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)

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)

Annual General Meeting – March 21st

Our Annual General Meeting for PSAC Local 40004 will be held on March 21st at 4:30pm in Arts 146. A meal will be provided.

The meeting is open to all PSAC Local 40004 members. we encourage all postdoctoral fellows, graduate student workers and veterinary residents and interns to attend so that you can find out what is happening with your union.

The AGM is the time to elect our Executive Officers for the coming year.

Executive positions are:

President
Vice President Graduate Student Workers
Vice President Postdoctoral Fellows
Secretary
Treasurer
Chief Steward

If you are interested in a position or have questions, please send your union representative an email: armstri@psac.com

A link to the proposed agenda can be found at the following link:

AGENDA AGM March 2019

We hope to see you there!

-The Executive of PSAC Local 40004

 

Postdocs! Your new PDF Contract – highlights, and Q & A sessions

Hi all!

As per our brief email last week, the Arbitrator awarded our final contract and as of last Wednesday, it is officially in effect. It has been a long road to get here, and this is a big cause for celebration!!

Attached to this post you will find a PDF contract information kit, including a short “highlights package”, as well as the full language of the contract in its entirety. We encourage you all to read it, especially if you haven’t been with us since the beginning, and may have missed some pieces of information.

Since there are likely to be many questions, we invite you all attend one of our two Q&A sessions:

When: Tuesday, February 5, 2019

 Meeting 1: 12pm-1pm

 Meeting 2: 4pm-5pm

 Location: GSA commons

In the meantime, we will be working with the University HR on a timeline to implement new benefits and rights that are contained in this contract, including extended health and dental benefits, salary increases, and EI and CPP obligations. If you have urgent questions or concerns, please reach out to us at PSAC40004@gmail.com.

A huge thank you to everyone for their support in this, and to the members of the bargaining team, past and present. You are all amazing.

Best,

Joanne

Bargaining team member

2019-01-21 info kit – u of sask pdfs

Postdoc Bargaining Update

PSAC Local 40004 Postdoc Members
Bargaining Update
February 13, 2018

Your bargaining team met the employer two days negotiating your first collective agreement with the University.  We made some progress on issues such as access to facilities, discipline, and duties and responsibilities.

While we have discussed most of our non-monetary issues, there are still a number of important outstanding items, such as ensuring that the employer is limited from using too many short-term appointments, and full recognition of the hours that members work.

This session, we tabled all of our proposals on monetary issues.  You’re encouraged to read them.  We are asking for, among other issues:

  • Significant increases to the minimum salary for postdocs as well as reasonable increases in each year
  • Access to a wide range of benefits: health and dental benefits, life insurance, the USask pension plan and personal and health care spending accounts
  • Ensuring that CPP and EI apply to postdocs
  • A professional development fund accessible to all postdocs
  • Ensuring that postdocs are considered employees for all purposes
  • Reasonable amounts of vacation and sick leave
  • Numerous other leaves, including for professional development, bereavement, maternity, and for personal reasons

We will be back at the table in March, April and May.   We will update you after each session of negotiations.

Please contact any member of your bargaining team if you have any questions or concerns.  Our Local’s email is psac40004@gmail.com

Your bargaining team:
Andrew Crawford
Joanne Ernest
Suelen M. Goes
Seth Sazant, PSAC negotiator

No Movement On Wages

The latest bargaining update from our bargaining team is now available.  Past updates from the bargaining team can be found under the “Bargaining Updates” tab above.  Please join us for our Annual General Meeting (Thursday March 30th, 5pm, Arts 263) to show the university that we have an active membership that is a valuable part of this institution that needs to be taken seriously.

More information about the AGM can be found here.