PSAC local 901 Bargaining Update #7
On April 28 and April 29, your 901 Bargaining Team met with representatives of Queen’s to continue negotiations for our first Collective Agreement.
To address the TA and TF demand for real wage increases, we need a commitment from Queen’s that any wage increase will not be offset by a decrease in other sources of funding. Other leading research universities (e.g. University of Toronto, University of Western Ontario, McMaster University, etc.) guarantee real wage increases that do not claw back other sources of funding.
To address your benefit demand, we’ve put forward a proposal to the University that would allow us to contribute to the SGPS Health and Dental Plan. This would improve the Plan and assist in its growth and vitality. The proposal may also provide us with an opportunity to offset the cost of UHIP, and other TA/TF medical expenses.
We also resumed discussions but have not reached agreement on the following articles:
“No Discrimination/No Harassment”
“Leaves of Absence” (e.g. Parental/Maternity leave)
Your 901 Team strived to reach a final agreement on all issues with Queen’s by the end of April; however, this did not happen. A positive resolve of Queen’s wage-increase practice is essential for us to move forward on all outstanding issues. Queen’s has assured us they will respond on the issue by the end of this week. Their response will determine whether the parties can resume negotiations.
We will keep you posted.
PSAC local 901 Bargaining Team