From stuart_ryan at carleton.ca Mon Jan 5 15:59:32 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Mon, 05 Jan 2009 15:59:32 -0500 Subject: [Cupe4600-bargaining] TA Advance; Employer refuses to issue December tuition rebate Message-ID: <200901052059.n05KxMnW025953@smtp-server1.carleton.ca> --=====================_1388861==.ALT Content-Type: text/plain; charset="us-ascii"; format=flowed Happy New Year to all of you. I hope you had a good holiday break. Welcome back to what looks to be an eventful term for all of us. 3 Important Issues for TAs this week 1) TA Advance applications 2) The Employer violates the collective agreement by not issuing the fall tuition rebate 3) Updated contact information needed during our bargaining 1) Because the Employer only issues one pay cheque the first month of every term, as per Article 23.03 of the Collective Agreement, the Union has negotiated a system that allows full-time graduate members who are in real need to receive an Advance in pay of up to $500 by the mid-point of the month. You will need to fill out a form that explains why you need the money now, rather than waiting for the end of the month. You can e-mail the Union at cupe4600 at carleton.ca to get a copy of the application form, or you can download it from the Union Web Site: http://4600.cupe.ca . The deadline for getting the form in to Grad Studies, 512 Tory, is this Friday, January 9 at 4:30 p.m. 2) The Employer violates the collective agreement by not issuing the fall tuition rebate It seems that the Employer uses the collective agreement only when it suits its purposes. TAs were supposed to receive a tuition rebate on the last pay cheque in December , but the Employer decided not to issue the Tuition Increase Assistance , as provided for in Article 23.04 of the Collective Agreement, until after negotiations. The collective agreement is still in force because the Union has not taken the steps as of yet to be in a legal strike position. Neither has the Employer taken the steps to be in a legal position to lock us out. Unless either party takes that step, the current collective agreement is still in force, and the Employer is obligated to issue a rebate equal to the difference between the tuition rate for your respective degree programme now and the rate for the same programme in May of 2005. Under the previous collective agreements that rebate was paid out on the last pay cheque of each term. But not this term. The Union will be filing a policy grievance and is investigating the possibility of filing an unfair bargaining charge against the Employer for changing the working conditions in the middle of negotiations. We are asking members to fill out individual grievances requesting that the rebate be paid on the January cheque. Copies of the grievance will be available at each location for the strike vote next week. We are urging members to fill out the form so the Employer knows how strongly our members feel about this issue. As you know, the Employer has tabled a rolling index proposal that would mean any member who started their TA career at Carleton this fall would not receive any rebate this year, and would get a rebate next year for the difference between the fall of 2009 and the fall of 2008. In future years TAs would not get a rebate their first year and then would receive a rebate equal to the difference between what the tuition would be for that year and what it was for the fall of the year they began their TA career. It seems the Employer has decided to implement its proposal, even though we have not accepted it. This is bargaining in bad faith, and we will not accept it. We have called for a strike vote precisely because we refuse to accept this concession. The University Administration will use the excuse that it would be difficult to pay the rebate out and then claw it back if it were to win its point in bargaining. Funny, last spring they were prepared to dock the pay of those first year members who had not completed the required 5 hours of training, as required by the collective agreement, until the Union intervened. That would have been as difficult for them to do as well, but they were prepared to act within days of the final pay period to do so. One reason we were able to get the Employer to reverse that position because was that it had failed to distribute the collective agreement to the new members, even though it is obligated to do so under Section 5.06 of the Collective Agreement. Once again, we see selective uses of the collective agreement. We are not allowed to do so, and neither will the Employer. 3) Update contact information needed, especially home address. Before the holiday break CUPE 4600 sent a mail out containing important information regarding the current state of bargaining between Unit 1, teaching assistants, and Carleton University. It contained: 1. The latest UpDate (Dec 2008): CUPE 4600, Unit 1 & 2 2. Questions & Answers: Collective Bargaining, Stike Vote, Going on Strike 3. The Bullet: Socialist Project Bulletin If you did not receive this mail out at your home address, please check your departmental mailbox. If you haven't received the mailout in either mailbox, kindly contact the union with your updated contact information and we will send you the information promptly. Thank you. -- J. LeAnne Parrish CUPE 4600 Office Administrator 613-520-7482 --=====================_1388861==.ALT Content-Type: text/html; charset="us-ascii" Happy New Year to all of you.  I hope you had a good holiday break. Welcome back to what looks to be an eventful term for all of us.

3 Important Issues for TAs this week

1) TA Advance applications

2) The Employer violates the collective agreement by not issuing the fall tuition rebate

3) Updated contact information needed during our bargaining

1)  Because the Employer  only issues one pay cheque the first month of every term, as per Article 23.03 of the Collective Agreement,  the Union has negotiated a system that allows full-time graduate members who are in real need  to receive an Advance in pay of up to $500 by the mid-point of the month.  You will need to fill out a form that explains why you need the money now, rather than waiting for the end of the month.

You can e-mail the Union at cupe4600 at carleton.ca to get a copy of the application form, or you can download it from the Union Web Site: http://4600.cupe.ca  . The deadline for getting the form in to Grad Studies, 512 Tory, is this Friday, January 9 at 4:30 p.m.

2) The Employer violates the collective agreement by not issuing the fall tuition rebate

It seems that the Employer uses the collective agreement only when it suits its purposes. TAs were supposed to receive a tuition rebate on the last pay cheque in December , but the Employer decided  not to issue the Tuition Increase Assistance , as provided for in Article 23.04 of the Collective Agreement, until after negotiations.

The collective agreement is still in force because the Union has not taken the steps as of yet to be in a legal strike position.  Neither has the Employer taken the steps to be in a legal position to lock us out. Unless either party takes that step, the current collective agreement is still in force, and the Employer is obligated to issue a rebate equal to the difference between the tuition rate for your respective degree programme now and the rate for the same programme in May of 2005. Under the previous collective agreements that rebate was paid out on the last pay cheque of each term.  But not this term.

The Union will be filing a policy grievance and is investigating the possibility of filing an unfair bargaining charge against the Employer for changing the working conditions in the middle of negotiations. We are asking members to fill out individual grievances requesting that the rebate be paid on the January cheque. Copies of the grievance will be available at each location for the strike vote next week. We are urging members to fill out the form so the Employer knows how strongly our members feel about this issue.

As you know, the Employer has tabled a rolling index  proposal  that would mean any member who started their TA career at Carleton this fall would not receive any rebate this year, and would get a rebate next year for the difference between the fall of 2009 and the fall of 2008. In future years  TAs would not get a rebate their first year and then would receive a rebate equal to the difference between what the tuition would be for that year and what it was for the fall of the year they  began their TA career.
 
It seems the Employer has decided to implement its proposal, even though we have not accepted it.  This is bargaining in bad faith, and we will not accept it. We have called for a strike vote precisely because we refuse to accept this concession.

The University Administration will use the excuse that it would be difficult to pay the rebate out and then claw it back if it were to win its point in bargaining. Funny, last spring they were prepared to dock the pay of those first year members who had not completed  the required 5 hours of training, as required by the collective agreement, until the Union intervened.  That would have been as difficult for them to do as well, but they were prepared to act within days of the final pay period to do so.

One reason we were able to get the Employer to reverse that position because was that it had failed to distribute the collective agreement to the new members, even though it is obligated  to do so under Section 5.06 of the Collective Agreement. Once again, we see selective uses of the collective agreement. We are not allowed to do so, and neither will the Employer.

3) Update contact information needed, especially home address. 

Before the holiday break CUPE 4600 sent a mail out containing important information regarding the current state of bargaining between Unit 1, teaching assistants, and Carleton University.  It contained: 
 
1.  The latest UpDate (Dec 2008):  CUPE 4600, Unit 1 & 2
2.  Questions & Answers:  Collective Bargaining, Stike Vote, Going on Strike
3.  The Bullet:  Socialist Project Bulletin
 
If you did not receive this mail out at your home address, please check your departmental mailbox. 
 
If you haven't received the mailout in either mailbox, kindly contact the union with your updated contact information and we will send you the information promptly.
 
Thank you.

--
J. LeAnne Parrish
CUPE 4600
Office Administrator
613-520-7482

--=====================_1388861==.ALT-- From stuart_ryan at carleton.ca Wed Jan 7 17:45:06 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Wed, 07 Jan 2009 17:45:06 -0500 Subject: [Cupe4600-bargaining] TA Membership Meeting January 12 and Strike Vote January 13-15 Message-ID: <200901072245.n07Mj67n000775@smtp-server1.carleton.ca> Hello everyone CUPE 4600 has scheduled an Information Meeting for Monday, January 12 at noon in 2017 Dunton Tower to discuss the reasons that we have called for a strike vote January 13 to 15. All TA members are welcome to attend. Lunch will be provided. The strike vote will be conducted at four locations Tuesday, January 13 to Thursday, January 15 from 10 a.m. to 7 p.m. in order to give all members an opportunity to vote. The voting booths will be set up in: The Atrium, 4th Floor Unicentre The Loeb Tunnel Entrance, 2nd Floor Unicentre Outside 100 St. Pat's College Outside the Bell Theatre in the Minto Case Building At our last conciliation meeting the union tabled a money offer of 4% per year over two years, and an increase in the Employee Assistance Fund from its current total of $65,000 per year to $95,000. The Employer's response was to insist on its proposal for a rolling tuition rebate. The Union's bargaining committee continued to reject this concession and requested the Employer to table a money offer with the current tuition increase protection in place. When the Employer refused to table any money offer, the Union's committee told the Employer that we needed to consult the membership. That is the purpose of the meeting and the strike vote being scheduled next week. Carleton's proposal means that all the TAs who began TAing at Carleton this fall, approximately 45% of the membership, would not receive any rebate in the first year of their TA career, rather than the rebate between what they are paying now and what they would have paid in May of 2005. The Employer decided not to issue the rebate that the current collective agreement requires it to do. (See my e-mail sent out earlier this week.) Copies of a grievance will be available at the meeting, and then again at the voting booths next week. Until either a strike deadline or a lock-out deadline is set, the current collective agreement is in force. We are not allowed to say we won't work until that date; they should not be allowed to pick and choose what parts of the collective agreement are in force at any one time. Voting for a Strike does not mean that we will have to go on strike, We will be going back to the bargaining table on January 20 with the message that the members are not prepared to accept this concession, which woud allow the Employer to save thousands of dollars, and allow future tuition hikes to decrease our take home pay and put us further in debt. It will be after the negotiations when we decide whether or not we will need to set in motion the procedure for a strike deadline. If we decide to do that, we will be back at the bargaining table again prior to calling a strike. From stuart_ryan at carleton.ca Fri Jan 9 16:38:58 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Fri, 09 Jan 2009 16:38:58 -0500 Subject: [Cupe4600-bargaining] How is a Yes vote the best way to avoid a strike? Message-ID: <200901092139.n09Ld0pP005866@smtp-server1.carleton.ca> --=====================_22808812==.ALT Content-Type: text/plain; charset="us-ascii"; format=flowed How is a Yes vote the best way to avoid a strike? First of all, it is understandable that people would find this hard to swallow as it is counter-intuitive to vote yes for a strike that we do not want to have. Strike votes are a mechanism for consulting the membership of a union local to measure the importance of the key issue, or issues, outstanding at the bargaining table. In our case it is our Tuition Increase Protection. Strike votes play a very key role in most collective bargaining negotiations and are a standard part of the bargaining process at Carleton University. It is important to remember that the vast majority of Collective Agreements in Canada are signed without having to go on strike. A yes vote does not mean that we are definitely going on strike. In the last round of negotiations, 4600 received an over 80% Yes mandate from its membership. A strike was quickly averted after this; more than a week before the strike deadline. It is important to remember that the union is still in negotiations with Carleton. The bargaining committee is very committed to resolving this issue, but need a strong strike mandate, a Yes Vote, to put pressure on Carleton to bargain fairly. The University needs to show us a money proposal with the current Tuition Increase Protection language! It is unacceptable that at this point in the bargaining process they have only insisted that we eliminate our Tuition Increase Protection, while refusing to show us any money proposal at all. The Employer has estimated that the cost of maintaining the current tuition proposal in 2008 will be $565,000 1.3% of the budget for TAs. If we were to accept their rolling tuition proposal 45% of our members would not get this rebate every year. Are we going to see this $250,000 they would save this year in a wage proposal?; As each year progresses the $565,000 figure is going to decrease; as the reference year for new people becomes not 2005 but whatever year they start. Will the savings generated by the rolling tuition reference year be translated into future wage increases? Remember each year 45% of our members will be paying the higher tuition fees, and the Employer will be giving them NO REBATE. TA take-home pay will shrink. A result of a NO vote makes this proposal ever more likely to be imposed on us. This is what we are trying to avoid. A strong YES vote makes this less likely to happen. Our money proposal is currently 4% and 4% each year. We are still prepared to bargain on this issue, but we do not want the rolling reference index. The employer knows this but still is not prepared to table a wage offer until we accept their concession. While a strike is always a possibility, it is also always a last resort. Our local has an impeccable record of negotiating fair contracts for our membership without resorting to a strike. In fact, in the 20 plus years that TAs have been unionized at Carleton, we have never once gone on strike. However, we have often needed a strong strike mandate to achieve these contracts. It is also important to remember that a strike date has not been set. Therefore we are still a number of steps away from possible strike action. We continue to be committed to the on- going negotiations with the university. We will be meeting with them again on the 20th of January and will continue to consult with you, the members every step of the way. In the meantime, we need you - the membership - to give the bargaining committee a strong mandate. Sincerely, Heather Finn Heather Finn Co-President CUPE 4600 --=====================_22808812==.ALT Content-Type: text/html; charset="us-ascii"
How is a Yes vote the best way to avoid a strike?

First of all, it is understandable that people would find this hard to swallow as it is counter-intuitive to vote yes for a strike that we do not want to have.

Strike votes are a mechanism for consulting the membership of a union local to measure the importance of the key issue, or issues, outstanding at the bargaining table. In our case it is our Tuition Increase Protection.

Strike votes play a very key role in most collective bargaining negotiations and are a standard part of the bargaining process at Carleton University.  It is important to remember that the vast majority of Collective Agreements in Canada are signed without having to go on strike.

A yes vote does not mean that we are definitely going on strike.

In the last round of negotiations, 4600 received an over 80% Yes mandate from its membership. A strike was quickly averted after this; more than a week before the strike deadline.

It is important to remember that the union is still in negotiations with Carleton. The bargaining committee is very committed to resolving this issue, but need a strong strike mandate, a Yes Vote, to put pressure on Carleton to bargain fairly.

The University needs to show us a money proposal with the current Tuition Increase Protection language! It is unacceptable that at this point in the bargaining process they have only insisted that we eliminate our Tuition Increase Protection, while refusing to show us any money proposal at all. 

The Employer has estimated that the cost of maintaining the current tuition proposal in 2008 will be $565,000 1.3% of the budget for TAs. If we were to accept their rolling tuition proposal 45% of our members would not get this rebate every year. Are we going to see this $250,000 they would save this year in a wage proposal?; As each year progresses the $565,000 figure is going to decrease; as the reference year for new people becomes not 2005 but whatever year they start. Will the savings generated by the rolling tuition reference year be translated into future wage increases? Remember each year 45% of our members will be paying the higher tuition fees, and the Employer will be giving them NO REBATE. TA take-home pay will shrink.

A result of a NO vote makes this proposal ever more likely to be imposed on us. This is what we are trying to avoid. A strong YES vote makes this less likely to happen.

Our money proposal is currently 4% and 4% each year. We are still prepared to bargain on this issue, but we do not want the rolling reference index. The employer knows this but still is not prepared to table a wage offer until we accept their concession.

While a strike is always a possibility, it is also always a last resort. Our local has an impeccable record of negotiating fair contracts for our membership without resorting to a strike. In fact, in the 20 plus years that TAs have been unionized at Carleton, we have never once gone on strike. However, we have often needed a strong strike mandate to achieve these contracts.

It is also important to remember that a strike date has not been set. Therefore we are still a number of steps away from possible strike action. We continue to be committed to the on- going negotiations with the university. We will be meeting with them again on the 20th of January and will continue to consult with you, the members every step of the way.  In the meantime, we need you - the membership - to give the bargaining committee a strong mandate.

Sincerely,

Heather Finn


Heather Finn
Co-President
CUPE 4600

 --=====================_22808812==.ALT-- From stuart_ryan at carleton.ca Mon Jan 12 10:33:35 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Mon, 12 Jan 2009 10:33:35 -0500 Subject: [Cupe4600-bargaining] Strike-Vote-Related Activities This Week Message-ID: <200901121533.n0CFXWMg022676@smtp-server1.carleton.ca> --=====================_3498743==.ALT Content-Type: text/plain; charset="iso-8859-1"; format=flowed Content-Transfer-Encoding: quoted-printable Hi, Everyone As you know this is the week for the Strike Vote=20 for TAs: Below are the related activities this week: 1) Reminder of the Information Meeting=20 for TAs today at noon in 2017 Dunton Tower 2) Public Forum =96 Students United =96=20 Prevent a TA Strike =96 Tuesday, January 13 7 pm 301 Azrieli Theatre (See Below) 3) Strike Vote Tuesday January=20 13-Thursday, January 15- 10 am -7pm in 4 locations 4) How is a Yes vote the best way to avoid a strike? ******* 1) TA Membership Meeting January 12, noon, 2017 Dunton Tower Topic to discuss: Strike Vote January 13-15 All TAs are urged to attend =96 Lunch provided 2) Public Forum Students United Prevent a TA Strike Tuesday, January 13, 2009 7-9pm 301 Azrieli Theatre, Carleton University A panel discussion hosted by the Graduate=20 Students Association with Shelley Melanson,=20 Chairperson of the Canadian Federation of=20 Students Ontario, Kelly Holloway, President of=20 the York University Graduate Students=20 Association, and Heather Finn, Co-President of CUPE 4600 What is at stake for the students who are TA's at=20 Carleton University and how we can avoid a strike. 3) Strike Vote =96 Tuesday, January 13 through Thursday, January 15 10 a.m. =96 7 p.m.at: Atrium =96 4th Floor Unicentre Tunnel Entrance =96 2nd Floor Loeb\ Outside Bell Theatre =96 Minto Case Building Outside 100 St. Pat=92s College Please bring your Student ID or a ID with a photograph. 4) How is a Yes vote the best way to avoid a strike? First of all, it is understandable that people=20 would find this hard to swallow as it is=20 counter-intuitive to vote yes for a strike that we do not want to have. Strike votes are a mechanism for consulting the=20 membership of a union local to measure the=20 importance of the key issue, or issues,=20 outstanding at the bargaining table. In our case=20 it is our Tuition Increase Protection. Strike votes play a very key role in most=20 collective bargaining negotiations and are a=20 standard part of the bargaining process at=20 Carleton University. It is important to remember=20 that the vast majority of Collective Agreements=20 in Canada are signed without having to go on strike. A yes vote does not mean that we are definitely going on strike. In the last round of negotiations, 4600 received=20 an over 80% Yes mandate from its membership. A=20 strike was quickly averted after this; more than=20 a week before the strike deadline. It is important to remember that the union is=20 still in negotiations with Carleton. The=20 bargaining committee is very committed to=20 resolving this issue, but need a strong strike=20 mandate, a Yes Vote, to put pressure on Carleton to bargain fairly. The University needs to show us a money proposal=20 with the current Tuition Increase Protection=20 language! It is unacceptable that at this point=20 in the bargaining process they have only insisted=20 that we eliminate our Tuition Increase=20 Protection, while refusing to show us any money proposal at all. The Employer has estimated that the cost of=20 maintaining the current tuition proposal in 2008=20 will be $565,000, an increase of 1.3% of the=20 budget for TAs compared to the $379,000 issued in=20 2007-8. If we were to accept their rolling=20 tuition proposal 45% of our members would not get=20 this rebate every year. Are we going to see this=20 $250,000 they would save this year in a wage=20 proposal?; As each year progresses the $565,000=20 figure is going to decrease; as the reference=20 year for new people becomes not 2005 but whatever=20 year they start. Will the savings generated by=20 the rolling tuition reference year be translated=20 into future wage increases? Remember each year=20 45% of our members will be paying the higher=20 tuition fees, and the Employer will be giving=20 them NO REBATE. TA take-home pay will shrink. A result of a NO vote makes this proposal ever=20 more likely to be imposed on us. This is what we=20 are trying to avoid. A strong YES vote makes this less likely to happen. Our money proposal is currently 4% and 4% each=20 year. We are still prepared to bargain on this=20 issue, but we do not want the rolling reference=20 index. The employer knows this but still is not=20 prepared to table a wage offer until we accept their concession. While a strike is always a possibility, it is=20 also always a last resort. Our local has an=20 impeccable record of negotiating fair contracts=20 for our membership without resorting to a strike.=20 In fact, in the 20 plus years that TAs have been=20 unionized at Carleton, we have never once gone on=20 strike. However, we have often needed a strong=20 strike mandate to achieve these contracts. It is also important to remember that a strike=20 date has not been set. Therefore we are still a=20 number of steps away from possible strike action.=20 We continue to be committed to the on- going=20 negotiations with the university. We will be=20 meeting with them again on the 20th of January=20 and will continue to consult with you, the=20 members every step of the way. In the meantime,=20 we need you - the membership - to give the=20 bargaining committee a strong mandate. Sincerely, Heather Finn Heather Finn Co-President CUPE 4600 --=====================_3498743==.ALT Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable Hi, Everyone

As you know this is the week for the Strike Vote for TAs: Below are the related activities this week:


1)         Reminder of the Information Meeting for TAs today at noon in 2017 Dunton Tower

2)         Public Forum =96 Students United =96 Prevent a TA Strike =96 Tuesday, January 13 7 pm

            301 Azrieli Theatre (See Below)

3)         Strike Vote Tuesday January 13-Thursday, January 15- 10 am -7pm in 4 locations

4)        How is a Yes vote the best way to avoid a strike?

*******
1)

TA Membership Meeting
January 12, noon, 2017 Dunton Tower
Topic to discuss: Strike Vote January 13-15
All TAs are urged to attend =96 Lunch provided

2) Public Forum

Students United
Prevent a TA Strike

Tuesday, January 13, 2009
7-9pm
301 Azrieli Theatre, Carleton University

A panel discussion hosted by the Graduate Students Association with Shelley Melanson, Chairperson of the Canadian Federation of Students Ontario, Kelly Holloway, President of the York University Graduate Students Association, and Heather Finn, Co-President of CUPE 4600

What is at stake for the students who are TA's at Carleton University and how we can avoid a strike.

3) Strike Vote =96 Tuesday, January 13 through Thursday, January 15

    10 a.m. =96 7 p.m.at:

    Atrium =96 4th Floor Unicentre

    Tunnel Entrance =96 2nd Floor Loeb\

    Outside Bell Theatre =96 Minto Case Building

    Outside 100 St. Pat=92s College

Please bring your  Student ID or a ID with a photograph.       

4) 

How is a Yes vote the best way to avoid a strike?

First of all, it is understandable that people would find this hard to swallow as it is counter-intuitive to vote yes for a strike that we do not want to have.

Strike votes are a mechanism for consulting the membership of a union local to measure the importance of the key issue, or issues, outstanding at the bargaining table. In our case it is our Tuition Increase Protection.

Strike votes play a very key role in most collective bargaining negotiations and are a standard part of the bargaining process at Carleton University.  It is important to remember that the vast majority of Collective Agreements in Canada are signed without having to go on strike.

A yes vote does not mean that we are definitely going on strike.

In the last round of negotiations, 4600 received an over 80% Yes mandate from its membership. A strike was quickly averted after this; more than a week before the strike deadline.

It is important to remember that the union is still in negotiations with Carleton. The bargaining committee is very committed to resolving this issue, but need a strong strike mandate, a Yes Vote, to put pressure on Carleton to bargain fairly.

The University needs to show us a money proposal with the current Tuition Increase Protection language! It is unacceptable that at this point in the bargaining process they have only insisted that we eliminate our Tuition Increase Protection, while refusing to show us any money proposal at all. 

The Employer has estimated that the cost of maintaining the current tuition proposal in 2008 will be $565,000, an increase of 1.3% of the budget for TAs compared to the $379,000 issued in 2007-8. If we were to accept their rolling tuition proposal 45% of our members would not get this rebate every year. Are we going to see this $250,000 they would save this year in a wage proposal?; As each year progresses the $565,000 figure is going to decrease; as the reference year for new people becomes not 2005 but whatever year they start. Will the savings generated by the rolling tuition reference year be translated into future wage increases? Remember each year 45% of our members will be paying the higher tuition fees, and the Employer will be giving them NO REBATE. TA take-home pay will shrink.

A result of a NO vote makes this proposal ever more likely to be imposed on us. This is what we are trying to avoid. A strong YES vote makes this less likely to happen.

Our money proposal is currently 4% and 4% each year. We are still prepared to bargain on this issue, but we do not want the rolling reference index. The employer knows this but still is not prepared to table a wage offer until we accept their concession.

While a strike is always a possibility, it is also always a last resort. Our local has an impeccable record of negotiating fair contracts for our membership without resorting to a strike. In fact, in the 20 plus years that TAs have been unionized at Carleton, we have never once gone on strike. However, we have often needed a strong strike mandate to achieve these contracts.

It is also important to remember that a strike date has not been set. Therefore we are still a number of steps away from possible strike action. We continue to be committed to the on- going negotiations with the university. We will be meeting with them again on the 20th of January and will continue to consult with you, the members every step of the way.  In the meantime, we need you - the membership - to give the bargaining committee a strong mandate.

Sincerely,

Heather Finn


Heather Finn
Co-President
CUPE 4600




 
--=====================_3498743==.ALT-- From stuart_ryan at carleton.ca Tue Jan 13 20:08:14 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Tue, 13 Jan 2009 20:08:14 -0500 Subject: [Cupe4600-bargaining] CUPE National confirms with OGS that picketing is not considered work under its guidelines Message-ID: <200901140108.n0E18DmU026598@smtp-server1.carleton.ca> Hi, everyone 2 things in this e-mail 1) CUPE National confirms with Ontario Graduate Scholarships that picketing is not considered work under its guideline 2) Someone left a thermos at the membership meeting. 1) CUPE National confirms with Ontario Graduate Scholarships that picketing is not considered work under its guidelines Through questions at our membership meeting yesterday, and though e-mails to the CUPE 4600 address, some members are asking whether picketing for 20 hours a week during a strike would be considered work under the Ontario Graduate Scholarship guideline, and therefore their OGS would be in jeopardy if there were to participate in a strike. This factor would weigh in their decision how to vote. We asked our CUPE National representative, John Gillies, to investigate the issue. He has spoken to an OGS representative at their headquarters, who stated that work under the OGS guidelines would be employment, such as working at McDonald's or Walmart or Carleton University. She stated that working for more than 10 hours a week would be an issue for OGS, but that picket duty is NOT considered work. Strike pay is NOT taxable income, and has NO impact on a member's scholarship. The OGS spokesperson stated that students are still expected to continue to go to their classes during a strike, and that if they were not, OGS would consider that a problem. We informed the OGS that it is the union's position that members' work is totally separate and apart from their academic studies and that the union encourages students/members to continue going to their classes in case of a strike. 2) Someone left a thermos at the membership meeting. You can come to the Union Office, 511A Unicentre, to retrieve it From stuartryan at sympatico.ca Thu Jan 15 02:51:13 2009 From: stuartryan at sympatico.ca (STUART RYAN) Date: Thu, 15 Jan 2009 07:51:13 +0000 Subject: [Cupe4600-bargaining] CUPE 4600 responds to Dean Shepherd's letter Message-ID: A response to Teaching Assistants from the Executive of CUPE 4600 regarding the recent letter from the Dean of Graduate Studies and Research. Before responding to issues addressed in Dean Shepherd?s letter, we ? the Executive of CUPE 4600 ? wish to affirm that we have the highest respect for Dean Shepherd and Associate Dean Holton. We admire and commend their dedication to graduate students at Carleton and we look forward to our continued work with them to achieve our mutual goal of a positive working environment for Carleton?s TAs. Similarly, we have appreciated Dean Shepherd?s participation in the bargaining process as a member of the employer?s bargaining team. We are very pleased with the changes to the collective agreement that we have already agreed upon in bargaining and wish to particularly acknowledge Dean Shepherd?s contribution to these changes, which will have a very positive impact on the working conditions of Carleton?s TAs. While we are in complete agreement that we have an extremely amicable and productive working relationship with Graduate Studies based on mutual respect and trust, from time to time there will be occasions when we will respectfully disagree on certain matters. Clearly this is one of those times. Concerning the matter of our press release regarding the failure of the University to include the tuition indexation rebate on the final pay check of the fall semester, we felt we had a responsibility to inform our membership and the community of the situation. After December 30th, the date the fall semester?s final payment, we were contacted by a number of our members informing us that they had not received their rebate and their concern regarding the matter. We feel that our members had reason to be concerned, since, for at least the past three years, the rebate has been issued on the final payment of each semester. In addition to this, we were notified by one of our members that he had inquired at payroll and was informed by the staff that the University was not planning on issuing the rebate until after the current negotiations with our local had been resolved. We wrote and issued our press release based on this information. Given the context of bargaining ? where the tuition indexation language is the key outstanding issue ? we feel that we were justified in our initial conclusions and therefore just in our actions. We are very pleased that the University has since indicated that they will be issuing the rebate on the first payment of this semester. However, the information received initially from payroll clearly indicates there had been some miscommunication concerning payroll issuing the rebate despite on going negotiations. Regardless of intent, we feel that the University should take responsibility for this error. An acknowledgement of this by the University would provide a more complete picture of the situation. Communication is very important and it is also a two way street. Most of our membership operates on a very tight budget and they had a reasonable expectation of receiving the rebate at the end of December. A notification of this in December would have been much appreciated. This way we would have been able to inform our members and they could have adjusted their budgeting accordingly. We hope that in the future the University will be more diligent in its oversight and communications regarding these payments. We also stand by our statement that the University has refused to table a financial offer. We disagree that the statement that ?so far, the employer has not yet tabled a monetary proposal offer? is more reflective of the situation. Dean Shepard?s explanation that the discussion of non-monetary items often precedes the discussion of the monetary package is an entirely accurate description of our usual negotiations with Carleton. We do not dispute this. However, Dean Shepherd is also correct in noting that tuition indexation, combined with wages, constitutes the financial compensation for our TAships. As we know, the University has tabled changes to the language in the collective agreement regarding tuition indexation. Given this, we feel that the discussion concerning the monetary package has already begun. When parties bargain, they exchange proposals on issues. When we report to our members on what has happened on bargaining, as we have done since our last set of negotiations in November, we have seen NO proposal from the Employer on Article 23.01 - Salary. The current proposals from the Employer are the rolling tuition index proposal (23.04), and no changes to salary. The Employer indicated we will not see a salary proposal until the tuition increase assistance issue is resolved. We asked the University to table a monetary offer that included the status quo language on tuition indexation. When they declined to do so, we informed them that we needed to consult with our membership before we could discuss any further their proposal to the tuition indexation language. Finally, we maintain our position that the rolling index year will not protect our wages from rising tuition fees. This will negatively affect the take home pay ? the money left over after tuition has been taken out of our wages ? of current and future teaching assistants. The rolling index year will leave future Teaching Assistants at Carleton in a worse financial situation than the already less than ideal one that most of us presently face. We echo Dean Shepherd?s desire to continue ?in the spirit of mutual respect and trust.? We are very much committed doing so through out negations and after, both in times of agreement and disagreement. That is how we will proceed on January 20 and in the future. Respectfully, The Executive of CUPE 4600 From stuart_ryan at carleton.ca Thu Jan 15 10:46:52 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Thu, 15 Jan 2009 10:46:52 -0500 Subject: [Cupe4600-bargaining] Last Day to Vote on strike Message-ID: <200901151546.n0FFko02028273@smtp-server1.carleton.ca> Hi, everyone Today is the last day to vote. Booths are open to 7 pm at: Atrium - 4th Floor Unicentre Loeb Tunnel entrance - 2nd Floor Outside the Bell Theatre in Minto Case Outside 100 St. Pat's College We are urging every member to vote! Stuart From stuart_ryan at carleton.ca Thu Jan 15 12:04:27 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Thu, 15 Jan 2009 12:04:27 -0500 Subject: [Cupe4600-bargaining] Carleton Academic Student Government fails to do its homework and misleads students Message-ID: <200901151704.n0FH4PSM027922@smtp-server1.carleton.ca> CASG fails to do its homework; misleads students We, the executive board of CUPE 4600, are very disappointed to learn that the Carleton Academic Student Government has misled its membership ? the undergraduate students at Carleton ? concerning the situation pertaining to our local's current bargaining negotiations. On Friday, January 9th, the CASG passed a motion calling on the membership of 4600 to reject the bargaining committee call for a strike mandate and encourages TAs to vote No in the upcoming vote. While we respect that the motions passed by the CASG is their own business, the erroneous statements made in the where as clauses of this motion concern us. We feel that the motion significantly misrepresents the reality of the situation and fails to properly reflect the regulations that govern labour relations. The claim that a yes vote will most likely result in a strike is quite misleading. In fact, a strong strike mandate usually does not result in a strike. Our local has never gone on strike, but has often needed a strong yes mandate to win fair contracts for our members. The motion also accuses the executive of 4600 of failing to consider options such as binding arbitration and work-to-rule, instead of strike action. It is important to note that a strike or lock out date has not been set and negotiations between 4600 and the Carleton administration are very much ongoing. Binding arbitration is something that is not possible at this stage of the negotiations. Both parties must agree to enter into Binding Arbitration at the beginning of the bargaining process. Given that 4600 has a 20-year history of negotiating collective agreements without labour disruption, we saw no reason to circumvent the collective bargaining process with binding arbitration. In terms of a work-to-rule action, a strike date - and therefore a strike vote - is still necessary. It would be illegal for us to engage in a work-to-rule action before the strike date. Finally the motion claims that TAs will loose money in the event of a strike and may face academic consequences if a strike were to occur. However, the motion fails to acknowledge that all CUPE members on strike are eligible for strike pay after the 10th day of a strike. We are also committed to protecting our members from any undue financial hardships should a strike occur. In terms of TAs facing academic consequences, TAs cannot be academically penalized for participating in a legal strike action. We continue to respect the professionalism of the Carleton Administration and we are confident that the University has no intentions of attempting to punish TAs academically for any issues relating to their employment, both now and in the future. We have made every effort to reassure our membership, the students and the rest of the Carleton community that we do not want a strike. The leadership of this local is composed of academic workers who care very much for the well being of our students. A strike is always a last resort and we will continue to make every effort to avoid one. What we do want is a fair agreement that continues to protect the wages of Teaching Assistants from tuition fee increases. The bargaining team has indicated that they need a strong showing of support from the membership in order to achieve this. Furthermore, what undergraduate students and their representatives need to understand is that the rolling index year proposed by the University will be most devastating to the take home pay of future Teaching Assistants. In other words, for current undergraduate students who wish to continue on to graduate school - and those of you who will become undergrad TAs even before that - it is the future of your take home pay that will be most adversely affected by the rolling index year. While the CASG executive - who seconded this motion - claims to be looking out for the interests of their members, we find their approach both ill informed and short sighted. We urge the undergraduate students to consider this statement when evaluating the recommendations made in the CASG motion. Sincerely, The Executive Board of CUPE 4600 From stuart_ryan at carleton.ca Thu Jan 15 21:40:36 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Thu, 15 Jan 2009 21:40:36 -0500 Subject: [Cupe4600-bargaining] Members vote narrowly not to authorize strike action Message-ID: <200901160240.n0G2eYct006902@smtp-server1.carleton.ca> In the largest voter turnout in CUPE 4600's history, members voted narrowly not to give the Union's Bargaining Committee support up to and including strike action. The result was 51.6% NO to 48.4% YES. CUPE 4600's Executive thanks all the members who participated in the union's democratic process.. We understand that many issues are involved in the decision whether or not to authorize strike action. Members still recognize the importance of protecting our take-home pay from ever-increasing tuition increases. The Union's bargaining committee will return to the bargaining table January 20 to negotiate as good a collective agreement as possible, given the circumstances, that protects our members' ability to perform their duties and still be able to complete their studies. From stuartryan at sympatico.ca Sat Jan 17 19:14:33 2009 From: stuartryan at sympatico.ca (STUART RYAN) Date: Sun, 18 Jan 2009 00:14:33 +0000 Subject: [Cupe4600-bargaining] Letter from Union re entering conciliation talks following the strike vote Message-ID: On January 15, 2009, Carleton University Teaching Assistants narrowly voted against providing a strike mandate at this time to support their union?s bargaining positions. The TAs, members of the Canadian Union of Public Employees (CUPE) local 4600, voted 51.6 per cent ?no? and 48.4 per cent ?yes?. Turn-out was huge, over a thousand members, indicating a high level of engagement with the issues before us in bargaining and a high degree of willingness to participate in union democracy. For this, we are grateful and we consider it a positive sign. It was the largest turn-out for a strike vote in the local?s history. Truly, the union?s expectations for the level of support of possible strike action were not met. But upon reflection, CUPE 4600 suggests that several key factors led to the vote?s result, and we note that bargaining conditions may well change in the coming weeks and months when it becomes clearer what is at stake in bargaining for TAs, and for the wider Carleton community. Carleton TAs voted in a climate of confusion, misinformation and fear, and in the shadow of several high-profile, long and ongoing strikes. We believe these had a substantial impact on the results of the vote. In the run-up to this week?s strike vote, several major events took place that preoccupied Carleton TAs. The first, and perhaps most important, was the fact that the University did not follow its usual practice of including tuition rebates at the end of the academic term in December. Indeed, a member of the CUPE 4600 executive council was informed when he inquired at payroll that rebates would not be issued until after bargaining. However, the University later denied a connection between the non-payment and bargaining, and the Dean of Graduate Studies himself issued an open letter chastising the union for daring to suggest such a link. While it is quite possible that miscommunication, as opposed to malice, was the reason for the University?s change in story, their lack of public acknowledgment concerning this was both disappointing and misleading. Further, misinformation circulated this week about the nature of strike pay and its theoretical impact on work and wages, of concern to students needing to maintain their criteria for scholarships. The union sought to clarify the matter over the course of the week, and while we have no way of knowing precisely how it impacted on the vote, we do believe it a contributing factor to the ?no? side. At the same time, we know that our members support their union?s bargaining positions, especially on the key issue of maintaining TAs? ?tuition increase protection? rebate. To be clear, tuition rebates are forthcoming, and picket duty is not considered work and strike pay is not considered income. CUPE 4600 accepts its responsibility for not fully communicating over top the misinformation and confusion. We aim to double our efforts in this regard now. We have the strength of an engaged membership behind us and will do what it takes to ensure that other voices, sowing confusion and doubt amongst the membership, do not drown us out again. It?s vital that all members of CUPE 4600 take a minute to pause and reflect on how the result of the vote strengthens the hand of the University in bargaining. We won these protections through hard-fought negotiation. If we lose them now, they will be extremely difficult to regain. CUPE 4600's Executive thanks all the members who participated in the union's democratic process. The Union's bargaining committee returns to the table on Jan. 20 and we will fight as hard as we can for the best deal possible. Expect to hear from us, and thank you for your commitment and consideration. Bargaining can be a long, winding and bumpy road. Your support is appreciated ? more than that, your support builds better working conditions for all. Our solidarity today means a better University tomorrow. I remain, in solidarity, yours truly, Heather Finn, President, CUPE 4600 From stuart_ryan at carleton.ca Thu Jan 22 15:23:51 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Thu, 22 Jan 2009 15:23:51 -0500 Subject: [Cupe4600-bargaining] Tentative Offer of Settlement In TA negotiations Message-ID: <200901222023.n0MKNnx2018667@smtp-server1.carleton.ca> Tentative Offer of Settlement on TA Negotiations As you are now aware the Employer has tabled an offer of settlement for the negotiations of the collective agreement. Contrary to what Dr. Runte has written, it is not a tentative agreement. The Union negotiating committee is not recommending the offer. We informed the Employer and the Ontario Government Conciliation Officer that we would bring the offer back to the membership for a vote, but that we would state that we do not recommend it and why, but would leave it to the membership for a vote. That is not a tentative settlement ? if that were the case we would be recommending that members ratify the agreement. That is not the case. We have contacted Dr. Runte and informed her that her statement is incorrect. We also informed her that while her statement that ? No student would lose salary or benefits currently held?, is technically correct, it is misleading, because benefits of future members are adversely affected by the offer. The Conciliatiion Officer informed us that we are not allowed to release the details of the offer until a membership meeting is held to discuss the terms of the agreement. The CUPE 4600 Executive Council will be meeting tomorrow and will decide on the time for the meeting, and the procedures for the vote by the members on the offer. Once that decision is made, we will be notifying all the members of the decision From stuartryan at sympatico.ca Fri Jan 23 21:19:01 2009 From: stuartryan at sympatico.ca (STUART RYAN) Date: Sat, 24 Jan 2009 02:19:01 +0000 Subject: [Cupe4600-bargaining] Meetings and Voting on Tentative Offer of Settlement from the Employer Message-ID: Hello everyone The Executive Council of CUPE 4600 decided today to schedule two information meetings next week to discuss the terms of the tentative offer of settlement tabled by the Employer. The first meeting will be held on Tuesday, January 27 at 11 a.m., Room to be announced. That meeting will have the terms of the settlement available for all members present. The Negotiating Committee and the Executive Council will make a report. As at all our meetings, questions can be asked about the bargaining procedure and its results After that meeting, the terms of the settlement will be released electronically to all members. The second meeting will be held Friday, January 30 at noon. Again the room is to be announced. Efforts were made to find suitable rooms on Friday, but so far there have been no confirmations. After a similar discussion to that of Tuesday, voting on the tentative offer will commence. Voting will continue on Monday, February 2 and Tuesday, February 3 from 10 a.m. to 6 p.m. These are our efforts to allow as many members to have their say on the offer. Locations will be confirmed in a later e-mail. Stuart Ryan, for CUPE 4600 Executive From stuart_ryan at carleton.ca Mon Jan 26 14:10:30 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Mon, 26 Jan 2009 14:10:30 -0500 Subject: [Cupe4600-bargaining] CUPE 4600 TA Information Meeting Tuesday at 11:30 am in 5050 Minto Centre Building Message-ID: <200901261910.n0QJAi0k029341@smtp-server1.carleton.ca> Hello, everyone The meeting Tuesday, January 27 at which the terms of the tentative offer of settlement will be presented, along with the position of the Bargaining Committee and the Executive Council, will be held in 5050 Minto Centre, the part of the Engineering facilities nearest to the bus stops. The meeting will start at 11:30 a.m There will be presentations, followed by questions and answers. Light refreshments will be available. There will be a second meeting Friday, January 30 with a similar agenda. Members may vote on the offer at the end of that meeting, or at tables throughout the University on Monday, February 2 and Tuesday, February 3. Stuart Ryan, for CUPE 4600 x7482 From stuart_ryan at carleton.ca Tue Jan 27 16:22:47 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Tue, 27 Jan 2009 16:22:47 -0500 Subject: [Cupe4600-bargaining] Memorandum of Settlement in TA Negotiations with the Carleton University Administration Message-ID: <200901272122.n0RLMqpZ009724@smtp-server1.carleton.ca> --=====================_17839821==.REL Content-Type: multipart/alternative; boundary="=====================_17839821==.ALT" --=====================_17839821==.ALT Content-Type: text/plain; charset="iso-8859-1"; format=flowed Content-Transfer-Encoding: quoted-printable Hi, everyone Below is a document outlining the Highlights of=20 the Memorandum of Settlement for the negotiations=20 between our Negotiating Committee and the=20 Negotiating Committee of the Carleton University=20 Administration. Following it is the actual=20 wording of the changes to the Collective=20 Agreement which will be made to the current=20 Collective Agreement if it is ratified by the membership. A second information meeting will be held Friday,=20 January 30 at noon in 340 Tory where the terms of=20 the settlement will be outlined and questions=20 from the membership will be discussed. Voting on=20 the memorandum of settlement will commence at the=20 end of the meeting, and then again on Monday,=20 February 2 and Tuesday, February 3 from 10 a.m. to 6 p.m. in three= locations: Atrium, 4th Floor of the Unicentre Tunnel Entrance, 2nd Floor Loeb Outside the Bell Theatre A subsequent e-mail will outline the position of=20 the CUPE 4600 Bargaining Committee and the=20 Executive Council on the Memorandum of Settlement. ********** Highlights of Memorandum of Settlement January 21, 2009 1) Salary Increase =96 3% per year in each of two years for Grad and Undergrad TAs (a) The rates of pay, effective September 1, 2008 shall be as follows Graduate Students: =B7 regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,357. =B7 equivalent hourly rate $35.30 Undergraduate Students: =B7 hourly rate $19.98 =B7 Student Consultants $19.98 (b) The rates of pay, effective September 1, 2009 shall be as= follows: Graduate Students: =B7 regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,638. =B7 equivalent hourly rate $36.36 Undergraduate Students: =B7 hourly rate $20.58 =B7 Student Consultants $20.58 2) Tuition Increase Protections =96 Rolling=20 Tuition Index to commence as of May 2009 Members who start their TA career at Carleton=20 prior to May 2009 have their tuition rebate=20 pegged to the May 2005 rate (if they started=20 before September 2006 their tuition rebate is=20 pegged to May 2001). Members who start their TA=20 career at Carleton on or after May 2009 will have=20 their tuition rebates pegged to the tuition rate=20 at the time of the start of their employment as a=20 TA. In subsequent years they would get the=20 difference to whatever the rate is for that term=20 and the rate that they started working as a TA. In September 2009 new TAs will get $0 tuition=20 rebate; those who had started before would get=20 the rebate back to 2005. Both will have the same=20 salary, as per the salary listed above, but will=20 have a different take-home pay. 3) Two-Year Agreement =96 September 1, 2008 =96 August 31, 2010 4) Employee Assistance Plan Increased by $30,000 to $95,000 The Employer agrees to pay the following amounts=20 into an Employee Assistance Fund, to be administered by the J.C.C: September 2008 - August 2009: $95,000.00 September 2009 - August 2010: $95,000.00 The fund shall be used to assist Employees who: (a) Incur child-care costs in order to perform their duties, (b) Incur eye-care costs where the=20 Employee does not have access to vision care under a health insurance plan,= or (c) Incur dental costs where the=20 employee does not have access to coverage under=20 an existing dental plan, or where the costs exceed the coverage; or (d) Require assistance with UHIP premium costs, or (e) Emergency loans Eligibility guidelines will be determined by the J.C.C 5) Parental Leave no longer counts as a term worked A member on parental leave will received 95% of=20 her salary for the first two weeks and then 55%=20 of her salary for 15 weeks, or the remainder of=20 her contract, whichever is less. She may apply=20 under Article 22.11 of the Collective Agreement=20 to have her priority extended for the length of=20 the parental leave. The leave no longer counts as=20 a term worked for priority purposes. 6) TA Training The Employer and the Union have signed a=20 Memorandum of Agreement that commits the Faculty=20 of Graduate Studies to consult with the Union on=20 the training programme for TAs, such as the TA=20 Mentoring programme that is now in place in 11=20 departments, and will be implemented in more=20 departments next year. Grad Studies is in charge=20 of the direction of the plans, after consulting=20 with the Union. The Educational Development=20 Centre is to follow the directives of Grad Studies. 7) Electronic Distribution of the Collective Agreement Each member of the bargaining unit will receive=20 electronically a link to the Collective=20 Agreement, as well as a link to a document called=20 Highlights of the Collective Agreement, which=20 explains in layman=92s terms from the perspective of a teaching assistant. 8) Preference for Undergraduate TAs Letter of Understanding The parties agree with the principle that=20 undergraduate TA's who have worked in the past=20 shall have, subject to satisfactory performance,=20 preference for available work for which they are=20 qualified. The parties further agree to discuss=20 the matter at JCC with a view to the implementation of this agreement. 9) Violence in the Workplace The Employer recognizes a responsibility to=20 provide an environment intended to protect the=20 health, safety and security of employees as they=20 carry out their responsibilities. The Employer=20 shall establish and maintain reasonable measures=20 and procedures for this purpose which shall=20 include training for employees. In return,=20 individual employees shall assume an appropriate=20 responsibility to respect and assist in the=20 implementation of rules adopted to protect the=20 health, safety and security of employees and the=20 Union will so encourage its members to do so. 10) Holidays The Employer agrees to add as a holiday Family=20 Day in February, a day on which no employee=20 covered by the collective agreement shall be=20 required to work. Too bad it falls during Reading Week. ********** MEMORANDUM OF SETTLEMENT RENEWAL COLLECTIVE BARGAINING BETWEEN CARLETON UNIVERSITY AND THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 4600 UNIT 1 1. The parties herein agree to the terms of=20 this memorandum as constituting a settlement of all matters in dispute. 2. The parties agree to ratify this memorandum=20 of settlement in accordance with the Labour Relations Act. 3. The parties herein agree that the term of=20 the collective agreement shall be from September 1, 2008, to August 31,= 2010. 4. The parties herein agree that the said=20 collective agreement shall include the terms of=20 the previous collective agreement that expired on=20 August 31, 2008, and the following amendments are incorporated: (i) All matters previously settled and=20 agreed to by the parties prior to this memorandum of settlement. (ii) And as per attached documents, pages 1 to 13. [] 1) ARTICLE 17.02 - New VIOLENCE IN THE WORKPLACE The Employer recognizes a responsibility to=20 provide an environment intended to protect the=20 health, safety and security of employees as they=20 carry out their responsibilities. The Employer=20 shall establish and maintain reasonable measures=20 and procedures for this purpose which shall=20 include training for employees. In return,=20 individual employees shall assume an appropriate=20 responsibility to respect and assist in the=20 implementation of rules adopted to protect the=20 health, safety and security of employees and the=20 Union will so encourage its members to do so. 2) ARTICLE 22.08 (b) PARENTAL LEAVE (b) Benefit (i) Subject to the employee's=20 indication to return to work following the period=20 of leave, employees who have held a position for=20 at least 65 hours for a term and have held such a=20 position for at least 13 weeks shall be entitled=20 to receive partially paid parental leave for the=20 period of leave or the remainder of the term of=20 appointment, whichever is less, as follows: a) For the first two weeks of leave, 95% of the=20 average weekly earnings as determined by 22.08(c) below, and ) For the next 15 weeks, or for the remainder of=20 the term of appointment, whichever is less, 55%=20 of the average weekly earnings as determined by 22.08(c) below. (ii) The period of paid leave or the=20 remainder of the term of appointment, whichever=20 less, shall not be charged as a period of service=20 under the provision of Article 13.04. The=20 employee may apply for a leave from duties under=20 Article 22.11 of the Collective Agreement. (iii) Such payments will be made providing the=20 employee is receiving not more than 95% of normal=20 weekly earnings from all sources (including E.I.=20 benefits, supplementary University payments, and other employment earnings). (iv) The benefit is subject to any other=20 limitations set out of H.R.S.D.C. or other governing authorities. (v) The employee must return to work=20 following the expiry of the leave, subject to the=20 availability of work and the employee's=20 eligibility for work under this collective=20 agreement. It is understood that, on the=20 employee's return to work, it may not be=20 practicable to return the employee to the same=20 position; in such cases alternative duties shall=20 be assigned, and Article 13.08 shall apply, mutatis mutandis. ARTICLE 22.11 LEAVE FROM DUTIES Leave from duties shall be approved by the Dean=20 of Graduate Studies and Research. Leave may be=20 requested fdr the following reasons: (i) Academic research, exchange, and co-op positibns; (ii) Certifies medical leave; (iii) Any other reasons where the=20 Academic Supervisor and/or the Department Head=20 provides reasons in writing as to how the leave=20 would benefit the student academically. (iv) Parental leave, as per Article 22.08(b) Applications for leave from duties shall not be=20 unreasonably denied. Grievances concerning and=20 denial of such leave may be presented directly as=20 Step 3 of the grievance procedure in Article 10. 3) ARTICLE 23: SALARY Compensation for employees shall be composed of=20 the rates of pay and the Tuition Increase Assistance set out below. 23.01 Graduate Students: =B7 regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,357. =B7 equivalent hourly rate $35.30 Undergraduate Students: =B7 hourly rate $19.98 Student Consultants $19.98 (b) The rates of pay, effective September 1, 2009 shall be as= follows: Graduate Students: =B7 regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,638. =B7 equivalent hourly rate $36.36 Undergraduate Students: =B7 hourly rate $20.58 Student Consultants $20.58 4) 23.04 Tuition Increase Assistance a) Eligibility 1. Any employee covered under this=20 Agreement and not excluded under subparagraph 2=20 below who works for 65 hours or more in any term=20 shall receive a tuition increase assistance for=20 that term in which they are employed as=20 calculated in paragraphs (b) and (c) below. 2. Employees who are not students or=20 are exempt from tuition shall not receive tuition=20 increase assistance under this Article. b) Reference Fees --=====================_17839821==.ALT Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable Hi, everyone

Below is a document outlining the Highlights of the Memorandum of Settlement for the negotiations between our Negotiating Committee and the Negotiating Committee of the Carleton University Administration. Following it is the actual wording of the changes to the Collective Agreement which will be made to the current Collective Agreement if it is ratified by the membership.

A second information meeting will be held Friday, January 30 at noon in 340 Tory where the terms of the settlement will be outlined and questions from the membership will be discussed. Voting on the memorandum of settlement will commence at the end of the meeting, and then again on Monday, February 2 and Tuesday, February 3 from 10 a.m. to 6 p.m. in three locations:

Atrium, 4th Floor of the Unicentre

Tunnel Entrance, 2nd Floor Loeb

Outside the Bell Theatre


A subsequent e-mail will outline the position of the CUPE 4600 Bargaining Committee and the Executive Council on the Memorandum of Settlement.

**********


Highlights of Memorandum of Settlement

January 21, 2009

 

1) Salary Increase =96 3% per year in each of two years

     for Grad and Undergrad TAs

(a)        The rates of pay, effective September 1, 2008 shall be as follows

Graduate Students:

=B7           regular appointment, 10 hours per week for two (2) terms--265 hours $9,357.

=B7           equivalent hourly rate $35.30

Undergraduate Students:

=B7           hourly rate $19.98

=B7           Student Consultants $19.98

(b)        The rates of pay, effective September 1, 2009 shall be as follows:

Graduate Students:

=B7           regular appointment, 10 hours per week for two (2) terms--265 hours $9,638.

=B7           equivalent hourly rate $36.36

Undergraduate Students:

=B7           hourly rate $20.58

=B7           Student Consultants $20.58

 2) Tuition Increase Protections =96 Rolling Tuition Index to commence as of May 2009

Members who start their TA career at Carleton prior to May 2009 have their tuition rebate pegged to the May 2005 rate (if they started before September 2006 their tuition rebate is pegged to May 2001). Members who start their TA career at Carleton on or after May 2009 will have their tuition rebates pegged to the tuition rate at the time of the start of their employment as a TA. In subsequent years they would get the difference to whatever the rate is for that term and the rate that they started working as a TA.

In September 2009 new TAs will get $0 tuition rebate; those who had started before would get the rebate back to 2005. Both will have the same salary, as per the salary listed above, but will have a different take-home pay.

3) Two-Year Agreement =96 September 1, 2008 =96 August 31, 2010

4) Employee Assistance Plan Increased by $30,000 to $95,000

The Employer agrees to pay the following amounts into an Employee Assistance Fund, to be administered by the J.C.C:

September 2008 - August 2009: $95,000.00
September 2009 - August 2010: $95,000.00

The fund shall be used to assist Employees who:

(a)          Incur child-care costs in order to perform their duties,

(b)          Incur eye-care costs where the Employee does not have access to vision care under a health insurance plan, or

(c)          Incur dental costs where the employee does not have access to coverage under an existing dental plan, or where the costs exceed the coverage; or

(d)          Require assistance with UHIP premium costs, or

(e)          Emergency loans
 

Eligibility guidelines will be determined by the J.C.C

5)      Parental Leave no longer counts as a term worked

A member on parental leave will received 95% of her salary for the first two weeks and then 55% of her salary for 15 weeks, or the remainder of her contract, whichever is less. She may apply under Article 22.11 of the Collective Agreement to have her priority extended for the length of the parental leave. The leave no longer counts as a term worked for priority purposes.

6) TA Training

The Employer and the Union have signed a Memorandum of Agreement that commits the Faculty of Graduate Studies to consult with the Union on the training programme for TAs, such as the TA Mentoring programme that is now in place in 11 departments, and will be implemented in more departments next year. Grad Studies is in charge of the direction of the plans, after consulting with the Union. The Educational Development Centre is to follow the directives of Grad Studies.

7) Electronic Distribution of the Collective Agreement

Each member of the bargaining unit will receive electronically a link to the Collective Agreement, as well as a link to a document called Highlights of the Collective Agreement, which explains in layman=92s terms from the perspective of a teaching assistant.

8) Preference for Undergraduate TAs

Letter of Understanding

The parties agree with the principle that undergraduate TA's who have worked in the past shall have, subject to satisfactory performance, preference for available work for which they are qualified. The parties further agree to discuss the matter at JCC with a view to the implementation of this agreement.

9) Violence in the Workplace

The Employer recognizes a responsibility to provide an environment intended to protect the health, safety and security of employees as they carry out their responsibilities. The Employer shall establish and maintain reasonable measures and procedures for this purpose which shall include training for employees. In return, individual employees shall assume an appropriate responsibility to respect and assist in the implementation of rules adopted to protect the health, safety and security of employees and the Union will so encourage its members to do so.

10) Holidays

The Employer agrees to add as a holiday Family Day in February, a day on which no employee covered by the collective agreement shall be required to work. Too bad it falls during Reading Week.

 
**********
 
MEMORANDUM OF SETTLEMENT
RENEWAL COLLECTIVE BARGAINING
BETWEEN
CARLETON UNIVERSITY
AND
THE CANADIAN UNION OF PUBLIC EMPLOYEES,
LOCAL 4600 UNIT 1
1.     The parties herein agree to the terms of this memorandum as constituting a settlement of all matters in dispute.
2.    The parties agree to ratify this memorandum of settlement in accordance with the Labour Relations Act.
3.    The parties herein agree that the term of the collective agreement shall be from September 1, 2008, to August 31, 2010.
4.     The parties herein agree that the said collective agreement shall include the terms of the previous collective agreement that expired on August 31, 2008, and the following amendments are incorporated:
(i)            All matters previously settled and agreed to by the parties prior to this memorandum of settlement.
(ii)           And as per attached documents, pages 1 to 13.
3D"[]"
1) ARTICLE 17.02 - New VIOLENCE IN THE WORKPLACE
 
The Employer recognizes a responsibility to provide an environment intended to protect the health, safety and security of employees as they carry out their responsibilities. The Employer shall establish and maintain reasonable measures and procedures for this purpose which shall include training for employees. In return, individual employees shall assume an appropriate responsibility to respect and assist in the implementation of rules adopted to protect the health, safety and security of employees and the Union will so encourage its members to do so.

2) ARTICLE 22.08 (b) PARENTAL LEAVE
 
(b)       Benefit
(i)            Subject to the employee's indication to return to work following the period of leave, employees who have held a position for at least 65 hours for a term and have held such a position for at least 13 weeks shall be entitled to receive partially paid parental leave for the period of leave or the remainder of the term of appointment, whichever is less, as follows:
 
a) For the first two weeks of leave, 95% of the average weekly earnings as determined by 22.08(c) below, and
) For the next 15 weeks, or for the remainder of the term of appointment, whichever is less, 55% of the average weekly earnings as determined by 22.08(c) below.
(ii)          The period of paid leave or the remainder of the term of appointment, whichever less, shall not be charged as a period of service under the provision of Article 13.04. The employee may apply for a leave from duties under Article 22.11 of the Collective Agreement.

(iii) Such payments will be made providing the employee is receiving not more than 95% of normal weekly earnings from all sources (including E.I. benefits, supplementary University payments, and other employment earnings).
(iv)         The benefit is subject to any other limitations set out of H.R.S.D.C. or other governing authorities.
 
(v)       The employee must return to work following the expiry of the leave, subject to the availability of work and the employee's eligibility for work under this collective agreement. It is understood that, on the employee's return to work, it may not be practicable to return the employee to the same position; in such cases alternative duties shall be assigned, and Article 13.08 shall apply, mutatis mutandis.

ARTICLE 22.11 LEAVE FROM DUTIES
Leave from duties shall be approved by the Dean of Graduate Studies and Research. Leave may be requested fdr the following reasons:
 
(i)             Academic research, exchange, and co-op positibns;
(ii)            Certifies medical leave;
(iii)           Any other reasons where the Academic Supervisor and/or the Department Head provides reasons in writing as to how the leave would benefit the student academically.
(iv)          Parental leave, as per Article 22.08(b)
 
Applications for leave from duties shall not be unreasonably denied. Grievances concerning and denial of such leave may be presented directly as Step 3 of the grievance procedure in Article 10.
 
3) ARTICLE 23: SALARY
 
Compensation for employees shall be composed of the rates of pay and the Tuition Increase Assistance set out below.

23.01

Graduate Students:
=B7           regular appointment, 10 hours per week for two (2) terms--265 hours $9,357.
=B7           equivalent hourly rate $35.30
Undergraduate Students:
=B7           hourly rate $19.98
Student Consultants $19.98

(b)        The rates of pay, effective September 1, 2009 shall be as follows:
Graduate Students:
=B7           regular appointment, 10 hours per week for two (2) terms--265 hours $9,638.
=B7           equivalent hourly rate $36.36
Undergraduate Students:
=B7           hourly rate $20.58
Student Consultants $20.58

4) 23.04 Tuition Increase Assistance
a)         Eligibility
 1.            Any employee covered under this Agreement and not excluded under subparagraph 2 below who works for 65 hours or more in any term shall receive a tuition increase assistance for that term in which they are employed as calculated in paragraphs (b) and (c) below.
2.            Employees who are not students or are exempt from tuition shall not receive tuition increase assistance under this Article.
b)         Reference Fees

--=====================_17839821==.ALT-- --=====================_17839821==.REL Content-ID: <.0> Content-Disposition: inline; filename="1103670.jpg" MIME-Version: 1.0 Content-Type: text/plain; charset="us-ascii" Content-Transfer-Encoding: 7bit A non-text attachment was scrubbed... Name: 1103670.jpg Type: image/jpeg Size: 777 bytes Desc: not available Url : http://lists.cupe.ca/pipermail/cupe4600-bargaining/attachments/20090127/6ef65560/attachment-0001.jpg --=====================_17839821==.REL-- From stuart_ryan at carleton.ca Tue Jan 27 18:26:49 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Tue, 27 Jan 2009 18:26:49 -0500 Subject: [Cupe4600-bargaining] Terms of memorandum of settlement and the voting process on the memorandum Message-ID: <200901272326.n0RNQsso013371@smtp-server1.carleton.ca> --=====================_25281428==.ALT Content-Type: text/plain; charset="iso-8859-1"; format=flowed Content-Transfer-Encoding: quoted-printable Hi, everyone Below is a document outlining the Highlights of=20 the Memorandum of Settlement for the negotiations=20 between our Negotiating Committee and the=20 Negotiating Committee of the Carleton University=20 Administration. Following it is the actual=20 wording of the changes to the Collective=20 Agreement which will be made to the current=20 Collective Agreement if it is ratified by the membership. A second information meeting will be held Friday,=20 January 30 at noon in 340 Tory where the terms of=20 the settlement will be outlined and questions=20 from the membership will be discussed. Voting on=20 the memorandum of settlement will commence at the=20 end of the meeting, and then again on Monday,=20 February 2 and Tuesday, February 3 from 10 a.m. to 6 p.m. in three= locations: Atrium, 4th Floor of the Unicentre Tunnel Entrance, 2nd Floor Loeb Outside the Bell Theatre A subsequent e-mail will outline the position of=20 the CUPE 4600 Bargaining Committee and the=20 Executive Council on the Memorandum of Settlement. ********** Highlights of Memorandum of Settlement January 21, 2009 1) Salary Increase 3% per year in each of two years for Grad and Undergrad TAs (a) The rates of pay, effective September 1, 2008 shall be as follows Graduate Students: regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,357. equivalent hourly rate $35.30 Undergraduate Students: hourly rate $19.98 Student Consultants $19.98 (b) The rates of pay, effective September 1, 2009 shall be as= follows: Graduate Students: regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,638. equivalent hourly rate $36.36 Undergraduate Students: hourly rate $20.58 Student Consultants $20.58 2) Tuition Increase Protections Rolling Tuition=20 Index to commence as of May 2009 Members who start their TA career at Carleton=20 prior to May 2009 have their tuition rebate=20 pegged to the May 2005 rate (if they started=20 before September 2006 their tuition rebate is=20 pegged to May 2001). Members who start their TA=20 career at Carleton on or after May 2009 will have=20 their tuition rebates pegged to the tuition rate=20 at the time of the start of their employment as a=20 TA. In subsequent years they would get the=20 difference to whatever the rate is for that term=20 and the rate that they started working as a TA. In September 2009 new TAs will get $0 tuition=20 rebate; those who had started before would get=20 the rebate back to 2005. Both will have the same=20 salary, as per the salary listed above, but will=20 have a different take-home pay. 3) Two-Year Agreement September 1, 2008 August 31, 2010 4) Employee Assistance Plan Increased by $30,000 to $95,000 The Employer agrees to pay the following amounts=20 into an Employee Assistance Fund, to be administered by the J.C.C: September 2008 - August 2009: $95,000.00 September 2009 - August 2010: $95,000.00 The fund shall be used to assist Employees who: (a) Incur child-care costs in order to perform their duties, (b) Incur eye-care costs where the=20 Employee does not have access to vision care under a health insurance plan,= or (c) Incur dental costs where the=20 employee does not have access to coverage under=20 an existing dental plan, or where the costs exceed the coverage; or (d) Require assistance with UHIP premium costs, or (e) Emergency loans Eligibility guidelines will be determined by the J.C.C 5) Parental Leave no longer counts as a term worked A member on parental leave will received 95% of=20 her salary for the first two weeks and then 55%=20 of her salary for 15 weeks, or the remainder of=20 her contract, whichever is less. She may apply=20 under Article 22.11 of the Collective Agreement=20 to have her priority extended for the length of=20 the parental leave. The leave no longer counts as=20 a term worked for priority purposes. 6) TA Training The Employer and the Union have signed a=20 Memorandum of Agreement that commits the Faculty=20 of Graduate Studies to consult with the Union on=20 the training programme for TAs, such as the TA=20 Mentoring programme that is now in place in 11=20 departments, and will be implemented in more=20 departments next year. Grad Studies is in charge=20 of the direction of the plans, after consulting=20 with the Union. The Educational Development=20 Centre is to follow the directives of Grad Studies. 7) Electronic Distribution of the Collective Agreement Each member of the bargaining unit will receive=20 electronically a link to the Collective=20 Agreement, as well as a link to a document called=20 Highlights of the Collective Agreement, which=20 explains in laymans terms from the perspective of a teaching assistant. 8) Preference for Undergraduate TAs Letter of Understanding The parties agree with the principle that=20 undergraduate TA's who have worked in the past=20 shall have, subject to satisfactory performance,=20 preference for available work for which they are=20 qualified. The parties further agree to discuss=20 the matter at JCC with a view to the implementation of this agreement. 9) Violence in the Workplace The Employer recognizes a responsibility to=20 provide an environment intended to protect the=20 health, safety and security of employees as they=20 carry out their responsibilities. The Employer=20 shall establish and maintain reasonable measures=20 and procedures for this purpose which shall=20 include training for employees. In return,=20 individual employees shall assume an appropriate=20 responsibility to respect and assist in the=20 implementation of rules adopted to protect the=20 health, safety and security of employees and the=20 Union will so encourage its members to do so. 10) Holidays The Employer agrees to add as a holiday Family=20 Day in February, a day on which no employee=20 covered by the collective agreement shall be=20 required to work. Too bad it falls during Reading Week. ********** MEMORANDUM OF SETTLEMENT RENEWAL COLLECTIVE BARGAINING BETWEEN CARLETON UNIVERSITY AND THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 4600 UNIT 1 1. The parties herein agree to the terms of=20 this memorandum as constituting a settlement of all matters in dispute. 2. The parties agree to ratify this memorandum=20 of settlement in accordance with the Labour Relations Act. 3. The parties herein agree that the term of=20 the collective agreement shall be from September 1, 2008, to August 31,= 2010. 4. The parties herein agree that the said=20 collective agreement shall include the terms of=20 the previous collective agreement that expired on=20 August 31, 2008, and the following amendments are incorporated: (i) All matters previously settled and=20 agreed to by the parties prior to this memorandum of settlement. (ii) And as per attached documents, pages 1 to 13. 1) ARTICLE 17.02 - New VIOLENCE IN THE WORKPLACE The Employer recognizes a responsibility to=20 provide an environment intended to protect the=20 health, safety and security of employees as they=20 carry out their responsibilities. The Employer=20 shall establish and maintain reasonable measures=20 and procedures for this purpose which shall=20 include training for employees. In return,=20 individual employees shall assume an appropriate=20 responsibility to respect and assist in the=20 implementation of rules adopted to protect the=20 health, safety and security of employees and the=20 Union will so encourage its members to do so. 2) ARTICLE 22.08 (b) PARENTAL LEAVE (b) Benefit (i) Subject to the employee's=20 indication to return to work following the period=20 of leave, employees who have held a position for=20 at least 65 hours for a term and have held such a=20 position for at least 13 weeks shall be entitled=20 to receive partially paid parental leave for the=20 period of leave or the remainder of the term of=20 appointment, whichever is less, as follows: a) For the first two weeks of leave, 95% of the=20 average weekly earnings as determined by 22.08(c) below, and ) For the next 15 weeks, or for the remainder of=20 the term of appointment, whichever is less, 55%=20 of the average weekly earnings as determined by 22.08(c) below. (ii) The period of paid leave or the=20 remainder of the term of appointment, whichever=20 less, shall not be charged as a period of service=20 under the provision of Article 13.04. The=20 employee may apply for a leave from duties under=20 Article 22.11 of the Collective Agreement. (iii) Such payments will be made providing the=20 employee is receiving not more than 95% of normal=20 weekly earnings from all sources (including E.I.=20 benefits, supplementary University payments, and other employment earnings). (iv) The benefit is subject to any other=20 limitations set out of H.R.S.D.C. or other governing authorities. (v) The employee must return to work=20 following the expiry of the leave, subject to the=20 availability of work and the employee's=20 eligibility for work under this collective=20 agreement. It is understood that, on the=20 employee's return to work, it may not be=20 practicable to return the employee to the same=20 position; in such cases alternative duties shall=20 be assigned, and Article 13.08 shall apply, mutatis mutandis. ARTICLE 22.11 LEAVE FROM DUTIES Leave from duties shall be approved by the Dean=20 of Graduate Studies and Research. Leave may be=20 requested fdr the following reasons: (i) Academic research, exchange, and co-op positibns; (ii) Certifies medical leave; (iii) Any other reasons where the=20 Academic Supervisor and/or the Department Head=20 provides reasons in writing as to how the leave=20 would benefit the student academically. (iv) Parental leave, as per Article 22.08(b) Applications for leave from duties shall not be=20 unreasonably denied. Grievances concerning and=20 denial of such leave may be presented directly as=20 Step 3 of the grievance procedure in Article 10. 3) ARTICLE 23: SALARY Compensation for employees shall be composed of=20 the rates of pay and the Tuition Increase Assistance set out below. 23.01 Graduate Students: regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,357. equivalent hourly rate $35.30 Undergraduate Students: hourly rate $19.98 Student Consultants $19.98 (b) The rates of pay, effective September 1, 2009 shall be as= follows: Graduate Students: regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,638. equivalent hourly rate $36.36 Undergraduate Students: hourly rate $20.58 Student Consultants $20.58 4) ARTICLE 25: DURATION AND RENEWAL 25.01 Except as specifically otherwise provided=20 herein, this agreement shall come into force on=20 the date of ratification, and shall remain in=20 effect until August 31, 2010.. It is understood=20 that both parties shall subject the agreement to=20 a ratification vote. For the purposes of this=20 Article, the date of ratification shall be=20 defined as the date upon which the Union ratifies the agreement 5 ) TUITION INCREASE ASSISTANCE 23.04 Tuition Increase Assistance a) Eligibility 1. Any employee covered under this=20 Agreement and not excluded under subparagraph 2=20 below who works for 65 hours or more in any term=20 shall receive a tuition increase assistance for=20 that term in which they are employed as=20 calculated in paragraphs (b) and (c) below. 2. Employees who are not students or=20 are exempt from tuition shall not receive tuition=20 increase assistance under this Article. b) Reference Fees 1 The reference tuition fee for employees who=20 commenced employment prior to August 31, 2006 is=20 defined as those program tuition fees established as of May 1, 2001. 2. The reference tuition fee for=20 employees who commence employment on or after=20 September 1, 2006, and prior to April 30, 2009,=20 shall be defined as those program tuition fees established as of May 1,= 2005. 3. The reference tuition fee for=20 employees who commence employment on or after May=20 1, 2009, shall be defined as those program=20 tuition fees established as of the first day they commence employment. 4. Employees who remain registered in=20 the same academic program but whose status=20 changes from full to part-time or vice-versa,=20 shall simultaneously change Reference Fees=20 according to the fees for their new registration=20 status in their academic program as of the date of their former Reference= Fees. 5. Employees who are unable to remain=20 registered in the same program due to changes in=20 program offerings or conditions shall maintain=20 their Reference Fees from their original program=20 if they apply to and are accepted in a different=20 program at Carleton University within 12 months. c) Assistance Amount 1. The amount of the tuition increase=20 assistance shall be the difference between the=20 current tuition paid by the employee and the=20 Reference Fees, except as specified in subparagraph 2 below. 2. Employees who have scholarships or=20 bursaries which vary with tuition, but are not=20 covered under sub-paragraph (a) 2. above, shall=20 receive assistance equal to the difference=20 between the increase in their scholarship or=20 bursary due to the increase in tuition, and the=20 actual dollar amount of that increase, if any. 6) ARTICLE 24: EMPLOYEE ASSISTANCE FUND 24.01 The Employer agrees to pay the following=20 amounts into an Employee Assistance Fund, to be administered by the J.C.C: September 2008 - August 2009: $95,000.00=20 September 2009 - August 2010: $95,000.00 The fund shall be used to assist Employees who: (a) Incur child-care costs in order to perform their duties, (b) Incur eye-care costs where the=20 Employee does not have access to vision care under a health insurance plan,= or (c) Incur dental costs where the=20 employee does not have access to coverage under=20 an existing dental plan, or where the costs exceed the coverage; or (d) Require assistance with UHIP premium costs, or (e) Emergency loans Eligibility guidelines will be determined by the J.C.C. 7) Letter of Understanding Re: Preference for Undergraduate TAs The parties agree with the principle that=20 undergraduate TA's who have worked in the past=20 shall have, subject to satisfactory performance,=20 preference for available work for which they are=20 qualified. The parties further agree to discuss=20 the matter at JCC with a view to the implementation of this agreement. 8) ARTICLE 5.06 =96 UNION SECURITY 5.06 When a written formal offer of=20 employment is made, the Employer will advise each=20 prospective employee that this Agreement exists,=20 that it can be found on both the Employer and the=20 Union websites, and will provide a brief=20 description of the Union. It is understood that=20 the Union shall supply the Employer with such=20 description. Upon hiring, the Employer will=20 provide employees with an-e.l.e- twi=80c.copy of a=20 document entitled "Highlights of the Collective=20 Agreement", the content of which must be agreed=20 to by the Joint Consultation Committee. Employees=20 shall only be provided a hard copy of the Collective Agreement upon request. 9) ARTICLE 15: WORKING CONDITIONS 15.02 (a) In order to encourage the=20 professional development of employees and to=20 improve the quality of education for students,=20 the Employer shall sponsor in the beginning of=20 each September, an orientation session at which=20 the Union may be represented, on pedagogical or=20 technical skills relevant to the assigned duties=20 of the employees. A graduate student appointed=20 for the first time to a regular position of 65=20 hours or more in one term, shall be notified in=20 writing, prior to the commencement of the=20 position, that they are required to attend the=20 orientation in September. Attendance at=20 subsequent September orientations shall be=20 voluntary unless the employees are required in=20 writing to attend, in which case the time spent=20 at such sessions shall be deemed to be time worked. (b) The Employer will establish an=20 annual fund of $10,000 to be administered by the=20 Dean of Graduate Studies and Research, to provide=20 for pedagogical training for all teaching=20 assistants. Attendance shall be voluntary unless=20 employees are required in writing to attend, in=20 which case the time spent at such sessions shall be deemed to be time= worked. The Employer agrees to consult with the Union on=20 the training process as per the Memorandum of=20 Agreement (See Appendix) reached between the=20 parties on July 26, 2008, appended to this=20 Collective Agreement. Among other things, the Parties shall consider: (i) the assessment of training needs; (ii) the availability of suitable training resources; (iii) the manner in which training=20 opportunities should be made available to employees; (iv) any other matter related to training the parties agree to= review. (d) The Employer, through the Office of the Dean=20 of Graduate Studies and Research, shall provide=20 the Union with a record of attendance of all TAs=20 at the training sessions held in the Fall and=20 Winter terms to the conclusion of the Winter term. 10) ARTICLE 19: HOLIDAYS 19.01 No employee covered by this agreement shall=20 be required to work on any of the following holidays: Family Day Good Friday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day New Year's Day Neither shall any employee be required to work on=20 any day on which the University is closed in=20 accordance with the schedule in the academic calendar. 11) ARTICLE 17.01 (E) SAFETY AND HEALTH ARTICLE 17.01(E) (e) The Employer shall maintain a Joint=20 Occupational Health and Safety Committee in=20 accordance with the Occupational Health and=20 Safety Act of Ontario. CUPE 4600 (Unit 1) shall=20 appoint one (1) member of the bargaining unit to=20 the Joint Occupational Health and Safety Committee. 12) ARTICLE 27: INTERNATIONAL DEVELOPMENT FUND 27.01 The Union authorizes the Employer to make=20 a deduction, equivalent to one cent per hour from=20 each employee=92s wages, to be paid into a fund for=20 international development. Each year, the money=20 shall be donated to an international development=20 organization registered by Revenue Canada as a=20 charity, to be selected by the Union. The money,=20 once deducted, shall be sent to the Union to=20 dispense. Each employee shall be given the=20 chance to refuse the deduction from his/her wages=20 at the start of each appointment. The Union=20 shall administer the opting out procedure. The=20 Union agrees to indemnify and save the Employer=20 harmless from any claims which may be made=20 against it by an employee as a result of the=20 deduction or non-deduction for this Fund, except=20 for any claim or liability arising out of an=20 error committed by the Employer. It is=20 understood that the Employer has no=20 responsibility with respect to tax receipts for charitable contributions. 13) APPENDIX =96 MEMORANDUM OF AGREEMENT RE TRAINING MEMORANDUM OF AGREEMENT BETWEEN CARLETON UNIVERSITY AND CUPE 4600 (UNIT 1) RE: TRAINING WHEREAS it is the purpose of this Memorandum of=20 Agreement to continue and to further the training=20 and development of employers covered by the CUPE=20 4600 (Unit 1) Collective Agreement in order to=20 enable those employees to enjoy and to provide=20 the best possible teaching and learning=20 experience for themselves and for all students of Carleton University; WHERAS, Article 15.2(a) of the CUPE 4600 (Unit 1)=20 Collective Agreement requires the Employer to=20 sponsor in the beginning of each September, an=20 orientation session at which the union may be=20 represented, on pedagogical or technical skills=20 relevant to the assigned duties of employees; AND WHEREAS, Article 15.2(b) of the of the CUPE=20 4600 (Unit 1) Collective Agreement requires the=20 Employer to establish an annual fund of $10,000=20 to be administered by the Dean of Graduate=20 Studies and Research, to provide for pedagogical=20 training for all teaching assistants; AND WHEREAS, Article 15.2(b) of the CUPE 4600=20 (Unit 1) Collective Agreement provides that the=20 Employer agrees to consult with the Union in the=20 ongoing development of this training program, and in particular on: (i) the assessment of training needs; (ii) the availability of suitable training resources; (iii) the manner in which training opportunities=20 should be made available to employees; (iv) any other matter related to training the parties agree to review. AND 'WHEREAS, Article 15.2(c) of the of the CUPE=20 4600 (Unit 1) Collective Agreement requires the=20 parties to periodically review the adequacy of=20 such training programs in Article 15.2(b) and of=20 the orientation sessions in Article 15.2(a); NOW THEREFORE, the parties agree as follows: 1. The parties agree that the Dean of Graduate=20 Studies and Research shall be responsible for=20 ensuring that the Employer meets its obligations=20 under Article 15.2 of the CUPE 4600 (Unit 1)=20 Collective Agreement. All communications=20 regarding the manner in which this responsibility=20 will be carried out shall be issued from the=20 Office of the Dean of Graduate Studies and=20 Research to the employees and the supervisors. A standing joint training sub-committee of the=20 J.C.C. shall be established with 3=20 representatives of the Employer and 3=20 representatives of the Union. The Employer=20 representatives will be appointed by the Dean of Graduate Studies and= Research. 3. The training=20 sub-committee of J.C.C. shall meet at least 3=20 times per year. Additional meetings may be called=20 by either party on 5 days written notice or by mutual consent. 4. The purpose of the training=20 sub-committee shall be to make recommendations to=20 the Dean of Graduate Studies and Research=20 regarding the ongoing development of TA training=20 and to review the adequacy of such training=20 programs and of the orientation session referred=20 to in Articles 15.2(a) and (b) of the CUPE 4600 (Unit 1) Collective= Agreement. 5. The joint training sub-committee=20 shall review the following on an ongoing basis=20 and report to the Dean of Graduate Studies and=20 Research their recommendations on, inter alia: (i) the assessment of training needs; (ii) the availability of=20 suitable training resources currently in place; (iii) the manner in which=20 training opportunities should be made available to employees; (iv) the scheduling of training opportunities for= employees; (v) CUPE 4600 representation in=20 the orientation session at the beginning of each September; (vi) the evaluation of training provided to employees; (vii) the tracking of training hours worked by employees; (viii) any other matter related to=20 training the parties agree to review. 6. The parties agree that CUPE 4600 shall be=20 represented at the orientation session in the=20 beginning of each September. The role of the CUPE=20 4600 representative at the orientation session=20 shall be reviewed on an ongoing basis. 7. The parties agree that the Dean of Graduate=20 Studies and Research shall be responsible for=20 ensuring that the time spent by employees in=20 training is tracked, recorded and paid. Payment=20 for training shall be governed by the provisions=20 of the CUPE 4600 (Unit 1) Collective Agreement. Signed this 16th day of July ,2008.=20 --=====================_25281428==.ALT Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable Hi, everyone

Below is a document outlining the Highlights of the Memorandum of Settlement for the negotiations between our Negotiating Committee and the Negotiating Committee of the Carleton University Administration. Following it is the actual wording of the changes to the Collective Agreement which will be made to the current Collective Agreement if it is ratified by the membership.

A second information meeting will be held Friday, January 30 at noon in 340 Tory where the terms of the settlement will be outlined and questions from the membership will be discussed. Voting on the memorandum of settlement will commence at the end of the meeting, and then again on Monday, February 2 and Tuesday, February 3 from 10 a.m. to 6 p.m. in three locations:

Atrium, 4th Floor of the Unicentre

Tunnel Entrance, 2nd Floor Loeb

Outside the Bell Theatre


A subsequent e-mail will outline the position of the CUPE 4600 Bargaining Committee and the Executive Council on the Memorandum of Settlement.

**********

Highlights of Memorandum of Settlement

January 21, 2009

 

1) Salary Increase 3% per year in each of two years

     for Grad and Undergrad TAs

(a)        The rates of pay, effective September 1, 2008 shall be as follows

Graduate Students:

           regular appointment, 10 hours per week for two (2) terms--265 hours $9,357.

           equivalent hourly rate $35.30

Undergraduate Students:

           hourly rate $19.98

           Student Consultants $19.98

(b)        The rates of pay, effective September 1, 2009 shall be as follows:

Graduate Students:

           regular appointment, 10 hours per week for two (2) terms--265 hours $9,638.

           equivalent hourly rate $36.36

Undergraduate Students:

           hourly rate $20.58

           Student Consultants $20.58

 2) Tuition Increase Protections Rolling Tuition Index to commence as of May 2009

Members who start their TA career at Carleton prior to May 2009 have their tuition rebate pegged to the May 2005 rate (if they started before September 2006 their tuition rebate is pegged to May 2001). Members who start their TA career at Carleton on or after May 2009 will have their tuition rebates pegged to the tuition rate at the time of the start of their employment as a TA. In subsequent years they would get the difference to whatever the rate is for that term and the rate that they started working as a TA.

In September 2009 new TAs will get $0 tuition rebate; those who had started before would get the rebate back to 2005. Both will have the same salary, as per the salary listed above, but will have a different take-home pay.

3) Two-Year Agreement September 1, 2008 August 31, 2010

4) Employee Assistance Plan Increased by $30,000 to $95,000

The Employer agrees to pay the following amounts into an Employee Assistance Fund, to be administered by the J.C.C:

September 2008 - August 2009: $95,000.00
September 2009 - August 2010: $95,000.00

The fund shall be used to assist Employees who:

(a)          Incur child-care costs in order to perform their duties,

(b)          Incur eye-care costs where the Employee does not have access to vision care under a health insurance plan, or

(c)          Incur dental costs where the employee does not have access to coverage under an existing dental plan, or where the costs exceed the coverage; or

(d)          Require assistance with UHIP premium costs, or

(e)          Emergency loans
 

Eligibility guidelines will be determined by the J.C.C

5)      Parental Leave no longer counts as a term worked

A member on parental leave will received 95% of her salary for the first two weeks and then 55% of her salary for 15 weeks, or the remainder of her contract, whichever is less. She may apply under Article 22.11 of the Collective Agreement to have her priority extended for the length of the parental leave. The leave no longer counts as a term worked for priority purposes.

6) TA Training

The Employer and the Union have signed a Memorandum of Agreement that commits the Faculty of Graduate Studies to consult with the Union on the training programme for TAs, such as the TA Mentoring programme that is now in place in 11 departments, and will be implemented in more departments next year. Grad Studies is in charge of the direction of the plans, after consulting with the Union. The Educational Development Centre is to follow the directives of Grad Studies.

7) Electronic Distribution of the Collective Agreement

Each member of the bargaining unit will receive electronically a link to the Collective Agreement, as well as a link to a document called Highlights of the Collective Agreement, which explains in laymans terms from the perspective of a teaching assistant.

8) Preference for Undergraduate TAs

Letter of Understanding

The parties agree with the principle that undergraduate TA's who have worked in the past shall have, subject to satisfactory performance, preference for available work for which they are qualified. The parties further agree to discuss the matter at JCC with a view to the implementation of this agreement.

9) Violence in the Workplace

The Employer recognizes a responsibility to provide an environment intended to protect the health, safety and security of employees as they carry out their responsibilities. The Employer shall establish and maintain reasonable measures and procedures for this purpose which shall include training for employees. In return, individual employees shall assume an appropriate responsibility to respect and assist in the implementation of rules adopted to protect the health, safety and security of employees and the Union will so encourage its members to do so.

10) Holidays

The Employer agrees to add as a holiday Family Day in February, a day on which no employee covered by the collective agreement shall be required to work. Too bad it falls during Reading Week.

 

**********
 

MEMORANDUM OF SETTLEMENT
RENEWAL COLLECTIVE BARGAINING
BETWEEN
CARLETON UNIVERSITY
AND
THE CANADIAN UNION OF PUBLIC EMPLOYEES,
LOCAL 4600 UNIT 1

1.     The parties herein agree to the terms of this memorandum as constituting a settlement of all matters in dispute.
2.    The parties agree to ratify this memorandum of settlement in accordance with the Labour Relations Act.
3.    The parties herein agree that the term of the collective agreement shall be from September 1, 2008, to August 31, 2010.
4.     The parties herein agree that the said collective agreement shall include the terms of the previous collective agreement that expired on August 31, 2008, and the following amendments are incorporated:
(i)            All matters previously settled and agreed to by the parties prior to this memorandum of settlement.
(ii)           And as per attached documents, pages 1 to 13.

1) ARTICLE 17.02 - New VIOLENCE IN THE WORKPLACE
 
The Employer recognizes a responsibility to provide an environment intended to protect the health, safety and security of employees as they carry out their responsibilities. The Employer shall establish and maintain reasonable measures and procedures for this purpose which shall include training for employees. In return, individual employees shall assume an appropriate responsibility to respect and assist in the implementation of rules adopted to protect the health, safety and security of employees and the Union will so encourage its members to do so.

2) ARTICLE 22.08 (b) PARENTAL LEAVE
 
(b)       Benefit
(i)            Subject to the employee's indication to return to work following the period of leave, employees who have held a position for at least 65 hours for a term and have held such a position for at least 13 weeks shall be entitled to receive partially paid parental leave for the period of leave or the remainder of the term of appointment, whichever is less, as follows:
 
a) For the first two weeks of leave, 95% of the average weekly earnings as determined by 22.08(c) below, and
) For the next 15 weeks, or for the remainder of the term of appointment, whichever is less, 55% of the average weekly earnings as determined by 22.08(c) below.
(ii)          The period of paid leave or the remainder of the term of appointment, whichever less, shall not be charged as a period of service under the provision of Article 13.04. The employee may apply for a leave from duties under Article 22.11 of the Collective Agreement.

(iii) Such payments will be made providing the employee is receiving not more than 95% of normal weekly earnings from all sources (including E.I. benefits, supplementary University payments, and other employment earnings).
(iv)         The benefit is subject to any other limitations set out of H.R.S.D.C. or other governing authorities.
 
(v)       The employee must return to work following the expiry of the leave, subject to the availability of work and the employee's eligibility for work under this collective agreement. It is understood that, on the employee's return to work, it may not be practicable to return the employee to the same position; in such cases alternative duties shall be assigned, and Article 13.08 shall apply, mutatis mutandis.

ARTICLE 22.11 LEAVE FROM DUTIES
Leave from duties shall be approved by the Dean of Graduate Studies and Research. Leave may be requested fdr the following reasons:
 
(i)             Academic research, exchange, and co-op positibns;
(ii)            Certifies medical leave;
(iii)           Any other reasons where the Academic Supervisor and/or the Department Head provides reasons in writing as to how the leave would benefit the student academically.
(iv)          Parental leave, as per Article 22.08(b)
 
Applications for leave from duties shall not be unreasonably denied. Grievances concerning and denial of such leave may be presented directly as Step 3 of the grievance procedure in Article 10.

 
3) ARTICLE 23: SALARY
 
Compensation for employees shall be composed of the rates of pay and the Tuition Increase Assistance set out below.

23.01

Graduate Students:
           regular appointment, 10 hours per week for two (2) terms--265 hours $9,357.
           equivalent hourly rate $35.30
Undergraduate Students:
           hourly rate $19.98
Student Consultants $19.98

(b)        The rates of pay, effective September 1, 2009 shall be as follows:
Graduate Students:
           regular appointment, 10 hours per week for two (2) terms--265 hours $9,638.
           equivalent hourly rate $36.36
Undergraduate Students:
           hourly rate $20.58
Student Consultants $20.58

4)         ARTICLE 25:  DURATION AND RENEWAL

25.01  Except as specifically otherwise provided herein, this agreement shall come into force on the date of ratification, and shall remain in effect until August 31, 2010..  It is understood that both parties shall subject the agreement to a ratification vote.  For the purposes of this Article, the date of ratification shall be defined as the date upon which the Union ratifies the agreement

5 ) TUITION INCREASE ASSISTANCE

23.04 Tuition Increase Assistance


a)    Eligibility
1.            Any employee covered under this Agreement and not excluded under subparagraph 2 below who works for 65 hours or more in any term shall receive a tuition increase assistance for that term in which they are employed as calculated in paragraphs (b) and (c) below.
2.            Employees who are not students or are exempt from tuition shall not receive tuition increase assistance under this Article.

b) Reference Fees

1 The reference tuition fee for employees who commenced employment prior to August 31, 2006 is defined as those program tuition fees established as of May 1, 2001.
 

2.            The reference tuition fee for employees who commence employment on or after September 1, 2006, and prior to April 30, 2009, shall be defined as those program tuition fees established as of May 1, 2005.
 

3.            The reference tuition fee for employees who commence employment on or after May 1, 2009, shall be defined as those program tuition fees established as of the first day they commence employment.
 

4.            Employees who remain registered in the same academic program but whose status changes from full to part-time or vice-versa, shall simultaneously change Reference Fees according to the fees for their new registration status in their academic program as of the date of their former Reference Fees.
 

5.            Employees who are unable to remain registered in the same program due to changes in program offerings or conditions shall maintain their Reference Fees from their original program if they apply to and are accepted in a different program at Carleton University within 12 months.


c)         Assistance Amount
 

1.            The amount of the tuition increase assistance shall be the difference between the current tuition paid by the employee and the Reference Fees, except as specified in subparagraph 2 below.
 

2.            Employees who have scholarships or bursaries which vary with tuition, but are not covered under sub-paragraph (a) 2. above, shall receive assistance equal to the difference between the increase in their scholarship or bursary due to the increase in tuition, and the actual dollar amount of that increase, if any.
 

6) ARTICLE 24: EMPLOYEE ASSISTANCE FUND
 

24.01 The Employer agrees to pay the following amounts into an Employee Assistance Fund, to be administered by the J.C.C:

September 2008 - August 2009: $95,000.00 September 2009 - August 2010: $95,000.00
 

The fund shall be used to assist Employees who:

(a)          Incur child-care costs in order to perform their duties,

(b)          Incur eye-care costs where the Employee does not have access to vision care under a health insurance plan, or

(c)          Incur dental costs where the employee does not have access to coverage under an existing dental plan, or where the costs exceed the coverage; or

(d)          Require assistance with UHIP premium costs, or

(e)          Emergency loans
 

Eligibility guidelines will be determined by the J.C.C.

 7) Letter of Understanding Re: Preference for Undergraduate TAs
 

The parties agree with the principle that undergraduate TA's who have worked in the past shall have, subject to satisfactory performance, preference for available work for which they are qualified. The parties further agree to discuss the matter at JCC with a view to the implementation of this agreement.
 
8) ARTICLE 5.06 =96 UNION SECURITY
 

5.06      When a written formal offer of employment is made, the Employer will advise each prospective employee that this Agreement exists, that it can be found on both the Employer and the Union websites, and will provide a brief description of the Union. It is understood that the Union shall supply the Employer with such description. Upon hiring, the Employer will provide employees with an-e.l.e- twi=80c.copy of a document entitled "Highlights of the Collective Agreement", the content of which must be agreed to by the Joint Consultation Committee. Employees shall only be provided a hard copy of the Collective Agreement upon request.

 
9) ARTICLE 15: WORKING CONDITIONS

15.02

(a)             In order to encourage the professional development of employees and to improve the quality of education for students, the Employer shall sponsor in the beginning of each September, an orientation session at which the Union may be represented, on pedagogical or technical skills relevant to the assigned duties of the employees. A graduate student appointed for the first time to a regular position of 65 hours or more in one term, shall be notified in writing, prior to the commencement of the position, that they are required to attend the orientation in September. Attendance at subsequent September orientations shall be voluntary unless the employees are required in writing to attend, in which case the time spent at such sessions shall be deemed to be time worked.

(b)             The Employer will establish an annual fund of $10,000 to be administered by the Dean of Graduate Studies and Research, to provide for pedagogical training for all teaching assistants. Attendance shall be voluntary unless employees are required in writing to attend, in which case the time spent at such sessions shall be deemed to be time worked.

The Employer agrees to consult with the Union on the training process as per the Memorandum of Agreement (See Appendix) reached between the parties on July 26, 2008, appended to this Collective Agreement. Among other things, the Parties shall consider:

(i)             the assessment of training needs;
(ii)           the availability of suitable training resources;
(iii)          the manner in which training opportunities should be made available to employees;
(iv)          any other matter related to training the parties agree to review.

(d) The Employer, through the Office of the Dean of Graduate Studies and Research, shall provide the Union with a record of attendance of all TAs at the training sessions held in the Fall and Winter terms to the conclusion of the Winter term.

10) ARTICLE 19: HOLIDAYS

19.01 No employee covered by this agreement shall be required to work on any of the following holidays:

Family Day
Good Friday
Victoria Day
Canada Day
Civic Holiday
Labour Day
Thanksgiving Day
Christmas Day
Boxing Day
New Year's Day

Neither shall any employee be required to work on any day on which the University is closed in accordance with the schedule in the academic calendar.

11) ARTICLE 17.01 (E) SAFETY AND HEALTH

ARTICLE 17.01(E)

(e)        The Employer shall maintain a Joint Occupational Health and Safety Committee in accordance with the Occupational Health and Safety Act of Ontario. CUPE 4600 (Unit 1) shall appoint one (1) member of the bargaining unit to the Joint Occupational Health and Safety Committee.

 
12) ARTICLE 27:  INTERNATIONAL DEVELOPMENT FUND


27.01   The Union authorizes the Employer to make a deduction, equivalent to one cent per hour from each employee=92s wages, to be paid into a fund for international development.  Each year, the money shall be donated to an international development organization registered by Revenue Canada as a charity, to be selected by the Union.  The money, once deducted, shall be sent to the Union to dispense.  Each employee shall be given the chance to refuse the deduction from his/her wages at the start of each appointment.  The Union shall administer the opting out procedure.  The Union agrees to indemnify and save the Employer harmless from any claims which may be made against it by an employee as a result of the deduction or non-deduction for this Fund, except for any claim or liability arising out of an error committed by the Employer.  It is understood that the Employer has no responsibility with respect to tax receipts for charitable contributions.

13) APPENDIX =96 MEMORANDUM OF AGREEMENT RE TRAINING

 

MEMORANDUM OF AGREEMENT BETWEEN CARLETON UNIVERSITY
AND
CUPE 4600 (UNIT 1)
RE: TRAINING

WHEREAS it is the purpose of this Memorandum of Agreement to continue and to further the training and development of employers covered by the CUPE 4600 (Unit 1) Collective Agreement in order to enable those employees to enjoy and to provide the best possible teaching and learning experience for themselves and for all students of Carleton University;
 

WHERAS, Article 15.2(a) of the CUPE 4600 (Unit 1) Collective Agreement requires the Employer to sponsor in the beginning of each September, an orientation session at which the union may be represented, on pedagogical or technical skills relevant to the assigned duties of employees;
 
AND WHEREAS, Article 15.2(b) of the of the CUPE 4600 (Unit 1) Collective Agreement requires the Employer to establish an annual fund of $10,000 to be administered by the Dean of Graduate Studies and Research, to provide for pedagogical training for all teaching assistants;
 
AND WHEREAS, Article 15.2(b) of the CUPE 4600 (Unit 1) Collective Agreement provides that the Employer agrees to consult with the Union in the ongoing development of this training program, and in particular on:
 
(i)    the assessment of training needs;
(ii)   the availability of suitable training resources;
(iii) the manner in which training opportunities should be made available to employees;
(iv) any other matter related to training the parties agree to review.
 

AND 'WHEREAS, Article 15.2(c) of the of the CUPE 4600 (Unit 1) Collective Agreement requires the parties to periodically review the adequacy of such training programs in Article 15.2(b) and of the orientation sessions in Article 15.2(a);
 
NOW THEREFORE, the parties agree as follows:
 

 1. The parties agree that the Dean of Graduate Studies and Research shall be responsible for ensuring that the Employer meets its obligations under Article 15.2 of the CUPE 4600 (Unit 1) Collective Agreement. All communications regarding the manner in which this responsibility will be carried out shall be issued from the Office of the Dean of Graduate Studies and Research to the employees and the supervisors.
 

A standing joint training sub-committee of the J.C.C. shall be established with 3 representatives of the Employer and 3 representatives of the Union. The Employer representatives will be appointed by the Dean of Graduate Studies and Research.
 

3.            &n= bsp;            =        The training sub-committee of J.C.C. shall meet at least 3 times per year. Additional meetings may be called by either party on 5 days written notice or by mutual consent.
 

4.            &n= bsp;       The purpose of the training sub-committee shall be to make recommendations to the Dean of Graduate Studies and Research regarding the ongoing development of TA training and to review the adequacy of such training programs and of the orientation session referred to in Articles 15.2(a) and (b) of the CUPE 4600 (Unit 1) Collective Agreement.

5.           The joint training sub-committee shall review the following on an ongoing basis and report to the Dean of Graduate Studies and Research their recommendations on, inter alia:

 
(i)            &= nbsp;        the assessment of training needs;
(ii)            =         the availability of suitable training resources currently in place;
(iii)            = ;      the manner in which training opportunities should be made available to employees;
(iv)            =       the scheduling of training opportunities for employees;
(v)            &= nbsp;      CUPE 4600 representation in the orientation session at the beginning of each September;
(vi)            =       the evaluation of training provided to employees;
(vii)            = ;    the tracking of training hours worked by employees;
(viii)           &nbs= p;   any other matter related to training the parties agree to review.

6. The parties agree that CUPE 4600 shall be represented at the orientation session in the beginning of each September. The role of the CUPE 4600 representative at the orientation session shall be reviewed on an ongoing basis.

7. The parties agree that the Dean of Graduate Studies and Research shall be responsible for ensuring that the time spent by employees in training is tracked, recorded and paid. Payment for training shall be governed by the provisions of the CUPE 4600 (Unit 1) Collective Agreement.

Signed this            16th day of            July         ,2008. --=====================_25281428==.ALT-- From stuartryan at sympatico.ca Tue Jan 27 22:45:58 2009 From: stuartryan at sympatico.ca (STUART RYAN) Date: Wed, 28 Jan 2009 03:45:58 +0000 Subject: [Cupe4600-bargaining] Letter from Union Negotiating Committee and Executive re Memorandum of Settlemen Message-ID: Letter to the Membership: Position of the Bargaining Team and Executive Council On January 21, 2009 the CUPE 4600 Unit 1 bargaining team reached a memorandum of settlement with the Carleton University administration. The e-mail sent out earlier today details this settlement. In the coming days, you, the membership, will be asked whether or not you want to ratify this settlement. This offer of settlement does not have the recommendation of the bargaining team or the executive council. The reason for this is that the settlement includes a major concession to our tuition indexation language. As indicated during our strike vote, without a strong showing of support from the membership through a strike mandate, the position of the bargaining team was significantly weakened. Given the circumstances the team negotiated the best settlement possible without a strike mandate. Unfortunately this settlement includes a rolling index year. Given that the rolling index year will result in reduced take home pay of future teaching assistants, we cannot in good conscience recommend that the membership ratify this settlement. To condemn future members of this bargaining unit to a worse financial situation than the one we face today is in serious conflict with the solidarity upon which organized labour is based. We, as your colleagues, are very aware of the difficult financial situation many of you face. As students and teaching assistants ourselves, your reality is our reality. In our recent letter to you regarding the results of the strike vote, we indicated that we felt the context of other labour disruptions and misinformation greatly impacted the results of the vote. To be clear, not one of us wanted or wants a strike to occur. We are proud of our local?s history of achieving significant gains in collective bargaining without labour disruption. A strike vote should therefore not solely be based on the question of whether or not the membership wants to strike. It is to indicate whether or not, as a last resort, we are willing to collectively withdraw our labour in order to protect our wages and working conditions. What this demonstrates to the employer is that the membership strongly supports the negotiating team of this bargaining unit Our position through out this process has not been about wanting more. It has been focused on maintaining the language already won in previous rounds of negotiations. Representatives of Carleton?s administration have assured our membership that the rolling index year will not result in a wage reduction for TAs, nor will it save the University money at the expense of teaching assistants. We remain even further committed to our claim that this is not the case. The negotiating committee was willing to forgo any addition monetary increases in order to keep the tuition indexation language. The university would not agree to this. The reality is, the rolling index year has secured for the University a mechanism for TAs to eventually pay their own wages through tuition fees. The University has said that they will make up for losses incurred by tuition fee increases through scale increase to our wages. However, this is precisely what the tuition indexation language did. Without this language we have no guarantee that our wages will be protected. Also, given that tuition fee increases disproportionally affect some members more than others, depending on program and domestic versus international student status, inequality amongst TAs will continue to grow. We realize that the financial increases in this memorandum of settlement will be difficult to reject. However, we know that many of you understand that for collective bargaining to be truly successful, we cannot put a price tag on solidarity and our commitment to each other as colleagues. Just as we enjoy the successes of past rounds of negotiations, we owe it to the future teaching assistants to protect their take home pay One thing that the strike vote results did indicate was that the members are divided at this time. With such a close vote we feel that in the spirit of democracy that another opportunity to consider the impact of this concession on our collective agreement is warranted. If the result of this ratification vote is to not accept the employer?s offer of settlement then the bargaining team will be in a position to return to the table. However, to make any significant changes to this settlement, the bargaining team will need the support of the membership behind them. This means that another strike vote will be necessary. We realize that the prospect of this situation continuing is rather undesirable. However, we feel that we owe it to our future colleagues to make every effort to protect their wages from tuition fee increases, just as our wages are. If the membership ratifies this settlement the executive council will of course accept the will of the members. We will return our focus to monitoring the day-to-day working conditions of TAs and the execution of the collective agreement. We are committed to continuing to represent all of you in the best way we can. Sincerely and in solidarity, CUPE 4600 Unit 1 Bargaining Committee and the Executive Council From stuart_ryan at carleton.ca Thu Jan 29 17:01:01 2009 From: stuart_ryan at carleton.ca (Stuart Ryan) Date: Thu, 29 Jan 2009 17:01:01 -0500 Subject: [Cupe4600-bargaining] Reminder - CUPE 4600 Ratification Meeting Friday and Vote on Memorandum of Settlement Message-ID: <200901292201.n0TM16AB014527@smtp-server1.carleton.ca> --=====================_13306916==.ALT Content-Type: text/plain; charset="iso-8859-1"; format=flowed Content-Transfer-Encoding: quoted-printable Hi, everyone Below is a document outlining the Highlights of=20 the Memorandum of Settlement for the negotiations=20 between our Negotiating Committee and the=20 Negotiating Committee of the Carleton University=20 Administration. Following it is the actual=20 wording of the changes to the Collective=20 Agreement which will be made to the current=20 Collective Agreement if it is ratified by the membership. A second information meeting will be held Friday,=20 January 30 at noon in 340 Tory where the terms of=20 the settlement will be outlined and questions=20 from the membership will be discussed. Voting on=20 the memorandum of settlement will commence at the=20 end of the meeting, and then again on Monday,=20 February 2 and Tuesday, February 3 from 10 a.m. to 6 p.m. in three= locations: Atrium, 4th Floor of the Unicentre Tunnel Entrance, 2nd Floor Loeb Outside the Bell Theatre A subsequent e-mail will outline the position of=20 the CUPE 4600 Bargaining Committee and the=20 Executive Council on the Memorandum of Settlement. ********** Highlights of Memorandum of Settlement January 21, 2009 1) Salary Increase 3% per year in each of two years for Grad and Undergrad TAs (a) The rates of pay, effective September 1, 2008 shall be as follows Graduate Students: regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,357. equivalent hourly rate $35.30 Undergraduate Students: hourly rate $19.98 Student Consultants $19.98 (b) The rates of pay, effective September 1, 2009 shall be as= follows: Graduate Students: regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,638. equivalent hourly rate $36.36 Undergraduate Students: hourly rate $20.58 Student Consultants $20.58 2) Tuition Increase Protections Rolling Tuition=20 Index to commence as of May 2009 Members who start their TA career at Carleton=20 prior to May 2009 have their tuition rebate=20 pegged to the May 2005 rate (if they started=20 before September 2006 their tuition rebate is=20 pegged to May 2001). Members who start their TA=20 career at Carleton on or after May 2009 will have=20 their tuition rebates pegged to the tuition rate=20 at the time of the start of their employment as a=20 TA. In subsequent years they would get the=20 difference to whatever the rate is for that term=20 and the rate that they started working as a TA. In September 2009 new TAs will get $0 tuition=20 rebate; those who had started before would get=20 the rebate back to 2005. Both will have the same=20 salary, as per the salary listed above, but will=20 have a different take-home pay. 3) Two-Year Agreement September 1, 2008 August 31, 2010 4) Employee Assistance Plan Increased by $30,000 to $95,000 The Employer agrees to pay the following amounts=20 into an Employee Assistance Fund, to be administered by the J.C.C: September 2008 - August 2009: $95,000.00 September 2009 - August 2010: $95,000.00 The fund shall be used to assist Employees who: (a) Incur child-care costs in order to perform their duties, (b) Incur eye-care costs where the=20 Employee does not have access to vision care under a health insurance plan,= or (c) Incur dental costs where the=20 employee does not have access to coverage under=20 an existing dental plan, or where the costs exceed the coverage; or (d) Require assistance with UHIP premium costs, or (e) Emergency loans Eligibility guidelines will be determined by the J.C.C 5) Parental Leave no longer counts as a term worked A member on parental leave will received 95% of=20 her salary for the first two weeks and then 55%=20 of her salary for 15 weeks, or the remainder of=20 her contract, whichever is less. She may apply=20 under Article 22.11 of the Collective Agreement=20 to have her priority extended for the length of=20 the parental leave. The leave no longer counts as=20 a term worked for priority purposes. 6) TA Training The Employer and the Union have signed a=20 Memorandum of Agreement that commits the Faculty=20 of Graduate Studies to consult with the Union on=20 the training programme for TAs, such as the TA=20 Mentoring programme that is now in place in 11=20 departments, and will be implemented in more=20 departments next year. Grad Studies is in charge=20 of the direction of the plans, after consulting=20 with the Union. The Educational Development=20 Centre is to follow the directives of Grad Studies. 7) Electronic Distribution of the Collective Agreement Each member of the bargaining unit will receive=20 electronically a link to the Collective=20 Agreement, as well as a link to a document called=20 Highlights of the Collective Agreement, which=20 explains in laymans terms from the perspective of a teaching assistant. 8) Preference for Undergraduate TAs Letter of Understanding The parties agree with the principle that=20 undergraduate TA's who have worked in the past=20 shall have, subject to satisfactory performance,=20 preference for available work for which they are=20 qualified. The parties further agree to discuss=20 the matter at JCC with a view to the implementation of this agreement. 9) Violence in the Workplace The Employer recognizes a responsibility to=20 provide an environment intended to protect the=20 health, safety and security of employees as they=20 carry out their responsibilities. The Employer=20 shall establish and maintain reasonable measures=20 and procedures for this purpose which shall=20 include training for employees. In return,=20 individual employees shall assume an appropriate=20 responsibility to respect and assist in the=20 implementation of rules adopted to protect the=20 health, safety and security of employees and the=20 Union will so encourage its members to do so. 10) Holidays The Employer agrees to add as a holiday Family=20 Day in February, a day on which no employee=20 covered by the collective agreement shall be=20 required to work. Too bad it falls during Reading Week. ********** MEMORANDUM OF SETTLEMENT RENEWAL COLLECTIVE BARGAINING BETWEEN CARLETON UNIVERSITY AND THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 4600 UNIT 1 1. The parties herein agree to the terms of=20 this memorandum as constituting a settlement of all matters in dispute. 2. The parties agree to ratify this memorandum=20 of settlement in accordance with the Labour Relations Act. 3. The parties herein agree that the term of=20 the collective agreement shall be from September 1, 2008, to August 31,= 2010. 4. The parties herein agree that the said=20 collective agreement shall include the terms of=20 the previous collective agreement that expired on=20 August 31, 2008, and the following amendments are incorporated: (i) All matters previously settled and=20 agreed to by the parties prior to this memorandum of settlement. (ii) And as per attached documents, pages 1 to 13. 1) ARTICLE 17.02 - New VIOLENCE IN THE WORKPLACE The Employer recognizes a responsibility to=20 provide an environment intended to protect the=20 health, safety and security of employees as they=20 carry out their responsibilities. The Employer=20 shall establish and maintain reasonable measures=20 and procedures for this purpose which shall=20 include training for employees. In return,=20 individual employees shall assume an appropriate=20 responsibility to respect and assist in the=20 implementation of rules adopted to protect the=20 health, safety and security of employees and the=20 Union will so encourage its members to do so. 2) ARTICLE 22.08 (b) PARENTAL LEAVE (b) Benefit (i) Subject to the employee's=20 indication to return to work following the period=20 of leave, employees who have held a position for=20 at least 65 hours for a term and have held such a=20 position for at least 13 weeks shall be entitled=20 to receive partially paid parental leave for the=20 period of leave or the remainder of the term of=20 appointment, whichever is less, as follows: a) For the first two weeks of leave, 95% of the=20 average weekly earnings as determined by 22.08(c) below, and ) For the next 15 weeks, or for the remainder of=20 the term of appointment, whichever is less, 55%=20 of the average weekly earnings as determined by 22.08(c) below. (ii) The period of paid leave or the=20 remainder of the term of appointment, whichever=20 less, shall not be charged as a period of service=20 under the provision of Article 13.04. The=20 employee may apply for a leave from duties under=20 Article 22.11 of the Collective Agreement. (iii) Such payments will be made providing the=20 employee is receiving not more than 95% of normal=20 weekly earnings from all sources (including E.I.=20 benefits, supplementary University payments, and other employment earnings). (iv) The benefit is subject to any other=20 limitations set out of H.R.S.D.C. or other governing authorities. (v) The employee must return to work=20 following the expiry of the leave, subject to the=20 availability of work and the employee's=20 eligibility for work under this collective=20 agreement. It is understood that, on the=20 employee's return to work, it may not be=20 practicable to return the employee to the same=20 position; in such cases alternative duties shall=20 be assigned, and Article 13.08 shall apply, mutatis mutandis. ARTICLE 22.11 LEAVE FROM DUTIES Leave from duties shall be approved by the Dean=20 of Graduate Studies and Research. Leave may be=20 requested fdr the following reasons: (i) Academic research, exchange, and co-op positibns; (ii) Certifies medical leave; (iii) Any other reasons where the=20 Academic Supervisor and/or the Department Head=20 provides reasons in writing as to how the leave=20 would benefit the student academically. (iv) Parental leave, as per Article 22.08(b) Applications for leave from duties shall not be=20 unreasonably denied. Grievances concerning and=20 denial of such leave may be presented directly as=20 Step 3 of the grievance procedure in Article 10. 3) ARTICLE 23: SALARY Compensation for employees shall be composed of=20 the rates of pay and the Tuition Increase Assistance set out below. 23.01 Graduate Students: regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,357. equivalent hourly rate $35.30 Undergraduate Students: hourly rate $19.98 Student Consultants $19.98 (b) The rates of pay, effective September 1, 2009 shall be as= follows: Graduate Students: regular appointment, 10 hours per=20 week for two (2) terms--265 hours $9,638. equivalent hourly rate $36.36 Undergraduate Students: hourly rate $20.58 Student Consultants $20.58 4) ARTICLE 25: DURATION AND RENEWAL 25.01 Except as specifically otherwise provided=20 herein, this agreement shall come into force on=20 the date of ratification, and shall remain in=20 effect until August 31, 2010.. It is understood=20 that both parties shall subject the agreement to=20 a ratification vote. For the purposes of this=20 Article, the date of ratification shall be=20 defined as the date upon which the Union ratifies the agreement 5 ) TUITION INCREASE ASSISTANCE 23.04 Tuition Increase Assistance a) Eligibility 1. Any employee covered under this=20 Agreement and not excluded under subparagraph 2=20 below who works for 65 hours or more in any term=20 shall receive a tuition increase assistance for=20 that term in which they are employed as=20 calculated in paragraphs (b) and (c) below. 2. Employees who are not students or=20 are exempt from tuition shall not receive tuition=20 increase assistance under this Article. b) Reference Fees 1 The reference tuition fee for employees who=20 commenced employment prior to August 31, 2006 is=20 defined as those program tuition fees established as of May 1, 2001. 2. The reference tuition fee for=20 employees who commence employment on or after=20 September 1, 2006, and prior to April 30, 2009,=20 shall be defined as those program tuition fees established as of May 1,= 2005. 3. The reference tuition fee for=20 employees who commence employment on or after May=20 1, 2009, shall be defined as those program=20 tuition fees established as of the first day they commence employment. 4. Employees who remain registered in=20 the same academic program but whose status=20 changes from full to part-time or vice-versa,=20 shall simultaneously change Reference Fees=20 according to the fees for their new registration=20 status in their academic program as of the date of their former Reference= Fees. 5. Employees who are unable to remain=20 registered in the same program due to changes in=20 program offerings or conditions shall maintain=20 their Reference Fees from their original program=20 if they apply to and are accepted in a different=20 program at Carleton University within 12 months. c) Assistance Amount 1. The amount of the tuition increase=20 assistance shall be the difference between the=20 current tuition paid by the employee and the=20 Reference Fees, except as specified in subparagraph 2 below. 2. Employees who have scholarships or=20 bursaries which vary with tuition, but are not=20 covered under sub-paragraph (a) 2. above, shall=20 receive assistance equal to the difference=20 between the increase in their scholarship or=20 bursary due to the increase in tuition, and the=20 actual dollar amount of that increase, if any. 6) ARTICLE 24: EMPLOYEE ASSISTANCE FUND 24.01 The Employer agrees to pay the following=20 amounts into an Employee Assistance Fund, to be administered by the J.C.C: September 2008 - August 2009: $95,000.00=20 September 2009 - August 2010: $95,000.00 The fund shall be used to assist Employees who: (a) Incur child-care costs in order to perform their duties, (b) Incur eye-care costs where the=20 Employee does not have access to vision care under a health insurance plan,= or (c) Incur dental costs where the=20 employee does not have access to coverage under=20 an existing dental plan, or where the costs exceed the coverage; or (d) Require assistance with UHIP premium costs, or (e) Emergency loans Eligibility guidelines will be determined by the J.C.C. 7) Letter of Understanding Re: Preference for Undergraduate TAs The parties agree with the principle that=20 undergraduate TA's who have worked in the past=20 shall have, subject to satisfactory performance,=20 preference for available work for which they are=20 qualified. The parties further agree to discuss=20 the matter at JCC with a view to the implementation of this agreement. 8) ARTICLE 5.06 =96 UNION SECURITY 5.06 When a written formal offer of=20 employment is made, the Employer will advise each=20 prospective employee that this Agreement exists,=20 that it can be found on both the Employer and the=20 Union websites, and will provide a brief=20 description of the Union. It is understood that=20 the Union shall supply the Employer with such=20 description. Upon hiring, the Employer will=20 provide employees with an-e.l.e- twi=80c.copy of a=20 document entitled "Highlights of the Collective=20 Agreement", the content of which must be agreed=20 to by the Joint Consultation Committee. Employees=20 shall only be provided a hard copy of the Collective Agreement upon request. 9) ARTICLE 15: WORKING CONDITIONS 15.02 (a) In order to encourage the=20 professional development of employees and to=20 improve the quality of education for students,=20 the Employer shall sponsor in the beginning of=20 each September, an orientation session at which=20 the Union may be represented, on pedagogical or=20 technical skills relevant to the assigned duties=20 of the employees. A graduate student appointed=20 for the first time to a regular position of 65=20 hours or more in one term, shall be notified in=20 writing, prior to the commencement of the=20 position, that they are required to attend the=20 orientation in September. Attendance at=20 subsequent September orientations shall be=20 voluntary unless the employees are required in=20 writing to attend, in which case the time spent=20 at such sessions shall be deemed to be time worked. (b) The Employer will establish an=20 annual fund of $10,000 to be administered by the=20 Dean of Graduate Studies and Research, to provide=20 for pedagogical training for all teaching=20 assistants. Attendance shall be voluntary unless=20 employees are required in writing to attend, in=20 which case the time spent at such sessions shall be deemed to be time= worked. The Employer agrees to consult with the Union on=20 the training process as per the Memorandum of=20 Agreement (See Appendix) reached between the=20 parties on July 26, 2008, appended to this=20 Collective Agreement. Among other things, the Parties shall consider: (i) the assessment of training needs; (ii) the availability of suitable training resources; (iii) the manner in which training=20 opportunities should be made available to employees; (iv) any other matter related to training the parties agree to= review. (d) The Employer, through the Office of the Dean=20 of Graduate Studies and Research, shall provide=20 the Union with a record of attendance of all TAs=20 at the training sessions held in the Fall and=20 Winter terms to the conclusion of the Winter term. 10) ARTICLE 19: HOLIDAYS 19.01 No employee covered by this agreement shall=20 be required to work on any of the following holidays: Family Day Good Friday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day New Year's Day Neither shall any employee be required to work on=20 any day on which the University is closed in=20 accordance with the schedule in the academic calendar. 11) ARTICLE 17.01 (E) SAFETY AND HEALTH ARTICLE 17.01(E) (e) The Employer shall maintain a Joint=20 Occupational Health and Safety Committee in=20 accordance with the Occupational Health and=20 Safety Act of Ontario. CUPE 4600 (Unit 1) shall=20 appoint one (1) member of the bargaining unit to=20 the Joint Occupational Health and Safety Committee. 12) ARTICLE 27: INTERNATIONAL DEVELOPMENT FUND 27.01 The Union authorizes the Employer to make=20 a deduction, equivalent to one cent per hour from=20 each employee=92s wages, to be paid into a fund for=20 international development. Each year, the money=20 shall be donated to an international development=20 organization registered by Revenue Canada as a=20 charity, to be selected by the Union. The money,=20 once deducted, shall be sent to the Union to=20 dispense. Each employee shall be given the=20 chance to refuse the deduction from his/her wages=20 at the start of each appointment. The Union=20 shall administer the opting out procedure. The=20 Union agrees to indemnify and save the Employer=20 harmless from any claims which may be made=20 against it by an employee as a result of the=20 deduction or non-deduction for this Fund, except=20 for any claim or liability arising out of an=20 error committed by the Employer. It is=20 understood that the Employer has no=20 responsibility with respect to tax receipts for charitable contributions. 13) APPENDIX =96 MEMORANDUM OF AGREEMENT RE TRAINING MEMORANDUM OF AGREEMENT BETWEEN CARLETON UNIVERSITY AND CUPE 4600 (UNIT 1) RE: TRAINING WHEREAS it is the purpose of this Memorandum of=20 Agreement to continue and to further the training=20 and development of employers covered by the CUPE=20 4600 (Unit 1) Collective Agreement in order to=20 enable those employees to enjoy and to provide=20 the best possible teaching and learning=20 experience for themselves and for all students of Carleton University; WHERAS, Article 15.2(a) of the CUPE 4600 (Unit 1)=20 Collective Agreement requires the Employer to=20 sponsor in the beginning of each September, an=20 orientation session at which the union may be=20 represented, on pedagogical or technical skills=20 relevant to the assigned duties of employees; AND WHEREAS, Article 15.2(b) of the of the CUPE=20 4600 (Unit 1) Collective Agreement requires the=20 Employer to establish an annual fund of $10,000=20 to be administered by the Dean of Graduate=20 Studies and Research, to provide for pedagogical=20 training for all teaching assistants; AND WHEREAS, Article 15.2(b) of the CUPE 4600=20 (Unit 1) Collective Agreement provides that the=20 Employer agrees to consult with the Union in the=20 ongoing development of this training program, and in particular on: (i) the assessment of training needs; (ii) the availability of suitable training resources; (iii) the manner in which training opportunities=20 should be made available to employees; (iv) any other matter related to training the parties agree to review. AND 'WHEREAS, Article 15.2(c) of the of the CUPE=20 4600 (Unit 1) Collective Agreement requires the=20 parties to periodically review the adequacy of=20 such training programs in Article 15.2(b) and of=20 the orientation sessions in Article 15.2(a); NOW THEREFORE, the parties agree as follows: 1. The parties agree that the Dean of Graduate=20 Studies and Research shall be responsible for=20 ensuring that the Employer meets its obligations=20 under Article 15.2 of the CUPE 4600 (Unit 1)=20 Collective Agreement. All communications=20 regarding the manner in which this responsibility=20 will be carried out shall be issued from the=20 Office of the Dean of Graduate Studies and=20 Research to the employees and the supervisors. A standing joint training sub-committee of the=20 J.C.C. shall be established with 3=20 representatives of the Employer and 3=20 representatives of the Union. The Employer=20 representatives will be appointed by the Dean of Graduate Studies and= Research. 3. The training=20 sub-committee of J.C.C. shall meet at least 3=20 times per year. Additional meetings may be called=20 by either party on 5 days written notice or by mutual consent. 4. The purpose of the training=20 sub-committee shall be to make recommendations to=20 the Dean of Graduate Studies and Research=20 regarding the ongoing development of TA training=20 and to review the adequacy of such training=20 programs and of the orientation session referred=20 to in Articles 15.2(a) and (b) of the CUPE 4600 (Unit 1) Collective= Agreement. 5. The joint training sub-committee=20 shall review the following on an ongoing basis=20 and report to the Dean of Graduate Studies and=20 Research their recommendations on, inter alia: (i) the assessment of training needs; (ii) the availability of=20 suitable training resources currently in place; (iii) the manner in which=20 training opportunities should be made available to employees; (iv) the scheduling of training opportunities for= employees; (v) CUPE 4600 representation in=20 the orientation session at the beginning of each September; (vi) the evaluation of training provided to employees; (vii) the tracking of training hours worked by employees; (viii) any other matter related to=20 training the parties agree to review. 6. The parties agree that CUPE 4600 shall be=20 represented at the orientation session in the=20 beginning of each September. The role of the CUPE=20 4600 representative at the orientation session=20 shall be reviewed on an ongoing basis. 7. The parties agree that the Dean of Graduate=20 Studies and Research shall be responsible for=20 ensuring that the time spent by employees in=20 training is tracked, recorded and paid. Payment=20 for training shall be governed by the provisions=20 of the CUPE 4600 (Unit 1) Collective Agreement. Signed this 16th day of July ,2008. _______________________________________________ Cupe4600-bargaining mailing list Cupe4600-bargaining at lists.cupe.ca http://lists.cupe.ca/mailman --=====================_13306916==.ALT Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable Hi, everyone

Below is a document outlining the Highlights of the Memorandum of Settlement for the negotiations between our Negotiating Committee and the Negotiating Committee of the Carleton University Administration. Following it is the actual wording of the changes to the Collective Agreement which will be made to the current Collective Agreement if it is ratified by the membership.

A second information meeting will be held Friday, January 30 at noon in 340 Tory where the terms of the settlement will be outlined and questions from the membership will be discussed. Voting on the memorandum of settlement will commence at the end of the meeting, and then again on Monday, February 2 and Tuesday, February 3 from 10 a.m. to 6 p.m. in three locations:

Atrium, 4th Floor of the Unicentre

Tunnel Entrance, 2nd Floor Loeb

Outside the Bell Theatre


A subsequent e-mail will outline the position of the CUPE 4600 Bargaining Committee and the Executive Council on the Memorandum of Settlement.

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Highlights of Memorandum of Settlement

January 21, 2009

 

1) Salary Increase 3% per year in each of two years

     for Grad and Undergrad TAs

(a)        The rates of pay, effective September 1, 2008 shall be as follows

Graduate Students:

           regular appointment, 10 hours per week for two (2) terms--265 hours $9,357.

           equivalent hourly rate $35.30

Undergraduate Students:

           hourly rate $19.98

           Student Consultants $19.98

(b)        The rates of pay, effective September 1, 2009 shall be as follows:

Graduate Students:

           regular appointment, 10 hours per week for two (2) terms--265 hours $9,638.

           equivalent hourly rate $36.36

Undergraduate Students:

           hourly rate $20.58

           Student Consultants $20.58

 2) Tuition Increase Protections Rolling Tuition Index to commence as of May 2009

Members who start their TA career at Carleton prior to May 2009 have their tuition rebate pegged to the May 2005 rate (if they started before September 2006 their tuition rebate is pegged to May 2001). Members who start their TA career at Carleton on or after May 2009 will have their tuition rebates pegged to the tuition rate at the time of the start of their employment as a TA. In subsequent years they would get the difference to whatever the rate is for that term and the rate that they started working as a TA.

In September 2009 new TAs will get $0 tuition rebate; those who had started before would get the rebate back to 2005. Both will have the same salary, as per the salary listed above, but will have a different take-home pay.

3) Two-Year Agreement September 1, 2008 August 31, 2010

4) Employee Assistance Plan Increased by $30,000 to $95,000

The Employer agrees to pay the following amounts into an Employee Assistance Fund, to be administered by the J.C.C:

September 2008 - August 2009: $95,000.00
September 2009 - August 2010: $95,000.00

The fund shall be used to assist Employees who:

(a)          Incur child-care costs in order to perform their duties,

(b)          Incur eye-care costs where the Employee does not have access to vision care under a health insurance plan, or

(c)          Incur dental costs where the employee does not have access to coverage under an existing dental plan, or where the costs exceed the coverage; or

(d)          Require assistance with UHIP premium costs, or

(e)          Emergency loans
 

Eligibility guidelines will be determined by the J.C.C

5)      Parental Leave no longer counts as a term worked

A member on parental leave will received 95% of her salary for the first two weeks and then 55% of her salary for 15 weeks, or the remainder of her contract, whichever is less. She may apply under Article 22.11 of the Collective Agreement to have her priority extended for the length of the parental leave. The leave no longer counts as a term worked for priority purposes.

6) TA Training

The Employer and the Union have signed a Memorandum of Agreement that commits the Faculty of Graduate Studies to consult with the Union on the training programme for TAs, such as the TA Mentoring programme that is now in place in 11 departments, and will be implemented in more departments next year. Grad Studies is in charge of the direction of the plans, after consulting with the Union. The Educational Development Centre is to follow the directives of Grad Studies.

7) Electronic Distribution of the Collective Agreement

Each member of the bargaining unit will receive electronically a link to the Collective Agreement, as well as a link to a document called Highlights of the Collective Agreement, which explains in laymans terms from the perspective of a teaching assistant.

8) Preference for Undergraduate TAs

Letter of Understanding

The parties agree with the principle that undergraduate TA's who have worked in the past shall have, subject to satisfactory performance, preference for available work for which they are qualified. The parties further agree to discuss the matter at JCC with a view to the implementation of this agreement.

9) Violence in the Workplace

The Employer recognizes a responsibility to provide an environment intended to protect the health, safety and security of employees as they carry out their responsibilities. The Employer shall establish and maintain reasonable measures and procedures for this purpose which shall include training for employees. In return, individual employees shall assume an appropriate responsibility to respect and assist in the implementation of rules adopted to protect the health, safety and security of employees and the Union will so encourage its members to do so.

10) Holidays

The Employer agrees to add as a holiday Family Day in February, a day on which no employee covered by the collective agreement shall be required to work. Too bad it falls during Reading Week.

 

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MEMORANDUM OF SETTLEMENT
RENEWAL COLLECTIVE BARGAINING
BETWEEN
CARLETON UNIVERSITY
AND
THE CANADIAN UNION OF PUBLIC EMPLOYEES,
LOCAL 4600 UNIT 1

1.     The parties herein agree to the terms of this memorandum as constituting a settlement of all matters in dispute.
2.    The parties agree to ratify this memorandum of settlement in accordance with the Labour Relations Act.
3.    The parties herein agree that the term of the collective agreement shall be from September 1, 2008, to August 31, 2010.
4.     The parties herein agree that the said collective agreement shall include the terms of the previous collective agreement that expired on August 31, 2008, and the following amendments are incorporated:
(i)            All matters previously settled and agreed to by the parties prior to this memorandum of settlement.
(ii)           And as per attached documents, pages 1 to 13.

1) ARTICLE 17.02 - New VIOLENCE IN THE WORKPLACE
 
The Employer recognizes a responsibility to provide an environment intended to protect the health, safety and security of employees as they carry out their responsibilities. The Employer shall establish and maintain reasonable measures and procedures for this purpose which shall include training for employees. In return, individual employees shall assume an appropriate responsibility to respect and assist in the implementation of rules adopted to protect the health, safety and security of employees and the Union will so encourage its members to do so.

2) ARTICLE 22.08 (b) PARENTAL LEAVE
 
(b)       Benefit
(i)            Subject to the employee's indication to return to work following the period of leave, employees who have held a position for at least 65 hours for a term and have held such a position for at least 13 weeks shall be entitled to receive partially paid parental leave for the period of leave or the remainder of the term of appointment, whichever is less, as follows:
 
a) For the first two weeks of leave, 95% of the average weekly earnings as determined by 22.08(c) below, and
) For the next 15 weeks, or for the remainder of the term of appointment, whichever is less, 55% of the average weekly earnings as determined by 22.08(c) below.
(ii)          The period of paid leave or the remainder of the term of appointment, whichever less, shall not be charged as a period of service under the provision of Article 13.04. The employee may apply for a leave from duties under Article 22.11 of the Collective Agreement.

(iii) Such payments will be made providing the employee is receiving not more than 95% of normal weekly earnings from all sources (including E.I. benefits, supplementary University payments, and other employment earnings).
(iv)         The benefit is subject to any other limitations set out of H.R.S.D.C. or other governing authorities.
 
(v)       The employee must return to work following the expiry of the leave, subject to the availability of work and the employee's eligibility for work under this collective agreement. It is understood that, on the employee's return to work, it may not be practicable to return the employee to the same position; in such cases alternative duties shall be assigned, and Article 13.08 shall apply, mutatis mutandis.

ARTICLE 22.11 LEAVE FROM DUTIES
Leave from duties shall be approved by the Dean of Graduate Studies and Research. Leave may be requested fdr the following reasons:
 
(i)             Academic research, exchange, and co-op positibns;
(ii)            Certifies medical leave;
(iii)           Any other reasons where the Academic Supervisor and/or the Department Head provides reasons in writing as to how the leave would benefit the student academically.
(iv)          Parental leave, as per Article 22.08(b)
 
Applications for leave from duties shall not be unreasonably denied. Grievances concerning and denial of such leave may be presented directly as Step 3 of the grievance procedure in Article 10.

 
3) ARTICLE 23: SALARY
 
Compensation for employees shall be composed of the rates of pay and the Tuition Increase Assistance set out below.

23.01

Graduate Students:
           regular appointment, 10 hours per week for two (2) terms--265 hours $9,357.
           equivalent hourly rate $35.30
Undergraduate Students:
           hourly rate $19.98
Student Consultants $19.98

(b)        The rates of pay, effective September 1, 2009 shall be as follows:
Graduate Students:
           regular appointment, 10 hours per week for two (2) terms--265 hours $9,638.
           equivalent hourly rate $36.36
Undergraduate Students:
           hourly rate $20.58
Student Consultants $20.58

4)         ARTICLE 25:  DURATION AND RENEWAL

25.01  Except as specifically otherwise provided herein, this agreement shall come into force on the date of ratification, and shall remain in effect until August 31, 2010..  It is understood that both parties shall subject the agreement to a ratification vote.  For the purposes of this Article, the date of ratification shall be defined as the date upon which the Union ratifies the agreement

5 ) TUITION INCREASE ASSISTANCE

23.04 Tuition Increase Assistance


a)    Eligibility
1.            Any employee covered under this Agreement and not excluded under subparagraph 2 below who works for 65 hours or more in any term shall receive a tuition increase assistance for that term in which they are employed as calculated in paragraphs (b) and (c) below.
2.            Employees who are not students or are exempt from tuition shall not receive tuition increase assistance under this Article.

b) Reference Fees

1 The reference tuition fee for employees who commenced employment prior to August 31, 2006 is defined as those program tuition fees established as of May 1, 2001.
 

2.            The reference tuition fee for employees who commence employment on or after September 1, 2006, and prior to April 30, 2009, shall be defined as those program tuition fees established as of May 1, 2005.
 

3.            The reference tuition fee for employees who commence employment on or after May 1, 2009, shall be defined as those program tuition fees established as of the first day they commence employment.
 

4.            Employees who remain registered in the same academic program but whose status changes from full to part-time or vice-versa, shall simultaneously change Reference Fees according to the fees for their new registration status in their academic program as of the date of their former Reference Fees.
 

5.            Employees who are unable to remain registered in the same program due to changes in program offerings or conditions shall maintain their Reference Fees from their original program if they apply to and are accepted in a different program at Carleton University within 12 months.


c)         Assistance Amount
 

1.            The amount of the tuition increase assistance shall be the difference between the current tuition paid by the employee and the Reference Fees, except as specified in subparagraph 2 below.
 

2.            Employees who have scholarships or bursaries which vary with tuition, but are not covered under sub-paragraph (a) 2. above, shall receive assistance equal to the difference between the increase in their scholarship or bursary due to the increase in tuition, and the actual dollar amount of that increase, if any.
 

6) ARTICLE 24: EMPLOYEE ASSISTANCE FUND
 

24.01 The Employer agrees to pay the following amounts into an Employee Assistance Fund, to be administered by the J.C.C:

September 2008 - August 2009: $95,000.00 September 2009 - August 2010: $95,000.00
 

The fund shall be used to assist Employees who:

(a)          Incur child-care costs in order to perform their duties,

(b)          Incur eye-care costs where the Employee does not have access to vision care under a health insurance plan, or

(c)          Incur dental costs where the employee does not have access to coverage under an existing dental plan, or where the costs exceed the coverage; or

(d)          Require assistance with UHIP premium costs, or

(e)          Emergency loans
 

Eligibility guidelines will be determined by the J.C.C.

 7) Letter of Understanding Re: Preference for Undergraduate TAs
 

The parties agree with the principle that undergraduate TA's who have worked in the past shall have, subject to satisfactory performance, preference for available work for which they are qualified. The parties further agree to discuss the matter at JCC with a view to the implementation of this agreement.
 
8) ARTICLE 5.06 =96 UNION SECURITY
 

5.06      When a written formal offer of employment is made, the Employer will advise each prospective employee that this Agreement exists, that it can be found on both the Employer and the Union websites, and will provide a brief description of the Union. It is understood that the Union shall supply the Employer with such description. Upon hiring, the Employer will provide employees with an-e.l.e- twi=80c.copy of a document entitled "Highlights of the Collective Agreement", the content of which must be agreed to by the Joint Consultation Committee. Employees shall only be provided a hard copy of the Collective Agreement upon request.

 
9) ARTICLE 15: WORKING CONDITIONS

15.02

(a)             In order to encourage the professional development of employees and to improve the quality of education for students, the Employer shall sponsor in the beginning of each September, an orientation session at which the Union may be represented, on pedagogical or technical skills relevant to the assigned duties of the employees. A graduate student appointed for the first time to a regular position of 65 hours or more in one term, shall be notified in writing, prior to the commencement of the position, that they are required to attend the orientation in September. Attendance at subsequent September orientations shall be voluntary unless the employees are required in writing to attend, in which case the time spent at such sessions shall be deemed to be time worked.

(b)             The Employer will establish an annual fund of $10,000 to be administered by the Dean of Graduate Studies and Research, to provide for pedagogical training for all teaching assistants. Attendance shall be voluntary unless employees are required in writing to attend, in which case the time spent at such sessions shall be deemed to be time worked.

The Employer agrees to consult with the Union on the training process as per the Memorandum of Agreement (See Appendix) reached between the parties on July 26, 2008, appended to this Collective Agreement. Among other things, the Parties shall consider:

(i)             the assessment of training needs;
(ii)           the availability of suitable training resources;
(iii)          the manner in which training opportunities should be made available to employees;
(iv)          any other matter related to training the parties agree to review.

(d) The Employer, through the Office of the Dean of Graduate Studies and Research, shall provide the Union with a record of attendance of all TAs at the training sessions held in the Fall and Winter terms to the conclusion of the Winter term.

10) ARTICLE 19: HOLIDAYS

19.01 No employee covered by this agreement shall be required to work on any of the following holidays:

Family Day
Good Friday
Victoria Day
Canada Day
Civic Holiday
Labour Day
Thanksgiving Day
Christmas Day
Boxing Day
New Year's Day

Neither shall any employee be required to work on any day on which the University is closed in accordance with the schedule in the academic calendar.

11) ARTICLE 17.01 (E) SAFETY AND HEALTH

ARTICLE 17.01(E)

(e)        The Employer shall maintain a Joint Occupational Health and Safety Committee in accordance with the Occupational Health and Safety Act of Ontario. CUPE 4600 (Unit 1) shall appoint one (1) member of the bargaining unit to the Joint Occupational Health and Safety Committee.

 
12) ARTICLE 27:  INTERNATIONAL DEVELOPMENT FUND


27.01   The Union authorizes the Employer to make a deduction, equivalent to one cent per hour from each employee=92s wages, to be paid into a fund for international development.  Each year, the money shall be donated to an international development organization registered by Revenue Canada as a charity, to be selected by the Union.  The money, once deducted, shall be sent to the Union to dispense.  Each employee shall be given the chance to refuse the deduction from his/her wages at the start of each appointment.  The Union shall administer the opting out procedure.  The Union agrees to indemnify and save the Employer harmless from any claims which may be made against it by an employee as a result of the deduction or non-deduction for this Fund, except for any claim or liability arising out of an error committed by the Employer.  It is understood that the Employer has no responsibility with respect to tax receipts for charitable contributions.

13) APPENDIX =96 MEMORANDUM OF AGREEMENT RE TRAINING

 

MEMORANDUM OF AGREEMENT BETWEEN CARLETON UNIVERSITY
AND
CUPE 4600 (UNIT 1)
RE: TRAINING

WHEREAS it is the purpose of this Memorandum of Agreement to continue and to further the training and development of employers covered by the CUPE 4600 (Unit 1) Collective Agreement in order to enable those employees to enjoy and to provide the best possible teaching and learning experience for themselves and for all students of Carleton University;
 

WHERAS, Article 15.2(a) of the CUPE 4600 (Unit 1) Collective Agreement requires the Employer to sponsor in the beginning of each September, an orientation session at which the union may be represented, on pedagogical or technical skills relevant to the assigned duties of employees;
 
AND WHEREAS, Article 15.2(b) of the of the CUPE 4600 (Unit 1) Collective Agreement requires the Employer to establish an annual fund of $10,000 to be administered by the Dean of Graduate Studies and Research, to provide for pedagogical training for all teaching assistants;
 
AND WHEREAS, Article 15.2(b) of the CUPE 4600 (Unit 1) Collective Agreement provides that the Employer agrees to consult with the Union in the ongoing development of this training program, and in particular on:
 
(i)    the assessment of training needs;
(ii)   the availability of suitable training resources;
(iii) the manner in which training opportunities should be made available to employees;
(iv) any other matter related to training the parties agree to review.
 

AND 'WHEREAS, Article 15.2(c) of the of the CUPE 4600 (Unit 1) Collective Agreement requires the parties to periodically review the adequacy of such training programs in Article 15.2(b) and of the orientation sessions in Article 15.2(a);
 
NOW THEREFORE, the parties agree as follows:
 

 1. The parties agree that the Dean of Graduate Studies and Research shall be responsible for ensuring that the Employer meets its obligations under Article 15.2 of the CUPE 4600 (Unit 1) Collective Agreement. All communications regarding the manner in which this responsibility will be carried out shall be issued from the Office of the Dean of Graduate Studies and Research to the employees and the supervisors.
 

A standing joint training sub-committee of the J.C.C. shall be established with 3 representatives of the Employer and 3 representatives of the Union. The Employer representatives will be appointed by the Dean of Graduate Studies and Research.
 

3.            &n= bsp;            =        The training sub-committee of J.C.C. shall meet at least 3 times per year. Additional meetings may be called by either party on 5 days written notice or by mutual consent.
 

4.            &n= bsp;       The purpose of the training sub-committee shall be to make recommendations to the Dean of Graduate Studies and Research regarding the ongoing development of TA training and to review the adequacy of such training programs and of the orientation session referred to in Articles 15.2(a) and (b) of the CUPE 4600 (Unit 1) Collective Agreement.

5.           The joint training sub-committee shall review the following on an ongoing basis and report to the Dean of Graduate Studies and Research their recommendations on, inter alia:

 
(i)            &= nbsp;        the assessment of training needs;
(ii)            =         the availability of suitable training resources currently in place;
(iii)            = ;      the manner in which training opportunities should be made available to employees;
(iv)            =       the scheduling of training opportunities for employees;
(v)            &= nbsp;      CUPE 4600 representation in the orientation session at the beginning of each September;
(vi)            =       the evaluation of training provided to employees;
(vii)            = ;    the tracking of training hours worked by employees;
(viii)           &nbs= p;   any other matter related to training the parties agree to review.

6. The parties agree that CUPE 4600 shall be represented at the orientation session in the beginning of each September. The role of the CUPE 4600 representative at the orientation session shall be reviewed on an ongoing basis.

7. The parties agree that the Dean of Graduate Studies and Research shall be responsible for ensuring that the time spent by employees in training is tracked, recorded and paid. Payment for training shall be governed by the provisions of the CUPE 4600 (Unit 1) Collective Agreement.

Signed this            16th day of            July         ,2008.
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