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Get regular updates about tonight’s ratification meeting by watching for posts on this website and by following us on social media.

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The results of tonight’s ratification vote will likely be announced first on Twitter, and then shared in more detail in a media release and in a post on the website. Voting ends at 8:30 p.m. and the ballots will be counted immediately afterwards. As soon as the results are known, they will be announced online and to the membership.

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We, the Executive Committee of CUPE 3903, are profoundly sorry for our mishandling of the process we had set out at the beginning of the “final offer” Special General Membership Meeting on March 2. We understand that members who voted “no” on the Employer’s latest offer thought there would be another opportunity to indicate whether to strike or go back to the table. We acknowledge that we emphasized this point throughout the meeting, and that many members stayed long after they voted, not just to hear the outcome of the vote, but also to participate in the discussion about next steps.

Although we had discussed in our private caucus after the counting of the ballots how to initiate the discussion about next steps, we were extremely careless in how we planned to announce the results and our recommendation to move directly to strike. This error in judgment denied the members of their chance to actively shape the strategy recommended by the Executive Committee. It also deflated what could have been an uplifting and inspiring moment, following a record-setting meeting of over 1,200 members.

That our members have nevertheless led an effective and confident strike speaks volumes about their commitment to the local and to the fight for a better York.

We also acknowledge that we failed to create an open and accessible space in which all members could have fully participated in the debate. We have heard from members who feel that our conduct fell short of the Equality Statement and that, at times, the tone of the discussion made it very difficult for them to air dissenting views or ask questions. We agree that our union must be a space in which all members feel safe and comfortable in expressing their views or in seeking clarification from the Bargaining Team or Executive Committee. We are fully committed to creating such an atmosphere at future meetings and in all union spaces.

In addition, we recognize our failure to conduct the meeting in the most equitable manner possible. We are grateful to all the members who identified this during the meeting, and who have contacted us afterwards with critical suggestions for putting Equity at the heart of all union meetings. We commit to improving our approach to Equity both in the short-term, as we conduct our strike, and in the long-term, as we strive to build greater unity in the union in the months ahead.

We are fully committed to bringing an end to the strike as quickly as possible, once the Employer offers us something that our members might be inclined to accept. We hope that, as the strike unfolds, we will find the opportunity to demonstrate in practice our commitment to a better, more transparent, more empowering, and more respectful process – and one that builds the confidence of all the members who have led and carried out our strike.

In solidarity,
The Executive Committee
CUPE 3903

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The Executive Committee of CUPE 3903 is recommending a yes vote at Monday’s ratification meeting. After carefully reviewing the Employer’s latest offer, we believe that it represents real and significant gains for all three units of the local.

During the last week in particular, our Bargaining Team made significant progress in negotiations. The Employer made real moves on Unit 2 job security, increasing the number of conversions from nine in its last offer to 24 in its current one (there were seven in the previous contract), upping the number of Long-Service Teaching Appointments (LSTAs) to 21 from 18 (there were 15 in the previous contract), and greatly improving its new Continuing Sessional Standing (CSS) program that will enhance job security for a significant number of members.

For Unit 3, the offer includes a major boost in summer minimum funding – $2,250 versus $2,000 in its last offer ($1,750 in the previous contract) – as well as significant enhancements to the domestic Graduate Financial Assistance (GFA) – a 20% increase versus a 5% increase in the last offer. Combined with wage increases, this means the Unit 3 minimum funding package will increase at a rate of about 4% per year, making it a strong settlement.

For Unit 1, we won enhanced funding increases to the summer minimum guarantee (2.5% per year versus 1.5% in the Employer’s last offer) as well as the domestic GFA (10% versus 5% in the Employer’s last offer), an international GFA increase of 40% in the second year rather than the third, and a ticket hiring process with equity language.

For all units, we won a $200,000 per year childcare fund – a major breakthrough. We also secured a “me too” clause on the question of making LGBTQ a designated equity group, meaning that if any other union on campus wins this provision, we will get it, too. These come on top of gains that were already present in the Employer’s last offer.

But despite our endorsement, we still know that the latest offer falls short of what our members deserve, and that we need to keep fighting beyond the bargaining table. This is perhaps most true for tuition fees.

On tuition indexation, we need to be clear that the current language in our contract, which we won in 2001, is still there. It has not been removed. But we did not win the stronger language that we proposed. However, we did force the Employer to agree to a full tuition fee freeze (which includes all ancillary fees) for both domestic and international students for the life of the proposed collective agreements.

It also sets a precedent for the entire academic sector in which we have managed to introduce the regulation of tuition fees into the bargaining process, a move that opens the door for other locals to exert similar pressure on their employers.

This puts on hold any further fee increases, which means that we buy ourselves time to build a serious fight for indexation beyond the bargaining table. In the meantime, we are still fighting through the arbitration process the Employer’s tuition fee increase for international students, with the goal of winning a full reversal of the hike.

Regardless of whether we win in arbitration, we need to take the struggle against tuition fees to other fronts, especially in between bargaining years. That means playing a leadership role in the academic sector and the wider labour movement, uniting with student unions on campus and across Ontario, and engaging parents and the general public as we build a province-wide movement against tuition fees and for properly funded post-secondary education.

This last point has to be part of the equation in how we calculate whether to accept or reject. We have to be sober about the bargaining climate across the sector and throughout the labour movement. What we have achieved in our latest offer far outstrips what other locals have won. Indeed, most public sector contracts these days include concessions. This context matters, as York does not exist in a bubble.

The rejection by our members of the Employer’s “final offer” at last week’s Special General Membership Meeting was an inspiring moment in the local, where we collectively demonstrated to the Employer that we are willing to fight – and go on strike – for a better York for everyone. The latest offer demonstrates the strength of the strike to get a better deal.

And part of getting a better deal is knowing when to take it. We believe that, given the current bargaining climate, and the high risk of sliding into a protracted, weeks-long stalemate with the Employer, we should accept the latest offer – and celebrate the victory that our strike has achieved. We must warn the membership that, if this offer is rejected, the deals will likely get worse before they get better – and there is no guarantee that they will get better at all.

Another part of getting a good deal is knowing how to use it – to build on it for future struggles, to build the confidence of our members to engage in collective struggle, and to help shape the way education workers fight back in the rest of the sector. A short but decisive strike at York would show what’s possible in our sector, and lay the foundation for bigger and more sustained struggles in the future.

Accepting this offer doesn’t mean giving up on all the things that are not in it. What it does mean is seizing on all the things that are in it – in order to make the broader fight a stronger one, and to put us in a better position for future struggles.

While a clear majority of the executive voted yes, we want to acknowledge that the vote was not unanimous. A few members voted no, and we think it is important to recognize that there is a variety of opinions and perspectives on the executive, and that we want to create an open and inclusive space for all points of view.

Similarly, at Monday’s ratification vote – especially during the discussion and debate – we want to create the same kind of open and inclusive space in which all members feel comfortable and confident to share their points-of-view, argue one position or another, or simply ask questions.

Ultimately, this decision rests with the membership, and we can all play a role in helping each other make as informed a decision as possible. Whatever the membership decides, the Executive Committee will back your decision and do our best to win the contract you deserve.

For more information about the ratification meeting, please click here.

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The following proposed Memoranda of Settlement represent the changes between the expired Collective Agreements and the proposed new Collective Agreements:

• Employer’s proposed Memorandum of Settlement Unit 1
• Employer’s proposed Memorandum of Settlement Unit 2
• Employer’s proposed Memorandum of Settlement Unit 3

These materials provide easy-to-read summaries of the Memoranda of Settlement:

• Summary of Employer’s Last Offer (by Unit)
  (prepared by CUPE 3903 staff)
• Changes in Employer Offer
  (prepared by CUPE 3903 staff)
• Tuition indexation language chart
  (prepared by CUPE 3903 legal counsel)

Members of CUPE 3903 walk the picket line at Chimneystack Road.

For the first ten days of a strike

CUPE National does not pay any picket pay. Any picket pay that is paid out comes from the local’s strike fund.

CUPE 3903 has passed a motion to pay members and some political members picket pay for the first ten days of a strike. Our strike started on March 3, so the first ten days take us to March 12. On March 13, CUPE National will start paying picket pay.

This means that in the first ten days our local has more latitude to pay our members in the way we want to, but as of March 13, CUPE National rules will commence and will be strictly enforced.

Picket pay from the local… in the first 10 days

To be eligible for the full $300 per week of picket pay, each member must do 20 hours of picket or alternate duty.

Political members (i.e. those who are not on the Employer payroll on the day the strike commenced) will be eligible for picket pay if they had a contract from September to December 2014. Political members who did not have a contract in September 2014 are NOT eligible for picket pay.

We can pay $60 per day for four hours of picketing if some members can only picket on one or two days (with a valid reason), upon adjudication by the Alternate Duties Committee.

All members who signed in on the first day (March 3) for the main gate picket will be given pay for four hours.

For the first week, members who signed in will get paid for the time that they are recorded as being at the picket lines or authorized alternate duties. Attending Strike Committee meetings does not count as alternate duties.

If members performs fewer than 20 hours, they will be paid $15 per hour for the hours that they have performed, as recorded and signed for on the sign-in sheets.

We will not pay for increments of hours fewer than 30 minutes.

Members must sign in and out of their own picket duty. No one else can sign a member in or out.

The picket captains must sign the sheets, too.

At this time, eligible hours for strike pay do not include work at home, unless authorized in writing by the Alternate Duties Committee.

Accommodation on the picket line must be arranged on a case-by-case basis and must be authorized in writing by the Alternate Duties Committee. A list of those who are authorized for alternate duties must be sent to the Treasurer to set up their picket pay. Those members who are requesting accommodation must communicate directly with the Alternate Duties Committee.

Picket pay from CUPE National

Only members of CUPE 3903 that were on the Employer’s payroll on March 2, 2015 are eligible for picket pay from the National fund. Therefore, political members are NOT eligible for any picket pay after the first ten days.

Only members who did picket duty in the first ten days of the strike are eligible for picket pay from CUPE National.

Only members who have been properly signed in and signed out, and only those who picketed at least 16 hours will be eligible for any picket pay from CUPE National.

Because of the confusion in the first days of our strike…

The Treasurer and staff will work to sort through any confusion, especially for people who did not know they needed to sign out. Please communicate with the picket captain for the days you did not sign out, to make a note about the error. The notes can be entered on a separate sign-in sheet retroactively and the Treasurer will endeavor to sort this out. Please include notes about what the error was, and provide contact information such as a cell phone number or an email address, so the Treasurer can follow up if necessary. For more information, please email sectreasurer3903@gmail.com.

How do we get our picket pay?

The Treasurer and the staff are in the process of setting up a payroll cheque service and anticipate the first cheque run for March 26. We have opted for paper cheques because a direct deposit system will take longer to set up. If the strike continues beyond March 25, our picket pay runs will be on the 26th of each month.

We will deliver the picket pay to the picket lines on March 26 and 27 or, if we are back to work, members can pick up their picket pay at the CUPE 3903 office, 143 Atkinson Building.

A silhouette of someone dropping a ballot into a ballot box

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A free, fully accessible shuttle bus will take members from in front of the main gate of York University (at York Boulevard and Keele Street) to the TTC bus stop next to the Rexall Centre (The Pond Road at Arboretum Lane) every 30 minutes, starting at 3:00 p.m. until 9:00 p.m. The shuttle will depart the TTC bus stop next to the Rexall Centre every 30 minutes, starting at 3:30 p.m. until 9:30 p.m.

Find the Rexall Centre on this map.

On Thursday, March 5 (after three days on strike), CUPE 3903 resumed negotiations with the York University administration. By the end of the next day, on Friday, March 6, the Employer presented its final offer to the union, which the Bargaining Team voted to send to the membership for consideration in a ratification vote. The Executive Committee has now voted to back the Bargaining Team’s decision.

The ratification vote will take place on Monday, March 9 from 4:30 p.m. to 8:30 p.m. near Keele campus at the Rexall Centre. The Rexall Centre is not legally part of the York University campus, so members will not have to cross picket lines to attend the ratification vote.

Doors will open at 4:00 p.m. During the meeting, the Bargaining Team will present the Employer’s final offer and make a recommendation to accept or reject the offer.

The presentation will last for up to one hour, followed by another hour of discussion (4:30 p.m. to 6:30 p.m.). Voting by secret ballot will open at the beginning of the meeting, and be available for two hours afterwards – for a total of four hours (4:30 p.m. to 8:30 p.m.). Members of each unit will vote separately on each of their own offers.

Details of the final offer for each of the three units are available here and will be available in print version at the meeting.

The ratification meeting is governed by Article 13 (II) (c) of the bylaws. The overall ratification process is governed by Article 22 of the bylaws and the Ontario Labour Relations Act. The date of the ratification meeting has been chosen based on the proposed back-to-work protocols, tentatively agreed to by the Employer and the union.

If members vote by a simple majority (by unit) to ratify the Terms of Settlement (the Employer’s offer), the strike will end and members will likely return to work on Tuesday, March 10. If members vote by a simple majority (by unit) to reject the Terms of Settlement, the strike will continue.

Members should note that the strike is still underway, and that picketing at all gates of York University will proceed as planned on Monday, March 9.

Further details about the meeting will be posted here and shared widely with the members as soon as they are confirmed.

For more information, please email CUPE3903chairperson@gmail.com.

Agenda:

4:00 p.m. Doors open

4:30 p.m. Presentation by the Bargaining Team of the Employer’s final offer / voting begins

5:30 p.m. Discussion and questions for the Bargaining Team / voting continues

6:30 p.m. Call for scrutineers (12) / meeting ends / voting continues

8:30 p.m. Voting ends / counting of the ballots begins

The results of the vote will be announced as soon as all the ballots are counted.

Members are not obliged to attend the entire meeting in order to vote on the Employer’s final offer, but we strongly encourage members to attend and listen to the bargaining report before voting, if possible. Members may vote anytime between 4:30 p.m. and 8:30 p.m. Please bring a piece of ID.

Please contact Sheila Wilmot at CUPE3903.equity.officer@gmail.com or at 416-736-5154 ext. 3 if you require any of the following: ASL interpretation, reimbursement for childcare/caregiver/attendant care, and/or transportation costs for members who are unable to secure Wheel-Trans, or other requests for accommodation.

Dear members,

Two members of CUPE 3903 were injured in a hit-and-run incident on the Shoreham Road picket line early in the afternoon on Friday, March 6. One member was sent to hospital, while the other member decided to stay on the line. The incident began when a driver left his vehicle in an attempt to intimidate picketers and physically remove a barrier. The driver eventually returned to his vehicle and drove through the picket line, hitting two members.

We want to be absolutely clear: this was no accident, but a deliberate attack on our members and their Charter rights to engage in legal strike action.

On behalf of CUPE 3903, the Executive Committee condemns this act of violence and aggression in the strongest terms possible. Our members have conducted themselves peacefully and lawfully throughout our strike, and have organized our picket lines with the safety of our members, students and passers-by foremost in our minds. We have every right to engage in peaceful pickets, and no one should be subjected to this kind of dangerous and potentially life-threatening behaviour.

We would like to assure our members that we have contacted the members who have been injured and are offering them the full support of the union. Several Executive Committee members are currently at the hospital where one of the injured members was sent for treatment. Other Executive Committee members have been to the Shoreham picket line and in touch with the other injured member.

We would also like to offer our full support to any members on the Shoreham picket line this afternoon who were upset or harmed by the incident. Members who need any support whatsoever, including counselling services, should contact Sheila Wilmot at CUPE3903.equity.officer@gmail.com or at 416-736-5154 ext. 3.

We are proud of the way that our members have conducted themselves throughout our strike, and their strong commitment to fighting for a better York – not just for our own members, but also for the entire York community. That commitment was evident in the response by members on the Shoreham picket line this afternoon, who refused to be intimidated and who collectively supported one another and effectively defended the picket line. Members from other lines across campus rallied to support their fellow members at Shoreham. This is what true solidarity looks like, and we applaud our members for leading the way.

We will continue to carry out our strike, including each of our picket lines, in a safe, effective and well organized manner. Had York University negotiated a fair deal for our members, instead of backing us into a strike, we would not have been in this situation in the first place. We will not let this incident distract us from our goal of winning a fair deal for our members, and in building a better York for everyone.

In solidarity,
The Executive Committee
CUPE 3903

3903 picketers passing a snowy car window, upon which is drawn the 5 fingered fist of international solidarity

On Sunday night, March 1, the mediator assigned to negotiations for CUPE 3903 handed our Bargaining Team (BT) a set of proposals crafted by the Employer and called mediation to a close, citing the reason that he felt the parties were too far apart to reach a deal. Reviewing the proposals, the BT unanimously decided to refuse to accept them as a final offer, as did the Executive Committee, as the proposals did not adequately meet the Union’s demands.

The Employer’s proposals were presented to the membership on Monday, March 2 at a meeting attended by over 1,200 members of CUPE 3903. The membership, in turn, voted to reject the Employer’s proposals, demanding better language on tuition protection, better funding for members of Unit 3 (Graduate Assistants and Research Assistants), and significant moves toward job security for Unit 2 (contract faculty). As a consequence, a strike was called. As of Friday, CUPE 3903 will have been on the line for four days.

As soon as the strike was called, CUPE 3903 contacted the mediator in order to continue to bargain the deal that our members want. The mediator met with the Employer on Tuesday, March 3, and with 3903 on Thursday, March 5. By the end of Thursday, the BT had crafted a set of counter proposals that have since been communicated to the Employer, which include:

• Maintaining our position on tuition indexation (i.e. a full refund for any tuition fees that rise above 2005 levels), but bringing our demanded increases to our Graduate Financial Assistance (GFA) closer in line with those offered by the Employer;

• A 1-point reduction in all units’ demands for a wage hike, from 3% per year to 2% per year;

• Emphasizing the need for Alternate Stream tenure conversions (asking for six Alt Stream and two Professorial Stream appointments per year for three years), a Continuing Sessional Status (CSS) program that operates based on seniority rather than incumbency, and a slight increase in the number of Long Service Teaching Appointments (LSTAs) offered each year;

• A reduction in the dollar amounts that would make up a Unit 3 ‘minimum guarantee’ of funding (from $15,000 to $12,500);

• The creation of a substantial childcare fund that could be accessed by all three units.

The BT expects to hear a counter from the Employer on Friday morning.

The Bargaining Team will meet on Friday, March 6 at 10:00 a.m. at the Ministry of Labour, 400 University Avenue, to hear the Employer’s counter and make a response.

CUPE 3903 remains dedicated to meeting with the Employer as often as it takes to get our members the deal they deserve.

CUPE 3903 endorses the Aboriginal Students’ Association at York’s 13th Annual Pow Wow and Gathering happening on March 5th, 6th, and 7th.

We would like to thank them for their statement of support for our fight for fairer working conditions, and would like to wish them success in their events this year, under the theme of Breaking Inter-generational Trauma.

CUPE 3903 is working to facilitate the smooth operation of the all of the Pow Wow events as best we can.