To win them, we coordinated our negotiating dates and proposed tariff changes; We coordinated our strike dates and conciliation requests, worked together to improve the working conditions of full-time, part-time and casual workers at U de T. And we continue to support university workers who are members of CUPE 3902, while continuing to negotiate a collective agreement for their largest bargaining unit. There is a great contrast between a for-profit company like Aramark and employees at the University of Toronto. When, after the end of its contract with Aramark, the university “stopped” food services on the St. George campus, they became employed by UofT and were covered by the collective agreement of CUPE Local 3261. Their salaries and benefits have increased dramatically. For example, a full-time cashier was paid $12 an hour at Aramark, but rose to $19.69 when he was employed directly by UofT. “This collective agreement represents a major achievement for these employees who have faced a government-led austerity agenda and the demand for concessions,” said Marty Warren. We had to put the $15 in place. The Law of the Land allowed employers with existing collective agreements to delay increases. Without him, we would not be able to sign a collective agreement. We made it clear to the employer that no collective agreement would be signed for full-time and part-time workers without a minimum wage of $15 for casual workers. We have also introduced a provision for equal pay for substantially similar work, which is expected to come into force in May 2019 – before the deadline for workers with collective agreements in the January 2020 legislation.
Collective agreements set out the terms and conditions of employment of unionized workers as well as the rights, privileges and obligations of the union, employer and workers. “This is an uncompromising agreement that makes significant gains in both monetary and non-monetary areas,” USW Local President Colleen Burke said in 1998. Leanne: Most collective agreements at the University of Toronto expired on June 30, 2017. We usually have 3-year collective agreements, so we started imagining what a good employer might look like by 2020. Together, we have developed a platform of 9 key themes: the agreement involves wage increases of 6.5%, several improvements in the language of the contract, which concern key issues such as job security and improved provisions on severance pay and transition to early retirement. The three-year collective agreement, in effect until June 30, 2020, includes 4,300 administrative and technical officers at the university. Members of USW Local 1998 voted in favour of the treaty on Monday. The collective agreement provides for a 2.5% increase in wages this year, followed by a 2% increase over the next two years.