Even when we made it known we would consider accepting the 1% wage cap contained in Bill 124 in exchange for significant and meaningful movement on minimum 65-hour contracts, 5^th year TA guarantees, tuition freezes, paid pedagogical and anti-oppression training, and closing the Class A and B wage gaps, the Employer did not hesitate to make their lack of interest in genuine negotiations exceedingly clear.

In addition to this refusal, and in the final hours of our most recent day at the bargaining table, the Employer informed us that they no longer intend to bargain with us unless we settle an outstanding grievance. Because the grievance process is a labour relations issue and not a collective bargaining issue,  this effectively signals that we are at an impasse.

Since both sides are evidently so far apart at the bargaining table, we have now officially filed for conciliation: a process wherein a neutral third party from the Ministry of Labour comes to assist with negotiations. We remain steadfast in representing YOUR interests and are optimistic that a negotiated settlement can be reached.

One of the best ways to maximize our effectiveness during conciliation is by holding a strike vote. With this, you might ask, Would a positive strike vote mean we have to go on strike? The answer to this question is NO. A positive strike vote from our Members would authorize the Bargaining Team to call a strike if, through the conciliation process, the Employer remains unwilling to give us a fair deal that reflects the priorities of our membership. By contrast, failing to authorize a strike would signal to the University that our Members are willing to accept whatever crumbs we are given, including the 1% wage caps and none of the previously discussed gains that could offset the harms of Bill 124 and our already devastating precarity as TAs and RAs in-lieu at McMaster.

In solidarity,
The Unit 1 Bargaining Team

For More Information:
Kenneth Taylor Hall, B111          905-525-9140 x24003
http://bettermac.ca                     Facebook: CUPE3906
http://cupe3906.org                    Twitter: cupe_3906

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.

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