Today, our new collective agreement was awarded by Arbitrator William Kaplan. This concludes what has been an incredibly long and difficult round of negotiations for us.Our Collective Agreement is effective Feb 1, 2024, and will expire on Jan 31, 2027.
Read the full award here.On Tuesday and Thursday this week, your bargaining team will be hosting
two town halls to discuss the collective agreement and answer questions. Please register below.
Register here for the meeting on Tuesday, Dec 16 at 7 pmRegister here for the meeting on Thursday, Dec 18 at 12 noonOur new Collective Agreement includes:
Wage increases
- Feb 1, 2024 – 2.5 per cent
- Feb 1, 2025 – 2 per cent
- Feb 1, 2026 – 2 per cent
Increases will be retroactive for current employees effective date of award and paid out within 90 days.Vacation pay
Increase from 4 per cent to 6 per cent for those employed less than 5 years, effective Feb. 1, 2026
Paid sick days
Introduction of (2) two paid sick days for Regular Part-Time Support Staff
Protections for cancelled shifts
Paid shifts for Regular Part-Time Support Staff whose shifts are cancelled with less than 24 hours notice
Inclusion of chosen family language in bereavement leave
Language has been amended to include chosen family, child of employee’s siblings, and made language general neutral
Exemptions from posting when vacancy occurs
Prior internal candidates may be given first consideration to fill resulting vacancy if initial successful candidate leaves within 6 months
Transfer into bargaining unit
Counts all time worked at the college towards seniority – for unionized and non-unionized employees who then join the bargaining unit
Feedback on unsuccessful interview
Student Employees are now eligible for feedback on unsuccessful interviews if requested within 5 days of being notifiedStronger language for sexual harassment grievancesStrengthens protections for members with extended timelines for sexual harassment grievances
Letters of Understanding (LOU)
Two Letters of Understanding were signed to acknowledge and commit to removing barriers to employment for Indigenous peoples and a commitment to meaningfully implement EDI in the workplace
Long road ahead
There is no question this was a difficult process, made even more difficult by our employer who refused to negotiate for the better part of (2) two years. We have a long road ahead to fight for better working conditions for all part-time support staff.We will continue to have important conversations about where we go from here and how to build on this contract in future rounds, and look forward to doing that together.In solidarity,Your College Support Part-Time Bargaining Team:Noor Askandar, L 557, George Brown Polytechnic, Chair (she/her)
Sara McArthur Timofejew, L241, Mohawk College, Vice-chair (she/her)
Natalie Williams, L245, Sheridan College, (she/her)
Doreen Follett, L416, Algonquin College (she/her)
Torsten Hamelin, L557, George Brown Polytechnic (he/him)
Paula Naylor, L612, Sault College (she/her)
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