What is a Family Day?
Following a successful pilot project, MUNACA, M and Excluded employees may continue 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 spouse, child, father, mother, brother, sister and grandparents as well.
How many Family Days are we entitled to?
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.
On Monday, July 3, McGill’s Floor Fellows, represented by the Association of McGill University Support Employees (AMUSE) / Public Service Alliance of Canada (PSAC), signed their first ever collective agreement with the University. AMUSE (Floor Fellows) represents approximately 75 employees on both the Downtown and Macdonald campuses.
Are you looking for ways to recognize top-notch employees? Nominate them for a Principal’s Award and they could be selected for a $5,000 prize, recognition across various McGill communications platforms, and lunch with Principal Fortier. All nominees’ names will be published in the McGill Reporter as well.
· Nomination deadline
August 15, 2017
This memo provides a brief summary of updates to McGill’s Personnel Policies and Procedures, which apply to all M-Level staff and were revised on June 1, 2017. This summary is intended only as an informal synopsis – the authoritative documents are the policies themselves.
The updated policies are:
Lynne B. Gervais, CHRP, ICD.D
Associate Vice-Principal Human Resources
At the end of 2016, our Employee Assistance Program (EAP) and its parent company (Les Consultants Longpré & Associés), was acquired by Morneau Shepell, which also administer the McGill University Pension Plan.
Originally posted on December 9, 2016
Some McGillians have shared concerns about the impact of the government’s ruling on postdocs – specifically regarding the classification of some McGill postdocs as employees, and the payroll deductions and employer fees that this classification entails. McGill shares many of these concerns. And while we must abide by provincial law and apply these changes, we hope to at least clarify the situation as best we can.
Originally posted on December 22, 2016
The Union and University representatives met on December 19, 2016.
As a follow-up to previous meetings, the University made several written proposals relative to: Harassment, Sexual Harassment and Discrimination; Health and Safety; Work Accidents; Postings, Appointments and Reappointments; and Probationary Periods.
The parties reached an agreement and ratified the texts of the articles relative to Work Accidents and Harassment, Sexual Harassment and Discrimination.