PSAC and U of S Reach Tentative Agreement for Graduate Students

After 7 months of bargaining, both sides were able to agree on terms.  This is a fantastic agreement for our members which includes sector leading economic increases.

Highlights

– 4 year agreement
– Significant improvements to language around Employment Equity.
– Language for Employment Supervisor Training
– Improvements to language around Hours of Work and Harassment

Annual wage settlement

PSAC’s bargaining team successfully secured fair wage increases averaging at 2.5% per year. Graduate Student members would receive the following wage increases: 

Year 1      Year 2      Year 3      Year 4
  1%            3%           3%          3%

We appreciate the dialogue with the U of S during this round of bargaining.   The tone was always respectful from both sides which allowed us to move forward on a number of issues.

What’s Next? 
In the next couple of weeks you will receive a ratification kit.  This will contain all of the details of the tentative agreement.  Following that, we will schedule a ratification meeting which will be held virtually and members will be able to cast their vote on whether to accept the agreement.

Only Members In Good Standing (MIGS) will be allowed to vote. Links will be sent out in the coming days in order to ensure that your membership is up to date.

Thank You!
We would like to send a big thank you to our members for their show of support during the bargaining process.  Your engagement throughout the process helped guide us at the bargaining table and gave us strength when faced with resistance from the employer.

Finally, thank you to the bargaining team for taking on this challenging role.  It is a valuable learning experience, but it can also be grueling at times.  Thanks to their hard work and dedication, we came away with a very good tentative agreement.

Bargaining Team
Naheda Sathout
Sam Netzke
Jeffrey Zielinski

Negotiator
John Eustace

Research Officer
Silja Freitag

Regional Representative
Jesse Todd

August Bargaining Update

PSAC Local 40004 Bargaining Update

20 August 2020

Talks move to monetary

The Bargaining Team for Graduate Student Employees, PSAC Local 40004, met with members of the University of Saskatchewan team on August 18th and 19thAs reported in our last bargaining update, the Union Team had committed to tabling its monetary proposals during this bargaining session.  It did so on the morning of August 18th.  

The Union team proposed to move towards the median wage rate for comparable employees within the U15 Group of Canadian Research Universities with the following demands:

  • a 30% market adjustment
  • general economic increases of 3% per year over a three-year agreement
  • a tuition offset, which would require increases to the hourly rate which are comparable to any tuition increase, should the university decide to follow through with its plan to increase graduate tuition to align with the U15’s median tuition. 

Finally, the union team also proposed that the university compensate members for expenses they are incurring while being required to work from home during the pandemic. A copy of the complete monetary package is attached to this email.  

Not surprisingly, while making their counter proposal on the afternoon of August 19th, the Employer took exception to the union’s modelling of the U15 median wage, asserting that by their calculations, U of S graduate student employees were already near or at the median.  They countered with a proposal for a 4-year agreement with general economic increases at 0%, 1.5%, 1.5%, and 1.5%.  They rejected all other monetary proposals tabled by the Union Team.  

While the Union Team is very disappointed with the Employer’s offer, it determined that in order to respond it would need to see and analyze the Employer’s modelling of U15 wage rates to ascertain if we could find common ground on modelling.  The Employer agreed to share their wage rate model, and the two teams have agreed to meet again on September 23rd and 24th.

On a more positive note, the Employer did come to the table during this bargaining session with responses on union proposals for Employment Supervisor Training and an Employment Equity Survey, proposals on which we had reached impasse during the last bargaining session.  While neither Employer proposal fully addressed the concerns of the Union Team, there was enough movement to warrant union counters.  By the end of the day, we had reached agreement on Employment Supervisor Training language, and we remain hopeful of making some progress on the Employment Equity front during the next bargaining session.

Clearly, as we have now entered the pointy end of bargaining, we will be looking to you to demonstrate how important the items remaining on the table are to you.  We encourage you to contact the local at psac40004@gmail.com to register your thoughts.  And we encourage you to get involved should mobilization be necessary to secure a fair and reasonable agreement.

Thank you for your continued support and solidarity. You are our strength at the table!

In solidarity,

Your Graduate Student Employee Bargaining Team

Naheda Sahtout

Sam Netzke

Jeffery Zielinski

Jesse Todd (PSAC Rep)

Silja Freitag (PSAC Research Officer)

John Eustace (PSAC Negotiator)

June Bargaining Update

PSAC Local 40004 Bargaining Update

24 June 2020

Talks stall on equity survey and training for employment supervisors

The Bargaining Team for Graduate Student Employees, PSAC Local 40004, met with members of the University of Saskatchewan team on June 23rd and 24th.  On the first day, the team built on the progress it had made during the last bargaining session, signing off on several articles.  On the second day, however, that progress came to a halt when the Union Team engaged the Employer in discussions on the union’s remaining non-monetary proposals: the creation of an Employment Supervisor Training Workshop and the formation of a joint Employment Equity Committee to determine if the needs of equity seeking groups are being met.

The University expressed some willingness to ensure that Employment Supervisors understand the collective agreement and spoke of their commitment to addressing Employment Equity and systemic discrimination on campus.  The University is, however, not willing to demonstrate a commitment to either in enforceable contract language.  Your Bargaining Team sees this unwillingness as a problem, particularly in the context of current events.

Our position is that the University should demonstrate its commitment by working with the Union to ensure that all members receive fair and consistent treatment and to address issues of Equity and systemic racism.  A top-down approach is not the right way to address these important issues for our members or for the broader campus community.

After some frank discussion with the Employer, during which we registered our disappointment, your Bargaining Team indicated that we would park these proposals until the next bargaining session, when our monetary package, as well as everything else, will be on the table.

While we hold that the Union’s proposals on Employment Equity and Employment Supervisor Training are reasonable, we did express a willingness to moderate them in a way that would serve what should be our mutual interests.  And we remain hopeful of making progress during the next session (the dates for which have yet to be determined) and of achieving a fair and reasonable agreement that reflects our members’ demands.

Thank you for your continued support and solidarity. You are our strength at the table!

In solidarity,

Your Graduate Student Employee Bargaining Team

Sam Netzke

Naheda Sahtout

Jeffery Zielinski

Jesse Todd (PSAC Rep)

Silja Freitag (PSAC Research Officer)

John Eustace (PSAC Negotiator)

Graduate Student Bargaining Update #3

PSAC Local 40004 Bargaining Update

20 May 2020

More Progress in Bargaining for New Graduate Student Employee

Collective Agreement

 

 

The bargaining team for Graduate Student Employees, PSAC Local 40004, met with representatives of the University of Saskatchewan on May 14 to continue the process of negotiating a new collective agreement. The team can report that it made significant progress in negotiations of non-monetary issues in this third bargaining session with the Employer.

 

Negotiations have taken a different form during the COVID-19 pandemic, as face-to-face meetings are not an option.  So the teams meet in virtual caucus rooms and in a shared virtual bargaining room, exchanging documents electronically.  While this is neither the most efficient nor most effective way to bargain, the Union team is making the best of the best of this difficult situation to advance the members’ interests.

 

Your team made progress on the following issues during the two most recent sessions: management rights provisions, improvements to training provisions, disciplinary procedures, processes around discrimination and harassment complaints, appointment processes, and statutory leaves.  Several significant non-monetary proposals remain on the table, including proposals on hours of work, a proposal for an employment equity study, and a proposal to ensure that faculty supervisors receive training on how to administer the collective agreement fairly.  We hope to tackle these remaining issues during the next bargaining session.

 

Dates for the next bargaining session have yet to be determined, but we expect to meet in June. We thank you for your support.  You are our strength at the table.

 

In solidarity,

 

Your Graduate Student Employee Bargaining Team

 

Naheda Sahtout

Sam Netzke

Jeffery Zielinski

Jesse Todd (PSAC Rep)

Silja Freitag (PSAC Researcher)

John Eustace (PSAC Negotiator)

Letter to Justin Trudeau on Behalf of Our Members

6 April 2020
Dear Prime Minster Trudeau:
We are writing to express our appreciation for your announcement that support for post-secondary students is forthcoming. Our union local—Public Service Alliance of Canada Local 40004—represents graduate students who work at the University of Saskatchewan as teaching assistants, research assistants, and student assistants. Our members have experienced considerable problems due to the ongoing COVID-19 pandemic. Graduate students cannot access offices, labs, archives, and field work necessary to complete their research. These problems are universal and affect graduate students in every department and university across Canada.
Graduate students are the future of Canada’s scholarly excellence in all fields of endeavour and will support the continuation of Canada as a research-based economy and society. To that end, we want to highlight to you the supports that our members need and that we hope your government will include in its support for post-secondary students.
Canadian universities have faced financial constraints for many years, so the federal government should provide funding that universities can give directly to their students.
Federal funding should require that universities:
1. Grant all graduate students, regardless of what year they are in of their program of study, an automatic one (1) year extension.
2. Provide all graduate students one (1) year of guaranteed funding
3. Waive tuition and fee payments until students can fully access all university facilities including offices, labs, research materials, libraries, and other campus services

An automatic program extension will give graduate students the time they need to complete their thesis and dissertations. It will make up for time they have lost due to the necessary public health measures to slow the spread of COVID-19. A full additional year of guaranteed funding is necessary to provide the financial ability for students to focus on their academic work. As not all students are eligible or able to take on the debt of more student loans, guaranteed funding is the best solution.
COVID-19 is a universal crisis that creates universal problems for graduate students, therefore, a universal response is required. Your government can lead the way by ensuring support for graduate students that will allow them to complete their programs and begin contributing to Canada’s knowledge economy.
With respect,
Executive
PSAC Local 40004
CC

Local 40004 Bargaining Proposals

Proposals for a Collective Agreement  

Between  

 The Public Service Alliance of Canada, Local 40004

and  

The University of Saskatchewan

11 March 2020

 INTRODUCTION  

Pursuant to The Saskatchewan Employment Act, the Public Service Alliance of Canada, Local

40004, served notice to bargain on June 14, 2019.  Consequently, the Public Service Alliance of Canada wishes to conclude a Collective Agreement, subject to ratification by members of the bargaining unit.  

The Public Service Alliance of Canada submits these proposals for a new collective agreement. These proposals are being advanced without prejudice to any future proposed amendments and/or additions and they are subject to any errors and/or omissions. The Union reserves the right to introduce, amend and withdraw its proposals, and to introduce counter-proposals to the Employer’s proposals or counter-proposals.  

  Strikethroughs denote proposed deletion. Bolded text denotes new language/editorial changes.   

RESERVE means that the Union reserves the right to make proposals at a later date. In particular, PSAC reserves the right to introduce a comprehensive financial package that may include proposals on rates of pay, allowances, hours of work, leaves, and benefits at an appropriate time during negotiations.  The PSAC also reserves the right to table new proposals in response to legislative changes that occur during the course of bargaining.  

 If neither party has a proposal on a specific article, clause, appendix, LOU, or MOA, that article, clause, appendix, LOU, or MOA shall be renewed. 

The Union requests that the Employer disclose any plans for changes at the workplace level that may affect this round of negotiations and reserves the right to make additional proposals after receiving this information.  

  The Union will not engage in concessionary bargaining.

 

A. Housekeeping Changes

Amend Article 1.01:

1.01     The purpose of this Agreement is to establish an orderly collective bargaining relationship between the University of Saskatchewan (hereafter referred to as the Employer) and its Employees represented under this Agreement by the Public Service Alliance of Canada (hereinafter referred to as the Union), to ensure the prompt and peaceful resolution of disputes and grievances, and to set forth an agreement covering rates of pay and other working conditions.

Amend Article 2.01 (strike comma after verb “is”):

2.01     The Employer recognizes the Union as the exclusive bargaining agent of the employees in the bargaining unit. The bargaining unit is, as described in the Certification Order issued by the Saskatchewan Labour Relations Board dated April 23, 2015.

Amend Article 3 Definition of Academic Term/Term (strike comma after “terms”):

ACADEMIC TERM/TERM – indicates a period of time defined in the Academic Calendar, during which a course for credit may be offered. Regular terms include Fall, Winter, Spring and Summer terms.  Some colleges use irregular terms, with different start and/or end dates.

Strike Article 3 “Gender References” and amend pronouns throughout collective agreement to be gender neutral.

Amend Article 10.01 (last sentence, strike comma after “discrimination”):

The parties further agree that there shall be no discrimination, with respect to any employee by reason of gender expression.

Amend Article 12.02 (strike comma after “of”):

12.01 The Employer agrees to provide employees with access to and use of, available libraries, books, duplicating services, office supplies, computing equipment including software, audio-visual equipment, laboratory supplies, personal protective equipment, and any other University facilities, free of charge, when they are required in the performance of the employees’ contractual duties and responsibilities.

Amend Article 12.03:

12.03 Provided prior approval for has been given by the person designated by the Department or College, the Employer shall reimburse the employee for all reasonable travel or other expenses incurred for employment-related activities in accordance with university policies and travel expense guidelines, including departmental level expense guidelines.

Amend Article 14.04 a) (remove bold and strike comma after “appointments”):

14.04 a) All postings where registration in a graduate program is a a requirement for appointment, shall indicate the position will be in-scope of PSAC.

Amend Article 14.04 b) (insert period):

  1. b) All other postings shall note: “Where a graduate student is appointed to this position, it will be in-scope of PSAC.

Amend Article 15.05:

15.05  All Employer-required training or job-specific training which that the Employer both agrees that the Employee requires and that for which the Employee shall will be compensated for, shall be paid at the employee’s regular rate of pay. Time for such paid training must be within the employee’s allotted hours.

Amend Article 15.09 (insert period):

15.09 If additional hours are agreed to pursuant to Article 15.08, the hours shall be compensated at the employee’s hourly rate of pay.

Amend Article 17.01 (replace semi-colons and create grammatically parallel sentence):

17.01 The Parties agree that the purposes of evaluations are to assist Employees in improving the quality of their work;, to assess the performance of Employees;, and to document the work performed by the Employee.

Amend Article 17.07 (insert period):

17.07 An employee shall be given a minimum of one (1) week’s notice of the performance evaluation. This does not preclude the Employer from providing day to day feedback.

Amend Article 19.03 (strike comma after “discipline” and improve parallel construction):

19.03  The disciplinary actions that may be taken by the Employer include, but are not limited to, letter(s) of warning or reprimand, suspension(s) with or without pay, and dismissal. Such disciplinary action shall be in accordance with the principles of progressive discipline, and shall be reasonable and commensurate with the seriousness of the violation.

Amend Article 20.01 (strike comma after two instances of “employee”):

20.01   The employee’s official file will be maintained by Human Resources. Upon request, an employee, and/or a representative of the Union authorized by the employee, shall have the right to consult the employee’s official file in the presence of a representative of the Employer. Such requests will be granted within a reasonable time frame.  An employee shall have the right to respond in writing to any documents placed in the employee’s file and such response shall be included in the official employee file.

Amend Article 21.08:

21.08 Stage 2

If a satisfactory decision is not rendered within the time limits of Stage 1, the Union may, within thirty (30) calendar days of receipt of the Stage 1 decision or fortyfour (44) calendar days from the date of the Stage 1 hearing if a decision has not been provided, refer the written grievance to the Associate Vice-President, People and Resources, or designate.

The grievance shall be heard at Stage 2 within thirty (30) calendar days. A written decision shall be rendered within fourteen (14) calendar days of the meeting.

Amend Article 22.01:

22.01 If a satisfactory decision is not rendered within the time limits of Stage 2, either party may, within thirty (30) calendar days of the Stage 2 grievance decision or fortyfour (44) calendar days of the Stage 2 hearing if a decision has not been provided, refer the written grievance to Arbitration.

Amend Article 22.02:

22.02 Within thirty (30) calendar days of the receipt of the written notice of intent to submit the grievance to arbitration, the Parties shall appoint a sole arbitrator to hear the grievance. Where the Parties fail to agree upon a sole arbitrator within the preceding time frame, the Minister of Labour shall, on the request of either Party, appoint a sole arbitrator to hear the grievance.

Amend Article 22.03:

22.03 The arbitrator shall hear the evidence of both parties and render a written decision within thirty (30) calendar days from the completion of taking evidence. The decision of the arbitrator on the matter at issue shall be final and binding on both parties, but the arbitrator shall not be empowered to add to, subtract from, alter or amend the Collective Agreement in any way.

Amend Article 22.04 (delete hard return and make one paragraph):

22.04 Any arbitrator shall have the power to hear any arguments as to whether, in order to avoid consideration of substantive issues, time limits set forth in the grievance

procedure have been unreasonably enforced. [delete hard return] The arbitrator may decide to deal with the case placed before him/her, where the time deficiency is minor.

Amend 28.04:

28.04 Bereavement Leave

An employee may request, and shall be granted, bereavement leave for up to five (5) consecutive days, three (3) of which will be without loss of pay in the event of the death of the employee’s spouse, common-law spouse, parent (including step-parent or foster parent), child (including step-child and foster child); sibling (including step-sibling or foster sibling), grandparent, grandchild, mother-in-law, father-in-law, or any relative permanently residing in the same home as the employee, for up to five (5) consecutive days three of which will be without loss of pay.

An employee may request, and shall be granted, bereavement leave for one (1) day without loss of pay in the event of the death of the employee’s aunt, uncle, cousin, niece, nephew, brother-in-law or sister-in-law, one (1) day without loss of pay.

It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Employer may, after considering the particular circumstances involved, grant leave with or without pay for a period greater than and/or in a manner different than that provided above.  In particular, the employer may consider granting reasonable travel time in addition to the leave granted under this Article.

Amend Article 28.08:

28.08 Maternity and Parental Leave

  1. An employee who is pregnant, or who is the primary caregiving parent for an adopted child, shall upon request be granted leave without pay for a period of up to fifty two (52) seventy-eight (78) weeks ending not later than fifty-two (52) seventy-eight (78) weeks after the date of birth or custody of the child. The employee shall provide the Employer notice in writing at least four (4) weeks in advance of the anticipated commencement of the leave. In the case of an adoption, the employee shall make every reasonable effort to provide such advance notice.

 

2. An employee who is not the birth mother, or who is not the primary caregiving parent to a newly adopted child, shall upon request be granted leave without pay of up to thirty seven (37) sixty-three (63) The employee shall provide the Employer notice in writing at least four (4) weeks in advance of the anticipated commencement of the leave.

Capitalize Employee, Union, Party, and Parties throughout the agreement.

 

B. Substantive Changes

 Article 5 – Management Rights

Add new article 5.02:

5.02     The Employer shall exercise its management functions in a manner that is fair, reasonable, equitable, and in accordance with the provisions of this agreement.

 

Article 10 – No Discrimination and No Harassment

Amend title of Article 10 to read:

Article 10 – No Discrimination, and No Harassment, and Whistleblower Protection

Amend article 10.04:

10.04 a) The university has a discrimination and harassment prevention policy covering all members of the campus community. An employee who believes he or she has been harassed shall have access to the policy and the grievance procedure.

  1. The employee making a complaint may choose to register it under the Employer’s policy as well as via or the grievance procedure or both simultaneously. However, the policy process will proceed first where there will be an objective investigation including the nature and context of the incident(s).
  2. In the event the policy process does not address the complaint to the employee’s satisfaction, the complaint is grievable at Step 1. Both parties agree that all proceedings and the results thereof will be dealt with in the strictest confidence.

 

Add new article 10.07:

Whistleblower Protection

10.07 There shall be no retaliation or threat of retaliation against an employee who, on the basis of a reasonable belief, reports wrongdoing by any member of the campus community or who gives information or evidence in relation to the reported wrongdoing. 

            An employee who files a malicious report may be disciplined; however, a report that is determined to be unfounded does not necessarily constitute a complaint filed in bad faith. 

Article 13 – Appointments

Amend Article 13.02:

13.02  Teaching Assistantships may be included as part of a written commitment the graduate program letter of offer by the unit/department to supplement non-employment funding (e.g. scholarships and/or grants) through employment of hours for a defined duration over the course of the graduate student employee’s program.  It is understood that graduate students may elect not to accept such employment.

Insert new Article 13.07 after Article 13.06 and renumber:

13.07 Where additional TA appointments become available after allocating positions under Article 13.05, these additional appointments shall be allocated using the order of preference as set out in Article 13.05 and are subject to the maximum number of hours of work per week as set out at Article 15, Hours of Work.

Article 14 – Job Postings

Amend Article 14.07:

Letters of Offer

14.07 All successful candidates shall receive a letter of offer that shall contain, as a minimum, the following information: course (if applicable), general location of work, duration of employment including start date, end date, total hours of employment, name of Supervisor (if known), rate of pay, average hours of work per day and/or week, and a general outline of duties and responsibilities. The letter shall also include the web address of the current Collective Agreement, the web address of the current University policies and procedures, and the web address of the PSAC Local 40004 website. All signed-off letters of offer shall be copied to the Union within ten (10) days of the Employer’s receipt. 

Add new Article 14.08:

14.08 All successful candidates shall receive letters of offer a minimum of two (2) weeks before their appointment begins. 

Article 15 – Hours of Work

Amend Articles 15.01:

15.01  a) The maximum number of hours of TA work for any employee, regardless of the number of appointments held, appointment is no more than an average of twelve (12) hours per week. Notwithstanding the preceding, such hours of work may be exceeded due to an amended contract pursuant to 15.08.

  1. b) The maximum average hours under Article 15.01 a) shall only be exceeded by mutual agreement between the Department/College and the employee.  Where the maximum average hours of work provided by Article 15.01 a) are exceeded, the Department or College shall provide reasons in writing to the Union.

 

Amend Article 15.02:

15.02  a) In no case shall For a course or appointment of standard duration, no the employee shall work more than twenty (20) hours in any given week, unless mutually agreed, or if unusual, or emergency circumstances arise. Unusual circumstances that are reasonably foreseeable must be set out in the Description of Duties and Allocation of Hours form (Appendix B).

  1. b) For a condensed course and appointment, the employee may exceed the twenty (20) hour restriction provided by Article 15.02 a) to a maximum of forty (40) hours per week.

Amend Article 15.06:

15.06   After the employee has accepted an appointment and been assigned to his or her employment Supervisor, the Supervisor or designate shall meet with the employee, and shall review the letter of offer and assigned duties and complete the appropriate Description of Duties and Allocation of Hours form (Appendix B). The Employment Supervisor shall also provide the Employee with a Union Information Package. This meeting between the employee and the Employment Supervisor shall take place within the first week of the appointment.  The Employer shall provide the Union with a copy of the completed Description of Duties and Allocation of Hours form (Appendix B) within ten (10) days of completion.

Amend Article 15.08:

15.08 When a written request is received under 15.07, the supervisor shall provide a response to the employee, in writing, with a copy provided to the department head or dean and the Union.   This response shall be provided within five (5) working days of receiving such request, other than in exceptional circumstances.

In cases where it is necessary to amend the number of hours or assigned duties of the appointment, the employee and employer shall amend Appendix B. The Employer shall provide the Union with a copy of the amended Description of Duties and Allocation of Hours form (Appendix B) within ten (10) days of amendment.

An employee may be accompanied by a representative of the Union at any meeting convened to discuss the employee’s request to amend Appendix B.

Article 18 – Training

Amend Article 18.01 to read:

18.01 Each department will provide training for all employees appropriate to the duties required. Attendance at required training sessions shall be deemed time worked. If circumstances prevent an employee from attending departmental training at the time scheduled by the department, the department will provide an alternative training schedule. 

Add new Article 18.02:

18.02 If an employee determines that training is needed so that they can effectively fulfil their duties, the employee may request specific training from their Employment Supervisor.  Such requests shall be in writing and shall not be unreasonably denied.  Attendance at such training shall be deemed as time worked.

Article 19 – Discipline

Amend Article 19.04 to read:

19.04   Employees are entitled to union representation at any disciplinary meeting or any meeting that has a reasonable prospect for becoming disciplinary. Employees will be provided with reasonable notice of any such meeting and shall be advised that they are entitled to union representation at this meetingSuch notice shall be in writing, shall contain all details of the alleged misconduct, and shall advise Employees that they are entitled to be accompanied at this meeting by a Union Representative. Employees are entitled to be heard at such meeting and shall be entitled to append comments to any disciplinary letter.

Amend Article 19.08 to read:

19.08 Where no further disciplinary action against an employee has been taken for the shorter of three (3) worked academic terms or twenty four (24) twelve (12) months, all records of discipline shall be removed from the employee’s file.

Article 28 – Other Leaves of Absence

Add new Article 28.10:

28.10 Critically Ill Family Care Leave

            An employee may be eligible for Critically Ill Family Care Leave in accordance with the terms of The Saskatchewan Employment Act.  Critically Ill Child Care Leave is an unpaid job-protected leave of up to thirty-seven (37) weeks that allows parents to care for a critically ill or injured child.  Critically Ill Adult Leave is an unpaid, job protected leave of up to seventeen (17) weeks for the care of an adult family member who is critically ill or injured.

Add new Article 28.11:

28.11 Interpersonal Violence and Sexual Violence Leave

An Employee shall be eligible for ten (10) days of leave if the Employee, a child of the Employee, or a person for whom an Employee is a caregiver experiences interpersonal or sexual violence, as defined in The Saskatchewan Employment Act. Employees may take five (5) days as paid leave and the balance as unpaid leave.

Appendix B – Description of Duties and Allocation of Hours

Amend Appendix B:

Appendix B – Description of Duties and Allocation of Hours – TAs

The Supervisor (or designate) and the Employee are referred to Article 15 – Hours of Work for full details for completing this form. Article 15.06 requires that the Supervisor (or designate) and Employee meet at the commencement of the appointment to discuss the work to be done, including the assigned duties and estimated hours of work each will involve.

If either the Employer or the Employee has reason to believe that the duties of the position cannot be performed within the hours specified, they shall follow the process as per 15.07 and/or 15.08 of the collective agreement.  In cases where it is necessary to amend the number of hours or assigned duties of the appointment, the employee and employer shall amend this form.

As per 15.01, employees may work a maximum of 12 hours per week on average as a TA or GTF.  An employee who is offered more than this amount of work as a TA or GTF must inform the individual presenting the offer of employment that they have exceeded this maximum.

 

Academic term(s): ______________   Start Date (if not beginning of term): __________

Dept of Employment:  ______________   Course Name & Number: ____________________

Employee name:________________  E-Mail Address:  ____________________________

Employment Supervisor: _________   E-Mail Address: ____________________________

                Duties Approx. Hours Per Week Details
1. Preparation (e.g.

reading, lab meetings)

   
2. In class (e.g. tutorials, lectures, labs)    
3. Marking and Invigilation    
4. Student Consultation

(e.g. office hours, e-mail)

   
5. Supervision of Field

Work

   
6. Other (as discussed on this date)    
Total Hours/Term    

NB: The categories listed above are intended as examples.  All of the categories may not apply to a given appointment.

Supervisor’s Signature ______________________  Date _________________

Dean/Dept. Head __________________________  Date ________________

 

Employee ________________________________  Date ________________

 

            Union Information Package given:                 Initials of Supervisor and Employee

                        _____________________________ Appendix B – Description of Duties and Allocation of Hours – RAs and SAs

The Supervisor (or designate) and the Employee are referred to Article 15 – Hours of Work for full details for completing this form. Article 15.06 requires that the Supervisor (or designate) and Employee meet at the commencement of the appointment to discuss the work to be done, including the assigned duties and estimated hours of work each will involve.

 

If either the Employer or the Employee has reason to believe that the duties of the position cannot be performed within the hours specified, they shall follow the process as per 15.07 and/or 15.08 of the collective agreement.  In cases where it is necessary to amend the number of hours or assigned duties of the appointment, the employee and employer shall amend this form.

 

Academic term(s): ______________   Start Date (if not beginning of term): __________

Dept of Employment:  ___________   Course Name & Number: ____________________

Employee name:________________  E-Mail Address:  ____________________________

Employment Supervisor: _________   E-Mail Address: ____________________________

 

Duties Approx. Hours Per Week Details
 

 

   
 

 

   
 

 

   
Total Hours    

 

Supervisor’s Signature _______________________Date _________________

 

Dean/Dept. Head ___________________________Date ________________

 

Employee _________________________________Date ________________

 

 

            Union Information Package given:                 Initials of Supervisor and Employee

                                                                                     _____________________________

 

 

Memorandum of Agreement: Employment Equity

 

Amend to read:

Memorandum of Agreement: Employment Equity Survey

The University of Saskatchewan and the Public Service Alliance of Canada have a joint interest in achieving equity in the workplace so that all employees are treated with dignity and respect and are provided the opportunity to achieve their full potential.

The University of Saskatchewan is committed to achieving and maintaining a fair and representative work force through the design and implementation of an Employment Equity Plan which is consistent with provisions of The Saskatchewan Human Rights Code. Given that shared commitment to Employment Equity, the parties agree that within sixty (60) calendar days of signing this Agreement, they will form an Ad Hoc Employment Equity Committee (AHEEC) consisting of two members chosen by the Employer and two members chosen by the Union.  Within sixty (60) days of the committee’s formation, the AHEEC shall design and conduct a confidential employment equity survey of employees.  The committee will follow best practices in designing and conducting the survey.  It will survey factors including but not limited to the equity profile of the membership by Department/School/College, experiences of systemic discrimination, and perceived obstacles to employment equity at the University of Saskatchewan.

The collated results of the Employment Equity Survey shall be finalized within sixty (60) calendar days of conducting the survey and presented to the Presidents of the university and the local.

Employment equity is a process designed to improve the representation of systemically disadvantaged groups, especially aboriginal peoples, persons with disabilities, visible minorities and women at the University of Saskatchewan. The University and the Union value diversity recognize the importance of providing opportunities in this bargaining unit for these target groups.

 

Add new MOA on Employment Supervisor Training

Memorandum of Agreement

Between

The University of Saskatchewan  

And

The Public Service Alliance of Canada

Employment Supervisor Training

 

Whereas the Employer acknowledges the fundamental roles played by Employment

Supervisors in the administration of this Collective Agreement,

And whereas knowledge of the provisions of this Collective Agreement is essential to its fair administration,

Therefore, the Employer and the Union agree that:

  1. Within sixty (60) calendar days of ratification of this Collective Agreement, the Parties shall each designate two representatives who will cooperate on the development of an semiannual Employment Supervisor Workshop (hereafter “the Workshop”) on the provisions of the Collective Agreement and any Acts written into the Collective Agreement;
  2. Within ninety (90) calendar days of ratification of this Collective Agreement, the Parties shall complete development of the Workshop;
  3. The Workshop shall be delivered on a semi-annual basis to Employment Supervisors of employees;
  4. All Employment Supervisors of employees shall attend the Workshop at least once during the life of this Collective Agreement, normally before assuming any responsibilities for administering the Collective Agreement.

Dated this [day] of [month], [year]

 

____________________                                            _______________________

Colin Weimer                                                              John Eustace

Negotiator, University of Western Ontario              Negotiator, PSAC

PSAC Local 40004 Bargaining Update

12 March 2020

Bargaining Begins for a New Graduate Student Employee

Collective Agreement

The bargaining team for Graduate Student Employees, PSAC Local 40004, met with representatives of the University of Saskatchewan March 11-12 to begin the process of negotiating a new collective agreement. The team can report that it made modest progress during this first bargaining session with the Employer.

The Union began preparing for bargaining in October, when it issued a web survey to gather input from its members. In early November, the bargaining team held its first caucus to review member input and national trends, to do some bargaining training, and to discuss strategy and preliminary proposals. From that caucus, the team developed a provisional bargaining mandate, which it presented to members for approval.  

During the first bargaining session with the University, the Union team presented non-monetary proposals based on the bargaining mandate. The team will table proposals with monetary implications at a future date.

The team was initially disappointed that the Employer came to the table with a document consisting of discussion items rather than proposals.  However, we were able to engage in fruitful discussion of Union proposals, and the Employer did present counters on some of those proposals by the afternoon of the second day. In the end, the teams signed off on all housekeeping proposals, preparing the way for future negotiations on the issues that are important to our members.

The Union and the Employer have agreed to meet again April 8-9, after which we will issue another bargaining update. We thank you for your support.  You are our strength at the table.

In solidarity,

Your Graduate Student Employee Bargaining Team

Naheda Sahtout

Sam Netzke

Jeffery Zielinski

Jesse Todd (PSAC Rep)

Silja Freitag (PSAC Research Officer)

John Eustace (PSAC Negotiator)

PSAC Statement on Tuition Increase

 

 

February 14th, 2020

Statement on Proposed Tuition Increase
Executive, PSAC Local 40004

We are deeply concerned by the proposed tuition fee increase put forward by the interim Dean of the College of Graduate Studies and Post-Doctoral Fellows. The report proposes a ten percent increase per year for five years for domestic students with a 6.9 percent differential increase for international graduate students. These increases will put a significant burden on already financially-stressed graduate students.

As a union, our concern is the well-being of our members.  These proposed tuition fee increases will place members in undue hardship, negatively effecting the financial stability, food security and mental health of graduate students. The scholarships and bursaries the university is offering does not do enough to help students as the struggle to keep up with increases roughly five times the rate of inflation, five years in a row. There are no proposed needs based grants.

Graduate students teach classes, assist with laboratories/tutorials, provide research assistance, and many other forms of work at the University of Saskatchewan.  They contribute to the prestige of the institution through this work and their scholarship.  Nevertheless, many graduate students struggle to provide for their basic needs. The proposed increase will only make this situation worse.

Our union is currently in bargaining to renew our collective agreement. We will be taking this proposed tuition increase into consideration during this process. We will continue to monitor this situation closely and are in communication with the GSA on planning a route forward. We strongly urge the University of Saskatchewan to reassess their intention to increase tuition.

If you want to get involved in the fight back effort, get in touch with Jesse Todd, Regional Representative, at toddj@psac-afpc.com.

In solidarity,

Local 40004 Executive

 

Graduate Students Bargaining Update 

November 2019

The union bargaining team met on November 6th to review and discuss member input gathered from our recent survey on working conditions among U of S TAs, RAs, and SAs.  Based on those survey results, your team has generated the following items in its unranked mandate for bargaining:

  • Strengthen harassment and discrimination language to ensure a fair and speedy process when an incident occurs.
  • Ensure Employment Supervisors receive training on the collective agreement so they understand members’ rights and supervisory responsibilities.
  • Ensure the union gets the information it needs from the Employer so it can defend the rights of members, and ensure members get the information they need so they know their rights.
  • Get more details in the letter of offer so members understand what their responsibilities are.
  • Ensure members receive notice of appointment at least a week before the appointment begins.
  • Ensure members have an opportunity to meet with the Employment supervisor to complete Appendix B during the first week of classes.
  • Ensure members are not required to work more hours than their contract stipulates without remuneration.
  • Improve compensation and benefits.

The union needs your feedback on the mandate the team has produced from the bargaining surveys.  To that end, we would like to provide you with two opportunities to share that feedback, either by email or in person.

In solidarity,

Your PSAC Local 40004 Bargaining Team

Saman Naghieh

Naheda Sahtout

Jeffery Zielinksi

Jesse Todd (PSAC Regional Rep)

Silja Freitag (PSAC Researcher)

John Eustace (PSAC Negotiator)