Uwaterloo Cupe Agreement

Small answer: you! The bargaining committee will be made up of democratically elected members/workers from the union community. These representatives will then work with CUPE staff to benefit from the experience and knowledge of their employees in negotiating a collective agreement. The agreement is then submitted to membership in a vote for acceptance or rejection. As a basic campaign that is running (for now) 100% digitally, it will take time to collect maps, but organizers are working hard to reach potential members, listen to your employment problems and provide information on union formation. Organizers hope to be able to file the application with the employment agency in the fall and the cards are valid for one year. If the application is successful, a vote will be held a week later, during which all potential MPs will be able to vote; If 50% vote in support, the negotiation process can begin (see FAQ below). As the first collective agreement forms the basis of all future agreements, it is the most important and therefore it takes (about a year) to complete. „We are one of the few universities in Canada where ATTs, RAs and trainers are not unionized, and the result has been unpaid work, uncontested harassment, inconsistent enforcement of rules and limited control over working conditions,” said student Lynne Sargent, a member of the organizing committee. „We chose CUPE because it is a strong grassroots union, with a strong principle of local autonomy and collective agreements that set the bar high for higher education workers.” The first collective agreement is the most important, as it forms the basis of all future agreements. It therefore takes time to ensure that the language is complete and that it covers all workplace issues that members have and wish to address.

This usually takes about a year, although it may take more or less time depending on the local context. You can submit your name for one of these roles (and receive paid training to help you in this job)! The negotiating committee will then conduct a consultation process to identify key issues that members need to focus on in negotiations; they will also take into account feedback during the negotiation process in the event of problems. Finally, all members can vote for or against the proposed collective agreement before it can be adopted and can enter into force. In short, royalties are a pool of resources that members pay to ensure they have the resources to do the things they vote for. They pay for infrastructure to negotiate and enforce the collective agreement, enforce other workers` rights, facilitate democracy and support other rights (health and safety, justice, leave, etc.) under constitutional/labour law. The union also provides professional support through lawyers, research, communication, educational programs for members (for negotiating and managing a local and enforcement/understanding of your rights), and equity officers to support equity rights under the law. In Ontario, CUPE represents approximately 20,000 ATTs/RAs/GAs at 12 universities, including Toronto, Ottawa, York, McMaster, Ryerson and Guelph. We have 8,000 more scientists, such as the. B, meeting ministers, sub-doctors, postdoctoral fellows, technicians and research librarians in 11 institutions. In Ontario, CUPE has a total of 40,000 PES members (academic and support staff) in 80 collective agreements.

Maturities are deducted from pay cheques during the periods/periods during which a member of the bargaining unit works; If you don`t work, you won`t pay them. It is standard that, in the first collective agreement, the bargaining committee attempts to negotiate a wage increase at least equal to the level of levies.