Human Resources news
On May 2nd the University signed a tentative agreement with AGSEM invigilators on all items remaining to be negotiated. It was signed in the presence of the government-appointed arbitrator who has been involved in these negotiations since the fall of 2012.
At the April 23 bargaining session, the university submitted its proposed plan concerning the scheduling of resources in food and dining services. The union examined the proposal and made suggestions leading to an agreement, which the university will present for ratification at the next meeting, scheduled for May 7.
At the April 17 bargaining session, the parties ratified the clause covering the number of refusals before having facilities management employees’ names withdrawn from the overtime list. The union suggested some language changes that will be integrated in the next draft.
At the April 5th bargaining session, the parties ratified articles relating to employee changes and definition of terms. The procedure to be followed when an employee returns to his or her assignment of origin was clarified and the definition of additional hours is now included in the definitions.
As part of the cost-savings measures recently announced by the University, McGill today launched its 2013 Voluntary Retirement Program for eligible administrative and support staff aged 60 and over, before December 31, 2013.
The parties met on March 20th and discussed a number of items. On job postings, the union outlined its proposed changes. The parties reached a tentative agreement and a revised proposal will be presented at the next meeting, set for April 5.
At the March 13 bargaining session, McGill submitted a proposed text on the job postings process, which includes changes discussed at the last meeting. The SEU bargaining committee will review the document and submit its comments and suggested changes at the next meeting, set for March 20.
On March 1, 2013 the University, with the assistance of the Pay Equity Commission, reached an agreement on pay equity maintenance with MUNACA. As a result of this agreement, some staff members within the MUNACA, SEU, M and academic employee groups, who occupy certain predominantly female job classes, may receive a pay equity adjustment. Affected staff will receive a retroactive paym
Members of AMURE voted in overwhelming majority to ratify the tentative agreements relating to research associates and research assistants. Voting sessions were held on both the downtown and Macdonald campuses. Both negotiation parties are satisfied with the outcome of this first collective agreement and the process of joint communications conducted throughout the talks.
The parties met on February 19 with the university presenting its proposal on employee changes resulting from job postings. After some discussion, the parties ratified both the English and French versions of the proposal. The parties also discussed separating Food and Dining Services from Residences. Those discussions will be pursued at the next bargaining session, set for March 13.
For the fifth consecutive year, McGill has been named one of Montreal’s Top Employers, as selected by the editors of Canada’s Top 100 Employers. Employee development, pension plans, staff fitness programs, reduced summer hours and a host of environmental and sustainability initiatives are just some of the reasons given for McGill’s inclusion among the city’s top-ranked employers.
Now that our colleagues have returned to work, it is critical that you, as the manager or academic, take the time to think about how you will reintegrate your employees back to the work environment. Below you will find guidelines that will assist you in reintegrating your staff during this critical time.