Union Response to CEC Letter

PDF version here.

All language in red has an associated response from the union below.

To:               Christine Kelsey and the OPSEU bargaining committeeFrom:          Pascal Bessette and CEC bargaining committeeDate:           September 28, 2025The purpose of this letter is to comment on the state of bargaining and to provide CEC’s response to union proposal U23. We ask that you share a copy of this letter and the enclosed management proposal (M12) with the entire full-time support staff membership so that they understand where things stand between the parties.As you know, a government appointed mediator scheduled mediation on Friday September 26, 2025. The parties met over the course of approximately 15 hours that day. Given the progress that the parties appeared to be making, mediation continued into Saturday and Sunday.

UNION NOTE: The union sent 7 packages across the table. The CEC sent 4.

Over the course of that time, the CEC offered additional enhancements in areas such as wages, on-call pay, and bereavement leave. CEC also offered increased protections for technological change and contracting out. At the same time, the union withdrew its demands regarding no campus closures and no staff reductions for the life of the collective agreement. A summary of the improvements and enhancements that the CEC has offered to date are set out below.

UNION NOTE: CEC’s wage offer is below standard for the sector. It doesn’t raise the floor for our lowest paid members either.

Despite our apparent progress, late Saturday night the union provided its U23 proposal. It included only two demands: (1) a prohibition on contracting out unless the union approves; and (2) bargaining unit work restrictions that would prevent collaboration in the service of our students.

UNION NOTE: These two proposals were our starting positions. We expect to see counter proposals – that is what bargaining is.Managers absorbing support staff roles is not “collaboration,” it’s union busting. Language protecting bargaining unit work is standard in this sector.

The union also stated in the presence of the mediator that agreement on at least one of these demands was a precondition to the union presenting a complete proposal on other outstanding issues.

UNION NOTE: Where are your counterproposals on job security?

Further, the proposals the union put forward on contracting out and bargaining unit work in U23 are significantly more restrictive than the language the union proposed earlier the same day in U22. It is difficult to negotiate a renewal agreement if the union goes “backwards” on its previous positions. Negotiating against receding horizons undoes the days of progress we achieved together.

UNION NOTE: We disagree. Trying new paths to find agreement, on items the CEC refuses to move on, is not going “backwards.”

This approach is not productive to reaching a settlement and CEC has repeatedly stated that these two demands cannot be accepted.

UNION NOTE: Refusing to talk language isn’t bargaining. Show us a counter.

In any event, attached to this letter is another complete CEC proposal M12, which includes two significant additional protections for contracting out in Appendix I. First, it gives employees two years (up from one year) to decide if they want to return to work at the college. Second, it provides employees with access to Article 15.7.1 entitlements so they have a better chance at returning to work at the college in a different capacity if they choose within the two-year period.

UNION NOTE: None of this language prevents your job from being eliminated. This is streamlining layoffs. With more and more cutbacks, what jobs will be left to re-apply to if you don’t want to work for the contractor?When your job is contracted out, you no longer work for the college. There’s no guarantee you’ll stay unionized, and may be relocated if the contractor is based elsewhere.

Support staff employees are critical to the success of colleges. It is our hope that we can end this strike so that employees can return to work. The improvements set out in M12, along with all the other proposed improvements set out below, can form the basis of a renewal collective agreement.

UNION NOTE: Then table a deal which won’t make it easier to lay us off.

If that is not the case, then unfortunately the parties remain at an impasse and the strike will continue.

UNION NOTE: This is an ultimatum. We did not declare the impasse. The CEC did – we are ready to continue negotiations.

Please advise.Yours truly, Pascal Bassette Chair, CEC Full-Time Support Staff Bargaining Committee

SUMMARY OF IMPROVEMENTS OFFERED BY CEC

The College Employer Council (CEC), on behalf of Ontario’s Colleges of Applied Arts and Technology, presented this package proposal to the Ontario Public Service Employees Union (OPSEU) for CAAT full-time support staff. It consolidates monetary, benefit, and language proposals into a comprehensive settlement offer.

Key Monetary Provisions

• Across-the-Board Wage Increases (ATB): 2.25% on Sept. 1, 2025, and 2% in each of 2026, and 2027.

UNION NOTE: Below sector standard. No flat dollar rate in year 1, does nothing to raise the floor for lowest paid members and close the wage gap.

• Enhanced Severance: A 50% increase in severance pay for laid-off employees.

UNION NOTE: This is not job security.

• Shift Premiums: Increase to $1.25/hour (5 p.m.–midnight) and $1.75/hour (midnight– 6 a.m.).

UNION NOTE: We made movement on this. Note: current rates are $0.75 and $1.00 – CEC has not raised them since 2008.

• On-Call Pay: $1.75/hour up to 128 hours per month; $3.00/hour if voluntarily exceeded, increasing to $2.00/hour and $4.00/hour on March 1, 2027.

UNION NOTE: We also made movement on this. Note: current rate is $1.00/hr – CEC has not raised it since 2005.

Benefits Improvements

• Vacation Carry-over Rights: allows employees to carry over unscheduled time over and above the 3-week maximum.

UNION NOTE: Already a protected entitlement. CEC initially tabled a concession trying to eliminate unscheduled time – now, frames it as an added benefit.

• Vision Care: Coverage increased to $550 (every 2 years for adults; annually for under 18).
• Hearing Aids: Coverage raised to $3,500 every 3 years.
• Protective Equipment: Reimbursement increased to $175 (footwear) and $30 (prescription eye protection).
• Domestic or Sexual Violence Leave: 5 paid days annually, with possible discretionary extensions.

UNION NOTE: We are already entitled to five (5) days of paid domestic violence leave under the Employment Standards Act. This is not an enhancement – it is a legally necessary addition.

• Benefit Entitlement Booklet: Requires a documented change log.

UNION NOTE: Language we felt was necessary given the CEC attempted to change our sick time unilaterally and without consultation last year.

• Bereavement Leave: Inclusion of chosen family.

UNION NOTE: We didn’t see movement until we went on strike.

Job Security & Employment Provisions

• Employment Stability Committee: Regular meetings each semester, and clarification of information provided to Committee to do its work.
• Recall Rights: Extended to 18 months for employees with less than 24 months of service.

UNION NOTE: As with nearly all items listed, our modified proposal.

• Contracting Out (Appendix I): Increased timelines (from 1 year to 2 years) for employees who take a leave of absence to work for a contracted company, and access to $20.00 tuition fee for approved college programs and courses through Article 15.7.1.

UNION NOTE: This language does not stop jobs from being eliminated. Corporate audits of colleges indicate major plans to outsource, off-shore and eliminate jobs. Protections we can win this round will be critical to stem the bleed.

• Technological Change: a new article that provides comparable language to academic employees regarding notice and solution-finding with the employment stability committee.

UNION NOTE: Additional notice is not job security – our proposal is focused on re-skilling (and financial support for it) to ensure members can continue to find work at the college.

Other Key Provisions

• Employee Orientation: 15 minutes with new hires during orientation or first month.
• Communication Outside Work: No expectation of off-shift communications (except in emergencies).
• Workplace Sexual Harassment: Reinforces sexual harassment protections aligned with Ontario Human Rights Code and extends timelines for grieving.
• Posting & Exemptions: Reconsideration of applicants if vacancy reoccurs within 6 months; seniority accrual for temporary assignments to excluded positions extended to 18 months from 12.
• Letters of Understanding (LOUs): Renewal of existing agreements (Bill 124, LTD, layoffs/recall, job postings, etc.).