Each year, the financial health of the benefit plans is analyzed and the contribution rates paid by plan members and the University are reviewed to ensure the sustainability of the plans. The results of the analysis have been reviewed with the Staff Benefits Advisory Committee (SBAC) and approved by the Human Resources Committee, Board of Governors of McGill University.
Since the last update, the parties met nine times for half-day negotiation sessions. These meetings were the occasion for the parties to initiate the exchange of proposals to address the issues related to the application of the reserve clause. This clause was the subject of many grievances during the life of the first agreement and is a significant source of disagreement between the parties.
Originally published August 13, 2018; last updated April 8, 2019.
McGill University recognizes staff members’ freedom of association, and its position is that this freedom should be exercised in a fully democratic and informed manner.
The following FAQ is intended to provide information for staff seeking to understand how they may be affected by the MUNACA drive to unionize M1, M2 and M3 employees.
The parties met on Sept. 12, 14, 26 and October 3. They continued discussing the clause on the allocation of courses.
On Sept. 12, the employer raised the issue of the availability of courses to graduate students, a topic that will require further discussions.
As agreed by the parties on Sept. 14, the employer presented a working document that reiterated the objectives of the two parties and suggested possible solutions.
The parties met on Sept. 17 and Sept. 27, 2018. They shared their respective proposals concerning the renewal of the collective agreement, which expired on June 30, 2018. Each party explained its proposals and a discussion plan for the various articles was established. Discussions around the articles pertaining to the objective of the agreement and to the definitions led to agreements which will be ratified at a subsequent meeting.
On Wednesday, October 3, Quebec's Tribunal administratif du travail -- the government body that oversees unionization -- notified McGill that MUNACA has filed six petitions to unionize employee groups.
The parties met on August 30 and 31 as well as on Sept. 5 and 7. They agreed on the content of the French version of the articles on Harassment and Intimidation and on Disciplinary Measures.
As part of their ongoing collective agreement negotiations, the McGill Course Lecturers and Instructors Union (MCLIU) and McGill University met on June 26, 27, and 28, as well as July 6.
On June 26, the parties completed the submission of their respective non-monetary proposals and discussed various aspects of the negotiation process, including the order in which topics will be addressed. They also confirmed meeting dates on July 6 and August 30 and 31.
On June 6, the McGill Course Lecturers and Instructors Union (MCLIU) and McGill University met to begin negotiations with respect to the renewal of their collective agreement, which is currently set to expire on October 29, 2018.
On May 30, AMURE members voted to ratify the terms of a new collective agreement. McGill’s administration has likewise approved these terms, and the parties will meet on June 18 to sign the agreement. It will be posted to the Human Resources website as soon as it has been signed, and will remain in effect until May 30, 2021.
On April 26, an agreement in principle was reached between the parties regarding the terms of their collective agreement. Previously, research associates and research assistants were part of separate bargaining units, whose collective agreements expired in April 2016. They have since merged into a single bargaining unit.
McGill has been selected as one of Canada's top 100 greenest employers in an editorial competition run by Mediacorp Canada.
MUNACA has opted to join the Family Days pilot project, launched in January 2018. As a result, its members are now eligible for Family Days as part of a 17-month pilot project. Like M and Excluded staff, they may now use up to three of their nine paid sick days to care for their sick children, spouses, parents, grandparents or siblings – even when the employees themselves are not ill.
On January 23, AMURE and McGill University reconvened in the presence of a conciliator appointed by the Ministry of Labour to review the status of ongoing negotiations with respect to the collective agreement. The Union obtained clarifications regarding the University’s position on benefits, short-term disability and working hours.
To: Deans, Chairs, Executives, Management and Excluded Staff
From: Diana Dutton, Interim Associate Vice-Principal, Human Resources