Proposal Exchange Continues, Union Presses Employer on GAT Fund

Bargaining Team Report for the Week of Oct 16, 2023

Following our regular weekly prep meeting on Monday and a joint Bargaining Team (BT)-Executive meeting on Tuesday, we met with the Employer on Wednesday, October 18. We presented a range of proposals related to the Unit 3 Graduate Assistant Training Fund, severance for contract faculty, childcare, the grievance process, and the printing and circulation of collective agreements. The Employer presented a counter-proposal on pregnancy leave, and the union responded on discipline. 

U3 GAT Fund Proposal; Policy Grievance Filed on Non-Existent Surcharge

The Bargaining Team presented a Unit 3 proposal to increase the number of grants available under the Graduate Assistant Training Fund (GATF), as well as expanding who can access these grants to include organized research units and other hiring units. The GATF was created to incentivize the hiring of GAs in 2018 and renewed in 2021. Despite some bumps in the road, it is doing just that. Consequently, we also proposed to make it a permanent part of the collective agreement. 

On October 17, CUPE 3903 filed a policy grievance relating to York’s mismanagement of the GATF. The employer has been claiming since 2016 that hiring a GA accrues an 80% benefits surcharge, i.e. if a principal investigator wants to hire a member to work on their project, they need to pay not only the cost of that contract but an additional 80%. This has been a strike issue in past rounds, and we have bargained to increase the GATF to offset the alleged surcharge in 2021. This round of bargaining, the Employer revealed that, to date, they have never deducted the benefits surcharge. This means that some faculty members have received GATF grants in excess of the cost of hiring a GA. That the benefits surcharge has never actually existed raises serious questions about the Employer’s good faith bargaining. The bargaining team gave the employer ample time to give us answers about where the money has gone; as they consistently refused to give us clear answers, the union filed a policy grievance. 

Since the Employer is apparently willing to fund above and beyond the cost of hiring a GA, we believe much more of these funds can go toward increasing the number of GA positions rather than paying for an imaginary benefits surcharge. 

To explain why the GATF is a hot-button issue this round and part of a broader pattern of the Employer’s dishonest, union-busting behaviour with regards to Unit 3, we will be publishing a detailed history of Unit 3 in the near future. Stay tuned! 

First U2 Proposal on Severance, More Unit-Specific Proposals to Come

While Unit 3 has been leading the charge thus far in bringing unit-specific proposals to the bargaining table, this week Unit 2 brought its first proposal on severance. This proposal would make it so that leaves of absence related to a Human Rights Code-based ground do not count against members in affecting their eligibility for severance. 

While Unit 2 proposals have been delayed as a result of uncertainties tied to the Job Stability Committee, the Committee’s final meeting is scheduled for Thursday, November 2nd, and we hope that this meeting will provide some closure and clarify the Bargaining Team’s strategy related to job stability. Unit 1 is also developing proposals related to the fellowship and minimum funding guarantee.

The Bargaining Team plans to present as many unit-specific proposals to the membership at the October 31 GMM as we can, with the goal of bringing them to the bargaining table in November. 

All-Units Proposals on Childcare, Grievances, and the Circulation of the CA

As a follow up to our childcare fund proposal from August, the Bargaining Team presented a proposal aimed at increasing funding for the two on-campus childcare centres, the York Co-operative Day Care Centre and the Student Centre Childcare Facility (known as the Lee Wiggins Childcare Centre). We argued that this funding needs to increase as the cost of childcare has gone up while the wages of workers at the centres has stagnated and dropped below what other childcare centres pay their workers. 

In response to this fact, the Employer claimed that this is a reflection of the priorities of the union over recent rounds of bargaining. Pushing back on this, we argued that the unconstitutional limits of Bill 124, a mere 1% increase over the total value of the collective agreement, imposed constraints on our capacity to deliver necessary funds to vital services — something we expect to be corrected in the near future. Throughout this round, the Employer has consistently downplayed the effects of Bill 124 while scrutinizing CUPE 3903’s decisions to prioritize its most vulnerable members, such as our decision to significantly increase the Ways and Means Fund in the last round.

We presented two counter-proposals, one on the grievance procedure and one on the printing and dissemination of the collective agreements. With regards to the grievance procedure, we proposed that in the case of grievances on harassment, discrimination, and disability, members should be granted significantly more time to file the grievance and to make the decision to take the grievance to arbitration.

With regards to printing the collective agreements, we proposed language that would require the Employer to bear half the cost of translating the collective agreements into French and require them to include an electronic version of the CA in each Offer of Appointment (or equivalent). The Employer seemed generally friendly to the proposal on electronically distributing the collective agreements. 

As a follow up to the many counter-proposals we presented at the October 11 meeting with the Employer, at the most recent meeting we took the opportunity to explicitly reject the Employer’s proposal on Article 8 (Discipline). As we have heard loud and clear from our membership, we have zero interest in expanding the Employer’s powers to discipline CUPE 3903 members. 

New Employer Proposal Sparks Debate Over Discrepancies between Pregnancy, Parental, and Adoption Leaves

The Employer presented a proposal on pregnancy leave, which aimed at updating language to be more gender inclusive (e.g., changing “maternity” to “pregnancy”) and reflective of different kinds of families (e.g., changing “two employees assuming caregiver responsibility” to “more than one employee”). While we are supportive of language that reflects the diversity of our membership, in terms of sexuality, gender, and family structure, we pushed the Employer to take this further. 

Specifically, we highlighted discrepancies in the paid and unpaid leave afforded to pregnancy (17 weeks paid, 61 weeks unpaid) leave versus parental and adoption leaves (12 weeks paid, 51 weeks unpaid). If the Employer wishes to adopt policies that meet the needs of different kinds of families, then at the very least it could bring up all parental leaves to the same minimum level. 

The Employer responded by arguing that this discrepancy reflects the standard employment insurance (EI) regime as reflected in the Employment Standards Act. We argued that to justify this choice in terms of the EI regime is selective and inconsistent since Unit 1 and 3 members are not even eligible for EI. Moreover, we argued that just because a policy is practiced by the government does not make it adequate to our members or reflective of the needs of different family structures. That a parent requires time away from work to care for an infant is true regardless of whether the parent was the same person who was pregnant with that infant. 

 Get Involved! Upcoming Bargaining Meetings

We’re continuing with a busy month of bargaining. In keeping with the principle of open bargaining, all members are encouraged to attend bargaining meetings (the regular weekly meetings and our meetings with the Employer). You can see more details about that and other meetings below, and we want members to know you are free to come and go from our meetings with the ER as your schedules require: you don’t have to show up right at the start or stay until the end—but of course, if you can stay, please do!

Check the CUPE 3903 website’s calendar for any updates. 

Bargaining Meetings with the Employer

This month’s bargaining meetings are taking place in a hybrid format. Join us in person in Kaneff Tower 512 (located just east of York Lanes) or online by registering in advance using the links below.

Oct 27, 2023, 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZctfu2tqDsjE9cSFrzy6vffqq_9hKXNlNJm

Bargaining Team Meetings

Oct 30, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/84211348026?pwd=V2lwYnpMbG1VdmRBWHB5bHhqK3Y0UT09

Nov 6, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/86836769208?pwd=RUFjUWRSVHB4bi9Odi9wRjVDeFJXdz09

Nov 13, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/86836769208?pwd=RUFjUWRSVHB4bi9Odi9wRjVDeFJXdz09

Nov 20, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/86836769208?pwd=RUFjUWRSVHB4bi9Odi9wRjVDeFJXdz09

Nov 27, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/86836769208?pwd=RUFjUWRSVHB4bi9Odi9wRjVDeFJXdz09

General Membership Meetings

October GMM

Oct 31, 2:00-5:00 https://us02web.zoom.us/meeting/register/tZMvcuyrqT0pE912bq-UA66a0STPK0nosG78 

Accessibility of Bargaining Meetings 

For the regular bargaining team meetings, Zoom captions will be enabled. For the bargaining meetings with the Employer, CART will be available. If you require ASL interpretation or reimbursement for childcare/caregiver/attendant care or have any other accommodation requests, please contact our Equity Officer, Nadia Kanani, at cupe3903equity@gmail.com.

Due to the high demand for ASL interpreters, we encourage members to provide, when possible, two weeks’ notice if ASL interpretation is required.

The Academic Alliance Against Antisemitism, Racism, Colonialism & Censorship in Canada (ARC) Call To Action & Emergency Statement on Academic Freedom and Critical Scholarship. 

The executive of CUPE 3903 share the Academic Alliance Against Antisemitism, Racism, Colonialism & Censorship in Canada’s (ARC) concerns about the widespread suppression of critical speech and academic freedom on Palestine and Israel in the past week not only in Canada, but across much of the West. We are concerned that our university administrations are ill-equipped to address the pressures being placed on them by various third parties (including governments, the media, and organizations) to suppress academic freedom. These concerns have reached critical levels with York University’s President Rhonda Lenton demanding that three democratically elected student executives committees step down or risk the university administration withdrawing recognition of the unions as reprisals for a joint statement the student unions made supporting Palestine.

CUPE 3903 condemns this egregious overreach by the University administration, which undermines the democratic integrity of the student unions and harshly punishes critical decolonial student voices. CUPE 3903 supports the rights of academics, students, unionists and activists to speak out against all forms of violence and oppression without fear of intimidation or reprisal. We echo ARC in demanding that universities must reject the censorship of critical and engaged scholarship on Israel and Palestine that effectively serve to undermine the anti-racist and decolonization efforts they claim to support. 

We reiterate our on-going demands from our Statement of Solidarity with Palestine and Student Activists that the university administration ceases their intimidation of student and worker activists, and protect students and workers from external intimidations. That the University commits to no reprisals or disciplinary actions for students and workers showing solidarity with Palestine. And, that they divest from weapons and arms manufacturing, an industry that directly sustains further violence against Palestinians.

We are joining the ARC in calling on all faculty associations, contract faculty unions, as well as teaching and research assistant unions across the country to join us in taking a proactive stance and immediately pass the following motions: 

CUPE 3903 unequivocally supports the academic freedom of its members. This freedom includes the right to pursue research and open inquiry in an honest search for knowledge that is free from institutional censorship, including that of the government. 

CUPE 3903 acknowledges that the freedom from political and institutional censure is especially critical at times of war and conflict where scholarly voices are an important corrective to widespread disinformation campaigns.  

CUPE 3903 supports the anti-racist and decolonial initiatives in Canadian educational institutions and opposes anti-Palestinian racism, antisemitism and Islamophobia along with all forms of racism and hatred. We will strive to ensure our members are free from experiencing bigotry and hate in our classrooms and campuses. 

CUPE 3903 is committed to protecting the security and safety of all scholars who are targeted because of their scholarship and political work. We call upon our institutions to implement measures to safeguard our members.

CUPE 3903 acknowledges that targeted attacks against scholars who support the Palestinian struggle have a chilling effect on the academic freedom of our members in the classroom, in their research, and in campus politics more broadly. These repressive tactics must be challenged, and scholars must be free from all forms of recrimination and harassment that may occur due to the nature of their research.

We urge everyone to please read the ARC’s full statement here. 

Defending Member Rights and Finalizing Our Proposals Package

Bargaining Team Report for the Week of Oct 10–13

The Bargaining Team was busy this week, finalizing several new proposals and counterproposals and meeting with the Employer. While we’ve found some common ground with the Employer on the issue of updating some of the language of our collective agreements for the sake of clarity and to reflect actual practices, we refused (and will continue to refuse) attempts by the Employer to create a chilly or hostile work environment for our members. 

Defending Employee Over Management Rights!

As we’ve previously noted in our reports from July 31 and September 4, many of the Employer’s proposals focus on expanding management rights at the expense of our members in areas including grievances, employee evaluations, and discipline. During bargaining this week, the BT presented counterproposals on several of these problematic proposals. (A complete list of all proposals presented so far by both sides is available on the CUPE 3903 website under bargaining.) We largely accepted Employer proposals to change the language of the CAs to recognize the fact that job applications are now overwhelmingly submitted online, but we counterproposed language to allow Unit 2 members to continue to submit applications by hand and flatly rejected an Employer attempt to impose of two-week deadline for Unit 1 members to return an offer of employment. (See proposals 58 and 56, respectively, in our proposals’ document.) 

We further rejected a proposal that would make it easier to initiate the disciplinary process (Article 8)—a process that can have serious adverse effects on a member’s employment. Currently, a documented complaint is required to initiate the disciplinary process against a member—and we are seeking to introduce language that the Employer must provide evidence before the first meeting (see proposal 42); the Employer has proposed that an ill-defined “concern” on the part of a chair or director of a hiring unit could be grounds for beginning this process. Similarly, we rejected a proposal to deprive Unit 1 & 2 members of their right to choose their own evaluator if they are subjected to a teaching evaluation (per Article 13)—another process that can end by adversely affecting members’ careers (see proposal 52).

We also rejected an Employer proposal to make student evaluations for courses taught by contract faculty (Unit 2) members publicly available to students (see proposal 54). The Employer presented this change as an attempt to put our members on par with tenured faculty, whose student evaluations are already shared with students. We countered that the precarious job security of CUPE faculty in comparison to YUFA means that the sharing of such evaluations—with their well-documented biases based on gender, race, ethnicity, and even attractiveness—would place our already precariously-employed members at much (much!) greater risk of the loss or reduction of work than is the case for tenured faculty.

Our Emphasis on Equity Continues

Continuing our emphasis on equity issues in this round of bargaining, we presented the Employer with additional equity proposals on October 11. During the last round of bargaining, our BT fought hard to have more useful data on employment equity embedded in our collective agreements to ensure meaningful progress is being made in meeting representation thresholds of Employment Equity Groups. To our previously presented proposals, we added this week a proposal to establish a representation threshold for persons with disabilities. (Although the Employer claimed in the 2022–21 round of bargaining that the data to set such a threshold was not available in Statistics Canada data for either Toronto or Canada as a whole, the Employer’s own report has since contradicted this position; see especially pages 22 through 25 of the linked Employment Equity Report.) 

In addition, to ensure the Employer makes use of the latest available data in calculating the underrepresentation of Employment Equity Groups, we also proposed a Letter of Understanding (proposal 5) between the Union and the Employer that will require the Employer to apply the 2021 census data (set to be released publicly on January 1, 2024) to the relevant provision of our collective agreements that cover the calculations of underrepresentation thresholds (Articles 5.03.6 of the Unit 1, 2, & 3 collective agreements and 12.04.1 (ii) and 12.04.2 of the Unit 2 Collective Agreement). The Employment Equity Committee will rely on these new representation thresholds to assess the success of Employment Equity programs and initiatives (see proposals 3 and 4). 

We also continued to push the Employer to update the Employment Equity Survey that the Employer sends to our members. The Employer has resisted making changes that our Union has insisted repeatedly are necessary to make the survey more useful for employment equity purposes (for example, allowing for the disaggregation of data based on how people self-identify in terms of race, ethnicity, gender, sexuality, and so on), and to changing the language in questions so that people see themselves reflected in descriptions of gender, sexuality, racialization, disability, and so on.

Members Approve New Bargaining Proposals at the October 12 SGMM

The day after bargaining, the BT presented a bargaining update and new proposals to members at another of the Special General Membership Meetings (SGMMs) that the Union has been required to hold since bargaining began. Members of Unit 3 approved proposals to double the number of  GATF (Graduate Assistant Training Fund) grants from forty to eighty, provide a second opportunity each year for the hiring of GAs (Graduate Assistants), and enshrine language in the Collective Agreement that incentivizes the hiring of GAs. Since the Employer succeeded in drastically reducing the membership of Unit 3 in 2017–18, the Union has been fighting to protect and expand graduate assistantships, and the proposals approved this week continue that work.

To further ensure our members continue to have access to affordable, high-quality childcare, the SGMM approved a proposal to significantly increase funding to the two on-campus childcare centres (Lee Wiggins and the Co-Op) used by our members. (This proposal supplements our previous childcare proposal to increase the Childcare Fund, which is a union-administered fund that provides direct payments to members to subsidize childcare costs.)

Additional Proposals to Be Presented at the October 31 GMM

We are working hard to put as many of our proposals as possible before the membership at the next GMM on October 31. Significantly, the Employer’s bargaining team has flatly stated that it will not meaningfully engage with our monetary proposals—including the wage demands that our membership has indicated are a priority—until all proposals the Employer considers to be monetary (their definition is more expansive than ours!) have been dealt with. Unit 3 proposals are all but complete, and the Unit 1 and Unit 2 caucuses of the Bargaining Team are meeting frequently together and with  3903 staff to hammer out the details of proposals on the remaining issues that our members have identified as important to address in this round of bargaining. 

In the case of Unit 2, this task has been complicated by the fact that we are still awaiting a final meeting, with the mediator, of the joint Job Stability Committee that has been meeting with the Employer since the last round of bargaining wrapped up. Until that meeting happens (likely sometime in November) and we have clarity about whether any job stability program(s) will result from it, we can’t know what job stability proposals we may still need to present at the bargaining table. 

Nevertheless, the October 31 GMM will consider important new proposals we intend to present to the Employer in November. Join us to have your say!

Get Involved! Upcoming Bargaining Meetings

We’re continuing with a busy month of bargaining. In keeping with the principle of open bargaining, all members are encouraged to attend bargaining meetings (the regular weekly meetings and our meetings with the Employer). You can see more details about that and other meetings below, and we want members to know you are free to come and go from our meetings with the ER as your schedules require: you don’t have to show up right at the start or stay until the end—but of course, if you can stay, please do!

Check the CUPE 3903 website’s calendar for any updates. 

Bargaining Meetings with the Employer

This month’s bargaining meetings are taking place in a hybrid format. Join us in person in Kaneff Tower 512 (located just east of York Lanes) or online by registering in advance using the links below.

Oct 18, 2023, 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZItc-6grTsvHNZScc2vXOTH0Qpjqh398mhs

Oct 27, 2023, 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZctfu2tqDsjE9cSFrzy6vffqq_9hKXNlNJm

Bargaining Team Meetings

Oct 16, 2023, 11:00 AM–1:00 PM

https://us02web.zoom.us/j/83749454936?pwd=dHE4R1RIeUtBUExDUDIzTmdaSlNVZz09

Oct 17, 2023, 3:00–6:00 PM Joint meeting of the Bargaining Team and Executive Committee

https://us02web.zoom.us/j/89314435630?pwd=cEtUbWt5SXVZTVc0ZHd1ckI1dkVNQT09  

Oct 23, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/82680781398?pwd=d1J2Zzh2VXBYZ1VjdFpUQ0lTSkZpUT09

Oct 30, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/84211348026?pwd=V2lwYnpMbG1VdmRBWHB5bHhqK3Y0UT09

General Membership Meetings

October GMM

Oct 31, 2:00-5:00 https://us02web.zoom.us/meeting/register/tZMvcuyrqT0pE912bq-UA66a0STPK0nosG78 

Accessibility of Bargaining Meetings 

For the regular bargaining team meetings, Zoom captions will be enabled. For the bargaining meetings with the Employer, CART will be available. If you require ASL interpretation or reimbursement for childcare/caregiver/attendant care or have any other accommodation requests, please contact our Equity Officer, Nadia Kanani, at cupe3903equity@gmail.com.

Due to the high demand for ASL interpreters, we encourage members to provide, when possible, two weeks’ notice if ASL interpretation is required.

Statement of Solidarity with Palestine and Student Activists

The executive of CUPE 3903, guided by membership at the October 12th SGMM, extends our deepest sympathies to the families, friends, and community members grieving the violence and tragic loss of thousands of human lives in Palestine and Israel. It is with a commitment to the sanctity of human life and social justice that we write this letter of support for Palestine, condemning the genocidal violence happening in Gaza and urgently calling for an immediate end to it. 

Home to more than 2.3 million people, Gaza has been under an unrelenting land, sea, and air blockade since 2007. Last week, Israel imposed a total siege on Gaza, unleashing over 6,000 bombs in six days. This included white phosphorous bombs that cause continued suffering through severe burns and organ failure. This devastation has wiped out entire families and neighbourhoods, destroyed universities, and has targeted hospitals and other places of refuge. All vital services including electricity, water, food and medicine remain cut off to Gaza. We decry this siege as an intentional widespread and systematic attack on the Palestinian civilian population. 

Beginning with the violent Nakba of 1948, when militias and then the newly-formed Israeli army destroyed more than 500 Palestinian villages and towns, killing thousands and uprooting more than 750,000 Palestinians from their homes and land, there has been sustained Israeli state-sanctioned violence against Palestinians. We echo the statement recently made by Jewish members of Showing up for Racial Justice – Toronto, that the “end to this horrific violence will only be achieved through an end to Israeli apartheid and to all ongoing systemic aggressions towards Palestinian people.” 

Following from our ongoing support for the Palestinian Civil Society call for boycott, divestment, and sanctions, we also echo the demands from unions, academics, and other civil society organizations in Palestine for:

1. An immediate ceasefire
2. Humanitarian aid into Gaza
3. UN protection for Palestinians in Gaza
4. Halting the arms trade with Israel, as well as all funding and military research

We make these calls in light of the increasing intimidation and silencing of pro-Palestinian voices in Canada. As students and workers in Canada, we remain dedicated to fighting against Canada’s own settler-colonial violence. We vehemently reject the conflation of Palestinian solidarity with violence, terrorism, or anti-Semitism. This conflation works to obscure and maintain the devastating state-sanctioned violence against Palestinians as well as embolden those who are engaging in Islamophobic attacks. 

Unfortunately, the administration at York University has made it clear that there is no space on campus to organize around these demands, or those fought for by the global movement for boycott, divestment, and sanctions. Last week, York University’s administration condemned student unions who showed support for Palestine and who called for an end to settler-colonial violence. CUPE 3903 unequivocally condemns this violation of our rights as academics, students and union members. The silencing of discussion on Israeli apartheid by York University administration is nothing new and we must stand together to refuse this silencing and repression. We will continue to support other students, unionists, activists, and scholars who stand against apartheid, genocide, and state-sanctioned violence.

We call upon the York University administration to immediately:

1. Cease their intimidation of student and worker activists, and protect students and workers from external intimidations.
2. Commit to no reprisals or disciplinary actions for students and workers showing solidarity with Palestine.
3. Divest from weapons and arms manufacturing, and end support for Israeli apartheid.

We will not be silenced as Israel escalates its collective punishment of Palestinian civilians.

Resources:

https://bdsmovement.net/resources

https://www.labourforpalestine.com/resources

https://www.faculty4palestine.ca/

https://stopthewall.org/

Nominations Open for Interim Secretary-Treasurer

The position of Secretary-Treasurer has become vacant due to resignation and needs to be filled by November 1. The Executive Committee has decided to open nominations for a candidate to be pro-temmed (temporarily appointed) at the October 26 Executive Committee Meeting, as per Article 14 V. (b) of the bylaws. Nominations for a full by-election will open in November.

Any member in good standing is eligible to hold this position. For more information or to nominate yourself for the position, please email Chairperson Stephanie Latella at
cupe3903chairperson@gmail.com by noon on October 26.

Notice: Nominations to Re-open for Trustee Position!

Nominations are now open for the role of Trustee. Generally, one trustee is elected each year, and sits for a three-year term (So that the committee has a total of three members each year, two of which have prior audit experience). This position is to finish a previously held Trustee term, which is set to end in April 2024.  Honorarium: $1000 per member per year.

The trustees review and audit the union’s accounts to ensure compliance with all legal requirements and to ensure transparent and legitimate usage of all union funds. Though this is a short term placement, we need a member who is available immediately to help audit. We have not been able to receive cost-share funding from CUPE national because of a backlog in audit reports.  It is crucial we find an available and committed member to help ready the reports! 

Interested members should email Ali Gholami, VP Unit 1, cupe3903vpu1@gmail.com to nominate themselves or for more information. The deadline for nominations is 5 pm, Tuesday October 24th

If there are more nominees than positions, an election will be held at the November GMM. Otherwise, nominees will be acclaimed to their position.

If it is a contested election, nominees will be notified of their candidacy and are then welcome to send a short written candidate statement (max 150 words) for inclusion in the GMM package. There will also be time at the GMM for nominees to briefly speak about their candidacies if they wish.

BT digs into (counter)proposals and meets members who are hungry for change

Bargaining Report Back: Week of October 2

There were no bargaining meetings this week, which gave the newly complete bargaining team a chance to focus on the big picture of Union proposals (what proposals still need to get written, what other needs members are expressing), organize our responses to the Employer’s proposals, go back to our timeline to update it based on where we’re at now, and meet with members at the Oct. 3 BBQ.

Meeting the challenge

At our Oct. 2 bargaining team (BT)  meeting, we had an exciting moment of realizing that for the first time since 2017-18, all three units are represented by a full slate of members. We are really looking forward to how much more we can win on wages, equity, and other pressing issues with this many hands and minds devoted to bargaining.

Even though we were not at the bargaining table with the Employer (ER) or meeting with the membership, the BT had many meetings this week! From our regular BT prep meeting, as well as unit-specific caucuses and subcommittees on equity and benefits, BT members discussed the proposals that are still in the process of being drafted, and how to ensure we are capturing the issues that are most pressing for members.

For example, the Unit 1 caucus met with members of staff and the executive to discuss strategies and priorities for Unit 1-specific proposals around the fellowship and minimum funding guarantee, intellectual property, ER overpayment, and the rights of members to determine the mode of delivery of certain duties. We plan to present these to the membership at the Oct. 31 GMM. The Unit 2 caucus met with a member of the Bargaining Research and Preparation Committee to hear details of people’s write-in answers, and to focus on answers from members in Nursing, and about Practicum Kinesiology and Integrated Physical Activity for Life (PKIN and IPAL). As such, at our Oct. 12 SGMM, the BT will present a list of all the current and planned Unit 2 proposals. 

The Employer’s overreach

We also did a close review of the Employer’s (ER) proposals so far, and what we saw confirmed that  the ER wants to bring concessionary language into our collective agreements (CA). As we previously detailed in the July 31 and Sept. 4 bargaining reports, the ER’s proposals on discipline seem invested in extending their powers, while proposals on harassment seem invested in reducing the strength and protections of our union.

We are very clear as a bargaining team that concessions are non-starters, and we have heard the same from membership each time we present the ER’s proposals at (S)GMMs. At the Oct. 12 SGMM, we’ll report more on our counter-proposals or responses to ER proposals–AND, in keeping with our process of open bargaining, members can see the process in action at our Oct. 11 bargaining meeting! You can see more details about that and other meetings below, and we want members to know you are free to come and go from our meetings with the ER as your schedules require: you don’t have to show up right at the start or stay until the end–but of course, if you can stay, please do!

Getting the timing right

As folks may already know, earlier in the summer the BT laid out a timeline for bargaining that captures our own process as well as the steps required by the Labour Relations Act. You can see the timeline here–as well as a primer on bargaining! Back then, we were contemplating an accelerated process that would have had bargaining culminate in the Fall. With further discussion about mobilizing the membership, taking time to be able to work together well as a bargaining team, and drafting proposals to address entrenched inequities and newer hardships, including those produced by Bill 124, the BT in consultation with the executive and the membership slowed the process down. We are working on a new proposed draft of the timeline; stay tuned for more at either the Oct. 12 SGMM or the Oct. 31 GMM!

Members hold the (BBQ) line

Finally, the annual 3903 Welcome Back BBQ on Oct. 3 was a big success! The very long line of folks waiting for lunch tells us that 3903 members are showing up for Union business; it’s also worth thinking about how much people need and deserve affordable (even free) food. Members of the BT and the executive as well as rank and file members were on hand to cook and serve food, answer questions about bargaining, connect with folks from other locals and organizations on campus, and sign people up to the newsletter.

Get Involved: Upcoming Bargaining Meetings with the Employer

We have a busy month ahead. In keeping with the principle of open bargaining, all members are encouraged to attend bargaining meetings (the regular weekly meetings as well the meetings with the Employer).

Bargaining Meetings with the Employer – 

Check the website’s calendar closer to the bargaining dates for in-person location.  

Oct 11, 2023 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZMkcOGsqTguGdZwU2JVIfi2BhN1s0XthqDN

Oct 18, 2023 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZItc-6grTsvHNZScc2vXOTH0Qpjqh398mhs

Oct 27, 2023 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZctfu2tqDsjE9cSFrzy6vffqq_9hKXNlNJm

Bargaining Team Meetings

 Oct 10, 2023 02:00–4:00 PM

https://us02web.zoom.us/j/83844789491?pwd=QzBnaDZzby9VYjJYekJMekFhSXJoZz09

 Oct 16, 2023 11:00–1:00 PM

https://us02web.zoom.us/j/83749454936?pwd=dHE4R1RIeUtBUExDUDIzTmdaSlNVZz09

Oct 17, 2020 Joint meeting of the Bargaining Team and Executive Committee

https://us02web.zoom.us/j/89314435630?pwd=cEtUbWt5SXVZTVc0ZHd1ckI1dkVNQT09 

 Oct 23, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/82680781398?pwd=d1J2Zzh2VXBYZ1VjdFpUQ0lTSkZpUT09

 Oct 30, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/84211348026?pwd=V2lwYnpMbG1VdmRBWHB5bHhqK3Y0UT09

General Membership Meetings

Bargaining SGMM

Oct 12, 2:00-5:00 https://us02web.zoom.us/meeting/register/tZEsdeGgqzgvG9b15oyidFa7Gna36AQZPfIA 

October GMM

Oct 31, 2:00-5:00 https://us02web.zoom.us/meeting/register/tZMvcuyrqT0pE912bq-UA66a0STPK0nosG78 

 Accessibility of Bargaining Meetings 

For the regular bargaining team meetings, Zoom captions will be enabled. For the bargaining meetings with the Employer, CART will be available. If you require ASL interpretation or reimbursement for childcare/caregiver/attendant care or have any other requests for accommodation, please contact our Equity Officer, Nadia Kanani, at cupe3903equity@gmail.com.

Due to the high demand for ASL interpreters, we encourage members to provide, when possible, two weeks’ notice if ASL interpretation is required.

BT holds Employer to account as third month of Collective Bargaining comes to a close 

Bargaining Report Back: Week of September 25

The Bargaining Team (BT) met with the Employer in a short online session on Wednesday, September 27. In addition to presenting the Unit 3 proposals designed to increase transparency in the hiring and costing of Graduate Assistantships, the BT continued to press the Employer to clarify their processes and policies relating to release of Union funds.

Unit 3 Proposals

Unit 3 members of the Bargaining Team (BT) presented  proposals to clarify the Graduate Assistant (GA) hiring and remuneration language within the Unit 3 Collective Agreement (CA). The proposals also aim to increase protections for both MA and PhD graduate students across various faculties. We continue to receive conflicting information from the employer about the process of hiring GAs; who is responsible for covering the group benefits cost associated with hiring a GA; and how GA pay is supplemented by other components of graduate funding enshrined in the CA. While we are confident that these proposals would improve the situation, we continue to be met with obfuscation at the bargaining table.

Employer commits to releasing outstanding CA funds for September 2023

Last week, the Bargaining Team (BT) argued with the Employer’s characterization of some Collective Agreement (CA) funds as “dated items.” The Employer’s position is that they are under no obligation to release funds which are attached to specific dates if the relevant CA is expired. The Employer used this interpretation to initially withhold their full contributions to the Ways and Means Fund and the Professional Development Fund. 

Ahead of Wednesday’s bargaining session, the Employer indicated via email that they will release the balance of these funds as a “friendly gesture.” While the BT is not averse to friendliness, it cannot be the basis upon which policies around funds are established or changed, particularly when those funds are designed to mitigate the financial hardships of our most vulnerable members. Nor can friendliness be the basis for this, or any, collective agreement between employers and workers.

Wage proposals forthcoming from the Employer

In response to last week’s rally for fair wages, the Employer has alluded to forthcoming wage proposals for each of the Unions whose members were affected by Bill 124. When asked by the Bargaining Team (BT) to clarify the timeline for such proposals, the Employer was unable to do so. They have also indicated that these proposals will come after a presentation on the University’s financial situation. Our members are struggling with the rising cost of living and the suppression of wages over the last several years, and we will insist that the University account for our needs alongside their financial interests and decisions.

BT fired up for CUPE 3903 Welcome Back BBQ

Members who want to get to know the Bargaining Team and join bargaining mobilization efforts should come out to the CUPE 3903 Welcome Back BBQ! It’s happening on October 3 between noon and 4 p.m. outside the Atkinson building. 

Get Involved: Upcoming Bargaining Meetings with the Employer

We have a busy month ahead. In keeping with the principle of open bargaining, all members are encouraged to attend bargaining meetings (the regular weekly meetings as well the meetings with the Employer).

Bargaining Meetings with the Employer – 

Check the website’s calendar closer to the bargaining dates for in-person location.  

Oct 11, 2023 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZMkcOGsqTguGdZwU2JVIfi2BhN1s0XthqDN

 Oct 18, 2023 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZItc-6grTsvHNZScc2vXOTH0Qpjqh398mhs

 Oct 27, 2023 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZctfu2tqDsjE9cSFrzy6vffqq_9hKXNlNJm

Bargaining Team Meetings

 Oct 2, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/88961965124?pwd=YTVNaks4NnAxUlNKakt0a1ovRFBDZz09

Oct 10, 2023 02:00–4:00 PM

https://us02web.zoom.us/j/83844789491?pwd=QzBnaDZzby9VYjJYekJMekFhSXJoZz09

Oct 16, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/83749454936?pwd=dHE4R1RIeUtBUExDUDIzTmdaSlNVZz09

Oct 17, 2020 Joint meeting of the Bargaining Team and Executive Committee

https://us02web.zoom.us/j/89314435630?pwd=cEtUbWt5SXVZTVc0ZHd1ckI1dkVNQT09 

Oct 23, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/82680781398?pwd=d1J2Zzh2VXBYZ1VjdFpUQ0lTSkZpUT09

Oct 30, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/84211348026?pwd=V2lwYnpMbG1VdmRBWHB5bHhqK3Y0UT09

General Membership Meetings

Bargaining SGMM

Oct 12, 2:00-5:00 https://us02web.zoom.us/meeting/register/tZEsdeGgqzgvG9b15oyidFa7Gna36AQZPfIA 

October GMM

Oct 31, 2:00-5:00 https://us02web.zoom.us/meeting/register/tZMvcuyrqT0pE912bq-UA66a0STPK0nosG78 

 Accessibility of Bargaining Meetings 

For the regular bargaining team meetings, Zoom captions will be enabled. For the bargaining meetings with the Employer, CART will be available. If you require ASL interpretation or reimbursement for childcare/caregiver/attendant care or have any other requests for accommodation, please contact our Equity Officer, Nadia Kanani, at cupe3903equity@gmail.com.

Due to the high demand for ASL interpreters, we encourage members to provide, when possible, two weeks’ notice if ASL interpretation is required.

BT pushes back on Employer withholding the Professional Development Fund and a significant portion of the Ways & Means Fund and continues other negotiations, approves Equity and Unit 3-specific proposals. 

Bargaining Report Back: Week of September 18

The Bargaining Team had another busy week passing proposals by the membership and presenting them to the Employer. At the meeting with the Employer on Friday, September 22, the BT presented Unit-specific and all-Unit Equity proposals. The BT received a “comprehensive package” of grievance proposals from the Employer that would both cut out steps from the current grievance process and allow the Employer to bring grievances against the Union. 

Employer’s Shifting Messaging on Process

We continue to make progress in approving and presenting proposals, but are being met with employer distraction tactics such as withholding funds or insisting that employer proposals must be accepted as a package. We have been responding to shifting messages from the Employer about how proposals will be presented. The Employer had previously stated a desire for the two parties to engage in a back and forth on the proposals thus far presented. In response, the BT began to formulate responses to individual proposals presented by the Employer. However, running directly counter to what they had previously stated, on September 22nd, the Employer presented the BT with an ‘all or nothing’ package on the grievance process. 

Equity Proposals 

We presented proposals that would see the extension of an 8th year in the priority pool for members of Unit 1 and Unit 3 under OHRC (Ontario Human Rights Code) grounds; would establish more transparency around course directorships with specific information on whether they were granted to those identifying as being in one or more of the designated employment equity groups; and would establish a Union Mentorship Fund where senior members of each unit within 3903 would be trained in connecting with newer members to support them in navigating York processes.

Unit 3 Proposals

The Unit 3 members of the bargaining team passed proposals by the membership that will be presented at the September 27th meeting with the Employer. These proposals clarify and ensure the timely payment of Graduate Assistants and prioritize the hiring of qualified MAs for GA positions.

Union Funds withheld by Employer

The BT is currently in discussion with the Employer around the releasing of the Union’s September 2023 funds. While most of these essential funds have been released to the Union, as per the Collective Agreement, the Employer has not released a significant portion of the Ways & Means Fund, nor any of the Professional Development Fund. The Employer wrongly cites past practices and wording in the Collective Agreement as the impetus for not releasing the funds. This is particularly troubling with respect to the Ways and Means fund, which is where many members go when they are experiencing serious hardship. Knowing how our members rely on the Ways and Means fund in dire circumstances, the last BT spent considerable time working out how to best apportion the 1% restrictions of Bill 124. Our strategy in the 2020-2023 round of bargaining was to increase Ways and Means more than other funds with members’ needs in mind.  The BT spent some time in the September 22 meeting pushing back on the Employer’s attempts to deny our members the full amount of their needed and due funds, and we will continue to push and ensure the rest of these funds get released as soon as possible. 

Data needed for some proposals to be complete

The BT is working hard to complete all the proposals we are bringing to the table as fast as possible while still allowing time for debate, member feedback, and coherent research and strategy. That process is being delayed as we wait on information requested from the Employer going back months. This includes Practicum Kinesiology and Integrated Physical Activity for Life (PKIN and IPAL) job description language that we were supposed to receive at the end of May, and employment equity data that was requested from the Employer in July in order to complete some of these proposals. 

Get Involved: Upcoming Bargaining Meetings with the Employer

We have a busy month ahead. In keeping with the principle of open bargaining, all members are encouraged to attend bargaining meetings (the regular weekly meetings as well the meetings with the Employer).

Bargaining Meetings with the Employer – 

Check the website’s calendar closer to the bargaining dates for in-person location. 

Sep 27, 2023 10:00 AM–12:00 PM (online only)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZwuceirqzopE9Y_Hnn9PdQRDibBVjIoV68e 

Oct 11, 2023 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZMkcOGsqTguGdZwU2JVIfi2BhN1s0XthqDN 

Oct 18, 2023 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZItc-6grTsvHNZScc2vXOTH0Qpjqh398mhs

Oct 27, 2023 10:00 AM–5:00 PM (in-person location TBD)

Register in advance for this meeting:

https://us02web.zoom.us/meeting/register/tZctfu2tqDsjE9cSFrzy6vffqq_9hKXNlNJm

Bargaining Team Meetings

 Oct 2, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/88961965124?pwd=YTVNaks4NnAxUlNKakt0a1ovRFBDZz09

Oct 10, 2023 02:00–4:00 PM

https://us02web.zoom.us/j/83844789491?pwd=QzBnaDZzby9VYjJYekJMekFhSXJoZz09

Oct 16, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/83749454936?pwd=dHE4R1RIeUtBUExDUDIzTmdaSlNVZz09 

Oct 23, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/82680781398?pwd=d1J2Zzh2VXBYZ1VjdFpUQ0lTSkZpUT09 

Oct 30, 2023 01:00–3:00 PM

https://us02web.zoom.us/j/84211348026?pwd=V2lwYnpMbG1VdmRBWHB5bHhqK3Y0UT09

Accessibility of Bargaining Meetings 

For the regular bargaining team meetings, Zoom captions will be enabled. For the bargaining meetings with the Employer, CART will be available. If you require ASL interpretation or reimbursement for childcare/caregiver/attendant care or have any other requests for accommodation, please contact our Equity Officer, Nadia Kanani, at cupe3903equity@gmail.com.

Due to the high demand for ASL interpreters, we encourage members to provide, when possible, two weeks’ notice if ASL interpretation is required.