Bargaining Team Reaches Tentative Agreement!

After a long, intense weekend of bargaining in which both sides exchanged multiple passes, the Employer delivered what it characterized as its final offer to the Union on Sunday afternoon. At 9:00 p.m. Sunday, the CUPE 3903 Bargaining Team agreed to sign a Memorandum of Settlement with the Employer and to send the deal to the membership for ratification.

In our last pass to the Employer, delivered at 1:30 a.m. on Sunday morning, we had continued to push for improvements for all three units. In response, the Employer’s final offer contained some meaningful improvements, including an additional 0.25% in the second year of the retroactive wage period, an increase to Graduate Financial Assistance (GFA) for Units 1 and 3, an additional six LSTAs (Long Service Teaching Appointments) for Unit 2, and, for all units, a guarantee of at least 90 percent remediation pay for completing Winter 2024 contracts. (The final 10 percent will be subject to a remediation process based on the work remaining to be completed and, for Units 1 and 2, the number of students remaining in tutorials and courses.)

Over the weekend agreement was also achieved on a number of crucial funds: the Mentorship Fund, the Child Care Centre Fund (finally bringing amounts for both Lee Wiggins and the Co-op up to a workable number), the UHIP fund, and the support fund for Racialized Members Experiencing Violence, Harassment, and Discrimination. These gains in funds will make a tangible positive impact on members across a broad spectrum of needs.

After months of work and motivating by the Union, the Employer finally accepted our proposal to create a Mentorship Fund. The Employer also introduced a new proposal, a Letter of Agreement on a Severance program for PKIN instructors.

Although we didn’t achieve everything we wanted to in this round of bargaining, we have obtained some notable gains that make this deal—the best we could get under the circumstances—worth endorsing. Our final wage gains over the six years of the Bill 124 period (2020–23) and the renewal collective agreement (2023–26) are well below both what we were seeking and what our members deserve. But at 14.8% (or 17.8%, inclusive of the 1% per year already earned during the Bill 124 period), they are sector leading in many ways and that itself is an achievement.

The CUPE 3903 Executive Committee is currently working out the logistics of the ratification vote, which will be held at this week’s Strike General Membership Meeting. (Date and time to be confirmed.) As per the Union’s Bylaws, voting will take place during the SGMM, at which the Bargaining Team will explain the tentative agreements, and for two hours afterward. Our strike will continue until the membership votes to ratify. Thank you to all the members who have held the lines for the past seven weeks and who joined us in bargaining this weekend, including for our marathon 16-hour Zoom meeting on Saturday. And thank you to our incredible and devoted staff for their support and advice throughout this process, particularly during our final push this weekend. The Bargaining Team looks forward to discussing the tentative agreements with members this week and to our eventual return to work. 

Bargaining Team report April 13, 2024

The employer indicated that they would join us at 11:15 AM.  Before they joined us, we made a plan for the process of the day and collected questions for our staff about what kinds of protections members would need to see in back-to-work protocols.

The Employers joined us as planned to share their latest pass. It contained little movement or improvement on wages (0.1% in the first year of the renewal agreement), but it did contain some agreement on a number of crucial funds: the Mentorship Fund, the Child Care Centre Fund (finally bringing amounts for both Lee Wiggins and the Co-op up to a workable number), the UHIP fund, and the Support for Racialized Members Fund. These gains in funds will make a tangible positive impact on members across a broad spectrum of needs.

After months of work and motivating by the Union, the Employer finally accepted our proposal to create a Mentorship Fund. The Employer also introduced a new proposal, a Letter of Agreement on a Severance program for PKIN instructors. We spent the afternoon going over the Employer’s pass and then creating a new pass, which was presented in the late afternoon.

We responded with a pass at 4:45 PM, which involved the difficult decision to withdraw some significant proposals where we saw no response over multiple passes and motivations. We withdrew our remaining benefits proposals and the U1 fellowship proposals in order to get to a fair deal that would best meet the needs of our members.

We did keep firm on the GFA, raising it slightly to balance the drop of other proposals. We also provided multiple counters for the Employer, including coming down on wages by 0.5% (0.1% in the first retroactive year, and 0.4% in the first renewal year); moving on our ask for Ways and Means; proposing $2500 per year for Post-Retirement Benefits; and offering two options of possible LSTA proposals.

In response to our 4:45 PM pass, the Employer promised a further pass at 8:45 PM. We spent the early evening conceptualizing our Return to Work Protocol.

The Employer joined us at 8:45 PM, and they showed us their latest pass, which included an ATB increase of 0.25% in the third retroactive year. With movement, finally, on executive service, as well as agreement to the Time-Limited Severance Program, we are starting to see the possibility of a pass that we would consider bringing to our members. Much depends on what can be agreed to in the Return to Work Protocols, where we need to see a simple process for members to be fully compensated. The individualized approach to compensation that was part of the 2018 protocols was an administrative headache, only seeing completion recently, so the BT aims to push back against this.

With a view to emphasizing the remaining proposals that would most benefit our members, the BT spent the next few hours making our next pass, which we sent to the employer around 1:30 AM on April 14th.  After taking time to consider where movement had stalled despite the BT’s best efforts throughout, we made the tough choice to further refine our package and dropped several proposals. Having repeatedly motivated and explained our proposal for workplace accommodations for racialized members experiencing racial discrimination, harassment, and violence, and having first moved to make it a pilot project, and then a Letter of Agreement, with no uptake from the Employer, we determined it was time to consider a different strategy to ensure that proper accommodations programs are developed for racialized members of CUPE 3903.

Also, after multiple concerted efforts to preserve the technological protection proposal, it was cut to hone the package in on the most critical member concerns.  Nevertheless, we still think our pass would be one that our membership would be proud of accepting and contains significant, meaningful gains. Now, what remains is to see if the employer will follow through on their purported priorities.

Bargaining on April 14th is scheduled for 11:00 AM to 5:00 PM. All members are welcome. You can register for the meeting in advance with your employee number by using the following link:

https://us02web.zoom.us/meeting/register/tZ0uf-morz0jHtLmgMOEH4qwM5h2f4PVTAkw

Bargaining Team report April 11, 2024

Unlike previous bargaining sessions this week, the Bargaining Team asked the Employer to meet with us at the start of the day, in order to present the comprehensive packages we had sent them at the end of the day on April 10.

In our presentation, we highlighted several areas of significant change to all-units and unit-specific proposals.

1. On across-the-board (ATB) wages, we came down by 1% (distributed 0.25% in the third year of the retroactive period, and 0.25% across each of the three renewal years). We also countered with a modified version of the eligibility language in the Employer’s April 10 pass, to give members more clarity and predictability about their retroactive lump sum payment. Finally, we countered  to include both GIA and GFA in ATB increases.

2. We agreed to the Employer’s Letter of Agreement on workplace accommodations for all three units. This achieves an important gain proposed by the Union to begin to have proper input into setting policy on workplace accommodations.

3. We offered a counter on the Union-administered Childcare Fund for all three units and the amounts allocated to the Lee Wiggins Childcare Centre and the York Co-operative Daycare Centre. The Employer’s April 10 package had the first meaningful offer for the Childcare Centres, but it is still below what they need.

4. We revised our proposal concerning the extension of library and email services to include the formation of a committee to investigate the feasibility of extending these services for retirees and members after their contracts end.

5. In the Unit 2 framework, we offered a revised proposal for the Letter of Understanding (PKINs), which seeks to ensure grand-parenting for PKIN instructors who currently are in effect being deemed not qualified to teach in the IPAL program, despite many years of movement-based teaching and knowledge. This proposal is not only important for the members most immediately affected, it also represents a way to push back against the erosion of seniority.

6. For Unit 3, we countered on Article 10.10 concerning the funding commitment for priority pool members and on the Letter of Agreement (re: the Graduate Assistant Training Fund).

After the presentation, the BT and membership conferred about various details relating to process and planning for the next few days, before the Employer returned  at 2 p.m. with counter proposals.

The employer’s April 11 offer continues to lowball on wages (moving up by only 0.2%), on funding for the Child Care centres (moving up by only $800 each), and they are still denying our position that GFA has historically been part of ATB wages. Notably, the Employer has proposed $4000 per allocation for the Graduate Assistant Training (GAT) Fund while denying the Union’s proposal to allocate any remaining monies in the GAT Fund to be transferred back to the Graduate Assistant Bursary Fund prior to the expiration of the 2023-26 collective agreement. On library and email access, they have agreed to do their own inquiries and report back to the Labour-Management Committee. One significant new movement is that the Employer has finally agreed to our fund for racialized members who have experienced racial discrimination, harassment, and violence in the workplace–though they are only offering $25,000, which is half what we proposed, and coupling those funds with a reporting requirement. They remain resistant to the accompanying accommodations piece, and to the PKIN proposal.

Another notable feature of the Employer’s April 11 package is that they have made it conditional by asking  the Union Bargaining Team to sign off on the offer by 11:59 pm on April 13, and ratification by April 19. They have also indicated that by April 12 at noon, they would be providing us with their proposal on back to work protocols. We have indicated that we will be bringing the Employer our next pass sometime on Friday, and both parties have agreed to continue bargaining on Saturday.  While we still remain far apart on a number of areas of great importance to our members, perhaps most notably benefits as well as Unit 2 job stability, but the Employer has certainly signaled their wish to reach agreement this weekend.

For the final portion of our meeting today, we worked on preparing for the SGMM.

Bargaining on April 12 is scheduled for 9 a.m. to 5p.m. All members are welcome. You can register for the meeting in advance using the following link:

https://us02web.zoom.us/meeting/register/tZItduugrTosHtz-yrywO4rhJ844j7r5jU7_

Bargaining Team report April 10, 2024

We started the second day of bargaining this week by notifying members of the Employer’s email response that acknowledged their receipt of our pass from April 9. The Employer  promised they would be bringing new comprehensive packages for all three Units to the Mediators at 1:30 p.m., and that they would meet with the Union at 1:40 p.m.

We used the time before the meeting with the Employer to discuss our plan for the day and to begin work on our next pass.

At 1:40 p.m., the Employer joined the meeting and walked us through their latest pass, wherein they increased their wage offer by 0.25% (in the last year of the renewal agreement), responded to Unit 3’s proposals—and continued to not engage with the Union’s proposals on accommodations and supports to address racial discrimination, harassment, and violence in the workplace.

By email, the Employer indicated that they did not agree to our proposal on a commitment to funding for priority pool members in Unit 3. However, they did provide a response on a Letter of Agreement (LoA) concerning the Graduate Assistant Training (GAT) Fund. We have agreed to some of the language proposed in the LoA, though we have offered a few counters, namely to open the program to all faculty members and to roll over unused funds into the subsequent collective agreement years. In our most recent pass, we continue to highlight that the Graduate Financial Assistance (GFA) should be pegged to across-the-board wages for Units 1 and 3 members. We have also offered a counter on the extension of library and email use by suggesting the formation of a committee to investigate the feasibility of the service. 

The Employer confirmed that we will be meeting with them tomorrow to review our April 10th pass, which went out just after 9:00 p.m.

Bargaining on April 11 is scheduled for 10 a.m. to 2 p.m. All members are welcome. You can register for the meeting in advance using the following link:

https://us02web.zoom.us/meeting/register/tZAuf-GtrTsqEtIVH-tEh06qjUBQ4YCX3iRl

And, a reminder that we have a SGMM from 4 to 7 p.m., please register here:

https://us02web.zoom.us/meeting/register/tZIsc-ypqjgjHdbaKO4UDsOxju8bTDWKvhrp 

Bargaining Team Report April 9, 2024

Prioritizing Unit 3 positions, equity support and accommodations, and protections from technology changes

The morning began with an email from the Employer responding to our questions about the process for bargaining this week. The Employer’s position was that they would await a pass from us before joining us at the table. Since they provided us with an April 8 comprehensive package, and with a plan for a next set of priority items, the Bargaining Team spent the morning preparing documents to present at 2:30p.m.

In this pass, we are concentrating on restoring Unit 3 positions, new and complimentary supports and accommodations for racialized members experiencing racial discrimination, harassment, and violence in the workplace, and bringing consistency to language on protections from technology changes for all units. In addition to making some modifications within each of those three proposal areas, we also lowered across-the-board (ATB) wages by 2%.

We then met the Employer at 2:30 pm, we presented our pass on the Unit 3 collective agreement and highlighted priority proposals for the Employer to engage with. 

Dan Bradshaw, VP Internal Labour Relations and main representative for the Employer, asked CUPE 3903 to submit our proposals for the other two units. The BT then spent the rest of the afternoon finalizing comprehensive packages for all three units. As of 8:45pm, we have sent the Employer an updated version of our comprehensive packages for Units 1, 2, and 3, including a counter on the Long-Service Teaching Appointments (LSTAs) for Unit 2 and questions about their proposed Letter of Agreement on workplace accommodations. We will resume bargaining tomorrow at 10am, when we await the Employer’s responses to our full packages for all three units. 

Bargaining on April 10 is scheduled for 10a.m. to 5p.m. All members are welcome. You can register for the meeting in advance using the following link: https://us02web.zoom.us/meeting/register/tZUudu-pqz4qGtalEVd5nV-VtuP-rXh8tQ32 

Bargaining to Resume This Week!

Bargaining Team Report, April 3–6

The Bargaining Team spent this past week working on a new comprehensive framework for settlement for each unit. On Thursday, the Bargaining Team sent our latest counterproposals, including the new wage offer we adopted the day before, to the Employer and provincially appointed mediators. 

Late Friday, the Employer agreed to our proposal to return to the bargaining table on Tuesday and indicated that on Monday afternoon they will provide (through the mediators) a response to our latest proposals. We have yet to hear from the mediators but assume they will support the will of both parties to return to the table.

See our summary and comparison chart for an overview of our remaining proposals and changes made since bargaining broke off on March 25.

The full text of our April 4 frameworks can be found at the links below:

• Unit 1 Comprehensive Framework for Settlement
• Unit 2 Comprehensive Framework for Settlement
• Unit 3 Comprehensive Framework for Settlement

CUPE 3903 practices open bargaining, and members are welcome at all meetings. The Bargaining Team will be meeting on Monday, April 8, 4:00-6:00 p.m. Bargaining meetings with the Employer on Tuesday and Wednesday (and possibly Thursday) from 10:00 a.m. to 5:00 p.m. have yet to be confirmed. Advance registration is required for bargaining meetings with the Employer. Registration links will be posted to the CUPE 3903 Calendar. 

Bargaining Team Report Back March 29th

Bargaining stalled; Union working to re-start negotiations

During bargaining sessions with the Mediators on March 24 and 25, the Union and Employer reached significant agreement on all proposals in Schedule 1. We also reached agreement on most of the proposals in Schedule 2 with the Unit 3 items moved to Schedule 3 at the Employer’s request. At the end of the bargaining session on March 25, the Union presented counter proposals and questions for the Employer to respond to in the form of a revised proposal of Schedules 3 and 4. However, we did not make further movement on wages given a lack of substantial movement on wages from the Employer. The Mediators responded by informing the Bargaining Team that they would not be inviting the parties back to the bargaining table until further notice. 

Next Steps

Following the bargaining report at the March 27 Special General Membership Meeting, the membership affirmed the Bargaining Team’s ability to make binding, real time decisions at the table. 

At the end of the day on Thursday, March 28, the Bargaining Team reached out to the Employer and the Mediators to urge the Employer to respond to our March 25 6pm package. We have also provided a list of questions on proposals where the Employer has so far been silent or not offered us a counter-proposal. See “The Path to Agreement Requires Reciprocity” for more details. The Union has indicated to the Employer and the Mediators that we are awaiting a response to our March 25 6 pm package and our questions, and that upon receipt of those responses, we are prepared to present a new comprehensive package and resume bargaining. We look forward to the Employer taking these actions available to them to be able to meet us at the table.

Units 1 and 3 are invited to join the Bargaining Team at a townhall on April 1 from 5:00 p.m. to 6:00 p.m. for an update on bargaining and our proposals. https://us02web.zoom.us/j/85602475024?pwd=a01zd0xHNGdzZU9hQURyZGhzRUd4QT09 

The Bargaining Team will also be holding a preparatory meeting on April 2 from 11:00 a.m. to 2:00 p.m. to prepare further and to discuss our next steps. 

https://us02web.zoom.us/j/84919844024?pwd=eStSUmdYaVZZRFRSUXovaXpBc3RQZz09   

Further Bargaining Team Preparatory Meetings include April 3 from from 10:00 a.m. to 12:00 p.m. and April 4 from 10:00 a.m. to 5:00 p.m. to discuss the latest developments in bargaining for Units 1, 2, and 3, and strategize the next steps. All members are welcome!

Keep an eye on 3903.cupe.ca/calendar for all the latest events and meetings.

March 28, 2024

Dear Dan Bradshaw,

CUPE 3903 remains committed to negotiations and reaching an agreement in the near future. This is why on Sunday, March 24 we presented a significantly reduced wage proposal, dropping by 4%. The two bargaining sessions on March 24 and 25 achieved significant progress, with the Union and Employer reaching agreement on more than 20 proposals. At the end of those two days, at 6 pm on March 25, we presented a new comprehensive package to the Mediators. The Employer has yet to provide a response to that package or answer our questions in regards to those proposals. Contrary to what you have shared with the community, we do see a path to a settlement; but the Employer must be willing to come to the table.

In the interest of moving things forward, and taking our cues from your March 16 document, we present you with questions below. With your answers to these questions, and a response to our March 25 6 pm package, we will be in a position to quickly respond with a new comprehensive package that we believe will move us towards a swift resolution.

Sincerely,

The CUPE 3903 Bargaining Team

Questions:

1) Mentorship

This proposal operationalizes recommendations made by multiple reports commissioned by the University. Mentorship provided by experienced colleagues and bargaining unit members offers a critically important source of support for people who have historically been excluded from higher education and who experience barriers as a result of these systemic exclusions. Robust and diverse mentorship programs therefore can serve as an affirmation of the University’s commitments to decolonization and employment equity. Mentorship can also serve the University’s stated goals of employee retention. Having reviewed documents provided by the Employer on February 22, 2024, we find that the University’s existing programs for Unit 1 and 3 members (provided through the Faculty of Graduate Studies) focus on academic mentorship and not on social and peer supports; and the University’s existing programs through the Teaching Commons are an inadequate substitute for the mentorship opportunities offered to our YUFA colleagues. Therefore, we again ask, how is the Employer responding to its own reports’ recommendations for employment equity-focused mentorship programs, particularly for Indigenous and racialized members?

2) Protection from Technological Change

This proposal is modeled on existing language found in the YUFA Collective Agreement (CA) and language from other existing CAs in the sector. Why does the Employer feel that the Union doesn’t deserve protection from new technology as technology changes are escalating? What is the reasoning behind not engaging with this proposal in the context of other Unions going on strike for concerns over the use of Artificial Intelligence (AI) within their sectors?

3) Continuation of Library and Email Usage

a) Post-contract U1/U2
b) Retirees

We would like to understand the Employer’s lack of engagement with both of these proposals. In the Union’s view, the financial requirements would be minimal. By contrast, the benefits would be significant, for example in regards to the ability of Unit 1 and 2 members to begin researching syllabus design and readings before the formal start of a contract. Understanding the Employer’s reluctance would help us better plan the way forward with these proposals.

4) Funds and Accommodations for Racialized Members Experiencing Violence, Harassment, and Discrimination

In response to questions during bargaining, the Employer has not denied the Union’s assessment that racial violence, harassment, and discrimination take place in the workplace and are part of the everyday reality for many racialized members, including at York University. These proposals have been put forward as a response to those real and ongoing experiences; these proposals are also a response to demands the York community has been making for years. The fund in particular is modeled on the already existing Sexual Assault Survivor’s Fund (SASF), which has been part of CUPE 3903 CAs since 2018. In agreeing to contribute to the SASF, the University acknowledged the profound impact of sexual and gender-based violence in the lives of our members and assisted in the creation of a fund that has helped offset the cost of therapy, legal support, and lost wages. Further, through the Centre for Sexual Violence Response, Support, and Education (the Centre), members receive support in coordinating both academic and workplace accommodations, along with accessing additional financial assistance (beyond SASF). By providing this support and removing much of the bureaucratic burden of accessing accommodations, the University is acknowledging the mental health impact of sexual and gender-based violence. The Union wonders what, in the Employer’s view, is substantially different between the needs of members experiencing gendered or sexual violence and the needs of members experiencing racial discrimination, harassment, and violence in the workplace? Is the assumption that survivors of racialized violence do not require the same level of support and care or that the mental health impacts are lesser than those experienced by members who have survived gender-based violence? In the absence of centralized services for members experiencing racialized violence, such as the Centre for Sexual Violence Response, Support, and Education, what direct financial assistance does the University offer its members to access the very services that it has failed to provide? Correspondingly, what is different about the impacts of institutionalized racism and racialized violence that would disqualify our members from having access to the same sort of fund and from receiving academic and workplace accommodations?

5) Grant-In-Aid (GIA) and Graduate Financial Assistance (GFA)

Historically, both GIA and GFA have been bargained for as “across-the-board” increases and have been negotiated in tandem with wages. So far, the Employer has proposed both retroactive wage increases (reflecting the need to correct the unconstitutional nature of Bill 124) and future wage increases. Yet the Employer has proposed no retroactive increases to GIA and no increases (retroactive or future) to GFA. Both GIA and GFA were unconstitutionally limited by Bill 124 and comprise a significant portion of the take-home pay of graduate students.

What is different in this round of bargaining such that the Employer has not included GIA and GFA as across-the-board monetary items?

6) Funding Commitment for Priority Pool Members

What are the Employer’s concerns about standardizing pay for priority pool members in Unit 3 as it is already done for Unit 1?

Preparing for a Forced Ratification Vote:

CUPE 3903 expects that the Employer may call a FORCED RATIFICATION VOTE at some point.

A forced vote is a tool of the employer, they are allowed to use it only once during a labour dispute.  These forced votes are often called when the employer thinks that they might be able to win concessions by bypassing the normal bargaining process.  This could happen at any time, and it might be difficult to mobilize fast enough when it does happen if individual members don’t know to take steps in advance. The employer can only force a supervised vote once though.

That’s why if it happens, you need to vote no!

When it fails, they will be pressured to do what we’ve been wanting to see for the past 8 months: bargain in good faith. Beyond that, you need to vote no in order to ensure fair contracts which include decent wages and a modicum of job security for all three units. Maybe most importantly, we need to be in charge of negotiating our back-to-work protocol, so that we are protected from reprisals and will get compensated for finishing our contracts.

How to prepare for a Forced Ratification Vote:

→Set up your EMPLOYEE email account now, before a Forced RAT is called←

While normal contract ratification votes are administered by CUPE, a forced vote will be run by the Employer. It can be in their interest to suppress voting. Even if you have never set up your Employee email address, your link for a forced ratification vote is likely to be sent there, not to the email address you most commonly use or have on file as your preferred address — and your employee address is not the same as your graduate student address.

The first step is making sure you can access your EMPLOYEE Passport York:

• Please see instructions for setting up Passport York for new employees.

You can verify what your employee email is by logging onto your HR self serve with your Employee Passport York information. To view what your employee email is, please click:

–> Personal Details

–> Contact Details (your employee email will be visible there)

Setting Up an Employee/Central York Email Account

NOTE: These instructions may no longer be necessary. Most employees now automatically have Outlook 365 Accounts through York. Outlook accounts use your Employee Passport York username and password and do not require you to set up a separate password.Try logging in with your employee email login and password to https://outlook.office.com.

If your employee email account has not been set up for Outlook you can follow the following instructions to set your employee email password:

1. Go to Manage My Services and enter the employee Passport York username and password you have previously set up (see instructions above).
2. Under “Manage My Services” should be an ‘Activate Your Email Service’ link, click on this link.
3. You must agree to the “Appropriate Use Policy for Electronic Mail Services” by clicking on ‘I Agree’ to continue.
4. You will then be taken to an “Activate New Service” page where you can set a password for your employee email account by entering a new password and clicking ‘Submit’.  Guidelines for acceptable passwords are given on the page.
5. Once your password has been submitted (and no error messages received) you now have a password for your central email account, and can log out of Manage My Services by clicking the Logout button (normally in the top right corner).

Some Faculties have Faculty-specific email accounts. Usually CUPE 3903 members are not given a Faculty-specific account but you may contact your hiring unit, department, or Faculty helpdesk for more information. The Faculties with Faculty-supported email accounts are:

• Schulich Email – ends in @schulich.yorku.ca
• Osgoode Email – ends in @osgoode.yorku.ca
• Glendon Email – ends in @glendon.yorku.ca
• Faculty of Education email – ends in @edu.yorku.ca

If you need to RESET your employee password, or if the steps above do not work, you have two options:

1. Visit the York IT office IN PERSON, and show government issued ID or your YU card.  They will reset your password on the spot and you can change your password from their terminal.

Stacey  Building
136 campus walk, rm 107c
Open 8:30 am to 9:00pm

2. Have your department or manager email askit@yorku.ca on your behalf including:

A statement that you are an employee
A statement that you need your EMPLOYEE PASSWORD reset
Your Employee #
A non-york email address at which you can be reached.