree) who have a TAship or RAship in lieu of a TAship within the current academic year.

More information here: https://cupe3906.org/tas-unit-1/dental-plan/

5. Child care rebate

CUPE 3906 recognizes the high costs of childcare and has established a reimbursement fund to help offset the high costs of childcare.

Form:

https://cupe3906.org/wp-content/blogs.dir/501/2022/01/CUPE-3906-Unit-1-CHILDCARE-CLAIM-FORM-JAN-2022.pdf

6. Gender Affirmation Fund

Protected in Article 21 of the Collective Agreement, the Gender Affirmation Fund provides a total of $10,000 per year to help offset the costs involved with various elements of affirming one’s gender. Form:

https://cupe3906.org/wp-content/blogs.dir/501/cupe-3906-unit-1-gender-affirmation-fund-claim-form-nov-2024.pdf

7. Employee Family Assistance Program

As a Teaching Assistant or RA in lieu (CUPE Unit 1 member), you have access to McMaster’s Employee Family Assistance Program (EFAP) at no cost and on the same basis as other employee groups at McMaster.

More information here:

https://cupe3906.org/wp-content/blogs.dir/501/2023/03/Telus-Health-EFAP-Brochure.pdf and

https://cupe3906.org/wp-content/blogs.dir/501/2023/03/Telus-Health-EFAP-Poster.pdf

Please use your benefits and spread the word so your friends can claim theirs too! For more information https://cupe3906.org/tas-unit-1/unit-1-benefits/

If you are a Unit 2 member (Sessional Faculty) or a Unit 1 Classification A member (TA or RA in lieu holding an undergraduate degree) who is working in the Spring/Summer 2026 Term (and who did not work in the Fall 2025 or Winter 2026 Term), you can submit dental change of coverage forms until May 25, 2026!

–Unit 2 Members can access more information about opting-out of dental coverage or enrolling in family dental coverage here: https://cupe3906.org/sessionals-unit-2/unit-2-dental-coverage/

–Unit 1 (Classification ‘A’) Members can access more information about opting-out of dental coverage or enrolling in family dental coverage here: https://cupe3906.org/tas-unit-1/dental-plan/

Please contact administrator@cupe3906.org if you require further information.

A final version of the collective agreement is being edited and will soon be available online, but a summary of major gains can be found here and a full text version of the agreement can be found here.

Questions related to Unit 4 can be directed to leadsteward_reslife@cupe3906.org

Following the 2026 Annual General Meeting, a congratulations is in order to the following members who have been elected to a one-year term on the Local Executive Committee:

President- Kusum Bhatta
Vice President – Asim Abbas
Vice President, External – Albert Ashong
Recording Secretary – Reza Farzadnia
Secretary Treasurer – Shivam Gupta
Benefits and Advocacy Officer – Nancy Kansal
Undergraduate Officer – Nabil Rajput
Equity Officer – Yuly Wu
International Officer – Pema Sherpa
Health & Safety Officer – Mahnaz Tajik
Lead Steward, U1 (TAs/RAs in lieu) – . Simran
Lead Steward, U2 (Sessionals) – Dr. Hamed Afshari
Lead Steward, U3 (Postdocs) – Dr. Ketan Ajay
Lead Steward, U4 (Reslife) – Arham Ali

The newly elected Executive Committee takes office as of 12:00 a.m. tomorrow (April 9th). Thanks to all of the candidates who offered for the Executive Committee – there was overwhelming voter turnout for these elections. Thanks also to former Executive Committee members who have moved on – your hard work and service to the Local has been much appreciated.

On March 21, 1960, police in Sharpeville, South Africa, opened fire and shot dead 69 people peacefully and courageously demonstrating against pass laws imposed by the government’s racist legal system known as apartheid. This massacre stands as a stark reminder of the deadly consequences of racial discrimination.

The International Day for the Elimination of Racial Discrimination honors the lives lost that day and calls on individuals, communities, organizations and governments to fight all forms of racial discrimination.

Understanding racial discrimination

Racial discrimination happens when someone is treated differently or unfairly because of factors like ethnic origin, the colour of their skin, or their language. Racial discrimination takes many forms, including racial profiling, jokes or favouritism.

Systemic racism is woven into the structures and institutions of our society and is less visible. But its impacts on Indigenous, Black and racialized people are all too real. These include precarious employment, inadequate housing and health care, violence, overrepresentation in the criminal justice system, and violations of migrant workers’ fundamental rights.

CUPE’s commitment to fighting racism

Racism persists in our communities, workplaces, and our union. CUPE is committed to fight all forms of racial discrimination. Our union stepped up our work on this commitment with CUPE’s Anti-Racism Strategy. The strategy’s 10 goals provide a comprehensive six-year road map for challenging and dismantling systemic racism.

To mark March 21, CUPE recognizes the contributions of Indigenous, Black and racialized members who have strengthened our movement with new ideas and perspectives and have helped break down barriers by promoting inclusion and equity.

Act

Fighting racism requires all of us to step up. Here’s how you can make a difference:

• Speak up. If you are facing or witnessing racism, discrimination or harassment, contact your steward to file a grievance or a complaint.
• Engage. Help put CUPE’s Anti-Racism Strategy into action in your local. Be inspired by its 10 goals to make changes in your workplace.
• Read our new fact sheets about building a more representative CUPE, and use the tips in your local.
• Educate yourself. Take part in Union Education workshops to learn more about anti-racism and how you can intervene when you witness discrimination.
• Send a message to the Liberal government demanding status, not scapegoating, for migrant workers

March 21 isn’t just a day of remembrance, it’s a call to action. Together, we can build a union and a society where racial justice is not just an ideal, but a reality for ourselves and future generations.

Join the Contract Action Team in MUSC 224 on Thursday, March 19th between 10AM and 2PM for free coffee, tea, and snacks!

Bring your union questions or just come to get a treat and say ‘hello’!

We hope to see you there!