Anna Voskuil | News Editor
Featured Image: New updates also show progress in bargaining between YUFA and York. | Courtesy of Pixabay
As of Tuesday night, YUFA and York reached a tentative agreement regarding a new CBA.
YUFA is having a ratification vote on the 18 regarding the new agreement.
In late September, YUFA’s Stewards’ Council approved three motions unanimously regarding summer remediation pay, campus social justice, and possible job action.
As well, new updates have arisen in regards to negotiations between York and YUFA. The first motion speaks to the aforementioned potential strike mandate vote, stating: “The YUFA membership calls upon the YUFA Executive to conduct a vote authorizing possible job action as per Article 9.3 of the YUFA Constitution, if a satisfactory settlement cannot be reached.”
The second motion addresses remediation pay, as a result of the recent labour disruption: “Across the university, the employer is to pay all graduate students’ off-cycle for summer remediation work no later than September 28, 2018, as has happened in other departments.”
The third and final motion concerns regarding social justice on campus, one such that follows the recent case against eight York students who were penalized after partaking in protest activities during the recent CUPE 3903 strike.
This motion reads: “Stewards’ Council condemns the misuse of the Student Code of Conduct to threaten and discipline students who engage in political activities reflecting the University’s values of social justice.”
In response, YUFA President Arthur Redding says: “I am pleased that Stewards’ Council has expressed its strong support for student rights in their other two motions.
“We believe that all students should be treated with respect, fairness, and dignity.”
In a September 27 bargaining update, York Faculty Relations said: “Over the two days of bargaining, progress was made on finding common ground regarding several outstanding issues.
“Proposals were exchanged, and agreements were reached on several items.”
Within those two days, both parties were aided by a mutually agreed upon negotiator, striving towards a renewal collective agreement.
Two of the primary agreements reached over these past sessions were: an enhancement of terms for Post-Doctorial Visitors, as well as that of parental leave top-up.
In an earlier September 12 meeting, proposals for increases in significant Across-The-Board salaries for this year as well as coming years, as part of the renewal Collective Agreement, were tabled. The increase presented was: 1.8 per cent for this year, 1.9 per cent for the 2019/2020 academic year, and 2 per cent for 2020/2021 academic year. These are all similar to many other Ontario universities.
Other agreements have included efforts towards improved equity and inclusion, including an Indigenous Hiring program and Equal Pay exercise.
Further agreements include: long-term disability plans for YUFA members, modifying the Spousal Hiring Program proposal, and a motion in favour of the part-time librarian coverage proposal brought forth by YUFA.
As well, York withdrew their suggested Intellectual Property clause, along with a second discussed proposal.
To this, Redding says: “I am pleased with the support Stewards’ Council has provided to our Bargaining Team and to our membership.
