We (your elected Bargaining Team) had our first meeting with the conciliator on Wednesday, March 1 and requested a “no board”, starting the countdown to legal job action. Although it’s still unclear if there will be a strike or lockout, this countdown means that we’ll be in a position for job action by March 25, 2023. (Keep an eye on your inbox for more information in the coming days).
While we have made some progress on outstanding Articles, the issues that mean the most to you and your colleagues have not been meaningfully addressed by the employer:
- TA-Student Ratios
Your colleagues of years past have been fighting for this in some form since the 1970s and the employer is still refusing to engage with our proposal on TA-Student Ratios tied to course-type based on average enrolment numbers and assessment styles (e.g., exams, essays, oral presentations, labs);
TA-Student Ratios would improve the ability of TAs to engage meaningfully with students’ work as well as the overall quality of education for students.
- End of Term
The employer has turned down every attempt to address/mitigate the issue of TAs working past the end of term/over the holidays;
Currently, TAs can either assert their right not to work over the holidays which would result in having wages clawed back or finish the work during or after the holidays and miss out on the break that students so sorely need.
- Prescription Drug and Mental Health Coverage
The employer has struck our proposal to expand the Employee Assistance Fund (EAF) to cover prescription drugs and mental health costs (e.g., therapy).
Having this coverage would bridge the gap between what the GSA’s Health Plan covers and expand access to crucial care
- Salary
2.5%, 2%, 2% annually over the life of the Collective Agreement–a pay cut when adjusted for inflation;
The employer has refused cost of living adjustment language that would align annual stipend increases with the rate of inflation;
The employer’s salary offer also widens the wage gap between Undergraduate and Graduate TAs.
One win of note is an Accommodations Article, which provides an avenue for Union support throughout the Accommodations process. Over the past Summer, we worked closely with the Disability and Accessibility Caucus to develop a proposal for the provision of an accommodation system that aims to remove some of the hardship and bias associated with the current process. While we didn’t get everything we wanted, this is a significant improvement and sends a clear message to the Membership, the employer, and the larger community that CUPE 4600 will fight for inclusion and accessibility.
You and your colleagues are facing record high inflation and cost of living, and have taken year-over-year pay cuts when adjusted for inflation. TAs are the largest group of workers on campus. Carleton works because you and your colleagues do. You deserve working conditions, wages, and benefits that reflect that. You deserve wages and benefits that aren’t a poverty sentence.
Don’t forget to fill out the Red Lines & Job Action Survey! Your bargaining team is demanding salary adjustments, working conditions, and benefits that account for your needs and the value you bring to the University. You gave us a clear strike mandate, now have your final say about red lines.
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