Pay FAQ

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This FAQ pertains information for all units regarding pay. 

  1. How do I know if I was paid?

As of last year, York no longer distributes paper pay stubs, so you will need to check your employee email, which you can do by following the instructions here, or you can sign in through HR Self Serve to access it as well.

  1. What do I do if I was not paid properly?

Please fill out the ‘Pay Issues Survey’ that the Union has prepared to help us collect as much data as possible about the nature of pay problems our members are having:

https://form.jotform.com/82706624233252

  1. Who should have been paid September 25th?

September 25th was our regular (on-cycle) pay date for new contracts, and so members with contracts for Fall 2018 should have been paid their first monthly payment. However, if you were unable to sign and submit your offer of appointment by September 10th you may not have received your first payment on September 25th. Since this was largely due to delays at the Department and Faculty level, we are pushing Faculty Relations to distribute all pay on a rolling off-cycle pay that would see the money distributed as soon as possible.

  1. What should have been paid on September 25th?

All members with a Fall 2018 contract should have received their September wages, vacation pay, and the first (monthly; F/W) installment of their Grant-in-Aid.

  1. Why was I not paid?

At this time, the Employer has not provided clear answers explaining the many mistakes in calculating and processing our remediation and September 2018 pay. Decisions around what remediation hours were approved are similarly opaque. Continue reading

Open Letter to the York Community on Behalf of CUPE 3903 Rank and File Members

The following is an open letter to Rhonda Lenton and the York Community written by CUPE 3903 Rank and File members. CUPE 3903’s Executive Committee has endorsed this open letter.

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We, rank-and-file members of CUPE 3903, write this letter in good faith because we are members of the York community. We were present at the Senate Forum on Thursday October 4th which was designed to help us move forward after the strike. We were present because we love this university and the community it grants us. We are not outsiders or enemies to the community, but an important and vibrant part of it. Please listen to us.

The entire community has suffered greatly from the 143-day strike. We have paid a high financial, physical, psychological, and academic cost. We are fully aware, in our relationships with our students, colleagues, and staff, that we are not alone. The attempt by the administration to turn a much needed community-building exercise into a PR opportunity was shameful.

There was much talk at the Forum of respect. We are not interested in making an empty show of respect or in going through the motions of ritualized decorum. We require a higher standard than that. For us, respect can be genuine only if it is built on a foundation of truthfulness and transparency. As we are committed to that standard, we are also committed to challenging the York administration when it falls short of it, even if it means breaking the spell and allure of respectability.

With that in mind, it is important to note the many falsehoods that were stated as fact during this Forum. It is not appropriate for the President of this university to state things that are simply factually incorrect then proceed to hide behind calls to civility to let her lies remain unchallenged. Even if we were to generously assume that these falsehoods were the result of being genuinely mistaken, coming to such a Forum without knowing the basics of why the strike happened was disrespectful. Engaging in the process of reconciliation and healing requires a willing partner to participate in an exercise of listening. Please hear us on the following:

  1. The accusations under the Code of Student Rights and Responsibilities did not follow the appropriate process laid out in the Code itself, or our collective agreements. The accusations are frivolous and often downright silly (while feelings may be hurt by a chant like “hey hey, ho ho, Rhonda Lenton has got to go”, this is not harassment or bullying. The decision-makers of this institution must take some responsibility when things go poorly, like for example a 143-day strike). President Lenton claimed that the administration was obligated to pursue the complaints through the proper channels because individual members of the community filed complaints. This, however, is not what happened: Carol McAulay, VP Finance, filed the complaints on behalf of the administration. This is a violation of the Code: accusers are supposed to be known and to file complaints on their own behalf. The administration also ignored the timelines in the Code in order to inform the accused of their charges the day after CUPE 3903
    dropped its Unfair Labour Practice suit in good faith and in a show of reconciliation. These facts matter, as they shed some light on the false accusation that members of the York community are real threats to their community. It appears clear that the accusations are motivated by the desire to stifle dissent and instill fear in student activists.
  2. The Fellowship Funding Model, which was rolled out unilaterally in 2016 and was a large cause of the strike, was misrepresented on several occasions. Here are things that are true:
    a. Master’s students who are not unionized lose potentially around $6000 a year in benefits. This is without counting access to funds for childcare as well as professional and academic development funds, support for sexual violence survivors, extended healthcare benefits, and support for Trans* people. These benefits allow the most marginalized to undertake graduate studies, which can only enrich our community and the research produced at the university.
    b. The Fellowship Model hurts those who the university should be supporting. If some students have said they preferred the fellowship model — which the President claimed several times without producing any proof — this does not negate the administration’s responsibility to care for the most vulnerable. Accessibility is not a matter of opinion, and especially not based on anecdotal evidence.
    c.Scholarships are not distributed on top of the Fellowship. This attempt to lie to. graduate students about the contents of their own student accounts was a particularly egregious attempt to reconstruct reality.
    d. The administration not only made GAships optional; they have tripled the benefits surcharge on every GA, increasing the cost of hiring a GA to a point where faculty members may see their grants denied. This indicates that it was done with union busting in mind, not simply “improving the student experience”, and certainly not aligned with York’s claim to promote ‘experiential learning’.
    e. Several policies around the Fellowship are designed to fill York’s coffers at the expense of graduate students and faculty. For example, if two faculty members hire the same GA for a term each, they must both pay the benefits surcharge, even though the student obviously only gets to use one member’s worth of benefits. Likewise, if a Master’s student needs to take a leave of absence, the administration will demand that they reimburse their fellowship.
    f. We tried to discuss these issues and come to compromises at the bargaining table. On March 20th, Simon Mortimer, a lawyer selected by the administration because of his deeply anti-union stance, including a trail of strikes in the Ontario public sector, walked into the bargaining room and declared that the administration refused to bargain for Unit 3. That was an opportunity for us to have a dialogue and move forward, but the
    administration refused.
  3. In order for us to move forward as a community, we need some accountability. The Board of Governors must follow its own bylaws. The President must take responsibility for the fact that the administration refused to bargain for 143 days. We feel strongly that our Unit 2 colleagues deserve an apology for how they and their teaching and research were slandered in the media. We all deserve an apology for months of gaslighting, including the callous cruelty of Lisa Phillips’ letter on May 23rd which brushed off a hit and run on Pond Road with victim-blaming, strongly implying that some members’ and allies’ engagement in innocuous activities such as protest or growing vegetables somehow warranted a car driving straight into the picket line. Undergraduate students deserve an apology for how they were used as pawns in a strike that was orchestrated by an administration which hired a union-busting lawyer who publicly states that strikes are good for employers. The York administration needs to acknowledge the harm done to the students who were kicked out of residence with next to no warning, the ones who have had their graduation pushed back, all the ones who turned to the administration for answers but were turned away. We want to move forward. We address this letter to the community because we love learning, teaching, and doing research at York. The York community is composed of students, instructors, researchers, and staff, not high-paid administrators or the corporate
    Board of Governors.

The way forward seems clear. We ask that President Lenton and the York administration 1) drop the complaints under the Code of Student Rights and Responsibilities and accept that dissent is a healthy part of any community; 2) accept that the Fellowship Model has serious flaws and work with our bargaining team and the arbitrator to come to a compromise that centers accessibility and research opportunities for graduate students; 3) take some responsibility for the position in which we now find ourselves and apologize to those they have harmed.

 

Deadline To Pick Up Strike Pay

Due to the necessity of forwarding all National Strike Fund Forms to CUPE National as part of the larger reconciliation process, it is necessary for there to be a deadline by which members will need to pick up all strike-related cheques. Checks include strike pay, strike hardship fund, strike childcare fund and expenses made during the stirke. Therefore, October 30th, the date of the October GMM, will be the last date that members can pick up said cheques. After October 30, stale strike-related cheques will no longer be re-issued and strike-related cheques will no longer be available.

For members who are unable to pick up their cheques from the Union Office by the deadline can have their cheques mailed to them. To do this, members need to send a signed (signature not typed out) and dated authorization letter to the Treasurer with the following text:

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I, _____________, authorize Devin Lefebvre (CUPE 3903 Chairperson) or Michael Laurentius (CUPE 3903 Treasurer) to sign for and mail out any and all outstanding strike-related cheques of mine to the following address:

(address)

(signature) (date).

Student Code of Conduct Update

Last Tuesday, October 9,  the 5 CUPE 3903 members and the 3 undergraduate students facing reprisals by York met with the Office of Student Community Relations (OSCR) for an informal mediation. While the parties are currently engaged in an ongoing confidential process in the hopes of settling the complaints, it should be noted that our members and the undergraduates had initially requested informal mediation months ago, in August, and the University then rejected this request.

In response to York’s blatant attempt to punish our members’ and allies for exercising their democratic rights in holding the senior administration to account for their actions during the strike, CUPE 3903 has filed both a grievance and an Unfair Labour Practice (ULP) complaint. CUPE 3903 stands with those who are being singled out by York’s administration and we will be updating the membership once we get more information

Unit 2 Remediation Work Form

Teaching Assistants and contract faculty are required to submit a Remediation Work Form to assess their entitlement to remuneration for the completion of any Winter Term course. Submission of the Form is not required otherwise. For each Course, please provide the total number of hours required for remediation, with a breakdown including (but not
limited to) the following:
• The number of students previously enrolled and the number of students currently enrolled and still requiring remediation.
• The form(s) of remediation instruction that will be provided (e.g. lectures, seminars, tutorials, studios, labs, unsupervised directed reading, review sessions, etc.)
• The number of instructional contact hours associated with each form of remediation provided.
• Examination time required and exam/assignment grading time required.
• Other alternative forms of remediation and time required (e.g. posting lecture notes on the web; e-mail office hours and/or correspondence.

Please find the Unit 2 remediation work form below:

CUPE 3903 Unit 2 Remediation Work Form [fillable]

 

CUPE 3903 Welcome Back BBQ

CUPE 3903 is hosting the annual WELCOME BACK BBQ this Wednesday, October 3rd from 12-4 pm on the Roy McMurtry Green (Between Atkinson and Osgoode Hall). This year’s theme will be No Reprisals! as we support the York Eight in their fight against the Administration’s attack on Students and Workers. There will be music, allies, swag, speakers, and a rally to show our support. There will be vegetarian, vegan, halal, and kosher food options. Help bring out the new members in your department to introduce them to their union. Volunteers are still needed to prepare beforehand and to set up on the day of the event. If you help contact your chief stewards.

Tenure-Track Position Available at Glendon College

The following Tenure-Track Position is available at Glendon College:

  • Assistant Lecturer, The Language Training Centre for Studies in French

Language Training Centre for Studies in French Glendon College York University

The Language Training Centre for Studies in French, Glendon College, York University, invites applications for two Alternate Stream (teaching-focused) tenure‐track positions at the rank of Assistant Lecturer, to commence July 1, 2019. The successful candidates will be expected to teach undergraduate courses and to provide leadership in enhancing teaching and learning through curricular and pedagogical innovation and support aspects of curriculum delivery and development.

A Ph.D. or a Ph.D. near completion by July 1, 2019 in applied linguistics, second language acquisition or language pedagogy is required. The successful candidates will be responsible for teaching and coordinating courses with multiples sections of French as a second language. They will teach at the undergraduate level using the theoretical and methodological framework developed by the Centre. They will have experience in second language teaching in a minority setting, and in teaching French for general academic purposes in task-based approaches and genre-based approaches. Continue reading

Unit 2 Grievance Update

On September 24th, Rob Lawson emailed our staff with regards to recent grievances that have been filed by members in Unit 2. The following was sent by Lawson:

“Recently you have filed appointments grievances for Courses that commenced this Fall.  I  feel that need to remind you of the Unit 2 signed back Memorandum of  Settlement. Appendix C, item #7 states the following:

‘The Union understands and agrees that the Employer cannot comply with the standard posting and assignment process for the 2018 Summer and Fall terms. While the Employer will make best efforts to comply, the Union agrees that these provisions of the Collective Agreements are not to be strictly enforced in the return to work….’

Pursuant to the above it is inappropriate to be filing appointments grievances. The union has acknowledged that the need to make expedited appointments means that the CA can not always be strictly adhered to.”

We will continue to challenge the employer’s interpretation. It is the unions’ position that they still need to demonstrate that the best efforts were made to follow the procedures set out in the collective agreement as required by the Memeoridam of Settlement. We will continue to file appointment grievances for Unit 2 members. We will update the membership once we get more information.

Remediation pay for Unit 1

The union was advised that payment for any approved remediation hours (approved by the Office of the Dean in the relevant Faculty) that were submitted and uploaded to the system by the end of day September 21st will be issued in an off-cylcle pay round on September 28th.

The employer has said that any remediation hours not approved by this deadline will be processed in the normal October pay cycle; however the union will be pushing for an off-cycle pay round for these payments as well, and will update the membership as soon as we hear from the employer.