On April 10 and 11, the CUPE 3903 Bargaining Team (BT) met with mediator Chris Albertyn. Discussions focused on post-retirement benefits, employment equity, and the new job security program Transitional Continuing Appointments (TCA). The Union’s updated proposal package can be reviewed here.
Post-retirement benefits
The BT presented its latest proposal on post-retirement benefits, which reflects the unanimous decision at the March 26 SGMM. The proposal aims to continue the full benefits (paramedical, dental, prescription, and vision) of Unit 2 members after retirement, by having the Employer cover the cost of premiums. The Employer indicated that they need some time to contemplate this new proposal.
Employment Equity
The majority of the BT’s time this weekend was spent finalizing our response to the Employer’s March 27 proposal on Article 5.03, which sets out the work of the Employment Equity Committee (EEC), the Employer’s commitments on employment equity data, and how to operationalize intersectionality within the collective agreement. The Employer’s proposal is a substantially weaker version of the article that currently exists in our CA. Our counter maintains our historical gains, and sets out definitions, deadlines, and thresholds with regards to employment equity, while consistently recognizing adherence to seniority and incumbency as the broader framework.
Transitional Continuing Appointment (TCA)
The TCA is a new job security program we are proposing for upper seniority members, to provide a stable course load as they prepare for retirement. The Union’s latest proposal sets out an ongoing program that is voluntary for qualifying members to participate. Our proposal offers 2-, 3-, 4-, and 5-year appointments as runways to retirement, as well as a severance that recognizes the lifelong work of our members. The Employer’s latest pass includes movement: it agrees with our eligibility criteria and includes new language about post-retirement benefits. However, their version remains a one-time program, and includes an onerous application process, rather than our proposed automatic eligibility. The Employer’s counter also falls short on the severance amount, and includes a shorter runway (3-year maximum).
The Union has made significant movement by reducing the length of our TCA appointment (from 10 years) and the amount of our severance. The BT reminded the Employer that their TCA seems designed to fail, and does not address the points the Union has raised in creating a realistic route that would allow our members to retire with dignity and security. While we welcome movement from the Employer, the Union maintains that much work is needed to ensure that the TCA functions both to the benefits of CUPE 3903 members and the Employer.
Other job security programs
The Union is still awaiting the Employer’s response to our latest proposal on the Continuing Appointment Program (CAP), a job security program for lower seniority members that would replace the current CSSP. We look forward to seeing movement on the CAP in the near future.
Next Steps
Members are encouraged to join us for bargaining meetings as observers. Exact times of all meetings can be found on our calendar. Please register in advance. After registering, you will receive a confirmation email with a link to join the meeting.
As well, we hope members will join us at the next SGMM on Friday, April 16, to get involved in discussions on bargaining proposals and strategy.
Members can also get in touch with the Bargaining Team for questions and comments.