Ratification Information
Ratification Information
On May 14, 2026 the collective bargaining agreement reached ratification.
Please note the following changes:
New - Article 34.06 The University and Union recognize that technological changes may affect the nature of the work performed. The University agrees to provide as much advance written notice to the Union as is practicable, but at least ten (10) working days of notice, prior to a widely-implemented technological change that may result in significant changes in employment status or substantial changes to the core duties of existing positions.
Prior to, or concurrent with, the implementation of new technology, the Employer shall determine and provide appropriate training and support to employees expected to use the new technology. Such training can be accomplished through the language in article 28.01(a).
The parties have had discussions during this round of bargaining relating to workload and avenues to address concerns. While the Employer maintains the right to assign duties and manage performance, the parties agree that open communication regarding workload expectations is important to maintaining a productive and healthy work environment.
The parties agree to include workload as a standing item at the joint general labour management meetings. The parties will review and discuss systemic workload issues, identify trends, and recommend solutions to promote manageable workloads. These discussions may include:
Identification of broad workload trends;
Feedback from work units;
Non-binding recommendations for consideration. It is agreed that workload issues should first be raised by an employee to their direct supervisor. It is recognized that for a variety of reasons, workload levels may fluctuate, be subject to more or less busy periods, and may vary from role to role. The parties agree that workload discussions should be a part of performance and development discussions that take place on a regular schedule in accordance with Article 28.01.
Focus on:
Trends
Feedback from units
Solutions
Encourages ongoing discussion with supervisors
Recognizes workload fluctuations
Classification of PYE outside of Food Services
New Land Acknowledgement included in the CA preamble
The termination of the employment of a probationary employee shall not be the subject of a grievance, except where a violation of Article 3.01 (No Discrimination) is alleged.
Funding information for term employees will be provided in the offer letter
All Contracts should include expected hours of work per term and job duties.
The union will be copied on all RA contracts
RA Contracts - letter of offer will include a job outline, hours of work, and the union will receive a copy at the same time that the employee receives a copy
15.06 Use of Vacation Credits and Compensating Time-Off Credits During Non-Work Period
(a) Career Employees With a Partial Work Year
16.07 Hiring Manager’s right to review internal references has been modified to reflect cases where there is a complaint on file against the home position manager. Where an official complaint is on file, the Human Resources Total Acquisition department will endeavour to seek alternative arrangements.
(c) The University shall allow the Union and the affected employees to present their views and input before the scheduled implementation. Any input must be received in writing no later than fifteen (15) working days before the scheduled implementation. The University will consider this input before implementation. A written response to any input will be provided to the Union no later than ten (10) working days before the scheduled implementation.
(a) Where a reorganization is of a size and nature that it will be implemented in more than one phase, the Local Union Executive shall be notified at least forty (40) working days in advance of the scheduled implementation of the first phase, including the following information:
the objectives of the reorganization;
the anticipated number of phases;
the proposed timelines for each phase; and
the change management strategy.
Changes to timelines for notice and remuneration
Participation in Truth and Reconciliation activities on campus - Full release from work duties (new subarticle)
Expansion of the definition of “family” for bereavement leave
Expanded definition of family
Includes relationships comparable to immediate family
Safety shoes from $200 to $250
(a) (b) (c) All approved and assigned hours of overtime worked (as defined) shall be paid at the rate of one and one-half (1½) times the employee's regular rate of pay. All approved and assigned hours of overtime worked shall be tracked in the university reporting system. Overtime reports will be made available to the union no less than once every six (6) months. Notwithstanding the provisions of (a) above, alternative overtime
8% over 3 years
2025 3% Effective July 1, 2025
2026 2.5% Effective July 1, 2026
2027 2.5% Effective July 1, 2027
Salary increase effective July 1, 2025 (including step increases for those eligible) will be paid within 120 days period from May 14, 2026
Will be effective May 14, 2026
Previously was $3500 and increased to $4000 per Benefit year
In accordance with the SunLife benefit plan
Increased to $4250 per benefit year, January to December
Food Services would be from September to April
In accordance with the SunLife benefit plan
LOU #1 - Remuneration Pending WSIB Determination
LOU #2 - Call Recording Technology
LOU #3 - Priority Indigenous Hiring
LOU #4 - Food Services - Non-Work Period
LOU #6 - Cross Training for Food Services
LOU #7 - Tuition Waiver
LOU #8 - Flexible Work Arrangements
LOU #9 - Joint Commitment to Anti-Black Racism Campus Climate Review Report Staff Recommendations
LOU #14 - Term Positions
LOU #15 - Joint Pension Committee