Bargaining for Unit 5 continues to unfold! As a reminder, Unit 5 is our newest unit here at CUPE 3903, representing workers at the Canadian Observatory on Homelessness (COH). They have been in bargaining for their first ever Collective Agreement since February 21st.
The Unit 5 Bargaining Team has had a total of eight bargaining sessions, with more scheduled later this month! Here are some insights into key issues that have emerged in their bargaining so far:
1: “We Need that In Writing”: Setting Up Proper Processes
- There has been a lot of emphasis in bargaining so far on making sure that protections, protected groups, and processes are clearly spelled out in Unit 5’s Collective Agreement.
- Having these processes in writing ensures that when employees are dealing with issues around accommodations or harassment, for example, there are clear, appropriate steps laid out that the employer would have to take to address them.
- In the Unit 5 Bargaining Team’s full proposal document, they proposed clear, accountable processes for handling discipline, issues of harassment, requests for accommodations, and job protection, but so far, the employer hasn’t agreed to concrete step-by-step processes, preferring to maintain full discretion. We’ll keep you updated on how this piece unfolds!
2: Who’s Actually a Union Member? Who’s Protected?
- The Unit 5 Bargaining Team has held firm on asserting which COH employees are represented as part of the union so that as many workers as possible have access to protections, representation, funds, and all of the other benefits of union membership.
- At the moment, the employer is inclined to exclude work-study students, despite agreeing that work-study students are Unit 5 members earlier in this process. The Unit 5 Bargaining Team will continue to insist that the COH honour the agreement they made at the Labour Board.
3: Provisions on Reconciliation and Indigenous Inclusion
- The Unit 5 Bargaining Team brought a number of key proposals about decolonization and reconciliation to the table that are designed to support and centre Indigenous employees.
- These include proposals about including Elders in the definitions of kinship for bereavement leaves, having leave available for ceremonies, having Truth & Reconciliation Day as a statutory day off to encourage further reflection and reconciliation, and more. We hope to have good news about these provisions for you soon!
4: Who’s Actually Unit 5’s “Boss”?
- While York University has been assisting with the bargaining process, Unit 5 members’ employer, who is accountable for adhering to their Collective Agreement, is legally the Canadian Observatory on Homelessness, not York.
- This has sometimes created a challenging dynamic, but in recent sessions, the COH management has taken a more active role in the bargaining sessions. This has been beneficial for both sides!
We’ll make sure to keep you in the loop about what happens with Unit 5’s bargaining for their first CA! For now, you can click here for our previous update on Unit 5 Bargaining, and click here for our first update on Unit 5 bargaining.
Do you have questions, supportive words, or want to know more about Unit 5 bargaining? Send an email to Promise Busulwa, Lead Steward Unit 5, at lsu5@cupe3903.org or Mackenzie Edwards, Communications Officer, at communications@cupe3903.org.
Are you a Unit 5 member who wants to know more about bargaining and get involved? Reach out to Promise Busulwa, Lead Steward Unit 5, at lsu5@cupe3903.org!