University Of Windsor Cupe 1393 Collective Agreement

CLASSIFICATION/PAY RATE: Classification “VI” according to schedule A of the collective agreement Read the summary of the changes made to the collective agreement during the 2016 negotiations in the 2016 ratification document of June 23, 2016. I have received and confirmed to our students your many emails. If necessary, questions are directed to the Dean`s offices or student services offices. In broader matters that affect your frustration with restricted services, a union has the right to strike during labour negotiations. CUPE 1393 unilaterally chose the start of the school year to put pressure on the employer. In trying to find solutions to end the strike, we must balance short-term needs with long-term responsibilities. I assure you that we are doing everything in our power to minimize the impact of the strike on you and that the concerns and frustrations of you and your families are taken very seriously and very seriously. The second big problem is the shock. The CUPE 1393 collective agreement essentially provides for unlimited opportunities. Its members have sought the long-standing right in their collective agreement to an unlimited stiff push when their position is contracted due to budgetary constraints, restructuring or other reasons, excluding outsourcing.

Our research shows that the provisions of the current collective agreement of 1393 are virtually non-existent in collective agreements in Canada, let alone in other collective staff agreements at the University of Windsor. They create several logjams, insecurity for many other professional employees when a position is closed, and an inability of the university to manage operational shifts in terms of budgetary challenges. The university negotiated with the hope that the bumping rights would be limited to three asperities. In response to the concerns of the CupE 1393 negotiating team, we proposed to increase them to four. Unlike the employment evaluation process in other negotiating groups, it is no longer financially viable with Local 1393. It is a complex subject for those who are not familiar with it, but it is essentially the following. For many years, the CUPE 1393 collective agreement has allowed a worker to have his or her employment reassessed each year upon request. The evaluation is conducted through the joint employment evaluation committee described in the collective agreement. In the last three years, out of 61,1393 JOBS 1393 were reassessed, the average post-revaluation increase was $10,790, or an average of 17.3%. This has resulted in a sustained increase in the base budget of $561,064 per year beyond the negotiated rate increases. In accordance with the existing language of the agreement, anyone whose activity is re-evaluated receives retroactively until the date on which they have requested the assessment.

Over the same three years, the University made $1,023,342 million in lump sum payments to these same 61 individuals, an average of $US 16,770 per employee.