On February 22, 2012, the AMUSE Bargaining Team reached a tentative agreement with McGill University after nearly a year of collective bargaining.
AMUSE was established by casual workers two years ago to initiate collective bargaining that would improve the working conditions of all Casual workers at the University. The AMUSE Bargaining Team was elected by the membership to negotiate on behalf of you, the members of AMUSE. Having reached a tentative agreement, the members of the Team now turn to you for the final word. It’s your turn to decide on whether this tentative deal is satisfactory.
A brief reminder of our Bargaining Priorities as voted by the membership: fair wage increase; paid sick leave, priority rehiring, closed shop, paid overtime, and written contracts.
What follows below is a short summary to our tentative agreement. Following this, we will provide more detailed information on specific aspects of it. Note that there are many more details in our present tentative agreement than this summary. These details are better explained in person. During the Ratification vote we will take the time necessary to spell out all of these details. Please take note of the questions, confusions, objections, or acclamations you might have to bring to the Ratification vote.
I. Non-Economic Issues
Grievance Procedure. Both parties agreed that conflict resolution should ideally occur at the lowest management level. If that is not feasible, we negotiated that that procedure should be as quick and efficient as possible.
Priority Rehiring. A kind of seniority system whereby subsequent contracts will be offered to candidates who have passed their probationary period in that Hiring Unit. The way it works is that if between candidates qualifications are equal, then the length of service in the Hiring Unit will prevail.
Paid Sick Days. All full-time workers replacing a MUNACA employee, on a contract of six months or more, accumulate one sick day per month, up to six months, which then is valid for the year. The accumulated sick days are not carried over to the next year.
Strikes. In addition to stating that the Union, as per the law, may not strike for the duration of the agreement, this article also reinforces the right of employees to refuse to cross picket lines as a matter of conscience.
Workplace Accidents. This article obliges McGill to almost entirely reimburse employee wages lost due to an injury incurred in the workplace for the first 14 days of absence.
Termination Notice. This article guarantees a minimum of 1 week notice before termination for part-time or short-term employees (an improvement for workers in their first 3 months of employment) and a minimum of 2 weeks for those working a full-time assignment for a term of at least 6 months.
Rest and Meal Periods. This article stipulates minimum breaks. For a shift of 4 to less than 5 hours you will be guaranteed a 15 minute paid break. For shift of 5 to less than 7 hours you will have this first break as well as a 30 minute meal break, in most cases unpaid. For a shift of 7 hours or more you will be entitled to two 15 minute paid breaks as well as the half-hour meal break.
Employee Service Agreement. This article outlines the procedure by which all employees will receive a written contract and a union membership form before their first shift, ensuring greater protection for the working conditions of us all.
Schedule of Work. This article does no more than state the preexisting management right to determine the schedule of work and their legal obligation to pay a minimum of a three hour shift per day except in cases where the nature of the work requires differently (the classic example being school bus drivers who work in short shifts multiple times per day).
Acquired Rights. This article guarantees that any employee enjoying salary privileges greater than those stipulated in the tentative agreement (explained below) will retain this privilege as part of their working conditions for the length of the agreement.
Probationary Period. This article is a provision for job security. Once you’ve passed the probationary period, you are deemed to have merited the position and can no longer be dismissed unless due to serious violations. The Probationary Period for full-time workers is 60 days from the first day of work; while for part-time workers it is three successive academic terms. Missing the summer terms does not break the succession; working the summer will count as a term. One day worked in a term is sufficient to fulfill the requirements of one term of the Probationary Period. All part time workers will gain the Fall 2011 and Winter 2012, while all full time workers will gain the days they have worked prior to the signing of this tentative agreement.
Overtime. For full time workers on contracts of at least six (6) months, overtime is the hours worked beyond the regular work week determined in the contract. For other Casual employees, the regular work week is 40 hours, as stipulated in the Quebec Labour Standards.
Anti-Harassment and Discrimination Policy. This policy is in accordance to the Quebec Charter of Human Rights and Freedom and McGill’s own charter.
Closed Shop. This stipulates that all employees working in a position defined by AMUSE’s accreditation as being part of its Bargaining Unit must become members of the Union and maintain membership therein for the duration of their employment and/or this agreement.
Identification Cards. A letter of agreement was signed between the parties, that mandates the creation of a committee consisting of both parties to evaluate how to provide identification cards and library access for full time employees with at least 6-month contracts.
II. Economic Issues
Salary Structure for Casual Employees (2012-2015)
Recognizing the diversity of working conditions of Casual workers at McGill, the salary structure of this tentative agreement is based on classification of AMUSE’s bargaining unit into three groups. The following is a summary of this classification and outlines the salary structure that pertains to them.
As you read the following summary please take note of the following: given the stipulation of Acquired Rights, any employee enjoying salary privileges greater than those stipulated in the tentative agreement will retain this privilege as part of their working conditions for the length of the agreement. That is to say: you will not see reduction of wages because of the provision of this tentative agreement.
As stated above, during the Ratification vote, the Bargaining Team will explain in more detail how this structure works and how it would affect your working conditions. They will take all the questions you need answered to make an informed decision.
Group 1: Employee with a full time assignment of a period of at least six (6) months in a position defined in the MUNACA Collective Agreement
On the hiring date, the employee will receive the entry level salary for the position as defined in the MUNACA Collective Agreement. The employee will then be eligible to a salary increase at the same date and by the same percentage as all other AMUSE members, as stipulated in Group 3 below.
Summary:
- 100% of entry salary of MUNACA position
- 1% of yearly increases, in effect at the signing of the Collective Agreement
- 4% of vacation compensation
- Holiday compensation as per the Quebec Labour Standard.
Group 2: Employee with a full time assignment of a period of more than one (1) month but less than six (6) months in a position defined in the MUNACA Collective Agreement.
On the hiring date, the employee will receive eighty percent (80%) of the entry level salary for the position as defined in the MUNACA Collective Agreement. If the employee stays in the same assignment for a period of more than six (6) months, the employee will receive, at the beginning of the sixth (6th) month one hundred percent (100%) of the entry level salary for the position as defined in the MUNACA Collective Agreement. The employee will then be eligible to salary increase at the same date and by the same percentage as all other AMUSE members.
Summary:
- 80 % of entry salary of MUNACA position, which increases to 100% at the 6th month
- 1% of yearly increases, in effect at the signing of the Collective Agreement
- 4% of vacation compensation
- Holiday compensation as per the Quebec Labour Standards.
Group 3: All others casuals employees
All others casual employees positions will be classified as per the following Table in Class A, B or C
| Class |
Definition |
| Class A | Number of tasks: FewComplexity: LowAutonomy: Precise instructionsRelevant experience required: MinimalCertification: minimal (CPR and First Aid)
E.g. Answering the phone, greeting, dishwashing, entering data.
|
| Class B | Number of tasks: SeveralComplexity: ModerateAutonomy: Established instructionsRelevant experience required: Moderate to highCertification: May require certification beyond CPR and First Aid
E.g. Processing data, setting up material or displays, pool surveillance, sports refereeing.
|
| Class C | Number of tasks: ManyComplexity: HighAutonomy: General instructionsRelevant experience required: HighCertification: May require certification beyond CPR and First Aid
E.g. Coordination, organizing events, monitoring activities. |
|
Casuals Minimum Rates of Pay |
|||
| Group Class | at the signing of the Collective Agreement | Compensation forVacation | Compensation for Legal Holidays |
|
“A” |
$10.00 |
4% 4% 4% |
2.4 % 2.4% 2.4% |
|
“B” |
$11.00 |
||
|
“C” |
$12.00 |
||
|
Casuals Minimum Rates of Pay |
|||
| Group Class |
On June 1, 2013 (1%) |
Compensation forVacation | Compensation for Legal Holidays |
|
“A” |
$10.10 |
4% 4% 4% |
3.0 % 3.0% 3.0% |
|
“B” |
$11.11 |
||
|
“C” |
$12.12 |
||
|
Casuals Minimum Rates of Pay |
|||
| Group Class |
On June 1 2014 (1%) |
Compensation forVacation | Compensation for Legal Holidays |
|
“A” |
$10.20 |
4% 4% 4% |
3.6 % 3.6% 3.6% |
|
“B” |
$11.22 |
||
|
“C” |
$12.24 |
||
* Members shall be paid no less than the hourly rate of their assignment classification as set out in the above grid
* At the time of the signing of the collective agreement, all casual employees who haven’t received an increase between January 1st, 2012 and the signing date and who are remunerated at a rate equal or above the minimum of their assignment classification will receive a 1.0% increase of their current rate. Employees under the minimum of their assignment classification will receive the minimum of their classification or will receive 1.0% increase whichever is the highest.
* On June 1, 2013 and 2014, the salary classification will be increased by 1.0%. All Casual employees remunerated at a rate above the minimum of their assignment classification will receive a 1.0% increase of their current rate. The Salary classification increase and the later increase shall have no cumulative effect.
* No Casual employee will see their remuneration for a specific assignment reduced, provided that their work in that assignment remains uninterrupted.
* Starting May 2, 2012, the minimum salary of Class A shall always remain at least 10 cents above the Minimum Wage, in accordance with the Regulation of the Labour Standards Act.
* All employees in group 3 shall receive on each pay a compensation for vacation and paid Legal Holidays in accordance to the pay grid above.
