MUNACA has opted to join the Family Days pilot project, launched in January 2018. As a result, its members are now eligible for Family Days as part of a 17-month pilot project. Like M and Excluded staff, they may now use up to three of their nine paid sick days to care for their sick children, spouses, parents, grandparents or siblings – even when the employees themselves are not ill.
On January 23, AMURE and McGill University reconvened in the presence of a conciliator appointed by the Ministry of Labour to review the status of ongoing negotiations with respect to the collective agreement. The Union obtained clarifications regarding the University’s position on benefits, short-term disability and working hours.
To: Deans, Chairs, Executives, Management and Excluded Staff
From: Diana Dutton, Interim Associate Vice-Principal, Human Resources
Subject: PERFORMANCE DIALOGUE
Did you know?
As McGill moves closer to becoming a smoke-free campus, you may be eligible for certain smoking cessation products through your Supplemental Health Plan.
The McGill Supplemental Health Plan covers stop-smoking products covered by the RAMQ (patches, gum, lozenges and 2 types of tablets) when obtained with a written prescription from a physician, pharmacist or nurse. Expenses will be reimbursed at the RAMQ's reimbursement level and will be subject to RAMQ coverage limits (duration and quantity). Submit your claims to Manulife as usual.
What is a Family Day?
As part of a 17-month pilot project beginning January 1, 2018, M and Excluded employees will be able to use up to three of their nine paid sick days each year to care for certain sick relatives, even when the employees themselves are not ill.
For which Family members can I use a Family Day?
You may use them to care for your child, the child of your spouse, your spouse, your father, your mother, your brother, your sister or your grandparent.
Get the flu shot, not the flu!
Influenza is a common respiratory illness affecting millions of Canadians each year. A flu vaccine is your best way to prevent the flu!
In March 2016, McGill completed its 2010 pay equity maintenance evaluation for all employee groups, as required by Quebec law. We expected at the time that the implementation phase would take place in the fall of 2016, including retroactive pay increases for certain groups of employees.
Recently a number of McGill email accounts have been used to propagate phishing attempts throughout the McGill community.
On August 28, the parties met in the presence of a Conciliator appointed by the Ministry of Labour. In response to a Union proposal made on June 26, McGill presented a global proposal including all previously agreed upon items, pending items, and a detailed monetary offer.
Following the decision of a government-appointed arbitrator, a three-year collective agreement has been finalized between McGill University and AMURE (Postdocs), effective August 1, 2017. This is their first collective agreement.
The new collective agreement includes benefits coverage for many members of the AMURE (Postdocs) bargaining unit, as well as other changes to their compensation and working conditions.
Dear Postdoctoral Researchers,
Following the decision of a government-appointed arbitrator, a three-year collective agreement has been finalized between McGill University and AMURE (Postdocs), effective August 1, 2017. The new collective agreement includes benefits coverage for many members of the AMURE (Postdocs) bargaining unit.
Please consult McGill’s eligibility requirements to determine whether you qualify for benefits.
On June 26, the parties met for a full day in the presence of a Conciliator appointed by the Ministry of Labour. As a follow-up to previous meetings, McGill presented aggregate information on 2016-17 hours worked by a group of casual research assistants. In previous meetings the Union had requested details on the contracts and hours worked of 32 casual research assistants.