At the April 23 session, the parties discussed the mechanisms of attributing drivers’ rates during the winter season as more drivers are required for snow removal. The parties discussed the feasibility of having a uniform practice and the same language in the collective agreements of both campuses’ trades groups. This led to an exchange of proposals from each party but no agreement was reached at this time. Since no other negotiation dates are set, the parties are trying to fit extra negotiation days into the calendar before the end of June.
If you know of colleagues or teams who did outstanding work this past year, the Principal’s award for administrative and support staff is a great way to recognize their effort. This year, the call for nominations is being launched in April. The deadline to submit entries is Monday, June 15, at 5:00 PM.
Launching the program earlier eases the process of completing the nomination forms before the summer months, when it becomes more difficult to complete entries with all the required endorsement criteria.
The parties met for a full day on April 10 and reviewed several articles and letters of agreement pertaining to non-monetary and monetary items which will eventually be integrated in a global settlement. Items such as work uniforms, shift and other premiums as well as vacation scheduling were reviewed, finalized and ratified by the parties. Since other non-monetary and monetary elements are still being discussed, the parties agreed to meet on June 15 and 17.
The parties met for a half day on March 25. The university presented the text of a letter of agreement concerning work-life balance. The union reviewed the proposed text and suggested some improvements which were included in the final version, signed by the parties on that day. The next meeting will take place on April 22.
The parties met for a full day on March 23 and discussed at length several non-monetary and monetary elements that had been broached in previous meetings. This led to a proposal and a counter proposal from the parties, leading to significant progress. Since many topics were initiated, the university agreed to put in writing all agreements being contemplated for the parties to review at the next meeting, which will take place on April 10.
The parties met for two half days in presence of the conciliator recently appointed by the Ministry of Labour. During the first meeting, the parties detailed the progress made during the eleven days of negotiation since August 2014.
Although most of the elements brought forward by the parties at the beginning of negotiations are now resolved and ratified, some unresolved non-monetary items along with all monetary elements were flagged as requiring further discussion.
Following the March 13meeting, at which time the university presented three key documents – code of conduct (values), roles and responsibilities, article on training and development – during the March 20 meeting, the union indicated its position on these documents.
The union expressed its overall satisfaction with the code of conduct (values) and the roles and responsibilities documents. With minor adjustments, the parties were able to reach a consensus on these two documents.
At the March 11 meeting with SEU trades, as agreed, the union presented a proposal concerning ways to facilitate a work-life balance approach at work. This proposal led to several exchanges after which the parties finally reached an agreement. A written proposal will be submitted to the union at the next meeting, set for March 25.
Following the union’s presentation of its monetary demands on March 9, the university presented its monetary proposals and explained the rationale motivating its offers. The university also explained what comparators were used to benchmark its competitive situation. The parties reviewed in detail the university’s offers. The union’s bargaining committee members received responses to several questions asked about the university’s proposals. Discussions on both parties’ monetary proposals will take place at the next meeting, scheduled for March 30.
At the March 9 meeting with teaching assistants, the union presented a document summarizing the issue of criteria linked with priority hiring. It also identified its preferred forum to discuss this issue. Discussions concerning this document will take place at the labour relations committee instead of during negotiations.
The union also submitted a document that includes its monetary demands and responded to the administration’s questions. The university committed to presenting its monetary proposal on March 18.
On February 24 and 25, the parties engaged in two intensive days of negotiations. They discussed monetary items and will continue discussing this topic at upcoming meetings. The parties turned their attention to discussing still unresolved non-monetary items such as sick days and change in pay frequency.
The parties also discussed forming a committee on pay equity. This committee, which will hold separate meetings, will focus on the effects of the application of pay equity in managing the collective agreement.
For the seventh consecutive year, McGill has been named one of Montreal’s Top Employers, as selected by the editors of Canada’s Top 100 Employers.
On February 3rd and 4th, at the union’s request, negotiations were held in the presence of a government appointed arbitrator. At these last two bargaining sessions, the parties discussed monetary matters. At the February 4th meeting, the union rejected the University’s proposal to increase on January 1st of this year the value of a “standard” contract (39 contract hours) from $7,200 to $7,600 and to guarantee bringing it to a minimum of $8,000 on January 1st, 2018.
At the February 4 session with SEU (facilities), the parties started discussing how to approach negotiating wages. The university accepted to present a detailed proposal on what the approach would resemble at the next meeting, set for February 10.
At the February 3 session with SEU trades, the parties pursued their discussion of temporary alternative work arrangements (TAWA), more particularly as it relates to work-life balance. The union agreed to present a written counter-proposal on this matter at the next meeting, set for March 11.