Statement of Solidarity with Zhina (Mahsa) Amini

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Zhina (Mahsa) Amini (a 22-year-old Iranian Kurdish woman) was murdered on Friday, September 16, after being arrested and beaten into a coma, by the Islamic Republic in Iran’s, so-called “Morality Police”, officers responsible for enforcing the country’s hijab and dress code mandate.

Amini was forcefully arrested last Tuesday evening for allegedly breaking hijab rules by not covering her hair “properly”, during a family visit in Tehran. A few hours later, she was transferred to the hospital with severe bruising, head trauma, and concussion symptoms. The police of Islamic regime in Iran have denied that she was beaten, but her family said “…officers beat her in the police van after her arrest…”, and that her “…face was swollen and her legs were bruised” when they saw her in the hospital. Amini was in a coma for three days before passing away on Friday. Her body was moved from the hospital for more “investigation” on the cause of death, without her family’s consent, and it was later announced that Amini died due to a previous health failure. However, her family and Iranian people disagree because of violence evidence on Amini’s body and no transparent investigation report.

Amini was not the first woman to be murdered by the Islamic Regime in Iran for not complying with the state’s radical law requiring women to cover their hair and body. Iranian authorities have a long history of violently and inhumanely enforcing compulsory veiling laws. In 2005, the government established a special police force commonly termed the “Morality Police”, which has continuously harassed, intimidated, and assaulted women who do not comply with the dress code mandate. Many have been arrested, mentally and physically battered, and murdered for challenging the theocratic regime’s hijab rules.

The Iranian Women’s Rights Movement has a long history of fighting for primary rights and freedom for women and queer people. The movement launched the Change for Equality: One Million Signatures for the Repeal of Discriminatory Laws campaign in 2006 with the goal of achieving equal rights for Iranian women by reforming theocratic laws that discriminate against them. In response to the news of Amini’s murder by the police, Iranian activists and women’s rights advocates have since launched protests in over 13 cities, where many Iranian women have burned their headscarves in an act of solidarity with Amini’s family. The Islamic regime has responded by deploying militarized riot police to quell the protests, resulting in the deaths of hundreds of people. The regime has also blocked the internet access to suppress the protesters. 

CUPE 3903 and YUGSA strongly condemn the horrific actions of the Islamic Regime in Iran and support the rights and freedoms of women around the world, including their bodily sovereignty and choice of apparel. Freedom of expression and belief lies at the heart of the United Nations Universal Declaration of Human Rights (1948), which states that “All human beings are born free and equal in dignity and rights”. As activists, advocates, and scholars, we stand firmly in solidarity with Amini’s family and other Iranians, working diligently to prevent violence against innocent people, particularly Iranian women. 

 As Iranian Republic’s president, Ebrahim Raisi attends the United Nations General Assembly in New York this week, we want our constituents and the world to be aware of the Islamic Republic of Iran’s violation against Iranian women, which is a denial of inalienable human rights. We question whether a government that has no respect for women’s fundamental rights should serve on the U.N. Commission on the Status of Women. And we implore the Canadian government and the U.N. to act by mobilizing diplomatic measures for enforcing the international laws and declarations designed to protect women’s human rights globally.

 

 

The pandemic isn’t over, even if York acts as if it is

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We Must Keep Each Other Safe as the Pandemic Persists

Given York’s lack of an adequate plan in the face of the seventh wave of COVID-19, it falls upon us as a community to keep each other safe. 


The York University community is heading into a fourth academic year affected by the ongoing COVID-19 pandemic. This September, next to no preventative measures will be taken by the administration: no masks, no distancing, very little remote learning, and no clear guidance on how to keep ourselves and each other safe. Those of us who are at high risk of severe outcomes from COVID-19 are acutely aware that this pandemic is not over and can be very serious, even deadly. In the context of a pandemic, it is not enough to simply encourage everyone to make individual choices based on preference or comfort. 

It’s important to recognize that the sum of our efforts affect our whole community, working to either protect or further endanger those most at risk. In the face of the York administration’s negligence, it is up to us to act in solidarity with one another so that we can face this pandemic together. Here are some basic steps we can all take to keep each other safe as we gear up for September.

Report all COVID-19 outbreaks using our reporting tool

The first step to ensuring a safe campus for us all is tracking outbreaks. In over two years of the pandemic, York has not even attempted a community-wide contact-tracing initiative. In a first step toward gathering information, we’re introducing an outbreak reporting tool

Wear a well-fitted mask

We have known for a long time that masks significantly limit the transmission of the virus. We advise our members to wear a well-fitted mask that covers the nose and mouth in all indoor areas. We recommend disposable N95 respirators or other well-fitted, layered masks that cover the nose and mouth. Wearing your mask helps protect everyone. Members can apply to the Extended Health Benefits Fund (EHB) to help cover the cost of masks.

Get vaccinated

Vaccines  decrease the possibility of the most severe symptoms of COVID-19, including risks of hospitalization and death. As the pandemic continues, new COVID variants will emerge, so it’s important to get the initial vaccine and the boosters to maximize protection. Of course, not everyone can get vaccinated. Just as with masking, getting vaccinated when you can helps protect those who can’t. 

Maintain social distancing whenever possible

Limiting close contact (less than 2 meters) with others decreases the chances that you will catch or spread COVID, so you should still practice distancing yourself where possible and encourage those you share spaces with to do the same.You can request a room change through the Chair of your hiring unit. If you are not sure how to assess the safety of your classroom, contact union staff or executive officers for support.

Stay home if you’re sick

We keep our communities safe by limiting exposure to the virus. If you are experiencing COVID-19 symptoms and/or if you test positive for COVID-19 (even if you are not experiencing symptoms) please do not come to campus. 

All CUPE 3903 members are entitled to paid sick leave, and you are not required to teach from home if you are unwell. If you are experiencing COVID-19 symptoms and/or if you test positive for COVID-19, you can exercise this important right by following the steps below:

  1. Report illness on the YUScreen tool.  
  2. Contact your Hiring Unit (Chair of the Department you are teaching in) and let them know that you have COVID-19 symptoms and/or have tested positive for COVID-19 and that you would like to avail yourself of the paid sick leave provisions in your Collective Agreement (you are advised to copy your union representative on this email). Please note that you are not required to submit medical documentation with this request. 
  3. Contact the Union and fill out our outbreak reporting tool.

Do you have questions about your paid sick leave entitlements? Are you being asked to teach remotely while unwell? Are you experiencing long COVID and in need of workplace accommodations? Contact the CUPE 3903 Equity Officer with questions, concerns, or to request advocacy support at cupe3903equity@gmail.com

Protect those who need it most / An injury to one is an injury to all

While many of us want to move on from what has been a very difficult few years, we are still in the midst of a global pandemic that has already cost too many people their health or even their lives. This situation is unprecedented, and we don’t yet know the full long-term effects of such a widespread illness. The reality of an infectious disease is that the decisions we make solely thinking of ourselves can have life-long consequences for others. The labour movement has always said that an injury to one is an injury to all; this remains all the more important to remember as York’s administration seemingly forgets about those who need to be protected the most.  

COVID will be with us for the foreseeable future, and we must take it seriously. By taking the precautions that have been proven to limit infection, severe illness, and death, we can keep each other safe

Sign the OCADFA Petition

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OCADFA is launching our #sessionalscount campaign today.  We are asking allies to  Sign our petition to support Job Security & Fair Pay for Sessionals at OCAD U!  Please share our petition and share on your social media using #sessionalscount

More than 60% of all OCADU faculty are Sessional, and remain the lowest paid faculty in Ontario universities. The majority of OCAD U Sessionals (70%) have been teaching at OCAD U for more than five years – many have taught at OCAD U for over a decade – yet remain precarious with no job security. Sessional Faculty are calling on the OCAD U leadership to work with OCADFA to improve working conditions.

You can visit our campaign website here: https://ocadfa.ca/sessionals/

TFAC September Meeting + CUPE 101 Workshop

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The Trans Feminist Action Caucus (TFAC) is an autonomous body of CUPE 3903 that consists of all women, trans, gender queer and gender variant members of the Local.
 
We invite you to come join us for our monthly TFAC meeting and this month’s workshop: CUPE 3903 101 hosted by Alie. At this workshop, Alie will take members through a general overview of what our union does and how it works, what funds are available, and members can feel free to ask any questions they have about the union! After the workshop, stick around for the monthly meeting!
All TFAC members who attend the workshop will receive a $15 honorarium! 
Interested in hosting a workshop? Are you a TFAC member who has a professional skill or hobby that you want to host a workshop on? If so, please reach out to the TFAC co-chairs at tfac.cupe3903@gmail.com
We have previously had workshops on minute taking, chairing meetings, and introduction to CUPE 3903, and stretching to help with work from home pains! There is an honoraria provided by TFAC for workshop facilitators.
Did you know? If you are the minute taker for a TFAC meeting, you will receive a $50 honorarium.

Follow TFAC on Facebook:  https://www.facebook.com/tfaccupe3903/

To join the TFAC mailing list:  tfac.cupe3903@gmail.com

Vacancies Open Up on Several Committees

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The following committees have vacancies. For further details on the work of each committee and honorarium payment attached to their work, please see here.

– CUPE Toronto District Council (4 vacancies)
– CSEU Committee (1 vacancy)
– Distribution Committee (4 members)
– Joint Health and Safety Committee Reps (6 vacancies)
– Labour Management Committee, Unit 4 (3 vacancies)
– Childcare Committee (4 vacancies)
– Ways & Means Fund (4 vacancies)
– Unit 2: Research Grants Fund and Travel Costs Fund Committee (2 vacancies)
– Nursing Specific Posting Officer (2 vacancies)

 

Interested members should email Ali Gholami, VP Unit 1, cupe3903vpu1@gmail.com to nominate themselves or for more information.

Any committees with more nominees than positions open will be voted on at the upcoming General Membership Meeting (GMM). Otherwise, nominees will be acclaimed to their position.

Nominees will be notified if their candidacy will be voted on at the GMM and are then welcome to send a short written candidate statement (max. 150 words) for inclusion in the AGM package.

 

TFAC Financial Assistance Fund Application is Now Live!

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The TFAC logo of a black cat hissing. The application for the TFAC Financial Assistance Fund is now live! TFAC members are encouraged to apply!

The purpose of the TFAC Financial Assistance Fund is to provide TFAC members with up to $200 per budgetary year in financial assistance. We renewed this pilot project for another round as the pandemic continues to be disruptive. The deadline to apply to this fund is September 31st, 2022 and the fund will be adjudicated shortly there after.

TFAC members can find more information and the application form here: TFAC Financial Assistance Fund.

Union Proposal for Job Stability Program

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According to the “Job Stability Program” Letter of Agreement signed in July 2021 as part of the new U2 Collective Agreement, a joint committee was established to draft a new program to replace the Long Service Teaching Appointment program and the Continuing Sessional Standing Program. The committee’s work also includes reviewing “voluntary severance programs”. In our joint meetings with the Employer, chaired by mediator Chris Albertyn, equity was identified by all as a central pillar or principle of job stability.

On June 9, the CUPE 3903 members of the Job Stability Joint Committee presented the Employer with a detailed proposal for what’s provisionally being called “The Program”. You can see the document as it was presented to the employer here: CUPE 3903 Job Stability Program Outline June 9.

The 3903 proposal you have here is the result of many discussions and drafts with Union staff and executive about longstanding needs and issues within U2 with regards to equity and job stability. This 3903 proposal is also informed by information gathered from the survey completed by rank and file members. We will be discussing this proposal in detail at today’s town hall at 1:00pm (please pre-register here), and we welcome your feedback—because this is still very much a work in progress.

Addressing Precarity and Systemic Inequities: Survey Says — Job Stability

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As the June 30 deadline for the Job Stability Joint Committee (JSJC) approaches, the committee is moving from the discussion of concepts to the specific provisions that could be used to address job stability at York University for Unit 2 members

As part of this process, the union-side of the joint committee has reviewed the answers to the May 2022 Job Stability Survey, as well as recurring themes in bargaining, to identify some key problems and some possible solutions. The committee thanks every member who filled out the survey; your answers helped shape how we understand what needs to be done.

Continue reading

Employer Refuses to Take Systemic Inequity Seriously as Deadline Nears in Job Stability Discussions

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On April 25th, 2022, the Employer presented the Job Stability Committee (JSC) with a proposal that, at best, was prepared with no consideration for equity goals or inequitable effects. This was despite the JSC identifying equity as the foremost pillar of job stability. The Employer’s reaction to well-founded critique of their proposal casts serious doubt on their stated commitment to both equity and concluding this process by the joint committee’s fast approaching deadline of June 30th.

As we listened to the Employer’s presentation, several Union members of the committee raised concerns about highly subjective language in the proposal, and its potential to create eligibility barriers for members who belong to employment equity groups. The Employer then very abruptly called for their team to go to a breakout room. We hoped that this move reflected a recognition that there were significant problems with the Employer’s proposal, and that they would be taking the document away to consider our comments. We learned, however, that the Employer was instead reacting to us naming the inequitable effects that might arise from their proposal. Rather than being upset about the significant problems with their proposal and potential or actual erosion of equity, they were upset by criticism of inequity.

In effect, the Employer was unwilling to listen to our comments on problematic language that appears in their proposal not once, but six times in a three-page document; these subjective terms of eligibility appear to be a cornerstone of their proposal. And although Union members had stated at the outset of the April 25 meeting that we wished to present an equity proposal-–and then after the move to breakout rooms we called to resume the meeting with our presentation—the Employer ended the meeting without returning to face us.

We are concerned that what we are seeing in the JSC is a pattern of the Employer stating a commitment to equity, but bringing little to the table to enact it. We are concerned about a pattern of the Employer shutting down discussion when inequity is named. Is there any substance to the Employer’s commitment to equity?

For the Union’s committee members, equity and job stability are inseparable. We refuse a conception of job stability that fails to address the massive inequities in our workplace. We urge the Employer to put their feelings aside and join us in this commitment.

We will begin the May 3 meeting of the JSC with a discussion of equity data and our proposals. We ask members to please stay tuned for news about that meeting, as well as for forthcoming posts about equity and job stability.

Unit 4 Bargaining Offer for Ratification!

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The Unit 4 bargaining team has recommended this offer for ratification. There will be a Special General Members’ Meeting on Zoom to discuss the offer on Monday, May 2 at 12pm. You can join the meeting here. The ratification vote will then take place online via SimplyVoting between Monday, May 2 and Friday, May 6

If you have any questions about the offer, the meeting, or the vote, please don’t hesitate to contact Peter Gorman, Chief Steward Unit 4: cupe3903csu4@gmail.com

You can read the full offer here. Below is a summary of what is included in the offer

1. Wages: 

  • 1% compensation increase for every year. This is the maximum allowed by the Ford government’s Bill 124. The offer also includes a wage reopener clause which would allow us to renegotiate compensation if Bill 124 is found unconstitutional.   

2. Conditions of Work

 

  • Flexible hours. Members may, with the approval of their supervisor, exceed 17 hours of work per week as long as they do not exceed 17 hours on average over the length of the contract. This entrenches in our collective agreement the substance of a memorandum of understanding reached with the employer in May 2021.
  • 14 days’ notice of appointment. Language has been strengthened to better ensure members receive proper advance notice of offers of appointment.
  • No loss of work due to emergency weather closures. In the event that a member’s shift is cancelled due to a university-mandated weather closure, it will be rescheduled so they experience no loss of work.
  • Letter of consideration around remote/hybrid work. Upon ratification, the employer will send a letter to the Chief Steward Unit 4 outlining the university’s commitment to consider the inclusion of employees in Unit 4 in its anticipated hybrid work policy, and in the interim to consider permitting remote work on an ad hoc basis.

3. Benefits

  • Access to the Research Grants Fund. This is a fund which disburses grants of up to $8,000 to encourage individual research and study, and defray research costs incurred by members. It is already available to Unit 2 members, and will now be made available to Unit 4 members as well.
  • Additional seniority for service on the CUPE 3903 executive or bargaining team. This brings Unit 4 into line with the other three units, allowing members who serve on the union executive or bargaining team to accrue one additional unit of Applicable Prior Experience (seniority). 

4. Equity

  • Employment Equity Committee. Previously absent from our collective agreement, this now reflects the language in the other three units’ agreements around the Employment Equity Committee, and requires the employer to provide Unit 4 equity data annually.

Additional incumbency for certain equity-seeking groups. In keeping with the Libraries’ current Affirmative Action Plan, an additional six months of incumbency is extended to Indigenous or disabled members.

CUPE 3903 Discontinues COVID Table Meetings

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Please read the following update on the upcoming COVID Table Meeting by Matt Lomas, Chief Steward (Unit 1) and Co-Chair, COVID table. For any further points of clarification, feel free to contact cupe3903csu1@gmail.com :

The CUPE 3903 Executive Committee has decided that we will not attend the final COVID Table meeting, scheduled for Tuesday, 26 April 2022. We made this difficult decision as the result of months of these meetings yielding no results, and out of disappointment that the employer has not been transparent with us regarding their COVID response plans. These meetings were agreed to in bargaining, yet we do not feel the employer ever took them seriously.

The purpose of these meetings was for the employer and the union to share information with regards to a shared goal: COVID safety on campus. And yet, we could not rely on the information we received during these COVID Table meetings. More than once, we were given information that was either incorrect or was later changed without our input. Most egregiously, it was at the COVID Table that the union was told that members impacted by the employer’s vaccine mandate would be put on unpaid leave; later, the employer went back on its word and terminated the contracts of some of these members, in an inconsistent and often arbitrary way. We were relying on the information we were given to formulate our position on the application of the vaccine mandate, and receiving incorrect information in this situation was a serious breach of the good faith that needs to exist between unions and employers. 

 At the most recent COVID Table meetings, York has consistently refused to take any concrete stance on what policies will or won’t continue into the Spring/Summer and Fall 2022 academic terms. Responsibility for decision-making has continuously been deferred to the municipal and provincial governments or to the Council of Ontario Universities. The York administration has consistently refused to take responsibility for the health and safety of the York community. Without York acknowledging and using their power to make sound policy decisions, it is impossible to properly discuss what steps need to be taken to keep people safe.

In addition to refusing to declare policy positions at these meetings, the employer’s representatives have consistently been unable to answer simple and direct questions. For example, over the last several months, CUPE 3903 has been trying to access ventilation data for Keele and Glendon campuses. At first, York said there was no ventilation data; later, they said they had not received proper paperwork from the union; then, they said we couldn’t have what ventilation information existed because we wouldn’t understand it. To this day, we have not received any concrete information about the state of ventilation on campus. The employer relied on the audit for which they have contracted an outside expert, failing to acknowledge that this audit is late, and the audit is required as a result of a grievance settlement with the York University Faculty Association (details of this settlement can be found here, in Article 19).

Due to York’s COVID measures, many CUPE 3903 members required workplace accommodations. However, the process to get these accommodations was overly difficult and many members’ accommodations were denied or decisions were not made in a timely manner. When we attempted to talk about COVID-19 related workplace accommodations, we were rebuffed at every turn. In order for these COVID Table meetings to achieve their intended purpose, they needed to rely on clear communication and good faith engagement. It has become clear to CUPE 3903 that if one side is coming to the table unwilling to provide full transparency, it is a waste of time and resources to engage in these meetings.

Right now, the COVID-19 pandemic is entering a new wave and shows no sign of abating. What the York community needs from the administration is a proactive stance that provides clear, useful information to all students, instructors, and staff. York’s pandemic response has been lacking throughout the entirety of the pandemic, and it is disappointing to see such a clear refusal to work with the union on what should have been a clear shared goal. We are informing you about our refusal to participate in the meeting on 26 April. This refusal to participate is not a withdrawal from our responsibility to help ensure safety on campus, but rather an expression of our dissatisfaction with the nature of the COVID table meetings thus far and because we feel our efforts would be better spent working directly on behalf of our members. 

 

Signed,

Matthew Lomas (Chief Steward Unit 1; COVID Table Co-Chair)

CUPE 3903 Executive Committee

Nomination Open on Various Committees

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Nominations have reopened on the following committees:

1. Advisory Committee on Race/Ethnic relations (2 vacancies)
2. Bargaining Research Preparatory Committee (1 vacancy)
3. Communications Committee (1 vacancy)
4. CUPE Toronto District Council (5 vacancies)
5. CSEU Committee (1 Vacancy)
6. Distribution Committee (6 vacancies)
7. Joint Health and Safety Committee Reps (12 vacancies)
8.  International Graduate Students’ Committee (2 vacancies)
9. Labour Management Committee, Units 1-3 (1 vacancy, unit 3 only)
10. Toronto York Region Labour Council Representatives (4 vacancies available)

Interested members should email Ali Gholami, VP Unit 1, cupe3903vpu1@gmail.com to nominate themselves or for more information.

Any committees with more nominees than positions open will be voted on at the upcoming General Membership Meeting (GMM). Otherwise, nominees will be acclaimed to their position.

Nominees will be notified if their candidacy will be voted on at the GMM and are then welcome to send a short written candidate statement (max. 150 words) for inclusion in the AGM package.

For further details on the work of each committee and honorarium payment attached to their work, please see here.

New Executive Committee at a Glance!

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The new Executive Committee members have assumed charge in their respective positions. The following is a list of the names and the corresponding positions. All Members are encouraged to write to the new Executive Committee to find ways to get involved in the local.

NAME TITLE EMAIL
Stephanie Latella Chairperson cupe3903chairperson@gmail.com
Kaitlin Peters Recording Secretary recsec.cupe3903@gmail.com
Nilloofar Golkar Secretary-Treasurer sectreasurer3903@gmail.com
Ali Gholami Vice-President Unit 1 cupe3903vpu1@gmail.com
Julie Allen Vice-President Unit 2 cupe3903vpu2@gmail.com
Kerry-Ann James Vice-President Unit 3 cupe3903vpu3@gmail.com
Matt Lomas Chief Steward Unit 1 cupe3903csu1@gmail.com
Chris Bailey Chief Steward Unit 2 cupe3903chiefstewardunit2@gmail.com
Vacant Chief Steward Unit 3 cupe3903csu3@gmail.com
Peter Gorman Chief Steward Unit 4 cupe3903csu4@gmail.com
Vedanth Govi Communications Officer cupe3903comms@gmail.com
Parbattie Ramsarran Grievance Officer cupe3903go@gmail.com
Kelsey Ioannoni TFAC Co-Chair tfac.cupe3903@gmail.com
Thania Vega TFAC Co-Chair tfac.cupe3903@gmail.com

Nomination Open on the Extended Health Benefits (EHB) Committee

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A Nomination has reopened on the Extended Health Benefits (EHB) committee. Interested members should email Ali Gholami, VP Unit 1, cupe3903vpu1@gmail.com to nominate themselves or for more information.

Any committees with more nominees than positions open will be voted on at the upcoming General Membership Meeting (GMM). Otherwise, nominees will be acclaimed to their position.

Nominees will be notified if their candidacy will be voted on at the GMM and are then welcome to send a short written candidate statement (max. 150 words) for inclusion in the AGM package.

For further details on the work of each committee and honorarium payment attached to their work, please see here.

2022 CUPE-Ontario Convention (April 27-29) – Call for Delegates and Resolutions

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CUPE 3903 is seeking rank and file delegates to represent our local at the upcoming CUPE Ontario Convention, which will be held virtually from April 27th to 29th. If you are interested, please email recess.cupe3903@gmail.com.

If you would like to submit resolutions, please email them to recsec.cupe3903@gmail.com by March 8th at 5pm. Resolutions should be no more than 200 words total.

General Membership Meeting – September 20th (1–4pm)

We are hosting a General Membership Meeting via Zoom on September 20th from 1:00pm to 4:00pm! All members are encouraged to attend.

Please register in advance for this meeting here.

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. Continue reading

General Membership Meeting – August 30th (1–4pm)

We are hosting a General Membership Meeting via Zoom on August 30th from 1:00pm to 4:00pm! All members are encouraged to attend.

Please register in advance for this meeting here.

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. Continue reading

TFAC August Meeting (August 29th) + Nominate yourself for SASSF (1 vacancy)

Come join us for this month’s meeting to mark our return to monthly TFAC meetings and the beginning of the Fall semester. Click here to join the meeting! The agenda will be sent out closer to the meeting. At this month’s meeting, we will discuss plans for TFAC for the Fall semester, potential workshops for upcoming meetings, ways to get involved with new student orientations on behalf of TFAC, and (if needed) elect a member to fill the SASSF vacancy.
SASSF Vacancy: 
As a member of the SASSF committee has stepped down, we are also looking to fill that vacancy! Please nominate yourself via email before the August 29th meeting if you are interested. If more than one member is interested, we will vote to fill the vacancy at the meeting.
Interested in hosting a workshop? Are you a TFAC member who has a professional skill or hobby that you want to host a workshop on? If so, please reach out to the TFAC co-chairs at tfac.cupe3903@gmail.com.We have previously had workshops on minute taking, chairing meetings, and introduction to CUPE 3903, and stretching to help with work from home pains! There is an honoraria provided by TFAC for workshop facilitators.
Did you know? If you are the minute taker for a TFAC meeting, you will receive a $50 honorarium. Follow TFAC on Facebook:  https://www.facebook.com/tfaccupe3903/

Conversion Careers Advisor Nominations

CUPE 3903 members need to nominate a Faculty Tenure Stream Faculty member to the position of a Conversion and Careers advisor. The Conversion and Careers Advisor will need to be a tenured professor with a sympathetic approach and excellent understanding of the hiring, conversion and tenure process. The overall purpose of the Career Advisor will be to assist in career planning and Professional Development for CUPE 3903 Unit 2 members who request assistance by helping them to prepare for a tenure – stream search at York University and other Universities and to provide advice about other career opportunities The position will be for 1 year and will normally carry with it a one course release.
For nominations or further information please contact Raj Virk rvirk66@gmail.com .
Nominations close on Tuesday, August 16, 2022

Laurentian demands accountability and transparency to rebuild !

As a new academic year approaches, the Laurentian University Faculty Association (LUFA), Laurentian University Staff Union (LUSU), and Ontario Confederation of University Faculty Associations (OCUFA) are demanding accountability and transparency from the Laurentian Senior administration and the Government of Ontario. Faculty, staff, and students at Laurentian University have experienced a terrible eighteen months of court-ordered restructuring caused by the mismanagement of successive Laurentian administrations and a provincial government that was absent during their time of crisis. OCUFA and LUFA have launched a new letter-writing campaign to support a transparent and accountable Laurentian University. Their full press release can be found here. All CUPE 3903 members are requested to support amplifying their campaign by sharing the link through your email lists and social media accounts and are encouraged to sign the letter.