As we shared in December, our newest unit recently ratified their first Collective Agreement (CA)! Unit 5 represents the workers at the Canadian Observatory on Homelessness. We’re excited to tell you a little more about what’s in their CA and some of the details that make it unique.
Like other CUPE 3903 members, Unit 5 members are contract-based workers. However, Unit 5 members have a workplace that is structured fairly differently from that of members in Units 1, 2, 3, and 4. Consequently, some parts of their CA look a little different, while others may be familiar. See some of the key highlights below!
Job Security
- Language that prioritizes the creation of bargaining unit positions where funding is available
- Contracts that renew automatically as long as funding is available
- Current employees get priority for any posted jobs followed by employees whose contracts were not renewed in the past year due to a funding change.
Salary and Promotion
- Wage increases that bring up the lowest-paid members
- A wage grid with steps to reward service, as well as annual increases
- The right to be considered for promotions after two years.
- Notification of available funds for professional development
Equity
- Processes for addressing harassment and discrimination
- Commitment to developing an Equity in the Workplace policy in consultation with experts
- Union representation in workplace accommodations
- Labour-Management Committee (LMC) access to equity data; the LMC also has a mandate to discuss equity issues in the workplace
- Recognition of mental health hazards inherent to the work and related protections
- Indigenous reconciliation provisions:
- Paid ceremony leave
- Access to an Elder during processes related to harassment or discrimination
- Time off to participate in the National Day for Truth & Reconciliation
Grievances & Discipline
- Informal and formal grievance processes to resolve workplace issues
- Enshrining the concept of just cause and progressive discipline; these workers previously had no way to challenge improper discipline
Working Conditions
- Six months’ notice should the employer end the current remote work arrangement
- Protections for free speech (as long as the member is not representing the employer at the time)
- Holidays and vacation provisions, including the right of part-time employees to work (and not lose pay) over the winter shut down.