In this section, we’ve attempted to provide a broad overview of some of your key rights at work as a CUPE Unit 4 member. These are short summaries of the full language contained in your Collective Agreement, which we would recommend consulting for further details (you can also email staff@cupe3906.org with any questions).
Hours of Work
One of the major questions that CAs have brought forward pertains to the hours you work and the pay you receive, especially during the first few weeks in August and early September. Article 17.02(a)(i) of the Collective Agreement states that “Although it is acknowledged that there will be some variation week to week, a Community Advisor’s hours of work shall normally average 15 hours per week in a four (4) week period and shall not exceed a total maximum of 555 per appointment, without prior assignment and approval from their Supervisor based on operational needs” and 17.02(a)(ii) adds that these hours are for “all Community Advisor duties, inclusive of community support, training hours, meetings, Coverage shifts, duties related to Move In, Fall Preview, and all other assigned duties, except for additional work assignments during the Residence Holiday Closure Period.” In short, your CA position is for a total of 555 hours and will normally average 15 hours per week in a four week appointment, but it is possible to work greater than 15 hours per week in some instances, so long as the overall total hours does not exceed 555.
Article 17.05(e) states that “An Employee will not normally be scheduled to work more than eight (8) hours in a day or forty (40) hours in a week, except during Move-In periods, and Welcome Week.” This means that it is possible to work as many as 40 hours in a week in some instances. In total, however, your hours should not exceed 555, so you will be paid for each hour worked. The workload, however, is not always equal from week-to-week and there is some front loading of work at the start of the semester that is contemplated by the Collective Agreement.
Payment for Hours Worked
Article 23.03(d) states that “Roles that are paid a Stipend rather than an hourly wage rate are paid in equal installments on the University’s first twenty (20) regular pay dates between August 1 and April 30…..” The total stipend paid to CAs is $10,508 (consisting of $8,096 toward the room and $2412 in payment) which accounts for 555 hours of work. Since the payments are equalized over 20 weeks, it is possible to work more than 15 hours in one week (or weeks) and less in others and – on average – it will equal approximately 15 hours per week by the end and will not exceed 555 total hours. You will also be paid the same amount in the pay periods that include the fall and winter reading week (when you will be working much less), as well as the pay period over the exam and winter break, the latter of which you won’t be working at all during that pay period but will still be paid. This averaging model is similar to how TAs are paid in the sense that there is a week or two with a heavier workload (when they are grading essays or projects or exams) and many weeks with only minimal tutorial/lab contact time. You can read more about locating your pay stub and how to read it here.
Each pay will include one income line under the “Hours and Earnings” heading and will include the combined amount of Part A and Part B as described above and will represent 1/20th of your total payment. There will also be various deductions, including taxes (CPP, or Canada Pension Plan, and EI, or Employment Insurance), Before Tax Deductions (union dues), and After Tax Deductions (Standardized Room Rate).
Your take-home pay, or your net pay, will be 1/20th of the “Part B” stipend, as “Part A” covers the standardized room rate and is paid and then deducted on the same pay cheque.
Please note that the tax amounts applied to these payments can vary from person to person based on several factors, including the tax information and credits each employee claimed on their TD1 and TD1-ON forms, and any other earnings the individual may have, either from another position at the University or from earnings received earlier in the year that affect payroll tax calculations. So, while all CAs receive the same gross stipend amount, differences in individual tax circumstances can result in slightly different net pay amounts. Taxable benefit amounts will also vary depending on the difference in the CA room rate and their actual room cost, which varies per room, and so that will impact their tax amount as well.
Senior CAs will be paid an additional sum, but that amount will also be divided equally over the 20 pay periods.
Meal Breaks
This language applies mainly during your orientation weeks. Article 17.05(f) states that “No Employee will work more than 5 consecutive hours without a 30-minute unpaid meal period. For an 8-hour shift, a 60-minute unpaid meal period will be provided” and 17.05(g) adds that “The University provides Employees with two (2) 15-minute paid break periods in an 8- hour shift.” It is possible, though rare, to work an 8 hour day and this is permitted with proper meal and lunch breaks.
Leaves of Absence
Your Collective Agreement secures access to a variety of paid and unpaid leaves (including sick days), all of which are job-protected, including:
- Sick leave (3 days unpaid, ability to swap shifts);
- Bereavement leave (7 days without loss of pay);
- Pregnancy and parental leave (17 week and 19 weeks at 90% of wages, minus any El payments);
- Domestic, Intimate Partner, and Sexual Violence Leave (5 days paid under legislation plus an additional 5 days)
Public Holidays and Public Holiday Pay
If an Employee is required to work on a public holiday, they will receive:
- Pay for the hours worked on that day at 1½ times their regular hourly rate; and
- Public holiday pay, if applicable, in accordance with the Employment Standards Act.
**This does not apply to CAs (holiday pay is included in your regular pay)**
The Employer will ask for an expression of interest from those who wish to work and will assign work as needed to meet operational needs based on seniority. In instances where there is insufficient expression of interest, work will be assigned on a rotational basis.
Health & Safety
You have the right to work in a healthy and safe environment. Your Collective Agreement ensures that the Employer and Supervisors shall take every precaution reasonable in the circumstances for the protection of workers. It also ensures health and safety information is disclosed, safety equipment is provided, first aid equipment available and provides representation on the Housing and Conference Services Joint Health and Safety Committee.
Workplace Accommodations
Your Collective Agreement establishes a process for when workers need an accommodation (often, but not limited to medical) and ensures union representation in developing that accommodation. Your Collective Agreement also establishes a return-to-work process for when coming back from injury and ensures union representation in developing the return-to-work protocol and contains language that ensures that you do not need to provide diagnosis to Employer for much of this process.
