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An important message to all CUPE university workers in Ontario
University workers across the province are under attack by the Ford government. Your OUWCC leadership is working closely with CUPE Ontario and CUPE National to defend good jobs and quality post-secondary education.
Knowledge is power. That is why we are providing you with an update so every CUPE university worker has information about where we are right now, and what steps we are taking to support you, and what steps you can take to push back against the Ford attack.
Where are we right now?
The Ford government has moved on a number of fronts to attack universities. Below is a list of the key issues that have arisen as a result of the Ford government.
A real reduction in budgets—The Ford government announced a ten per cent reduction in tuition fees. ‘Unfunded’ means universities were not provided with additional funding to offset this loss of revenue, resulting in an average four per cent cut to university operating budgets— over $400 million province-wide. Layoffs of contract faculty and staff reductions have already begun.
Bill 124—interfering in collective bargaining—Bill 124, The Protecting a Sustainable Public Service for Future Generations Act, 2019, was tabled in the Provincial Legislature on June 5. If passed, the bill would impose three-year ‘moderation periods’ on unionized and non-unionized workplaces, capping wage increases and overall compensation by one per cent per year, and apply to a broad range of employees, employers and unions in Ontario, including universities and colleges.
Marketization of the university funding formula—Changes to the university funding formula have been announced that will link funding to flawed labour market measures and commercialization activities, undermining the basic research and reducing funding for smaller departments that teach critical thinking skills. These changes will have far-reaching effects on budget decisions made by university administrators and cause further downward pressure on
wages.
Defunding student unions and democratic services—The Student Choice Initiative announced by the Ford government eliminated stable per-student dues (similar to union Rand Formula funding) for student unions and the national student movement through cuts to the Canadian Federation of Studnets. At the same time, democratic student levies for services were made voluntary. Together, this has resulted in the defunding of Pride Centres, Women’s Centres, campus radio, campus newspapers, and the Public Interest Research Groups (PIRGs). Cuts to funding has resulted in major job losses at CUPE 1281, which represents many staff providing these services.
Attack on free speech on campus—The Ford government has mandated that all universities put in place policies that limit freedom of speech and action on campus. The reactionary nature of these policies will provide cover for alt-right, racist and other extremist groups to have full access to speak and hold events on campus, while prohibiting counter-demonstrations against such viewpoints. Universities which do not establish such codes could face further losses of provincial funding.
Cuts to student financial assistance—The Ford government has made regressive changes to Ontario Student Assistance Program (OSAP), eliminated grants and forced all students to take on student debt before accessing grants. This is undermining access to post-secondary education, increasing unsustainable debt burdens for students from marginalized communities, and most students will see an increase in overall cost to their education in spite of the ten per cent tuition fee reduction.
Attack on retirement security—The Ford government has announced that it seeks to gut collective agreements for workers who continue to receive pay for the work they do after a certain age. The attacks on the right to receive pay for work done are focused on faculty, but it is possible blue-collar workers will be impacted. The expectation is that the government’s ageist policy will push older workers out of their university employment if they are able to receive retirement.
What happens now?
Together with CUPE Ontario and CUPE National, OUWCC is preparing to fight back against the Ford government. CUPE Ontario has scheduled regional meetings for both leadership and members to update them and to discuss our plans to defend good jobs and public services across the province.
You can learn about when and where meetings are taking place by visiting the CUPE Ontario website at cupe.on.ca
For briefings, articles and upcoming actions and campaigns specific to post-secondary education, visit our partners at campuscoalition.org
If your local union is currently in bargaining, it is important to continue bargaining and preparing—both as a union and personally—as if Bill 124 wasn’t there. At this point, Bill 124 has only received first reading and is not yet law. Even if it does pass, it may be amended. If Bill 124 does become law, then we will fight it with every means at our disposal. Finally, it is imperative that you stay connected with your Local Union and let both the government and your employer know that you are standing strong, in solidarity with your leadership.
Together, we will push back Doug Ford’s attack on good jobs and quality post-secondary education.
Sessional Faculty- Dental Opt Out- Summer Semester
Dear Sessionals,
If you are a Sessional Faculty Member teaching for the first time this academic year in the Summer 2019 term, this message applies to you.
New Sessional Faculty Members who are began their teaching for the 2018-2019 academic year in June 2019 are able to make changes to their CUPE 3906 dental coverage until July 25, 2019.
- To enroll family members at a cost of $853.72 per family, please fill out the forms available on this link and provide completed forms and a void cheque or direct debit permission from from your bank to our office, KTH B111, no later than July 25, 2019: https://cupe3906.org/files/2018/09/2018-Unit-2-Family-Dental-Enrollment-NEW-2-1.pdf
- To opt-out of CUPE 3906 dental coverage if you have alternative dental coverage through your parents or spouse, please fill out the forms available on this link and provide completed forms, a copy of proof of alternate coverage with your name on it, and a void cheque or direct deposit permission from from your bank to our office, KTH B111, no later than July 25, 2019: https://cupe3906.org/files/2018/09/CUPE-U2-DENTAL-OPT-OUT-2018-2019-NEW-2.pdf
Please note: change of status (including family coverage enrollment and opt outs) expires for all members on August 31, 2019. To maintain your coverage status (or opt-out) next academic year (if you are returning as a Sessional Faculty member), you must complete this change of coverage process again in September.
For more general information on dental coverage or dental change of coverage, please visit https://cupe3906.org/sessionals-unit-2/unit-2-dental-coverage/ or contact administrator@cupe3906.org.
The burden of tuition fees and student debt
For decades in Canada, governments were the most important funders of post-secondary education. But over the past 30 years, that has changed.
To make up for the shortfall in revenue following funding cuts, universities and colleges have increased tuition fees for students. Over the past 30 years, tuition fees for undergraduates have doubled, even after accounting for inflation.
But tuition fees aren’t the only thing that have increased. Schools have also been dumping more “ancillary” fees on students – mandatory fees that are supposedly intended to cover things like health services, athletics, student associations, and in some cases, even graduation.
This backgrounder looks at what the consequences of this shift have been for students and graduates, including higher levels of student debt.
Learn more at cupe.ca/ourtimetoact
Ontario University Workers’ Coordinating Committee Statement Regarding Bill 124
The Ontario University Workers’ Coordinating Committee (OUWCC) is comprised of CUPE Locals across Ontario Universities, representing both academic workers and support staff.
CLICK HERE to view the OUWCC’s important statement on Bill 124.
La version française du document est disponible içi.
General Membership Meeting- Wednesday, July 24 | BSB 119 12:00PM
Wednesday, July 24 | BSB 119
12:00PM
Open to all Members!
Lunch Provided (Vegan and Halal Options Available)
Childcare Reimbursement Available
Draw for Grocery Gift Card!
Let your Voice be Heard!
On the Agenda:
- Announcement of changes to Bylaws
- Bargaining Updates
- Donation Requests
- Information on upcoming Town Hall Meeting concerning Bill 124
- Election of Delegates to CUPE National Convention
“Labor Unions are the leading force for democratization and progress.” – Noam Chomsky
Unit 1 Bargaining Update
Your Unit 1 bargaining team had spent quite a few days in June bargaining with McMaster. At the moment, the Employer appears committed to severely limiting improvements to our contract based on the prospect of Doug Ford’s Bill 124. Given the pressure we are facing from the Employer’s Bargaining Team, McMaster’s Board of Governors, and the provincial government, we need your support now more than ever.
CUPE 3906 Bargaining Bulletin #1 — Unit 1: TAs and RAs (in lieu)
Bill 124
You have likely heard a lot about Bill 124 and its effect on Units 1 and 3’s bargaining. We at CUPE 3906 want to make sure our members are informed about the challenges that we and public sector workers across Ontario face.
What is Bill 124?
Bill 124 was proposed by Doug Ford’s government on June 5, 2019 to the Ontario Legislative Assembly. If passed, the bill imposes a series of 3-year “moderation periods” that limit compensation and salary increases to 1% per year for affected workers. “Compensation” is defined very broadly in the bill, and some interpret it to mean any increased cost to the Employer (e.g., for our units, benefits, increased hours of work, and, in our Employer’s interpretation, additional paid training, and even statutory deductions like CPP and EI).
The bill proposes that the government will enforce the 1% compensation limitations by reviewing any Collective Agreements or Arbitrated Settlements that are negotiated after June 5, 2019. If the Agreements do not meet the government’s cap, the parties (i.e., the Union and the Employer) will be forced to renegotiate the agreement until it meets the government’s limitations (even though the parties already reached agreement independent of the government’s interference).
According to the bill, Employers and Unions are not allowed to negotiate increases to make up for the moderation periods once the 3 years have passed.
Who is impacted by Bill 124?
Many, many public sector workers would be directly impacted by the proposed bill. Workers in hospitals, schools, non-profit long-term care homes, power workers, crown corporations, children’s aid societies, universities, colleges and more would be subject to this legislation. Municipal and certain for-profit institutions are excluded.
Every worker in Ontario, however, would be indirectly impacted by this bill because it proposes to infringe on basic constitutional rights to free collective bargaining.
Why should I care about Bill 124?
Not only does Bill 124 restrict workers’ abilities to negotiate contracts that allow for increases that at the very least keep up with increases to the costs of living, it also restricts workers’ fundamental constitutional rights to free collective bargaining under the Canadian Charter of Rights and Freedoms.
Workers—and employers—currently have the right to negotiate collective agreements that address workers’ needs and priorities. If either side—the workers or the employer—feel that negotiations have ground to a halt, they can resort to a strike or a lockout according to the Ontario Labour Relations Act.
Bill 124 proposes to interfere with free collective bargaining by dictating what the kind and extent of gains can and cannot be negotiated. Even if the Union and the Employer agree to a Collective Agreement that both parties think is fair, the government will have the power to tear up the agreement and make the parties start the negotiation process again if the Agreement doesn’t fit the demands of Bill 124.
If workers do not like the Agreement that the government imposes, their only legal recourse under the Ontario Labour Relations Act—the right to strike—becomes meaningless. Similarly, employers are not free to bargain above the maximum increases according to the bill, even if they think their workers should get a better deal.
What can I do about Bill 124?
It’s important to realize that Bill 124 is, at present, just a Bill. This means that it is not yet law. With enough pressure from the public, it can be amended or struck down entirely.
Since Bill 124 is not law, Employers such as McMaster University are still free to negotiate Collective Agreements that they think are fair for their Employees. We invited the Employer to join us in a campaign to defend free collective bargaining at McMaster University and throughout Ontario, but the McMaster Administration declined this offer. It’s therefore up to workers, students, and community members to demand that the Employer negotiates according to what is currently lawful and right according to the Canadian Charter of Rights and Freedoms.
Workers, students and community members need to put pressure on the Ford government to drop Bill 124 before parliament reconvenes at the end of October, 2019. Bill 124 is not law, and there’s still time to make sure it never becomes law.
Join our Bargaining Support Team or our Political Action Committee to get involved in the fight back.
Unit 2 Dental Premium Deductions- June 21st pay
Any Unit 2 (sessional) who is teaching for the first time in 2018-19 will see the dental premium deduction of $170.00 come off this week’s pay. If you’re interested in opting-out of the plan OR adding family coverage, please click here for further details. For more information about coverage under the plan, please click here.
Wanted: Benefits Committee Members
We are actively looking for new members for our Benefits Committee. This committee plays an important role in helping to determine the level of benefits that the local administers, and also approves Professional Development Applications. The time commitment is minimal, and our local cannot function without an active committee.
If you’re a 3906 member interested in being on the committee, please let us know.