After twenty-two days of collective bargaining since 26 May 2017, the parties have made considerable progress, but a number of issues remain unresolved. The union has requested conciliation and the Ministry of Labour has appointed a mediator who will meet with the parties shortly. The new collective agreement is in effect until December 31, 2020 and contains all the conditions of the old collective agreement, which expired on December 31, 2017. Although CUPE 3903 is a single union on the ground, we have three separate collective agreements. Each contains what is called an enforcement clause – it defines the employees who are covered by each agreement. Two fundamental principles define how our collective agreements divide us into units: the type of work to which we are bound by contract and our status as a student (if any) at the time of conclusion of the contract. A worker is always in one unit at a time, but since it is common for the type of work and student status to change from year to year, it is possible for someone to change the units over time. The effective implementing clauses of each collective agreement are indicated below, but as a general rule, the university administration has recommended a salary increase of 6% for all employees in higher education, with the exception of LAs covered by the secondary policy www.cupe3902.org/wp-content/uploads/2018/04/GSU_Unit1TopUp_2016-17Coverage_table.pdf 1973. The Graduate Students` Union (GSU) tried to get the university`s management to negotiate with them, but the administration refused.
Thus, on June 6, 1973, a group of 7 TAs met to do what became CUPE 3902. With a group of volunteers and with financial help from the GSU (which paid an organizer`s salary), they organized to create a union, the first for university students in Canada. You are automatically a member of CUPE if you are an assistant at the university. Members of CUPE Local 3904, Unit One and the bargaining committee of the University`s Board of Governors have both ratified the preliminary agreement for a new collective agreement of the parties. The new agreement is retroactive to August 16, 2017 and has a duration of four years until August 15, 2021. Both sides are pleased to have reached a negotiated solution. Details of the comparison will be announced shortly. The university looks forward to this opportunity to take advantage of the support of the Ministry in Conciliation to reach a negotiated solution that is fair and reasonable. To view the 2011-2016 collective agreement, click here. On September 12, as part of the collective agreement on your orientation, I will give a lecture on your rights and benefits. During the orientation session, I will provide physical copies of the information discussed. Contact me after the date of the event if you were unable to participate.
I will also hold an information meeting on the use of health services in October. Health care continues in the same way as the previous collective agreement, with some additions. There is an increase to a maximum of $15,000 in pharmaceutical coverage per person per year, as well as a combined maximum health insurance of $15,000. The maximum sehab coverage increases from $175 to $225 per year. The maximum vocal pathology is covered by 1300 USD per year and there is a maximum of 1350 USD for dental care. CUPE 3902 has signed fifteen collective agreements for Block 1 since its inception, now with the U of T. The native has had five strikes since its inception. We recently ratified a collective agreement, a provisional copy of which is available here. This agreement is now in force and runs from 12 December 2019 to 31 August 2022.
Please note that the above provisional agreement is being processed for consistency reasons. We will publish the final draft as soon as it is available.. . . .