Anna Voskuil | News Editor
Featured Image: A tentative agreement and ratification vote results show progress in bargaining. | Fatema Ali
As of now, it appears that a possible strike mandate vote is much further from York’s horizon.
On October 16, the York University Faculty Association (YUFA) and York reached a settlement on a tentative agreement, focused on the renewal of YUFA’s Collective Agreement.
YUFA President Arthur Redding acknowledges the tension that has been felt across the York community following last month’s news of YUFA’s decision on a motion for a possible strike mandate vote.
“We appreciate the patience and support of all in the York community—and especially of students—during this arduous process,” Redding says.
Prior to October 16, such tension was felt widely across campus, including that of Raed Baker, a second-year business human resource management student.
“It honestly is pathetic. We as students cannot be held hostage each time the Union and employer disagree,” he says.
On October 15, the Memorandum of Settlement For a Renewal Collective Agreement (MoS), was introduced, at the time pending for approval. In the MoS, it is stated that the renewal Agreement will be in effect from October 23, 2018 to April 30, 2021.
According to the MoS, the ratification process on both negotiating parties’ ends was set to be complete on October 23. The MoS could not take effect until this completion.
In the Settlement, lump sum payments were promised to YUFA members employed as of May 1, with less deductions. This amount is to be equivalent to what was earned from May 1 to October 23, and will be paid out on a monthly basis following the ratification of the Settlement.
These payments were agreed to come into effect before the January 2019 pay date.
Notable as well in the MoS, is an agreement upon a Computer Renewal Program, wherein employees can opt for a replacement computer at any time within a three-year time frame.
Agreed upon last week were updated policies regarding pensions, benefits for retirees, salary compensation, equity initiatives, and workplace conditions.
The proposals that generated a consensus within the tentative agreement include: An increase in employer funding for retirees; heightening in pay per year from May 1, 2018 to May 1, 2020; the opening of a 25 per cent hiring threshold for visible minorities—most notably, regarding the representation of black and Indigenous faculty; and the addition of Consumer Prices Index based indexing to employee pensions.
As well, employer proposals, such as implementing a limit on spousal hiring (a maximum of five at any given time), were confirmed in the tentative agreement.
“We remain committed to principles of equity, fairness, the promotion of social justice, and—above all—first-rate pedagogy,” Redding adds.
Two days following the agreement, YUFA held a Special General Membership Meeting to discuss the ratification of this renewal, following this with a ratification vote from October 18 at 8 p.m., to October 22 at 5 p.m.
In regards to the vote’s results, Redding says: “We are pleased to report that our membership has voted by an overwhelming majority to support our new contract.”
York Media Relations’ Chief Spokesperson and Director, Barbara Joy, adds: “YUFA concluded its ratification vote for a renewal collective agreement with York University.
“We are delighted to share that the membership ratified a new three-year collective agreement.”
