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.
At the February 2 session with AGSEM TAs, the university proposed an amendment to the clause on discrimination and harassment, in response to the union’s concerns about having information on all possible recourses at their disposal in such circumstances. The parties were unable to reach an agreement.
At the January 23 session with AMUSE floor fellows, the parties discussed the inclusion in the collective agreement of descriptions of roles and responsibilities and values. More specifically, the union wants the focus to be on harm reduction and anti-oppression as key issues they must deal with in their work.
The parties returned to the bargaining table on January 12. The university gave the union the French version of the agreed to article on selection and appointment; it will be reviewed by the union and should be ratified at the next meeting. The parties reviewed the list of resolved items and discussed some of the pending items. This provided a clear common understanding of the status of negotiations and plans for upcoming topics.
The university met with MCLIU course lecturers and instructors on Dec. 17 and is pleased to report that the parties have reached an agreement in principle on the core issues discussed during the last three bargaining sessions.
The parties met on December 17 to discuss whether a temporary alternative work arrangement (TAWA) could be considered as an adequate vehicle to address the union’s proposal to reduce work hours prior to retirement and to address work-life issues with regard to their work schedule.
The parties examined the parameters of the TAWA offered to some other employee groups and discussed at length its applicability within the various trades groups. The parties agreed to further assess this possibility and to pursue the discussion at the next meeting, scheduled for February 3, 2015.
The parties met on December 12. Two articles were discussed on this last day of negotiations in 2014: positions, and selection and appointment.
The parties met on December 5 for a half day and exchanged proposals and counter-proposals. They continued to discuss the following articles: purpose of agreement, union recognition and scope of application, management rights, definitions and relationships. The parties were not able to reach an agreement at this time, with the union’s proposal for the collective agreement to reflect the core values representing the work of floor fellows being the main issue.
McGill’s floor fellows were certified in May 2014. The parties held their first bargaining session on October 31, where they exchanged proposals. The session also included a presentation of floor fellows’ roles and responsibilities and their objectives. Finally, the parties discussed how the bargaining process should unfold, preferred dates for negotiations, timelines and communications. Floor fellows are affiliated with AMUSE/PSAC. The bargaining unit represents approximately 75 employees.
Second bargaining session with floor fellows
At the bargaining session of December 3, the parties established the 2015 calendar of negotiations with six dates set until late April.
The parties made minor adjustments to articles discussed previously. They agreed on the French and English versions of the article on work hours for employees working as stationary engine mechanics at Macdonald campus. The parties also agreed on final bilingual versions of articles concerning bereavement, list of positions and management rights.
The parties met on September 24 to discuss the mechanism of potentially implementing technical support roles. Although the parties see the advantages of introducing such roles, no agreement was reached as the parties could not agree on the description to include in the collective agreement or on the premium to be paid.
McGill and SEU (trades) discuss change to a bi-weekly pay frequency
McGill met with AGSEM teaching assistants on October 10. After a final review of the article on disciplinary measures, the parties ratified the bilingual version of the document. Highlights include clarification of the process, more specifically the amendments related to the union’s presence during disciplinary measures, the possibility for employees to submit their version of the facts and the delay to issue in writing the decision on disciplinary measures.
On September 17, the parties discussed the issue of vacation scheduling in the last week of the reference year, which has since been ratified by the parties and will be applied to the three collective agreements.
McGill and SEU (facilities) discuss phased retirement
Seven policies included in the Personnel Policies & Procedures manual have recently been revised and are now available online. For more information click here.
The following personnel policies have been revised effective June 1st, 2014:
- Salary Administration, which now includes Overtime policy