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If you have not received our monthly newsletter, please let us know at info@careaerc.ca.
If you have not received our monthly newsletter, please let us know at info@careaerc.ca.
We would like to express our gratitude to everyone who attended the 2023 CARE Annual General Assembly (AGA) on February 22nd, 2023. With 29 members in attendance, the AGA was a great success. We would like to extend a special thank you to our outgoing executive for their dedication and hard work. We are pleased to announce that the new executive has been elected by acclamation, and we look forward to working together with our members to continue advancing our mission. Please visit the Meet the Team page to learn more about the new members of the Executive Committee.
We still have three vacant positions available in the Executive Committee:
Time commitments for executive committee members include an hour-long weekly meeting, as well as approximately one more hour each week for events or tasks related to the position’s duties.
Please email info@careaerc.ca if you are interested in participating in the Executive Committee!
Thank you everyone for coming to the first CARE Flashmob Tuesday!
Despite the freezing cold weather this morning, our flashmob was successful thanks to our members and sister union members present at the event!
One of the graphics below was distributed to the people going inside the Farbourg Tower (click on the images to check them out in full scale). Luckily, we also ran into our bargaining officer representing Concordia University at the bargaining table! Now, we are pretty sure that the message is received loud and clear.
Again, congratulations to ourselves for successfully kickstarting mobilization for the new collective agreement! I hope you all enjoyed a good cup of coffee for free like myself—I tried a latte with coconut milk for the first time, and it was pretty impressive!
Please note that this letter has been approved by both the Executive Committee and Public Service Alliance of Canada.
To:
labour@concordia.ca
Subject:
Letter to Demand Good Faith–CARE bargaining
CC:
care.psac@gmail.com
Dear Concordia University’s Human Resources department,
Concordia Association of Research Employees (CARE) is currently representing me at the bargaining table during negotiations with the employer.
I would like to see that the employer is and will be negotiating in good faith as much as CARE’s Bargaining Committee so that both parties can reach a new collective agreement.
Offering various suggestions and requesting conversations on crucial items at the bargaining table, CARE’s Bargaining Committee has shown its will to reach agreement with the University. However, it has been a serious disappointment for both our team and our union members including myself to learn that crucial items, such as monetary issues and benefits, have not been discussed at the table.
I would like to know that the employer will agree with the CARE bargaining team that it is crucial that we discuss and resolve these critical issues without further delay as part of its practice of negotiating in good faith. I ask that you communicate your agreement with this position by March 10th, 2023.
Best regards,
[member’s name]
All 7 positions in the CARE executive committee are available for renewal.
Responsibilities as an executive include:
Click on position titles to learn more about the responsibilities directly related to each position and general duties as an executive.
Vice-President/Labour Relations (Loyola Campus)
Vice-President/Labour Relations (Sir George Williams Campus)
Collective Agreement Coordinator (Loyola Campus)
Collective Agreement Coordinator (Sir George Williams Campus)
Due to a lack of our delegates, the Pay Equity Committee has stopped operating. The committee is essential to improve pay equity at Concordia University.
If you identify as trans-feminine, woman, non-binary notwithstanding your sex assigned at birth, we highly encourage you to join the PEC.
Q. What is the Pay Equity Committee for?
A. “Pay equity is a fundamental human right and the federal Pay Equity Act is intended to address this issue. The Act requires all federally regulated employers to partner with unions to implement pay equity plans […] with the goal of closing systemic pay discrimination gaps.” (PSAC)
Q. What would be the required commitment to be part of this committee?
A. The candidates should expect a long-term commitment of 18 months where they should be available to join bi-weekly meetings.
Concordia University assumes full responsibility for the salary for the time spent performing this committee work.
To join, please send an e-mail to care.psac@gmail.com
A grievance is a formal complaint made by a union. It is a means for the union to protect members’ rights. Filing a grievance is a legal right when there has been a violation of a right outlined in the collective agreement and/or a member has been disciplined or terminated.
A complaint by an individual whose rights, as set out in the collective agreement, have been violated by management through, for example, discipline, harassment, denial of benefits or denial of entitlements. The individual grievance is filed by a union representative.
A complaint by, for example, a group of individuals from a particular department or shift that has collectively been affected by a management action. Examples include the following:
The group grievance is filed by a union representative. All the members should sign the grievance, since adjudicators/arbitrators have been known to award compensation only to signatories.
The union, not individual members, files a grievance when management or the employer violates or incorrectly interprets the collective agreement and a group, bargaining unit or the union at large is affected by this action. Policy grievances are not allowed in certain jurisdictions (labour codes define what may or may not be grieved).
The union grieves a dispute arising directly between the union and the employer. In this type of grievance, the union considers its rights to have been violated, not just the rights of members.
For example, a union might grieve on its own behalf when the employer fails to deduct union dues as specified in the collective agreement. Also, individual grievances can be filed in conjunction with the union grievance.
1. Investigate the member complaint.
2-1. If the complaint has to do with harassment, the member may file a complaint in accordance with the University’s Code of Rights and Responsibilities (see the CARE Collective Agreement, Article 4).
2-2. For other complaints:
Article 13 of our Collective Agreement specifies that “[t]he parties agree that in most circumstances it is preferable to resolve problems through discussions among those persons directly concerned before submitting a grievance.” Therefore, if possible, the union will resolve problems through discussions. Otherwise, the union will file a grievance.
3. Follow the grievance process outlined in the 2017-2022 collective agreement, Article 13.
4. Resolution / Arbitration.
Work standards and conduct are just as important in a unionized workplace, and management still has a responsibility to address poor performance. Unions make sure the hiring process is objective, so management can’t just hire and promote their friends.
People who form a union are more satisfied and productive at work. Joining in unions also reduces costly turnover and makes the workplace safer.
Unions are democratic; therefore, a democratic vote of the workers is necessary for a union to make important decisions. Furthermore, a union cannot exert its power on the bargaining table with the employer without members’ action and participation in union activities. See what you can do for your union.
Unionizing is the very first step for advocating employees.
However, if members of the union do not participate in union activities, the union’s bargaining power becomes extremely limited.
The employer gauges what they can say yes or no to the union’s bargaining team not based on how loud, logical, or persisting the bargaining team is. Rather, the employer tries to predict any feasible consequences of saying yes or no to crucial demands.
Let’s say the employer expects their employees to not take other collective action such as demonstrating in the future, given that the employees’ participation rate in union activity is extremely low.
Would they feel compelled to say yes to a raise that goes along with the current inflation? For the employer, there is no harmful consequence of rejecting a reasonable demand.
CARE is a directly charted local of the Public Service Alliance of Canada (PSAC). PSAC represents nearly 230,000 workers in every province and territory in Canada and in locations around the world. Formed in 1966, PSAC is one of Canada’s largest unions.
During our seventh meeting on November 22, we presented our monetary demands to the employer given the slow pace of negotiation on non-monetary issues. For context: we are signing an average of one non-monetary article a week, many of which come from the employer, in a collective agreement with 41 articles.
The employer was not prepared to respond to these demands and made it clear that they are not willing to discuss monetary issues until non-monetary issues have been settled. In their timeline, this will be well into 2023.
This is unacceptable to your Bargaining Committee given how you identified monetary issues as the most important bargaining topic and how critically underpaid and undervalued our members are at Concordia. The employer’s demand that we wait before addressing monetary issues is an uncommon strategy that will delay the negotiation of a fair collective agreement.
We will continue to keep you updated on how negotiation progresses. As we push the employer to negotiate and respond to our issues, we ask that you show your support by adding any of the following images to your email signatures. Here are instructions on how to add images to your Outlook signature.
In solidarity,
Adrian, Gabrielle, and Guénolé
Download the images and set them for your work computer and e-mail signature to show your support for the current negotiation!
Instruction for setting a virtual background on Zoom
(external webpage, Zoom’s official website)
Instruction for setting a virtual background on Microsoft Teams
(external webpage, Microsoft’s official website)