The Bargaining Team (BT) met with the Employer on June 18 (with conciliators), and June 19 (with Chris Albertyn). While the Employer made slight movement on a few key issues, the discussions continued to be very slow. Given the looming lock out deadline of July 5th initiated by the Employer’s no board request, the Bargaining Team is disappointed to see that the Employer is still dragging out these conversations, but we remain committed to bargaining and reaching a negotiated settlement for all units during the 17-day cooling off period. Members can see the union’s latest proposal package here.
On June 9, 2021, the Employer requested a No Board Report to move towards a legal lockout position. Today, on June 18th, we received notice that the Ministry has issued the No Board Report, starting the 17-day cooling off period. This means the Employer can lock out our members as of July 5th.
As previously stated, the Union is disappointed to see the Employer make this aggressive move, instead of remaining committed to reaching a negotiated agreement for all units. This step by the Employer also undermines the progress that was being made at the table, and casts doubt on their previously stated commitment to improve employment equity at York University. Further, the Employer has been unresponsive to the Union’s monetary proposals, and has left key pieces of bargaining unaddressed while moving towards a lockout. This again shows that the so-called impasse is put in place by the Employer, and could be addressed if they genuinely engaged with the Union’s proposals.
We are hosting a Special General Membership Meeting on the Strike Mandate Vote via Zoom on June 23rd at 12:00pm to 3:00pm! All members are encouraged to attend.
In order to register, you will need to provide your employee number, which will be kept confidential. Your employee number is on your monthly pay stub. If you don’t know your employee number, please click here for instructions.
Keep reading for the tentative agenda, accessibility information and more.
Given the Employer’s increasingly aggressive tactics which threaten labour peace on campus, the Union is preparing for both a lockout scenario and a possible forced ratification vote, which would only be open to members with current contracts at the time of the vote. The Union received legal advice on a number of possible scenarios and during the process was able to clarify that in the case of a Strike Mandate Vote, all members who held contracts during the 2020-21 academic year would be eligible to vote, as has been past practice. Only a vote organized by the Union will capture the employment relationship held by precarious workers at York University and ensure the entirety of our membership has a voice in their future. Any vote imposed on the Union by the Employer and the Ministry of Labour would lack democratic legitimacy, as this would be an intentional ploy to frighten a small subset of our members, with threats of a looming lockout, to vote to change our Collective Agreement for the worse.
On May 11th, President Rhonda Lenton issued a statement on the Fall 2021 term. In the statement, Lenton laid out York’s intention to offer up to 50 percent of courses in-person. The administration’s “optimism” in this regard is creating much anxiety amongst students and staff, and their plan raises serious questions and concerns about health and safety.
On June 9, 2021, the Employer requested a No Board Report with the Ministry of Labour, which is a legal step either party can use when they are preparing for job action. The Union is disappointed that York University, despite its many communications about maintaining labour peace for the whole community, is preparing to lock out our members. This is the equivalent of a strike, except that it is initiated and enforced by the Employer, not the Union.
This is an offensive move from an employer that paints itself as the reasonable party. York claims its favourite word – impasse – when progress is still being made at the bargaining table. In fact, on Friday, June 4 and Monday June 7, the Employer and Union reached agreement on a priority issue for Unit 1.
York University is mistreating nurses during a global pandemic! Tell York to address the problems in the School of Nursing by bargaining effective solutions.
The School of Nursing at York University relies heavily on the work of precariously-employed Clinical Course Directors (CCDs) to train the next generation of nurses. As workers in the School of Nursing at York, CCDs are facing a number of long-standing labour issues: they have to repeatedly meet arbitrary demands to prove qualifications despite a rigorous system of checks already in place by their College; they are expected to be available 12 hours a day, 7 days a week; and they are facing increasing class sizes.
Continue reading and sign the petition here.
The nomination period for the Unit 2 Representative of the Bargaining Team and the Chief Stewards of Units 3 and 4 officially closed on June 13, 2021.
We are pleased to announce that Lina Nasr El Hag Ali has been acclaimed as the third Unit 2 representative of the Bargaining Team, and Peter Gorman has been acclaimed as the Chief Steward of Unit 4. There was no nominee for the Chief Steward of Unit 3 and the position remains unfilled.
Congratulations to the newest members of our Executive Committee and Bargaining Team!
On Monday, June 7th, the CUPE 3903 Bargaining Team met with the conciliators as part of the process of conciliated bargaining. The Employer presented counter proposals for Unit 1, 2 and 3.
Resubmission of Resume
For those of you who have already submitted your resume for the Phone Bank Canvasser job posting, please resubmit your resume as there was an error in the email address provided.
Kindly resubmit as soon as possible to the following email address: hiringCUPE3903@gmail.com
We sincerely apologize for this error and the inconvenience it has caused.
Extension for Job Application
Please also note that the application deadline for the job posting has now been extended to Thursday, June 17th (5pm).
Please see the original job posting here for details.
Training for this position will be provided.
On Friday, June 4, the CUPE 3903 Bargaining Team met with the Employer and received counters on our proposals for Unit 1 appointment deadlines, paid voluntary training, and the Unit 3 Graduate Assistant Training Fund (GATF). We also remotivated our Nursing proposals as key priorities that are awaiting counters from the Employer. Finally, we signed off on our proposal for equity hiring provisions in Unit 1 ticketed course directorships. The Union is happy with this movement towards implementing concrete measures for equity, which is the central aspect of CUPE 3903’s bargaining efforts, and we remain committed to holding the Employer to its responsibility to ensure equity for all our members. Members can see the Union’s latest proposal package here.