Hello fellow YUSA Members:
Since our last update on October 25, the YUSA Bargaining Committee met with the Employer on November 5, 14 and 15. Both YUSA and the Employer have shared additional proposals and counter-proposals at these meetings.
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Update on Employer Proposals
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On November 15 the Employer shared a consolidated document with YUSA - this essentially collects all of the Employer’s non-monetary asks/proposals in one document.
While the Employer has withdrawn some concessionary proposals which would have made conditions worse for you and your fellow YUSA colleagues, many of these proposals still remain.
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The Employer continues to propose the following concessions to the Collective Agreement that would diminish your rights:
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- Article 10 - Seniority: Limit the amount of seniority you would accrue while on sick leave or LTD.
- Article 11 - Discipline & Discharge: If you are on a leave of absence greater than 10 days the time until discipline is cleared from your employee file will be paused until you return.
- Article 12 - Job Posting: Numerous egregious changes that would make it more difficult for you to move into another role at York.
- Article 14 - Job Evaluation: The Employer wants to use your union dues to pay for work your YUSA colleagues do on the Joint Job Evaluation Committee; also, they want to shorten the amount of time you have to submit Job Evaluation documents.
- Article 15 - Layoff and Recall: An increase of the change in location distance to 25km, meaning that you could be moved between Keele, Glendon, Markham, and the downtown locations (OPD and NMC) without notice and without the current protections of Article 15.
- Article 19 - Sick Time: The Employer wants to limit your banked sick time to a maximum of 75 days, meaning your current sick bank would be cut down to 75 days (currently you can accrue unlimited sick days) AND they will limit the sick days you can use for sick dependents (children, parents) to a maximum of 10 days per calendar year!
- Article 26 - Hours of Work and Overtime: The Employer wants to be able to change your working hours with only 15 days notice, down from the current requirement of two months notice; and, force you to use accrued overtime within six months otherwise your manager has the right to schedule you off when they choose.
- Article 27 - Paid Holidays: The Employer refuses to provide two full weeks of paid time off over the winter break, unlike TMU and University of Toronto.
- Article 34 - New Employee: The Employer wants to extend your probationary period to six months (from four months), and wants to extend it to 12 months for members working under 24 hours per week (from seven months).
- Article 35 - Pre-Retirement: The Employer wants to delete this Article, which can provide you with extra vacation days if you are close to retirement.
- Co-op Students: The Employer continues to push for the right to hire unlimited co-op students to replace vacant YUSA jobs, which we see as a threat to your job security and that of your fellow YUSA members.
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YUSA will be meeting with the Employer on more dates in November (28 & 29), as well as December (9, 10, 18 & 19) for further bargaining.
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In Solidarity, your 2024 Bargaining Team,
Scarlett Farquhar (she/her/elle), Chair, Glendon Representative
Lorraine Mar (she/her), Co-chair, Member at Large
Oliver Barich (they/them), Grievance Committee Representative
Jennifer Ferdinands (she/her), Member at Large
Zeripha Moses (she/her), Long -Serving Member
Sonny Day, President
Wanda Hollingshead, 1st Vice President
Sandra Bell (she/her), 2nd Vice President, Ex-Officio
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Copyright © 2024 York University Staff Association
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YUSAPUY (York University Staff Association – Association du Personnel de L’Universite York) was founded in 1970. First established as an association, it was certified as a union five years later, on December 10, 1975, and today represents thousands of workers at York University in Toronto, Ontario.
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York University Staff Association | 190 Albany Road, 2nd Floor, Suite 203
4700 Keele Street
Toronto, Ontario M3J 1P3
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