AtoM
Association of University and College Employees (AUCE) fonds
Committees
Association of University and College Employees
File contains contract bulletins and special membership meeting records, dated November 20, 1979 to April 25, 1979. Topics discussed include committee and executive nominations, correspondence, financial statements, contract bulletins 1-8, settlement terms, wage proposals, collective agreement. File also contains referendum ballots.
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Association of University and College Employees LOCAL No. 1 (U.8.C.J SPECIAL MEMBERSHIP MEETING AGENDA 1. No Smoking 2. Adoption of Minutes - Oct. 25/79 3. Business Arising from Correspondence 4. Opening Nominations - Strike Committee (10) - Grievance Committee (3) 5 . Closing Nominations - President Vice-President Secretary/Treasurer Membership Secretary Trustees (2) Provincial Reps. (2) Alternates Provincial Reps. (2) Union Co-ordinator 6. Treasurer's Report - Oct. 31/79 7. Contract Committee Report and Proposals. NOV. 29 THURS. 12:30-2:30 IRC 2 November 20, 1979. 2162 We stern Parkway, Vancouver, l:l.C. Telephone (604) 224- 2 3oa CORRESPONDENCE Oct. 9/79 Oct. 9/79 Oct. 12/79 Oct. 15/79 Oct. 15/79 Oct. 15/79 Oct. 15/79 Oct. 17/79 Oct. 17/79 Oct. 17/79 Oct. 19/79 Oct. 23/79 Oct, 29/79 Oct. 29/79 Oct. 29/79 Nov. 1/79 Nov. 1/79 Nov-, 2/79 Nov. 7/79 Nov. 9/79 Nov. 9/79 Nov. 9/79 Nov, 13/79 Nov. 13/79 Nov. 19/79 Letter from J. Strudwick confirming leave of absence for Carole Cameron, Press Release - B.C. Fed. of Labour re. hot edict issued against B.C, Ice and Cold Storage Ltd .• Letter from SORWUC advising us of there new book "An Account to Settle" re. United Bank Workers. BCGEU News views. Letter from BCGEU re. ratification of 3 yr. agreement. Letter from CUPW re. Protest Rally Oct. 19th. Letter from W.L. Clark re. Benefacts Program Press Release - B.C. Fed. re. food price report. Letter from VCLAS re AUCE and Unemployment Insurance. Letter from B. Skelly re. petition concerning the availability of legal reference mate ria l at Lower Mainland Correctional Centre in Burnaby. BCGEU Press Release re. a complain t- to the LRB by BCGEU against Pa.t McGeer. Letter from C.E. Barber concerning Employee Assistance Program, Letter from Labour Canada advising us of Consumer Pric e Index. Letter from Rape Relief thanking us for a $100 donation. BCGEU Press Release re. sick leave pr ogram. Letter from R.J. Tizya re. Union of B.C. Indian Chiefs supporting petition concerning leg al reference material. Letter from P,M. Wash Bucket advising us of termination of janitorfal operations. BCGEU News Release re. BCGEU Dumps Bank of Commerce. BCGEU News Release re. Government Sabotages Safety Program. BCGEU News Views, BCGEU - letter re. their Rinancial Manual Amendments, Letter from Vanc.-Richmond Assn. for the Mentally Retarded asking from our support. Letter from GATE re. Protest Rally Sat ., Dec, 8th, 1-3 p.m . Robson Square. Press Release - B.C. Fed. of Labour re. Annual Convention. BCGEU Press Release re. PVI Instructors vote to Strike. Meeting October 25, 1979. ,. Motion to Adopt Agenda as Written Michelle McCaughran Jerry Anderson CARRIED 2. Motion to Adopt Minutes as Written Michelle McCaughran Jerry Anderson CARRIED 3. Business Arising From Correspondence Nil 4. Nominations: President - Marcel Dionne Nei 1 Annstrong Michelle McCaughran Wendy Bice Nominations will stay open for a further month Vice-President - Evelyn Buri~k Nominations will stay open for a further month Secretary-Treasurer - Ray Galbraith Wendy Bice Neil Boucher Nominations will stay open for a further month Membership Secretary - Joftn Trelevan Nominations will stay open for a further month Trustees - Nominations will stay open for a further-month · Provincial Representatives Nominations will stay open for a further month Alternate Provincial Representatives - Nominations will stay open for a further month 5. Closing Nominations for Union Coordinator Wendy Bice ,6. Job Evaluation Committee 6 members have been elected 7. Treasurers Report - Ray Galbraith Ray took over as interim Treasurer at the October 2nd meeting as two signatures are required on all AUCE cheques. MOTION: That Lid Strand and Ray Galbraith be given interim signing ---authority for the Union until such time as the Treasurer position has been filled. Richard Melanson Seconded CARRIED MOTION: That the membership adopt the financial statement as presented --ro September 30. Lid Strand Seconded CARRIED 8. Grievance Committee Report A complete report will be given at the next meeting. 9. Executive Report Ray Galbraith said that an Executive report will be given at each meeting in the future. Dues referendum is coming up by mail ballot. It will consist of three questions and first choices will be counted firstly but if no definite winner appears, second and third choices may be counted a 1 so to detc. n::i ne the "winner". The situation regarding those people who crossed picket lines during the Operation Engineers strike is still pending. Those people with charges are to reconsider their position and report back to the Executive. Maternity Leave - the legal decision was passed in our favour. MOTION: That AUGE Local 1 donate $500 to Community Legal Assistance ---S-ociety. Lid Strand Seconded CARRI ED 10. Contract Corrmittee Report Ray Galbraith reported on the various Division meetings that the Contract Committee had held. The wage demands ranged from 12·21% and there appeared to be a general lack of confidence in the whole area of job descriptions, particularly . in the secretarial positions. There is a tentative meeting set up for November 29th at which contract proposals will be put before the membership for voting. AUCE's intent is to start negotiations with the University by mid-January. 11. Provincial Report . Richard Melanson gave the Provincial Report~ There will be a Convention in February/March to discuss possible affiliation with the CLC. One charge has been dropped against the SFU "18" but attempts are being made to charge the people individually instead of as a group. This wo~ld weaken their position considerably. 12. By-Law Changes - Lid Strand 13. Any Other Business Ray Galbraith encouraged people to fill vacant positions in the Union, especially the Secretary-Treasurer position. Meeting adjourned 1.20 p.m. Nancy Wiggs Lid Strand CARRIED FINANCIAL STATEMENT FOR MONTH ENDED OCTOBER 31, 1979 INCOME: Dues Initiation s Cancelled cheque EXPENSES: Salaries Rent Printing & Stationery Office Expenses Provincial Assessment Professional Expenses Telephone Meetings & Conferences EXCESS OF EXPENSES OVER INCOME TOTAL ASSETS, SEPTEMBER 30, 1979 MINUS: EXCESS OF EXPENSES OVER INCOME PLUS: INTEREST ON TERM AND SAVINGS .DEPOSITS TOTAL ASSETS, OCTOBER 31, 1979 HELD AS FOLLOWS: BCTU Term Deposit BC.TU Strike Fund BCTU Savings 100 Account Share Accounts NOTES ON EXPENSES: Office Expenses: Charlton Ltd. - Parking P .M. Wash Bucket Budget Office Interiors Canadian Labour Views Co. Ltd. UBC Bookstore B.C. Hydro $8,809.00 32.00 416.85 4,046.68 300.00 576.01 412.74 2,654.50 1,850.51 185. 45 90. 5'.) $62,227.57 - 858.54 $61,369.03 + 2,150.23 $63,519.26 $10,000.00 47,572.07 5,912.19 35.00 $63,519.26 10.00 65.00 232.76 21.00 36.34 47.64 $9,257.85 $10,116.39 $858.54 Ray Galbraith Interim Treasurer Association o·f University and College Em~loyees LOCAL No. l IU .B.C.) CONTRACT/so BULLETIN 3 Th e following contract proposals, to be voted on by the membershi p , have been formulated by the Contract Commi ttee. The Committe e will be presenting its rationale for these proposals at this meeting. The approved proposals will be included as items for the upcoming 1980 negotiations. Pe o~l e will have an opportunity to bring any proposals they have to the floor. · PLE •\SE BRING THIS NEWSLETTER TO THE MEETING, Non-Monetary Proposals [P4opoaed changea and add-itlana a4e typed -in a c4-i.pt. ) 3.02 Conti nu ing Emeloyee A continuing employee shall mean an employee who is hired to fill a position of more than three (3) months duration or as provided in Article 3.0 4 . Such employees may be hired to work either full-time or part-time. Continuing fu ll -time employees shall be paid by the month; part- time employees may be paid either by the month or the hour. Pa4t-t-ime employeea who wo4k 4egula4ly acheduled hou4a may elect to be pa.id by the month. 3.07 Retirement Employees may r etire on the last working day of the month in which their sixty-f i fth (65th) birthday occurs, however, retirement shall be optional at any time after th e fifty-firth (55th) birthday. All employee s, upon retirement from the University: (a) shall r e··ei. ve a lifetime University Library card, renewable yearly; (b) shall be ert itled t o th e sam e va cation which she/he would 2162 Western Parkway, Vancouver , 13.C Telephon e (1,04) 224-2308 -2- 3.07 Retirement - Cont'd. have had if she/he continued working to t he end of the calendar year; (c) shall be entitled to the use of University facilities as per Article 13.06. Employee.& may eon.tinue. in .the.LA po&l.tlon with .the Unlve.k&l.ty a6te~ the. age. 06 &ixty-6ive. (65} and &hall continue. to ke.eelve. all .the. ~lght& and p4ivlle.ge.& p4ovided 604 ln thia ag4eeme.n.t. 5.05 Contracting Out (a) - (e) as is. 16) The. Unlve.4&£.ty ag4e.ea .that the.4e. ahall be. no cont4acting out without the. pkiok W4i.t.ten appkoval and ag4e.ement 06 the. Union. 7. 02 Full-Time Leave of· Absence Leave of absence without pay ahall be gkan.te.d upon 4equeat to any employee who has been elected or selected to a f ull-time office or position in the Union, in the Union's Provinci nl Association or ln any a.the.A body which the. Union main.ta l na me.mbe~~hip ok a66illate a.tatu~. Any employee so elected or selected must give one (1) month's notice to the University. Seniority s hal l accumulate during such employee's leave of absence of up to one (1) year but no longer. The employee shall also be allowed to continue with all the University's Benefit Plans and the employee shall pay the full premium of these plans. When the. leave. 06 abaenee. hat, a .tv1.m o 6 one. yeak ok le.H, the employee shall be ke.tu .1tne.d to her/hi .s former positilon with .the. !:-f niveui.ty. When :the l e.ave o 6 aba e.nee exee.e.da one ye.a~, the employee. shall be. placed ln .the. eoinclden.tal vacancy 06 he~/hia choice in he.~/hla 6o4me.~ claaai6ica:t.ion, o~ wheke. no eoinclde.ntal vacancy e.xiAt6 ahall inv o~e the pkovislona 60~ involun.ta4y .t4ans6e.~. 9. 01 Human Rights _ The University and the Union agre e that there wil l be no discrim- ination against an employee by reason of age , ra ce, creed, colour, national origin, political o r religious a ffiliati on, sex or sexual orientation, marit a l statu s, orwh e ther she/he has c hildren, in particular, that there shall be no such discriminati on in terms of hiring, promot inr, wages, dis c iplin e , d i smissal o4 4e.ti~eme.n.t. 17.01 Picket Lines (a) as is (b) The Union Executi ve. ahall in6o4m t he Unlve4 s i .ty, in w~l.ting, a~ soon aa po66lble tha t the.y 4e.ga~d .the pie ke.t line which has been ae..t up aa a bona 6ide. pieke.t line . (c) as is - 3 - 19.04 , Notice of Intent Before such changes {as outline d in Artic l e 19.02) can come into effect, the University shall p r ovide the Union and the employee(6) with at least three (3) months notice of intent to introduce automation, equipment or procedures which might result in displacement of or reduction in employ8es, or in changes in the employees' job classification. Such notice 06 in t ent mu6t include all ln6ofl.mat~on pell.tlnent to 6uch chang ea and have a tefl.mination date. The tefl.mination date may be ex tended by mutual conaent. 19.041 Techno l ogical Change6 - New AILticle All changea 06 technical, automa t ed alL pll.aced~tal methada which fl.eault in the di6placement 06 employe ea 6hall be 1Le6e1L1Led ta the Union 6ofl. fl.ecammenda.tian6 on chang ea and meth od6 to accompli6h change6, pll.iofl. to any action being taken by th e Univefl.6lty. 19.05 Retraining {a) Employees who have become redundant, or who have received notice of layoff, due to technological cha n ge, shall be eligible for retraining to equip them for t h e operation of such new equipment and procedure. Such fl.etfl.aining 6kall occufl. duking Woll.king houfl.6 at the Univefl.6 lt y'6 expen6e . (b) {d) to remain as is. 21.01 Tuition Waiver On completion of the probationary period, a continuing full-time employee, a 6e.&6iona.l employee a.nd a continuing pa.ll.t-t .ime employe.e who Wofl.k6 mofl.e than 6evente en and one- hal6 (17 ½) houfl.6 pell. week ahall be entitled to tuition waiv e/!. to take 601L ell.edit oil. to audit to a maximum 06 nine (91 unlt6 pell. yea.IL (12 manth6) in eithefl. undefl.gll.a.duate ot gfl.adua.te coufl.6ea. In addition to the entitled ell.edit coufl.6e6 the6e employee6 6hall be entitled t o take any numbefl. 06 non~cfl.edit coufl.6e6 at any one t im e , 6ingly oil. ~oncufl.fl.ently, ovef!. a pell.lad 06 one yea/!. (12 month6). Tuition fee s sh all be waived, but the employee shall pay the cost of 6tudent ao~ie t y -6ee6, book6, materials, equipment or travel associated with the course. 21.04 Courses During Working Hours An employee may ta ke Univ efl.aity 06 B.C . coufl.6e6 during working hours if the Department Head agrees to the required tim e off and make-up time arrangements. Permission for such arrang e me nts shall not be unreasonably denied. 21.06 Graduate Cours e s Delete. - 4 - 22.01 Job Postings All vacancies for po6ition6 06 th1r.ee mo~fh6 air. molr.e du1r.ation, with the exception 06 leave 06 ab6ence and ~ale!r.nity leave shall be posted on all union bulletin boards and such other places as may be agreed upon between the University and the Union for at least five (5) working days. leave 06 ab6ence and mate1r.nity leave 6hall be 6illed by tempo1r.a1r.y plr.omotion. All vacancie6 06 le66 than th1r.ee (3) month6 du1r.atlon with the exception 06 pay g1r.ade I cla66l6ication6 ,hall be 6illed by tempo1r.a1r.y plr.omotion in acco1r.dance with A1r.ticle 22.07. No position of over three (3)months duration shall be filled from outside the bargaining unit without being posted in accordance with this article. A copy of all job postings shall be sent to the Union office and to all employees on either recall list. All postings shall include the specific job title , a summary of the position specifications outling the job duties, minimum qualifications and pay grade. Each notice shall state: "both males and females are encouraged to apply". 22.07 Temporary Promotion An employee who, on the request of the departme nt head, agrees to temporarily resume any of the duties specific to a higher classifi- cation, or temporarily replaces another employee in such higher classification, shall be paid at the minimum of the pay grade for the appropriate classification or the next higher step in the pay grade for the appropriate classification which provided an increase. All tempo1r.a1r.y plr.Omotion6 mu6t be 6illed 61r.om with,{.n the ball.gaining unit on the ba6i6 06 ,enio1r.ity, 6iJr.6tly within the depa1r.tment oil. lib1r.a1r.y divi6ion, 6econdly the Univelr.6ity oil. Lib1r.a1r.y ,yatem . The higher pay rate shall apply for the period so worked, providing this period is at least one (1) complete shift of seve.n (7) hours. Such temporary promotion shall be for a period o f no longer than six (6) months duration with the exception of leave of absence, including maternity leave. To accept or to refuse a temporary promotion shall be the employee's choice. 27. 15 lime 066 Between Sox~ng Vay and New Vtalr.'6 Va~ I~ addition to the plr.eceding vacation entitlement, , employee6 6hall 1r.eceive time 066 with pay 601r. the 1r.~gula1r.ly 6cheduled daya 06 wo1r.k which 6all between Boaxing Va~ and New Vealr.'6 Vay. - 5 - 28.02 Work Day and Work Week (a) as is. (b) The employees in each department or library division, under the guid~lines of this Article, shall decide which form of wonk wee~ and hauh6 in a day they will work. Evehy e66aht ahall be ma4e by the emplayeh ta comply wlth the employeea' decialan. (c) ( d) as is. Phion to the phepanatlon 06 wahk achedulea by the Vepahtment Head ah hen/hla delegate, employeea may aubmlt llata 06 thein achedule pne6ehencea 6an canaldehatian. Evehy e66ant ahall be made by the emplayen to comply with each employee'a phopoaed achedu.led hauna 06 wonk. 30.02 Compa ssi onate Leave , \ (a) . 1· In the cas e of death on aehiou.6 illne66 in the immediate family'i on in th e caae 06 neceaaity 06 acting aa an adminlatnaton 06 ah i eatate, sh all be entitled to three (3) full working days with l ½ pay upon notification to the Department Head. \it~; This leave may be extended up to a further three (3) days with pay by the Director of Employee Relations. Such leave will not be charged to other accrued time off. Immediate family shall include, an employee's parent, grand- parent, husband, common-law husband, wife, common-Jaw wife, child or ward, brother, sister, father-in-law, monther-in-law and any othen nelative whoae death oh illneaa hequ.ihe6 the attendance 06 the employee. Relatlvea inclu.de.penaona who ahe helated by manhiage, adoption oh common law. (b) and (c) as is. 30.021 Special Leave In the caae a{i a houaehold oh domeatic emengency, inclu.di~g illneaa ln the immediate 6amily, an employee ahall be ent~tled to up to two 12) 6u.ll wonklng daya with pay {ion each houaehold on domeatic emehgency upon noti6ication to the Vepahtment whehe a he/he wohka . - 6 - 30.05 Medica l a nd Dental Plan (a) The emplo yer shal l pay one hundned pencent (100%) of the monthly con tributi o n to the Medical and Dental Plan. (b) - (d) as i s. 30.071 Adoption Leav e (a) An emplo yee 6hall be gkanted leave with pay up to a maximum 06 one (1) day on the acc a6ion 06 hek/hl6 adaption 06 a chnd . (b) Upon keque6t, the employee ,hall be gkanted up to thnee (3) month6 leave 06 ab6ence without pay (Akticle 30.01), 6ubject to exten6ion upon appl i cation to the Employee Relation, Vepaktment. Upon netukn to wokk the employee ,hall be neln6tat ed in hek/hl6 6onmek po6itlon accakding to Antic.le 30.01 . 31.04 Reclassifcation Procedure (a) as is. (b) (i) as is . (ii) as is. (lii) An employee 6hall be notl6led 06 any Unlvek6ity Committee meeting, pe,ita ·ining to hek/hi6 keque6t 6ok kecla66iMc.aton and 6hall be penmltted the nece6~any time 066 without lo66 06 pay and bene6lt6 to attend. At the neque6t 06 the emrlay ee a 6tewand 6hall be pke6ent. (c} - (e) as is, 31.05 Wage Incr e ase Awarded Throug h Reclassification (a) as is. (b) deleted. 31.06 Wage 1ncnea6e Awakded Thnough Mi6cla66i6ication Whefre the po6itlon doe6 not entail new job dutie6 and ha6 in 6act been mi6cla66i6ied 6ince date 06 hine, the employee ,hall be placed on the 6ame 6enionity 6tep in the appk opniate cla66i6ication a6 6he/ he wa6 on in th e oniginal job cla66i6ication, and 6hall keceive 6ull pay nate adju6tment ketnoactive to date 06 hike, except whene date o 6 hike i6 pkiok to July 1, 19 7 8, in which ca6 e, pay nate adju6tment 6h~ll be netkoactive to July 1, 1978. - 7 - 36.03 Bi-weekly Pay Pe~iod~ Employee6 6hal l be paid bi-weekly. Monetary Prop osal s Across-the-Bo ar d vs. Percentage The membership will be asked to decide on whether the wage proposal will take the f orm of an 1.) Across-the-Board or 2.) Percentage increase. 36.02 Wage Rates We are presen ting the following three alternatives for discussion. The Contract Committee will be strongly recommending that we adopt 15% or $170 acr o ss-the - board as a basis for our negotiations. a.) 12% or $1 36 b.) 15% or $1 70 c.) 18% or $204 d.) othP.r alternatives Be it moved th a t the Membership instruct the Executive and the Contract Committe e to refer the following issues to ·sub-cornmittees: i) Pensi on , Disability and Sick Leave Plans ii) Job Cl as sifications and Job Descriptions iii) Increm e nt Scale (The intent o f t his motion is to implement studies on these vital issues over t he course of the next year. During that period it is hoped that th e me mbership will provide some necessary direction and that as a result we will have a thorough and well-researched set of propo sals for th e 1980 negotiations.)22.03 Hiring Policy (a) As is. POSSIBLE TERMS OF SETTLEMENT (b) Applicants 22.08 Orientation Period for Transfer and Promotion March 21st, 1979 When promoted or transferred, the employee shall be on~- ientation period for three {3j_months. If the employee finds the job unsatisfactory or is unable to ,.,eet the basic job re- quirements, she/he shall be returned to her/his former position, or to one of equal sala~y range. 28.05 Shift Work (a) as is. (b) Shift Differential (Inconvenience Pay)_ Employees working on a shift basis shall receive a pay differential as follows: Thirty-five cents (.35) per hour for. each hour worked on the evening shift. · Fffty-fiie cent; (.55) per hour for .each hour worked on the n ght sh ft. (c) as is. (d) as is. (e) as is. 30,05 Medical & Dental Plan (a) as is. (b) as is. (c) , After three ( 3) months of employment all continuing and sessional employees shall be eligible to participate in the Dental Plan as outlined in {a) above, provided she/he works a minimum of seventeen and one-half (17;) hours per week. (d) as is. 31.05 Wage Increase Awarded ~hr ough Reclassification (a} as is. (b) Where the position does not entail new job duties and has in fact been misclassified sinc e date of hi re, the employee shall.be placed on the same seni ority st ep in the appropriate ~las~1fication as she/he was on in the ori ginal job classif- ication, and shall receive full pay rat e adjustment retro- active to date of hire, except where dat e o f hire is prior to July 1 1 1978, in which case, pa y rate adju s tment shall be retroactive to July 1, 1978. 33.06 Disciplinary Action/Employee Files Any written censures, letters of reprimand and adverse reports (including official evaluation reports), shall be removed from the employee's files and destroyed by the empl oy ee concerned in the presence of both parties after the expiration of twenty- four (24) months from the date it was issued, pr ovided t_here has been no further infraction . The University agrees not to intro- duce as evidence in any hearing any document f r om any file of an employee, the existence of which the employee was unaware at the time of filing. 33.07 Notice of Resignation If an employee resigns, fifteen (15) working days notice will be given in writing prior to the date of termination. In the event that less than ten (10) working days notice is given, the e~ployee will be entitled to her/his vacation pay of 4% of gross earnings less any vacation she/he has taken. Vacation entitle- ments banked from the previous year shall be paid at the employee's full rates . An employee may rescind her/his res ig nation~ writin9, without penalty up to three (3} working days a fter giving notice. 36.02 Wages An across-the - board adjustment to a l l classifications of 1% effective on April 1st, 1979. Letter of Understanding Attached to and forming part of,the 19 collective agreement, between the Un~versity of British Columbia and A.U . C.E. Local 1. The Parties agree as follows: Article 34.07(a) will not apply to those employees who work from the parttime recall lis t who wish to work for i rregular periods and have indicated their wi s hes in writing t o Employee Relations. A carbon copy of the employees' requests shall be sent to the Un:lon Office by Employee Relations wi thin fi ve (5) wor king days of receipt of such requests.REFERENDUM BALLOT AT THE SPECIAL MEMBERSHIP MEETING HELD ON JANUARY 11TH. THE MEMBERSHIP VOTED TO BRING SEVERAL ITEMS TO THE BARGAINING TABLE FOR THIS YEAR'S NEGOTIATIONS. AT THE END OF THE MEETING IT WAS ANNOUNCED THAT ANY OTHER PROPOSALS RECEIVED BY THE CONTRACT OMMITTEE WOULD BE SUBMITTED TO THE MEMBERSHIP BY REFERENDUM BALLOT. THE CONTRACT OHMITTE'$ HAS RECEIVED ONLY mm, SUCH PROPOSAL. IT .IS t1P TO YOU TO DECIDE WHETHER THIS ITEM WILL BE A CONTRACT.PROPOSAL FOR THIS YEAR'S NEG01'L\TIONS • ••••••••••••••••••••••••• BALLOTING INSTRUCTIONS 1. Put an "X" in the box next to the answer of your choice. 2. Put your marked ballot in the small unmarked envelope and seal it. 3, Put. the small unmarked envelope in the medium-sized envelope which .has your name on it and seal it, · 4, · !!fil!. the back of the medium-sized envelope, If you do not sign the envelope your ballot cannot be counted. A personal aignature 1a the only way we can enaure that it: WH you that voted. · 5. R.et~t:n the aigned env_elope by i'ebrwtry 141 1979 to the AUCK office vie Campus Mail. (Pleaae aee the Revera• Side for Proposal) DETACH YOUR BALLOT ARE YOU IN FAVOUR OF A COLA CLAUSE? YESD NO D Th" Contr-zct Commlttoe AUCE Local 1 UBC I horeby move thdt In upcoming negotiations with the University of British Columbia a COLA clause to affect wages should be tnclud~d in the AUCE presentation. That for overy cne porcent rise In the cost of living, the wages cf AUCE employees at UOC should be automatlcally adfusted e.g. quarterly by the odmtntr.tratton In a manner that would componaato for tlils rls1t. ·~tlyaub mj Lesl!o H, nt Btcmadtco t>n,munlcotlons 36.03 O::>st of Living Adjustment For the purpo ca . of this agraai ~ t : (a) 110::>nsuner Price Index" refers to the "Consumer Price Index-Vanoouver" , all items (197112100) publishad by Statistics canada. (b) '1c::t>turultler· l?rice Itidrut Base" refers to the C0.ns\.iler Price 'Index fur the ironth previous to the relevant calculation period. Effective June 30, 1979, an adjustment equal to 11 of salary for each 1% increase in the 0::>nsumer PriC';! Ir.de.Y. for the three t00nth period preoeclin;J the date of adjust- nent shall be added to end fonn pa.rt of the regular mtes of pay of toose classifications for which AlO!: is the certified bargainil¥J agent. Such adjustments shall be m~ on a quarterly basis (i.e., June 30, 1979, Sei.,- tanber 30, 1979, Cecsrr.ber 31, 1979 and March 31, 1980). The adjustirent shall be pro- rated for increases in the Consumer Price Index of less than 1% 8n'1 for fractional :increases in the 0::>n~ Price Index greater than 11. Should the Consumer Price Index in its present fonn am on the S8lte basis as the Consllrer Price Index Base became unavailable, the Parties shall attertpt to adjust this Section or, if a.greezrent is not reached, request Statistics canada to provide the appropriate conversion or adjustment which shall be applicable as of the appropriate adjustment date. · In t11e·event Statistics canada does not issue the Consumer Price Index on or before the applicable adjustment dc"ite, any adjuatm:mt required will be made during the first pay period Aft.er publication of the 0::>nsuner Price Index, retroactive to the applicable adjustment date. t-b adjustmmt shall l:e made because of any revision which may later be made in the published Ccnsmer Price Index. If the Ccnsuner Price Index falls below the Cbnsuner Price Index Base, there shall be no adjustment • ............ __ _,, The Contract Committee AUCE Local 1 UBC I he reby move that in upcoming negotiations with the University of British Columbia a COLA clause to affect wages should be included in the AUCE presentation. That for every one percent rise in the cost of living, the wages of AUCE employees at UBC should be automatically adjusted e.g. quarterly by the administration in a manner that would compensate for this rise. Respectfully submitted J 36.03 Cost of Living Adjustment For the purpo~e of this agreement: (a) "Consumer Price Index" refers to the "Consumer Price Index- Vancouver" all items (1971=-100) published by Statistics Canada. (b) "Consumer Price Index Base" refers to the Consumer Price Index for the month previous to the relevant calculation period. Effective June 30, 1916, an adjustment equal to 1% of salary for each 1% increase in th ~ Consumer Price Index for the three month period preceding the date of adjustment shall be added to and form part of the regular rates of pay of those classifications for which AUCE is the certified bargaining agent. Such adjustments shall be made on a quartnrly basis (i.e., June 30, 19ii , September 30, 1971 , December 31, 197lf and !14rch 31, 19~ . Th~l adjustment shall be pro-rated for incr~ases in the Consumer Price Index of less than 1% and for fractional increases in the Consumer Price Index greater than 1%. Should the Consumer Price Index in its present form and on the same basis as the Consumer Price Index Base becomeunavailable, the Parties shall attempt to adjust this Section or, if agreement· is not reached, request Statistics Canada to provide the appropriate conversion or adjustment which shall be applicable as of the appropriate adjustment date. In the event Statistics Canada does not issue the Consumer Price IndeY. on or before the applicable adjustment date, any adjustment required will be made during the first pay period after publication of the Consumer Price Index, retroactive to the applicable adjustment date. No adjustment shall be made because of any revision which may later be made in the published Consumer ,Price Index. If the Consumer Price Index falls below the Consumer Price Index Base, there shall be no adjustment. UNION PROPOSAI, February 28, 1978 26.05 University Holidays (a) A University Holiday is defined as any day other than a Saturday, Sunday or General (Statutory) Holiday on which the University is 'officially closed. The rate of pay for. University Holidays shall be that which the employee would have received if she/he had worked. (b) The University Holidays shall include those working days which fall between Boxing Day and New Year's Day (i.e. December 27, 28, 29, 30 and 31st). (c) An employee who works on a University Holiday shall choose either to receive an extra day's pay at the regular rate for her/his regular hours of work, as defined in Article 28 (Hours of Work), or to take one day off, with pay, at the regular rate for her/his regular hours of work, at a mutually convenient time. REFERENDUM BALLOT AT THE SPECIAL MEMBERSHIP MEETING HELD ON JANUARY 11TH, THE MEMBERSHIP VOTED TO BRING SEVERAL ITEMS TO THE BARGAINING TABLE FOR THIS YEAR'S NEGOTIATIONS. AT THE END OF THE MEETING IT WAS ANNOUNCED THAT ANY OTHER PROPOSALS RECEIVED BY THE CONTRACT COMMITTEE WOULD BE SUBMITTED TO THE MEMBERSHIP BY REFERENDUM BALLOT. THE CONTRACT COMMITTEE HAS RECEIVED ONLY Qfil. SUCH PROPOSAL. IT IS UP TO YOU TO DECIDE WHETHER THIS ITEM WILL BE A CONTRACT PROPOSAL FOR THIS YEAR'S NEGOTLATIONS. ************************* BALLOTING INSTRUCTIONS 1. Put an "X" in the box next to the answer of your choice. 2. Put your marked ballot in the small unmarked envelope and seal it. 3. Put the small unmarked envelope in the medium-sized envelope which has your name on it and seal it. 4. SIGN the back of the medium-sized envelope. If you do not sign the envelope your ballot cannot be counted. A personal signature is the only way we can ensure that it was you that voted. 5. Return the signed envelope by February 14, 1979 to the AUCE office via Campus Mail. (Please see the Reverse Side for Proposal) DETACH YOUR BALLOT ARE YOU IN FAVOUR OF A COLA CLAUSE? YESD NO D 36.03 Cost of Living Adjustment For the purpose of this agreement: (a) "Consumer Price Index" refers to the "Consumer Price Index-Vancouver" all items (1971•100) published by Statistics canada. (b) "Consumer Price Index Base" refers to the Consumer Price Index fur the rronth previous to the relevant calculation period. Effective June 30, 1979, an adjustment equal to 1% of salary for each 1% increase in the Consumer Price Index for the three rronth period preceding the date of adjust- ment shall be added to and fonn part of the regular :rates of pay of those classifications for which AUCE is the certified bargaining agent. Such adjustments shall be made on a quarterly basis (i.e., June 30, 1979, Sep- tember 30, 1979, December 31, 1979 and March 31, 1980). The adjustment shall be pro- rated for increases in the Consumer Price Index of less than 1% and for fractional increases in the Consumer Price Index greater than 1%. Should the Consumer Price Index in its present fonn and on the same basis as the Consumer Price Index Base beccme unavailable, the Parties shall attempt to adjust this Section or, if agreement is not reached, request Statistics Canada to provide the appropriate conversion or adjustment which shall be applicable as of the appropriate adjustment date. In the event Statistics Canada does not issue the Consumer Price Index on or before the applicable adjustment date, any adjustment required will be made during the first pay period after publication of the Consumer Price Index, retroactive to the applicable adjustment date. No adjustment shall be made because of any revision which may later be made in the published Consumer Price Index. If the Consumer Price Index falls below the Consumer Price Index Base, there shall be no adjustment.Association of University and College Employees LOCAL No. 1 (U.B.C.) January 5, 1979. L I PLEASE BRING TO M:ETING] AGENDA l . No Smoking 2. Adoption of Agenda 3. Introductory Report 4. Non-Monetary Contract Proposals 5. Wage Proposals - Across the Board vs . Percentage 6. Increment Proposals 7. Proposals from the Member ship - The Contract Committee would appreciate it if proposals are presented in contract language or that the intent is made clear . SPECIAL MEMBERSHIP MEETING - JAN. 11 12=30 - 2=30 Pot IR C 2 2162 Western Parkway , Vancouv er, B.C. Telephon e (604) 224-2 ,308 4. Approachs on Increment Policy We are presenting the following three alternatives for discussion. It is hoped that the membership would adopt one (1) of them as the basis for our negotiations . a.) as is. b. ) phase out Step l this year and one step each year after that until seniority steps are illiminated. c . ) in addition to the above the employees shall receive $10 per month for each five years of service completed after the fifth year. 2. NON-MONETARY P OPOSALS 10.01 Union Meetings The University agrees to allow twelve (12) two-hour lunch meetings (12:30 - 2:30 p.m.) in each twelve (12) month period of the Collective Agreement. The Union may arrange when meetings are to be held provided at least ten (10) days advance notice is given. 13.08 Taxi Vouchers Employees will normally be responsible for provi ding their own transporation to and from the University . Whereas, employees may find difficulties in transportation at night, it is agreed that taxi vouchers will be provided, on the individual's request, to employees required to work after 11 :00 p.m. or before 6:00 a .m .. 22.03 (a) (b) 30.04 (a) (b) Hiring Policy The University s·hall fill vacancies from within the bargaining , unit, providing employees are avai'lable witn tne required minimum qualifications, before hiring new employees. Where no candidate is clearly superior in overall ability and qualifications, seniority shall be the determining factor . Both parties agree that in all cases, job opportunity shall increase in proportion to length of service . Daycare as in present agreement. Employees with daycare duties may request either to work a four (4) day week as in Article 28.02 (cl (ii}, or to have up to five (5) hours off per week. Such time off would be made up by tnat employee concerned during that week and shall not be considered as overtime . The University shall make every effort to comply with such requests. 30.05 Medial and Dental Plan (a) The employer shall pay one hundred percent (_100%)_ of the monthly contribution to the Medical and Dental Plan . (b) Upon appointment all continuing and sessional employees shall be eligible to participate in the Medical Plan as outlined in (a) above. (c) After three (3) months of employment all continui'ng and sess ional employees shall be eli'gible to participate in the Dental Plan as outlined in (a) above, provided she/he works a maximum of seventeen and one-half (17 ½) hours per week. (d)_ After sixty-si x (66) days of accumulated service temporary employees shall be eligible to participate in the Medical Plan as outlined in (a) above. 33.06 Disciplinary Action/Employee Files Any written censures, letters of reprimand and adverse reports shall be removed from the employee's files and destroyed by the employee concerned in the presence of both parties after the expiration of twenty-four (24) months from the date it was issued, provided there has been no further infraction. The University agrees not to introduce as evidence in any hearing any document from any file of an employee, the existence of which the employee was unaware at the time of filing . ... . " 3. MONETARY PROPOSALS Wages We are presenting the following three alternatives for discussion. It is hoped that the membership would adopt one (l) of them as the basis for our negotiations . a.) 10% or $105 - equal to the increase in the cost of living b.) 15% or $159 - increase in cost of living (10%) plus (5%) the difference between last year's increase and last year's cost of living. c.) 20% or $211 - increase in cost of living plus comparison with Capilano College Local 4's settlement for 1978. It also moves towards the concept of equal pay for work of equal value in relation to similiar male-type jobs on campus (i.e., junior technician, CUPE, etc. Across the Board vs. Percentage The membership will be asked to decide on whether the wage proposal will take the form of an Across the Board or a Percentage increase. Increments The Contract Committee would like to recommend that Article 36.02 Wage Rates - Increment Policy section (a) be changed to the following: (a) The service periods in the headings of the tables refer to service with the University. If this approach is adopted articles 22.04 Promotion and 22.06 Reduction in Classifi- fication would read as follows: 22.04 Promotion (a) as is (b) Salary Adjustment: The employee's salary shall be adjusted to the appropriate seniority step in the new pay grade. 22.06 Reduction of Classification (a) (b) as is Salary Adjustment: same seniority step The employee's salary shall be adjusted to the of the lower pay grade.Association of University and College Employees LOCAL No. 1 (U.B.C.) CONTRACT/so BULLETIN 1 August 3, 1979. Ne are off and strolling. OUr destination - a new collective agreanent by March 31, 1980. OUr goals - obviously wage and benefit increases which w, as a membership, would consider at least adequate~ And, !!?_ uroermining of our existing contract by the University, · ·· Last year, long before the negotiating process had begun, the Contract Ccmnittee floated the concept of 1100 contract/no \-,10I'k11• Needless to say that suggestion raised sane hackles. To us the ooncept is oore than symbolic - it iei a tangible daronstration of our resolve and seriousness to the Univers i t y . It is an indication of our expectations that we dim. negotiate an acce ptable contract as quickly and as thorougly as i;:ossible. r,re believe that the concep t and the statEJOOnt were prescient in that the manbership did quickly arrive at the position that a new collective agreement coul d t.e in place before the expiry date of the old one); To that end we set out a schedule last fall which anticipated just thht. Thi s yP.a.r is no different. The Contract Ccmnittee has been meeting info rmally since April to discuss in general terms the forthcaning set of negot ia tions. we l'Plor plan to intensify our efforts and to oc:mnence churning out r.ew pro[X)sals which will be brought to the membership September through November. r,re now plan to relay our proposals to the University at the beginning of January, 1980 which ensures that negotiations \\Otlld l:e well unde:n,,,ay within two weeks. 'l\..o and one-half mnths of hard bargaining srt,uld lead to a successful resolution. Success will only result i f the University perceives that our r esolve is stea dfa st - that the IOCfllber ship is willing to back up its proposals with the proper action at the npst advantageous nonents. Witrout your resolve and consistency we might as well pack up our tents fran the outset rather than suhnit ourselves to the ensuing anbarrassnent. Anyways, that is the schedule, one which we plan to stick to. The Contract Camri. ttee needs rrore iranbers. Ne have always needed rrore iranbers and we probably always will. If ever there was an eternal oonstant in our essentially volunteer organization, that is it. lbw do you becane a ll6llber? You can either run for one of: the at-large positions or represent your Division. Contact either Carole or Michelle in the Union Office and declare your mnourable inw.ntion to run for Contract Camlittee Rep. in your Divi sion, The Carmittee will mld a series of Division meetings over the next couple of oonths - meetings at which we rope to coax and elicit res ponse s fran you. 2162 Western Parkway, Vancouver, B.C. Telephone (604) 224.2308 What we ?'OI expect you, the ma:nbership, to do is to give us sane preliminary feedback on the next set of negotiations. That is, outline the areas of the Cbntract you find wanting or in nea:I of chru:Xje, and, please, thrcM out saoo figures, anounts, whatever for wage increases. Your Meas can be general in scx,pe or transcribed lovingly into tentative contract language. Please send your subnissions to the Union Office, c/o Cbntract Ccmnittee. So as not to leave you in the dark, listed below are sane of the areas we, as 4, Camrlttee, have touched up:m, even grawled with: - we feel it may be necessary to negotiate job description chan;Jes, especially Secretary II which at present is a "catch-all" - stancH.n;J cxmni ttees may be rE!IOl18d fron the Cbntract and trose issues cut adrift to be negotiated by the Cbntract Ccmnittee fran year t.o year - we will be meeting with the Grievance Ccmnittee to discuss and prioritize chsBJes in areas such as: retirerent, involtmta.ry transfer, etc. - the issue of time-off between bing Day and New Year's has raised its predictable head ~ - the Camrlttee is looking at the reclassification process and thEf time l.iJnits involvoo., as well as the issue of job postings and temporary pranotion - a member of the Ccmnittee has presented a preliminary report on the ramifications of OOIA and escalator clauses, while another is researching techoological cl,an:Je clauses - and yet arother menber is dealing with special leave clauses - arother issue is that of pramtion and the ensuing pay raiser the Ccmnittee awears t.o favour havir¥J a pranoted arployee m:,ve to the BmM seniority set of the nEM pay grade - tl8 have also touched on overtime for part-time enployees, the legality of a ~sory pension plan, the m:Jdified t«>rk week, and a f£M "oousekeeping" che.D;Jes in the existing contract, am, of oourse, rroney : The above list is by no means cx.ttprehensive in its scx,pe nor does it mean that proposals will be f~ fran every stated issue. .T•~ await your response to give us saoo initial direction , The Ccmnittee expects that we will enter negotiations this January with ' about the equivalent number of proposals as last year's, unless you, the nenbership, irldicate otherwise, Association of University and College Employees LOCAL No. 1 (U.B.C.) CONTRACT/SO BULLETIN 1 August 3, 1979. Ne are off and strolling. OUr destination - a ne;,.r collective agreanent by March 31, 1980. OUr goals - obviously \\age and benefit· increases which w, as a lllE!t1be:rship, would consider at least adequate. And, oo undennining of our existing contract by the University. Last year, long before the negotiating process had begun, the Contract Ccmnittee floated the concept of "no contract/no work". Needless to say that suggestion raised sane hackles. To us the ooncept is m:,re than syrntolic - it is a tangible daronstration of our resolve and seriousness to the University. It is an indication of our expectations that we can. negotiate an acceptable contract as quickly and as thorougly as possible. Ne believe that the concept and the statanent were prescient in that the manbership did quickly arrive at the position that a new collective agreement could be in place before the expiry date of the old o~.~ 'lb that end we set out a schedule last fall which anticipated just tnat. This yMr is no different. The Contract Ccmnittee has teen meeting informally since April to discuss in general terms the forthoaning set of negotiations. we now plan to intensify our efforts and to ccmnence churning out new proposals which will be brought to the membership Septanber through Novanber. r,7e now plan to relay our proposals to the University at the be::Jinning of January, 1980 which ensures that negotiations ~uld l:e ~11 unde.rway within tw:> weeks. Thu and one-half m::,nths of hard bargaining stbuld lead to a suc:cessful resolution. success will only result if the university perceives that our resolve is steadfast - that the nanbership is willing to back up its proposals with the proper action at t.lie m::,st advantageous nonents. Wi trout your resolve and consistency we might as well pack up our tents fran the outset rather than suJ::rnit ourselves to the ensuing anbarraasment, Anyways, that is the schedule, one which we plan to stick to. The Contract O:mnittee needs rrore naT1.bers, f•\:l have always nea:led roore members and we ~bably always will, If ever there was an eternal oonstant in our essentially volunteer organization, that is it. tt::1W do you a mF...1nber? You can either run for one o:f: the at-large positions or represent your Division. Contact either carole or Michelle in the Union Office and declare your mnourable intention to run for Contract camrlttee Rep. in your Division, The Ccmnittee will mld a series of Division meetings over the next couple of rronths - meetings at which we rope to coax and elicit responses fran you. 2162 Western Parkway, Vancouver, 8.C. Telephone (604) 224.2308 What we 11CM expect you, the membership , t.o do is to give ua sane, preliminary feedback on the next set of negotiations. '111at is, outline the areas of the Cbntract you fW wanting or in need of chan;te, and~ please, thrcM out 9Cl!1e figures, am:,unts, whatever for wage increases. Your ideas can be general in sa:,pe or transcrihed lovingly int.o 'tentative contract language. Please sen:! yottr sul:missiona to the Union Office, c/o Contract Ccmnittee. So as oot to leave you in the dark , li sted below are sane of the areas we, as 4. Camtl.ttee, have touched upm, even grawled with: : - we feel it rnay be necessary to negotiate job desc ri ption changes, especially Secretary !I which at present is a 11cat.ch-all 11 - starrling cxmnittees may be rE!IDV8d frcm the Cbntract arrl toose issues cut ad.rift to be negotiated by the Cbntract O::mnittee fran year to year - w will be nieeting with the Grievance Ccmnittee to discuss arrl prioritize changes in areas such as: retiranent, im.ioluntary tr ansfer, etc. - the issue of tine-off between Boxing Day and New Year's has raised its predictable head ~ - the O::mnittee is lookinJ at the reclassification process and tht1 time limits involved, as well as the issue of job postings and t.Elnporary prarotion - a member of the Ccmnittae has presented a preliminary report on the ramifications of OOI.A and escalator clauses, while another is researching techoolo;rical chame clauses - arrl yet arother member is dealing with special leave clauses - arother issue is that .of prarntion and the ensuitY;f pay raise~ the O::mnittee appears to favour having a prarot.ed E!lployee m:,ve to the B81M seniority set of the new pay grade - tie have aleo touched on overtime for part-time enployees, the legality of a "llarlpl1so:r;y pension plan, the m:xlified "-'>rk week, and a few "rousekeepin:]'' char,ges in the existing contract, arrl, of course ·, noney : The ab:,ve list .is by ro rooans canprehensive in its scope oor does it mean that proposals will be forthoaning fran every stated issue. .Me await your response to give us initial direction. The o:mnittee expects that we will enter negotiations this January with ' about the a'}Uivalent number of proposals as last year's, unless you, the membership, !Mic.ate otherwise. Associatio~ of University and College Employees LOCAL No. 1 (U.B.C.) CONTRACT/so BULLETIN 1 AUgUst 3, 1979, • • Ne are off and strolling. OUr destination - a new oollective agreanent by March 31, 1980. OUr goals - obviously ~ge and benefit increases which we, as a membership, would consider at least adequate. And, ro undermining of our existing contract by the University. Last year, long before the negotiating process had begun, the Contract Camtittee floated the concept of 1100 contract/no work". Needless to say triat suggestion raised sane hackles. To us the ooncept is oore than symoolic - it is a tangible daronstration of our resolve and seriousness to the University, It is an indication of our expectations that we can. negotiate an acceptable contract as quickly and as t:horougly as possible. Ne believe that the concept and the statement were prescient in that the manbership did quickly arrive at the position that a new collective agree-nent could be in place before the expiry date of the old onel To t.J-iat end we set out a schedule last fall which anticipated just tl'itt. This.year is no different. The Contract Ccrrmittee has been meeting informally since April to discuss in general terms the forthoaning' set of negotia tion s. we now plan to intensify our efforts and to carmence churning out nf:!W proposals which will te brought to the membership Septanber through ?-bvanter. r--e nc,;.r plan to relay our proposals to the University at the beginning of January, 1980 which ensures that negotiations 'l«>Uld be well underway within tw:> weeks. Tho and one-half oonths of hard bargaining sttruld lead to a successful resolution. success will only result if the University perceives that our resolve is st eadf ast - that the manbership is willing to l::ack up its proposals with the proper action at the oost advantagoous nonents. Without your resolve and consistency we might as well pack up our tents fran the outset rather than sul:rnit ourselves to the ensuing anbarrassnent, Anyways, that is the schedule, one which we plan to stick to. The Contract Camlittee needs rrore iranbers. T•~ have always neooed. oore manbers and we probably always will. If ever there was an eternal oonstant in our essentially volunteer organization, that is it. lbw do you becane a member? You can either run for one of the at-large µ::isitions or represent your Division. Contact either Carole or Michelle in the Union Office and declare your mnourable intention to run for Contract C'amti.ttee Rep. in your Division, The Ccmnittee will mld a series of Division meetings over the next couple of rronths - meetings at which we rope to coax and elicit resp:inaes frrni you. 2162 Western Parkway, Vancouver, B.C. Telephone (604) 224.2308 What t,ie now expect you, the ml3Tlbership, to do is to give us sane preliminary feedback on the next set of negotiations. '.11la.t is, outline the areas of the Cbntract you fird wanting or in need of change, mrl, please, out SCIN:.! figures, 811DUnts, whatever for wage increaaes. Your ideas can be general in scope or transcribed lovingl iA into tentative contract language. Please send your sul:missions to the Union Office, • c/o Cbntract O:mnittee. So as not to leave you in the dark, listed below are acme of the areas we, as Ca:mtlttee, have touched upon, even grappled with: , - we feel it may be necessary to negotiate job description changes, especially Secretary !1 which at present is a "catch-all" · - staming cnmrl.ttees may be ren::,ved f:rc:rn the O:,ntract am th:>se issues cut adrift to be t1E190tfoted by the Cbntract Ca:mtlttee fran year to year - we will be meeting with the Grievance Ca:mtlttee to discuss and prioritize c~s in areas such as: retirenent, involuntary transfer, etc. - the issue of time-off between I?oxing Day and New Year's has raised its predictable head" . - the camtittee is lookirkJ at the reclassification process and thEf tim:! limits involved, as wall as the issue of job I,X>stings e.rrl temporary prarotion - a ns:nber of the CCJmlittee has .presented a p:rel:irrlinary report on the ramifications of CX>LA am escalator clauses, while another is researching techoological change clauses - and yet arother ml3Tlber is dealing with special leave clauses - arvther issue is that of praootion and the ensuing pay raiser the Ccmnittee awears to favour havm;r a praroted mployee trOVe to the aaIM seniority set of the new pay grade - tie have al.oo touched on overtime for part-time anployees, the legality of a 'latpll.sory pension plan, the IOOdified \,,Ork week, am a ff'M "oouaekeeping" ~sin the existing oontract, arrl, of course, 110ney : The above list is by m means canprehensive in its soope nor does it mean that proposals will be forthoaning fran every stated issue • .T·~ await your response to • give us sare initial direction. The a:mnittee expects that we will enter negotiations this January with ' alxmt the equiValent number of p:i:qx:,sals as la.st year's, unless you, the nenbership, i.Micate otherwise. •Association of University and College Employees LOCAL No. 1 (U.B.C.) CONTRACT/so BULL ETIN 2 November 1, 1979 the Contract Committee completed a series of ten Division meet- ings over a span of four weeks in September and early October. Attendance at so me meetings was spotty at best, but the concept of smaller, less i ntimidating meetings is a sound one and we will be bac~ int o the Divisions again next year - What did we learn from those meetings? In terms of specifics not a great deal. But as a sounding board for membership posi- tions and expectations we were bowled over by the similar and . overlapping concerns. So much so that we may have to develop a two-tier approach to contract negotiating over the next two years - the first tier woul d be composed of a set of well-articulated and immediate proposals for this year; proposals which the Con- tract Committ ee f eels it could do justice to. The second tier would include more complex and long term concerns and issues such as job classifications and descriptions, increment policy, and pensions and othe r benefits - the Contract Committee feels that the second tier items may warrant further and extensive study. And, to do justice to them we may propose in i tiating a series of studies and then bringing the results and t he ensuing proposals to the bargaining table for the 1981 set o f negotiatibns. These studies could be co- ordinated by the Exec utive, the Union Organizer and Co-ordinator, the Secretary-Trea sur er and t he Job Evaluation Committee - what we did d i sc ove r at th e Division meetings was a widespread uneasiness and diss at isfaction with job descriptions and classif- i cations and a desir e t o r ect i fy many of the inconsistencies. Many members als o que stioned the value and the justness of our compulsory pensi on plan, a plan which is not indexed to the in- creases in the cost of l iving - as reported a t the Octobe r 25, 1979 Gener a l Membership Meeting, the Committee i s pr esently in th e th r oes of formulating a set of proposals to prese nt to th e membership - a special two-hour Member shi p Meet i ng has been tentatively scheduled for Thur sday, November 29th - a meeting which all mem- bers have the r igh t t o a tt end on University time. At this meet- ing the members wi ll be call ed upon to vote on a series of pro- posals. A segment of t he th e mee t in g will be set a side for pro- 2162 W este111 Parkwa y, Vanco uver , l:!.C. Telephon e (604) 224-2 3 0 8 posals coming from the floor; issues and concerns which the Contract Commit t ee may have neglected or set aside - Bulletin #3 wi ll precede the meeting and it will contain the Contract Commit te e' s proposals and the rationale and salient information . If you have any proposal that you would like to see included pl ea s e sent it (or them} to the Union Office ad- dressed to the Con tract Committee. We would like to prepare the Bulletin a week prior to the meeting. There f ore, November 17th would be t he deadline for submissions. If you miss that date you can pr es ent your proposal(s) at the November 29th meeting - it is our int enti on to deal with any res i dual proposals at the regular Decembe r Membership Meeting. The above schedule would put us in the po si ti on of serving the University notice on Jan- uary 2 , 1980 of o~r inten ti on to commence negotiations within two weeks. Two and a half mont hs of steady and serious bargain- ing should be ampl e to neg ot iate a new contract, one which satis- f i e s our needs and one which keeps past rights and benefits intact. 'Association of University and College Employees LOCAL No. 1 (U.B.C.) CONTRACT/so BULLETIN 2 November 1, 197 9 ----------------- ' . the Contract Committee completed a series of ten Division meet- ings over a span of four weeks in September and early October. Attendance at some meetings was spotty at best, but the concept of smaller, less intimidating meetings fs a sound one and we will be bac~ into the Divisions again next year - What did we learn from those meetings? In terms of specifics not a great deal. But as a sounding board for membership posi- tions and expectations we were bowled over by the similar and overi'apping concerns • . So much so that we may have to develop a two-tier approach to contract negotiating over the next two years - the first tier would be composed of a set of well-articulated and in~ediate pro pos als for this year, proposals which the Con- tract Committee fe el s it could do justice to. The second tier would include more complex and long term concerns and issues such as job classifica tio ns and descriptions, increment policy, and pensions and other benefits - the Contract Committee feels that the second tier items may warrant further and exte nsive study. And, to do justice to them we may propose initiating a series of studies and then bringing the results and tho ensuing proposals to the bargaining table for the 1981 set of nego tiations. These studies could be co- ordinated by the Exe : utive, the Union Organizer and Co-ordinator, the Secreta ry-Trea s urer and the Job Evaluation Committee ' ,,l - what we did discovct at the Division meetings was a widespr ea d uneasiness and dissatisfaction with job descriptions and classif- ications and a d us ire to rectify many of the inconsistencies. Many members also questioned the value and the justness of our compulsory pension plan, a plan which is not indexed to the in- creases in the cost of living - as reported at the October 25, 1979 _General Membership Meeting, the Committee is presently in the throes of formulating a set of proposals to present to the membership - a special two-hour Membership Meeting has been tentatively scheduled for Thurs d ay, November 29th - a meeting which all mem- bers have the right to attend on University time . At this meet- ing the members will be called upon to vote on a series of pro- posals. A segment of the the me eting will be set aside for pro- 2162 Westem Parkway, VJncouver, H.C. T ,•lt•phone (h0-1) 224-2 3 0 8 posals coming from the floor, issues and concerns which the Contract Committee may have neglected or set aside - Bulletin t3 will precede the meeting and it will contain the Contract Committee's proposals and the rationale and salient information. If you have any proposal that you would like to see included please sent it (or them) to the Union Office ad- dressed to the Contract Committee, We-would like to prepare the Bulletin a week prior to the meeting. Therefore, November. 17th would be . the deadline for submissions. If you miss that date you can present your proposal(s) af the November 29th meeting - it is our intention to .deal with any residual proposals at the regular December Membership Meeting. The above schedule would put us in the position of serving the University notice on Jan- uary 2, 1980 of our intention to commence negotiations within two weeks. Two and a half months of steady and serious bargain- ing should be ample to negotiate a new· contract, one which satis- fies our needs and one which ,keeps past rights and benefits intact • ........ : .. ,t~ .,_ ... t " ) !.'!"•~ )_., ,~ ::i; r·· -, ;..i ~,) ;~ :·:,'"M ."J) '].:, t,'J 1"'-: :J :r.· Association oi Ur»iversity and College Employees LOCAL No. 1 (U.B.C.) CONTRACT/so BULLETIN 3 The following contract proposals, to be voted on by the membership, have been formulated by the Contract Committee. The Committee will be presenting its rationale for these proposals at this meeting. The approved proposals will be included as items for the upcoming 1980 negotiations. People will have an opportunity to bring any proposals they have to the floor. - · .. PLEASE BRING THIS NEWSLETTER TO THE MEETING. Non-Monetary Proposals , P11,opo.6 ed c.hangu and add-Lt.lon.6 a.Jte .typed · in -0 c.Jt-i.p.t. ) 3. 02 Contin ·.:l'in9 · Em'ployee A-~ontinuing e mployee shall mean an employee who is hired to fill a position of more than three (3) months duration or as provided in Article 3.04. Such employees may be hired to work either full-time or part-time. Continuing full-time employees shall be paid by the month; part- time employees may be paid either by the month or the hour. PaJt.t-ti.me employee.6 who·wo~k 11,egula1tly .6c.heduled houn.6 may etec..t .to be paid by the month. 3.07 Retirem en t Employees may retire on the last working day of the month in which their sixty-f if th (65th) birthday occurs, however, retirement shall be optional at any time after the fifty-firth (55th) birthday. All employees, upon retirement from the University: (a) shall re cei ve a lifetime University Library card, renewable yearly; (b) shall be en titled to the same v a cation which she/he would 2162 We , tem Parkway, V.mcouver, B.C. Telephone (604) 224 ,-2308 -2- 3.07 Retirement - Cont'd. have had if she/he continued working to t he end of the calendar year; (c} shall be entitled to the use of University facilities as per Article 13.06. Employee.a may cont~nue. in the.lit poaltlan with the LJnlve.1talty a6te.1t the. age. 06 aixtq-6lve. (65) and aha.ll continue. ta 1te.ce.ive. all thi 1tlgh.ta and p!tlvile.ge.a pltovide.d 6M in thL~ aglte.cme.nt. 5.05 Contracting Out (a) - (e) as is. (6! The Unive.1taity ag1teea that the.1te. ahall be no cont1tacting out without the plLiolL w1tltte.n appnoval and ag1te.tme.nt 06 the. Union. 7. 02 Full-Time Leave of · Absence Leave of absence without pay .6hall be. g.1ta.nte.d upon ne.que.at to any employee who has been elected or selected to a full-time office or position in the Union, in the Union's Provincial Association or in anq othen body which th e. Union maintaina me.mbe.1tahlp OIL a66ilia.te. .6.tatu.a-. Any employee so elected or selected must g ive one (1) month's notice to the University. Seniority shall accumulate during such employee's leave of absence of up to one (1) year but no longer. The employee shall also be allowed t o c ontinue with a,11 the University • s Benefit Plans and the employee shall pay the full premium of these plans. When the. leave 06 ab&e.nce. ha.a a te.!/..m 06 one. ye.alt on le.66, the employee shall be ne.tuft ned to her/his former posit~ wl:th.the. µnivu&i.ty . When .the. leu.v e. 06 ab.t>e.nc.e. e.xceeda one ye.a.IL, the. employee. aha.ll be. pla.c.e.d in the. coincidental va.c.ancy 06 he.1t/hl6 cholc.e. in helL/hi 6 601tme!/.. c.la.6a~ 6lc.ation, alt whe.ne. no colnc.ide.n.tal vacancy exi6ta 6hall invo ke. the p1tovi6lona 601t involun.ta~y t1Lan66e.1L. 9.01 Human Rights The University and the Union agree that there wi l l be no discrim- ination against an employee by reason of age, ra ce, creed, colour, national origin, political or religious affiliati o n, sex or sexual orientation, mar i tal status , orwhether she/he ha s children, in particular, that there shall be no such discrimi nat ion in terms of hiring, promo t ion, wages, discipline, dismissal o/t 1Le.ti1te.me.nt. 17.01 Picket Lines (a) as is (b} The. Union Execul iv e 6ha.ll in6 01tm the. Unlve.1t.6l:ty, in wnitlng, a.6 aoon a.6 po.66ible. .that th ey 1te.ga1td the. plcke.t llne. which haa been ae.t up a.6 a. bona. 6lde. plc.ke.t line.. (c) as is - 3 - 19.04 Notice of Intent Before such changes (as outlined in Article 19.02) can come into effect, the University shall provide the Union and the employee(a) w.ith at least three ( 3) months notice of intent to introduce automation, equipment or procedures which might result in displacement of or reduction in employees, or in changes in the employees' job classification. Such notice 06 intent mu6t include all in6okmat~on pektinent to auch changea and have a tekmination date. The tekmination date may be extended by mutual con-6 ent. 19.041 Technological Change6 - New A4ticle All changea 06 technical, automated 04 p4oeedukal methoda which 4eault in the diaplacement 06 employee6 6hall be ke6e4ked to the Union 604 4ecommendation6 on ehange-6 and methoda to aceompliah change6, p4io4 to any act.ion being taken by the Unive46ity. 19.05 Retraining (a) Employees who have become redundant, or who have received notice of layoff, due to technological change, shall be eligible for retraining to equip them for the operation of such new equipment and procedure. Such 4et4aining ahall occu4 du4ing Wo4king hou46 at the Univekaity'6 expenae. (b) (d) to remain as is. 21.01 Tuition Waiver On completion of the probationary period, a continuing full-time employee, a 6e66ional employee and a continuing pa4t-time employee who Wokk'6 mo4e than aeve.nteen and one-hal6 ( 17 .1,) houka pe4 week -6hall be entitled to tuition waivek to take 6ok c4edit 04 to audit to a maximum 06 nine (91 unit6 pe4 yeak (72 month6) in eithe4 undekgkaduate o~ ~taduate cou46e6. In addition to the entitled c4edit cO~k6ea theae employee6 6hall be entitled to take any numbt4 06 non-c4tdit couk6t6 at any one time, -6ingly ok concU44tntly, ove4 a pekiod 06 one yea4 (12 montha). Tuition fees shall be waived, but the employe~ shall pay the cost of atudent 6oeiety ·6eea, book-6, materiuls, equipment or travel associated with the course. 21.04 Courses During Working Hours An employee may take Unive4aity 06 B.C. cou4ae6 during working hours if the Department Head agrees to the required time off and make-up time arrangements. Permission for such arrangements shall not be unreasonably denied. 21.06 Graduate Courses Delete. - 4 - 22.01 Job Posting~ All vacancies for poaitlona 06 thke.e. montha nk make. dukatlon, with the. exc.e.ptlon 06 Le.ave. 06 a.bae.nc.e. a.nd mate.kH-~ty leave. sha:!-,1 be posted on all union bulletin boards and such other places as may be agreed upon between the University and the Union for at least five (5) wo-..:-king dc.ys. Le.ave. 06 abae.nc.e. and mate.knlty le.ave. ahall be. 6ille.d by te.mpo~a~y p~omotion. All vac.anc.ie.a 06 le.aa than th~e.e. (3) montha du~ation with the. e.xc.e.ptlon n6 pay g~ade. 1 c.laaai6lc.atlon6 ahall be. ~ille.d by te.mpo~aky p~omotlon ln nc.c.okdanc.e. with Aktic.le. 22.07. No position of over three (3)months duration shall be filled from outside the bargaining unit without being posted in accordance with this article. A copy of all job postings shall be sent ~o the Union office and to all employees on either recall list. All postings shall include the specific job title, a summary of the position specifications outling the job duties, minimum qualifications and pay grade. Each notice shall state: »both males and females are encouraged to applyH. 22.07 Temporary Promotion An employee who, on the request of the departmen t head, agrees to temporarily resume any of the duties specific to a higher classifi- cation, or temporarily replaces another employee in such higher classification, shall be paid at the minimum of t~e pay grade for the appropriate classification or the next higher step in the pay grade for the appropriate classification which provided an increase. All te.mpoka~y pkomotion6 muat be. 6~lle.d 6~om within the. bakgainlng unit on the. baaia 06 ae.niokity, 6i~atly within the. de.pa~tme.nt ok lib~a~y dlvlalon, ae.condly the. U~ive.kaity ok Llbkaky 6y6te.m. The higher pay rate shall apply for the period so worked, providing this period is at least one (1) complete shift of seve _n (7) hours. Such temporary promotion shall be for a period of no longer than six (6) months duration with the exception of leave of absence, including maternity leave. To accept or to refuse a temporary promotion shall be the employee's choice. 27. 15 lime. 066 Be.tween Hox~ng Vay and Ne.w Ye.a~'a Vay 1~ addition to the. pkece.ding vacation e.ntltlerne.nta, e.mploye.e.a ahall kec.e.ive. time. 066 with pay 6ok the ntgulakly ac.he.dule.d day6 06 Wokk which 6all be.tween 3oaxlng Vay and Ne.w Ye.ak'6 Vay. - j - 28. 02 Wor\. Dc,y and Work Week (a) as i s. (b) The employ e es in each de p a r tment or library division, under the guid e lines of this Article , shall decide which form of wonk wee~ and houn6 ln a day they will work. Eueny e66ont ahall be made by t he emplo yeh to comply wlth the employeea' declalon. (c) as is . (d) Pnlon to the pnepah at ion 06 woh~ achedulea by the Vepantment Head oh hen/hla delegate, employee6 may aubmlt ll6t6 06 theln 6chedul e pne6enence6 6on conaldenatlon. Evehy e66ont 6hall be made by the employeh to comply with each employee'6 pnopa6ed acheduled hauna 06 wonk. 30.02 Compass ionate Leave (a) In the case of death on 6 e.tc.iau6 Ll l ne.66 in the immediate family on in the ca6e 06 nece66ity 06 acting a6 an admini6tnatan 06 an utate, sli all be entitled to three (3) full working days wi th pay upon notification to the Dep a rtment Head. This lea ve may be exte nded up to a further t hree (3) days with pay by the Directo r of Employee Relations. Such leave will not be c h a rged to other accrued time off . Immediate family shall include , an employee's parent, grand- parent , h usband , common-law hu s b a nd, wife, c ommon-Jaw wife, child o r ward, brother, sister, father-in-la w, month e r-in-la w and any othen helatiue wha6e death on illne 66 hequlnea the attend ance 06 the employ ee. Relatlue6 lnclude.peh6on6 who ane he.lated by mannlage, adoptlo w oh common law. (b) and (c) as is. 30.021 Spec ial Leave In the caae 06 a houaehold on domeatlc emehgency, lnc l udl~g lllne66 ln the l mmedlate 6amlly, an e~playe e ahall be ent~tled to up to two (2) 6ull wonklng daya wi th pay 6on each hou6ehold on dome6tlc emenge~c y upon natl 6lcat l on t o t he Vepa~t ment whehe ,., he/ he woJtk6. - 6 - 30.05 Medical and Dental Plan (a) The employer shall pay one hund1ted pell.cent (100%) of the monthly contribution to the Medical and Dental Plan. (b) - (d) as is. 30.071 Adoption leave (a) An employee ahall be git.anted leave with pay up to a maximum 06 one (l) day on the occa.aion 06 he1t/hia adoption on a child. (b) Upon 1tequeat, the employee ahall be git.anted up to th1tee (3) month6 leave 06 a.baence without pay (AJtticle 30.01), aubjec.t to extenai on upon a.pplic.a.tion to the Employee Relationa Vepa.Jttment. Upon 1tetu1tn to wo1tk the employee ahall be 1tein6ta.ted in he1t/hia 601tme1t poaition a.cc.oil.ding ta All.tic.le 30.01. 31.04 Reclassifcation Procedure (a) as is. (bl (i) as is. ,lii) as is. (iii) An employee aha.ll be noti6ied 06 any Unive1taity Committee meetinga puta.-ining to he1t/hi6 Jtequeat 601t 1tec.la.ui6ic.a.ton and ahall be peJtmitted the nece66a1ty time 066 without lo66 06 pay and bene6it6 to attend. At the 1tequeat 06 the employee a 6tewa1td aha.ll be plte6ent. (cl - (e) as is. 31.05 Wage Increase Awarded Through Reclassification (a) as is. (b) deleted. 31.06 Wage Inc.1tea6e Awa1tded Th1tough Mi6c.la66i6ic.ation Whe~~ the poaitton doe6 not entail new job dutiea and ha-6 in 6act bee n miac.la66i6i ed aince date 06 hi1te, the employee -6hall be plac.ed on the 6ame aenio nity atep in the a.pp1top1tiate c.laaai6ic.ation a6 ah e / he wa-6 on in the 01tiginal job cla66i6ication, and ahall Jteceive 6ull pay Jtate adjuatment 1tet1toactive to date 06 hi1te, except whe1te date 06 hi1te i6 p1tio1t ta July 1, 1978, in which caae, pay Jtate adju-6t ment .tiha.l. f be. 1tet1toactive to July 1, 19 7 8. - 7 - 36.03 Bi-~eek l y Pay Pe~ioda Employee& ahall be paid bi-weekly. Monetary Prop osal s ~cross-the-Board vs. Percentage The membersh ip will be asked to decide on whether the wage proposal will take th e f orm of an 1.) Across-the-Board or 2.) Percentage increase. 36.02 Wage Rates We are presenting the following three alternatives for discussion. The Contract Committee will be strongly recommending that we adopt 15% or $170 a c r os s-the - board as a basis for our negotiations. a.) 12% or $13 6 b.) 15% or $170 c.) 18% or $2 04 d.) other al ter natives Be it moved t hat the Membership instruct the Executive and the Contract Commi tt e e to r efe r the following issues to ·sub-committees: i) Pensi on, Disabil i ty and Sick Leave Plans ii) Job Cl ass ificati o ns and Job Descriptions iii) Increm en t Scale (The intent o f thi s motion is to implement studies on these vital issues ove r the course of the next year. During that period it is hop e d tha t the me mbership will provide some necessary direction and that as a resul t we will have a thorough and well-researched set of pro po s als for th e 1980 negot i ations.)Association of University and College Employees LOCAL No. 1 (U.B.C.) January 5, 1979. I ™ BRING TO r'EETING] BULLETIN 4 FROM THE CONTRACT COMMITTEE 1. No Smoking 2. ~dopt1on of Agenda 3. Introductory Report 4. Non-Monetary Contract Proposa 1 s · · 5. Wage Proposals - .Across the Board vs. Percentage . 6. Increment Proposals 7. Proposals frol!I the "Membersh~p - The Contract Conrnittee would appreciate 1t 1f proposals are presented 1n contract language or that the intent is made clear. SPECIAL .MEMBE SHIP MEE ING JAN. 11 12=30 - 2=30 Pm .IR C 2 2162 Weatem Parkway, Vancouver, B.C. Telephone (604) 224-2-308 MONETARY P OPOSAL Wages 3. We are presenting the fo11owing three alternatives for discussion. It is hoped that the membership would adopt one (1) of them as the basis for our negotiations. · a.} 10% or $105 .. - equal to the increase in the cost of living b.) 15% or $159 • increase in cost of living (10%) plus (5%) the difference between last year's increase and last year's cost of living. c.) 20% or $211 . - increase in cost of living plus comparison with Capilano College Local 4's settlement for 1978. It also 1110ves towards the concept of equa1 pay for work of equal value 1n relation to s11i1111ar male-type jobs on campus {1.e .• junior technician, CUPE •. etc. · · · · Across the Board vs. Percentage The 1111mbersh1p will be asked to decide on whether the wage proposal will take the form of an·Acros& the Board:or a Percentage increase. Increments The Contract Contnittee would like to reconmend that Article 36.02 Wage Rates· Increment Policy section (a·) be changed to the fo11ow1ng: · (a) The service periods 1-n the headings of the tab.las refer to service with· the University. · · · If this approach is adopted articles 22.04 Promotion and 22.06 Reduction in Classif1- fication would read as follows: 22.04 Promotion (a) as 1s (b) Salary Adjustment: The employee's salary shall be adjusted to ihe appropriate seniority step in the new pay grade. 22.06 Reduction of Classification (a) as is (b) Salary Adjustment: The employee's salary shall be adjusted to the same seniority step of the lower pay grade. ·. 4. Approachs on Increment Policy We are prasenting the following three alternatives for discussion. It is hoped that the membership would adopt one (1) of them as the basis-for our negotiations. a.) as is. b.) phase out Step 1 this year and one step each year after that until seniority steps are i11iminated. c,) . in additfon to the ,above the employees shan , receive $10 per month for each five years of service completed after the fifth year.Association of University and College Employees LOCAL No. 1 (U.B.C.) February 5, 1979. 5 -the Union and the University held their first meeting on Friday, January 26, 1979, a meeting that was brief and consisted of a simple exchange of propos-als, a caucas, and then some clarifications of the proposed amendments to the existing collective agreement -two further meetings were scheduled for Wednesday, January 31st and Thursday, February 1st, at which point both parties would be prepared to get down to a serious exchange of rationale and positions -reprinted at the end of this Bui let in are both the Union's and the Univer-sity's proposals - you wi II undoubtedly notice that the University's proposals do not contain a wage offer, even though they express a desire for a two year contract -there is nothing new in this approach - the University, when it deems the moment propitious, wi II reveal its wage posit ion; what is to be gained by this approach has never been evident and its purpose sti II eludes us -you wi II also notice that for the first time the University's proposals outnumber those of the Union's by two-to-one, 16 to 8 - the University's pro-posals have been annotated by th! Contract Committee which means that we expressour opinions as to the true intent of the University's proposals -we are presently voting on a proposed COLA clause through a referendum ballot and should that proposal pass it wi II be presented to the University -Wednesday's and Thursday's sessions went as much as we expected - except that the atmosphere at the table was lighter than in the past; one member has spec-ulated that there may be precious little in the forthcoming University wage offer and from this arises their "conciliatory" approach -the Contract Committee presented our proposals and questioned those of the University in a thorough and incisive manner -we reached a stage in negotiations in barely over a day this year that has taken a period of from a few to several weeks in past years - a result of hav-ing considerably fewer proposals on the table this year -in fact, the tables have been reversed with the University having to present, motivate and justify twice as many proposals as the Contract Committee -both parties moved quickly through their respective proposals - an cexchange replete with extensive clarifications, discussion and questions 2162 Western Parkway, Vancouver, B.C. Telephone (604) 2242308 _J -on January 31st the University withdrew their proposal on Article 19.06 and agreed to re-word other proposals to reflect their true intent; on February 1st the Contract Committee indicated a wi I! ingness to sign the Universi ~ y's proposal for Article 31 .05 (d) - a housekeeping proposal in I ine with last year's contract -this week's sessions, scheduled for Tuesday and Wednesday (February 6th and 7th), wi I I be the initiation of hard and serious bargaining - another phase in negotiations -by the next membership meeting in mid-February the Committee should have con- siderably more of substance to report; if I ittle, that is minimal, or no pro- gress has been made by that point, we, the Committee, and you the membership may have to plot a future course of action -the Contract Committee would like to remind the membership that their resolve and solidarity during this course of negotiations is essential and necessary - negotiating sessions have their obvious limitations and we cannot - nor should we ever naively - expect that the University wi I I play al I ilt:si cards at this early date THE ASSOCIATION OF UNIVERSITY AND COLLEGE EMPLOYEES LOCAL NO. l (U.B.C.) PROPOSED AMENDMENTS TO THE COLLECTIVE AGREEMENT Given to the University Friday, January 26, 1979 10.01 Union Meetings The University agrees to allow .twe.tve (72) two-hour lunch meetings (12:30 to 2:30) in each twelve (12) month period of the Collective Agreement. The Union may arrange when meetings are to be held provided at least ten (10) days advance notice is given . 13.08 Taxi Vouchers Employees will normally be responsible for providing their own transportation to and from the University . Whereas, employeel.l may find difficulties in transportat ion at night, it is agreed that taxi vouchers will be provided, on the individual's request, to employeel.l required to work after 11 :00 p.m. or before 6:00 a .m .. 22.03 Hiring Policy (a) as is . (b) Applicants for posted vancies shall be appointed on the basis of ability, qualifications and seniority. WheJr.e no Qancuda.te v., deaJL-ty ;.,upvuo~ in ab-UA..-ty and quau1)iQa.tio~, ;.,eniolU-ty ;.,haU be .the de.telr.mining 6adM. k) Bo.th pM.tiel.l ag~ee .tha.t in aU Qa-6el.l job oppouuni.ty ;.,haU inMeMe in pMpo~on .to length 06 -6eJr.ViQe. 22. 04 Promotion (a) as is. (b) Salary Adjustment: The employee';., -6alMy ;.,haU be adjU-6.ted .to .the app~op~a.te ;.,eniowy -6.tep in .the new pay gMde. 22.06 Reduction in Classification (a) as is. (b) Salary Adjustment: The employee'~ ~aJ:.cuty ~hai.i. be adjw.,ted to the app~op11A,ate ~en)_o'1A,ty ~tep 06 the low~ pay gMde. 28.05 Shift Work (a) as is. (b) Shift Differential (Inconvenience Pay) Employees working on a shift basis shall receive a pay differential as follows: 0ive p~Qent (5%) per hour for each hour worked on the evening shift. ten p~Qent (10%) per hour for each hour worked on the night shift. (c) as is. (d) as is. (e) as is. 30.04 Daycare (a) as is. (b) EmployeU With dayQMe de.di~ may ~equ~t eith~ to WMR. a oOM (4) day Week. Min A~de 28.02 (Q) (ii), o~ to have up to 0ive (5) ho~ 066 p~ week.. SuQh time o0 would be made up by that employee QOnQe.Jined· U11A,ng that .week. and ~hai.i. not be QOMid~ed M ov~e. The LJn)_veMity ~hai.i. mak.e ev~y eooOU to QOmply with ~uQh ~equ~u. 30.05 Medical and Dental Plan (a) The employer shall pay one hun~ed p~Qent (100%) of the monthly contribution to the Medical and Dental Plan. (b) as is. (c) After three (3) months of employment all continuing and sessional employees shall be eligible to participate in the Dental Plan as outlined in (a) above, provided she/he works a minimum of Mventeen and one-halo (17 1/2) hours per week. (d) as ·is . 33.06 Disciplinary Action/Employee Files Any written censures, letters of reprimand and adverse reports shall be removed from the employee's files and destroyed by the employee concerned in the presence of both parties after the expiration of twenty- four (24) months from the date it was issued, provided there has been no further infraction. The University agrees not to introduce as evidence in any hearing any document from any file of an employee, the existence of which the employee was unaware at the time of filing. 36.02 Wage Rates Monthly Rates of Pay Pay Grade Step l Step 2 Step 3 Step 4 Step 5 Step 6 Start l Years 2 Years 3 Years 4 Years 5 Years 1009 l 032 1055 1078 1101 1124 (Intermediate) l 055 1078 1101 1124 1147 1170 II 1101 1124 1147 1170 1193 1216 II (Intermediate) 1147 1170 1193 1216 1239 1262 III 1216 1239 1262 1285 1308 1331 III (Intermediate) 1262 1285 1308 1331 1354 1377 IV 1331 1354 1377 1400 1425 1450 V 1425 1450 1475 1501 1526 1551 VI 1526 1551 1577 1602 1627 1653 VII 1627 1653 1678 1703 1728 1754 (It is understood that hourly rates shall be 1/152 of monthly rates.) Increment Policy (a) The service periods in the headings of the tables refer to service wilh the Un.iveJt-&ily. (b) As is. [c) In adculion to the above employee-a ~hall ~eceive $10 p~ month oo~ each oive yeaM oo ~~vice completed aot~ the Moth. ERRORS OR OMISSIONS EXCEPTED. (PLEASE NOTE: FOLLOWING EACH UNIVERSITY PROPOSAL IS THE CONTRACT OMMITTEE'S INTERPRETATION OF .ITS INTENT. ) PROPOSALS FROM THE UNIVERSITY OF BRITISH COLUMBIA TO AMEND THE 1978-79 COLLECTIVE AGREEMENT Amend the following articles as follows: Article 13.09 - Staff Rooms & Facilities If exis tin g s taff rooms and facilities are required for other purposes because of space requirements, comparable facilities will be made available before such existing staff rooms or facilities are used for other purposes. The University will ensure that the need for staff facilities will be considered in the design of new buildings and additions. - the University has dropped the first paragraph from the existing Article - that is, the University no longer wishes to agree that "existing staff rooms and facilities will be maintained at the present level of service for the term of the agreement. Article 19.06 - Notice of Layoff or Involuntary Transfer due to Technological Change NO LAYOFF SHALL TAKE PLACE WHEN IT CAN BE AVOIDED BY TRANSFERRING THE DISPLACED EMPLOYEE IN ACCORDANCE WITH ARTICLE 34.04. IF THERE IS NO COINCIDENTAL VACANCY AND THE EMPLOYEE IS TO BE LAID OFF, THE EMPLOYEE WILL BE GIVEN THREE MONTHS NOTICE OR PAY IN LIEU OF NOTICE. SUCH PAY WILL BE PAID OUT TWICE MONTHLY, EQUIVALENT O THE SALARY RECEIVED PRIOR TO LAYOFF. - this proposal was abrubtly withdrawn by the University with no explanation; it must have been something we said ! Article 21.01 - Tuition Waiver On compl etion of the probationary period a continuing full time employee, EXCLUDING A SESSIONAL EMPLOYEE, shall be en titled to tuition waiver to take or audit one (1) credit course per session to a maximum of six (6) units per year (12 months). One (1) non-credit course at any one tim e may be taken up to the equivalen t in fees for credit courses over a year . To determine the equivalent value in fees, reference should be made to the fee for three (3) unit courses in the University Calendar under the heading "Fees, Summer Session". Tuition fees shall be waived, but the employee shall pay the cost of materials, equipment or travel associated with the course. This benefit shall also be available to a continuing part-time employee who works more than seventeen and one -h alf (17½) hours per week. - the University wants to exclude sessional employees from receiving tuition waivers despite the fact that the existing contract states: "Sessional employees shall be entitled to all the rights accorded to continuing employees, except where otherwise specified." - read our present article and you will discover that sessional employees have not been exempted from this benefit - as far as the Contract Committee is concerned this takes away an existing benefit from a valuable group of employees Article 22.03 (a) - Hiring Policy (a) The University shall fill vacancies from within the bargaining unit, providin g employees are available with the MINIMUM QUALIFICATIONS REQUIRED FOR THE VACANT POSITION, before hiring new employees. (b) remains unchanged. - the University wants to add the words: "required for the vacant position" to the existing contract - words which could open a can of worms in that many positions on campus have no written job specifications; in some cases this could allow posted positions to be manipulated and to have job requirements created at whim - the Union contends that the official Job Descriptions as outlined in Article 31.01 amply cover any University concerns in this area, therefore rendering this proposal redundant Article 22.08 - Trial Period on Transfer or Promotion WHEN PROMOTED OR TRANSFERRED, EMPLOYEES IN PAY GRADES I AND II SHALL BE ON A TRIAL PERIOD FOR TWO MONTHS. EMPLOYEES IN PAY GRADES III AND UP SHALL BE ON A FOUR (4) MONTH TRIAL PERIOD. IF THE EMPLOYEE FINDS THE JOB UNSATISFACTORY OR IS UNABLE TO MEE'l' THE BASIC JOB REQUIREMENTS, SHE/HE SHALL BE RETURNED TO HER/HIS FORMER POSITION, OR TO ONE OF EQUAL SALARY RANGE. - the University wants to change the word "training" in the existing clause to "trial" and to expand the "familiarization" period, as they call it, to three months for Pay Grades III and above - their position was changed from 4 months to 3 months when we pointed out, that under their proposal, it was hardly fair for an external applicant to be on a 3 month probation period while an employee promoted internally to Pay Grade III or above would be on a 4 month "trial" period Article 27.09 - Termination An employ ee t erminatin g hi s /her employment shall r ece ive her/his vacation entitlement CALCULATED ON A PRO-RATA BASIS FOR THE PORTION OF THE YEAR THAT THE EMPLOYEE HAS WORKED, subject to Article 33 .07. THE EMPLOYEE SHALL REIMBURSE THE UNIVERSITY FOR ANY VACATION TAKEN IN EXCESS OF THIS ENTITLEMENT. - this proposal speaks for itself - the University must feel compelled to attempt to tighten the belt of fiscal restraint - this proposal conflicts with their proposed Article 38 as it conflicts in turn with the Payment of Wages Act which prohibits the recovery of "overpayment" past one pay period - apparently, the proposal as it stands is unenforceable Art i cl e 28 .0 5 - Shift Wor k (a ) unc hanged (b) unch anged (c)- Scheduling Pr ovisi ons NEW (v ) Any empl oyee gi ven less than one (1) week's noti ce of a shift chang e shall be pa id a t overtim e r a t es (a s pe r Arti c l e 29) f or all hours worked on the change d shift, up t o one wee k fr om the da te of not ic e. However, no employe e sh a l l rec e ive ov ertime r a tes for more than thr ee (3) days on the ch anged shift. Shift ch a nges shall in c lude any change WITHIN ANY SHIFT CATEGORY (f) OF MORE THAN ONE HOUR (e .g., a change f rom 1:00pm/9:00 pm to 3:00pm/ 11: 00pm sha ll cons titut e a shift change . The employee s ha ll choose whe th er to t ake th e pay or t i me off in l i eu of pay . The t i me at whi ch th e t ime off is ta ken is t o he de t ermi ned by mutu a l ag r ee men t betwe en th e Departm ent Hea d and th e i ndiv idu al emplo yee . I f an employ ee r eports to work for her/ h is regul a rly sch eduled da y of work and th er e i s not work ava ilabl e , s he /h e s hall re c eive one day's pay at her/his r eg ul ar ra t e of pay ex clusiv e of ove rt i me . . Thi s sh a ll not apply to empl oyees affec t ed by a l abour disp ute. (c) at first glance this appeared to represent a minor change, but after much questioning we discovered that it is contrary to the whole concept of inconvenience pay - what it means is tnat if another employee is unable to open a branch library then you can be contacted that same morning at home and asked to come in earlier than scheduled. For this change in scheduled hours you would receive no compensation (f) - the University explained that this proposal arose from a recent incident when an AUCE employee showed up for work and discovered, in fact, that his services were not needed. He was sent home and paid for the shift - that explains the first sentence; the second sentence is still a mystery and will take further discussion with the Universi ty before we become aware of its meaning . and ramifications Arti cle 31.0 S(b) - Wage Increase du e t o Rec l as sifi ca t i on Change da t e t o J ULY 1, 19 78 - the Contract Committee is prepared to sign this on February 6, 1979. Article 33.07 - Notice of Resignation If an employee resigns, fifteen (15) working days notice will be given in writing prior to the date of termination. In the event that less than ten (10) working days i notice is given, the employee will be entitled to her/his vacation pay of 4% of gross ' ea rnings less any actual vacation she/he has taken. Vacation entitlements banked from the previous year shall be paid at the employee's full rates. An employee may rescind her/his resignation, IN WRITING, without penalty up to three (3) working days aft e r givin g notice. - the University wants the employee's decision to rescind her/his resignation in writing only - under the present agreement, the employee can do it either in writing or verbally, although tfle method is not specified Article 34.04(a) - Involuntary Transfer Procedure No layoff shall take plac e when it can be avoided by transferring the displaced employee to a position in the same classification which is coincidentally vacant during the period of notice of involuntary transfer PROVIDED THE EMPLOYEE MEETS THE REQUIRED MINIMUM JOB QUALIFICATIONS. the University's adding of the words "provided that the employee meets the required minimum job qualifications" negates the automatic aspect of the present clause which assures an employee facing lay-off the right to fill coincidental vacancies - for the Contract Committee, keeping present employees working is important --. Article 34.07 (a) - Notice All employees will receive one (1) month's written noti ce of layoff or one (1) month's pay in lieu of notice, except temporary employe es who will receive two (2) weeks notice or two (2) weeks pay in lieu of notice. In any case the union shall be notified in writing at th e s ame tim e as the employ ee concerned. ALL PART-TIME EMPLOYEES NOT ASSIGNED TO A REGULARLY SCHEDULED SHIFT SHALL BE EXEMPT FROM THIS PROVISION. - the University's proposal is very vaguely worded - the effect could be to create a pool 9f casual labour greater than at present Article 37 - Term of Agreement 2 YEARS - APRIL 1, 1979 TO MARCH 31, 1981 - this proposal speaks for itself - with no University wage proposal on the table it is a bit like putting the cart before the horse - the danger in a two-year agreement lies in our unstable economic climate and in the fact that some members may add the forthcoming percentage increases together and delude themselves that is will be applied for a period of a year NEW - Article 38 - Replacement of Articles Held Invalid: If any Article or Section of this Agreement or any of the riders hereto should be held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any Article or Section should be restrained by such tribunal pending a final determination as to its validity, the remainder of this Agreement and of any rider thereto, or the application of such Article or Section to persons or circumstances other than those as to which it has been held invalid or as to which compliance with or enforcement of has been restrained, shall not be affected thereby. In the event that any Article or Section is held invalid or enforcement of or compliance with which has been restrained, as above set forth, the Parties affected thereby shall enter into immediate collective bargaining negotiations upo~ the request of either Party for the purpose of arriving at a mutually ' satisfactory replacement for such Article or Section during the period of invalidity or restraint. If the Parties do not agree on a mutually satisfactory replacement, they shall submit the dispute to binding arbitration as provided for in Artic]e 35.04 of the Agreement. - a monument to labyrinthine legalese - the University provided us with an example of a contract being declared null and void by the LRB; upon investigating we discovered that the University cited the correct case, but was extremely foggy about the details - they expressed the fear that our contract could be declared null and void at any time for having a questionnably legal clause in the contract - our suspicion is that the University is referring to a possible future challenge of our maternity leave clause - what we discovered was the union involved went to the LRB and asked that their contract be invalidated due to the AIB's influence on their contract negotiations - the LRB agreed in that the wage issue - and nothing else - was the heart and the sould of the contract and was of such importance to warrant the invalidation of a contract - the Contract Committee feels that this proposal could get us into needless negotiatinq sessions during the course of an agreement and we believe that another avenue - one tested and proved - is open - that avenue is the one of signing letters of agreement which are attached to the agreement NEW - Article 39 - Interpretation Carunittee Section 1 - The University and A.U.C.E. Local 1 agree to establish an Interpretation Committee which shall meet when necessary to deal with the interpretation or application of this Agreement as may be raised by either the University or A.U.C.E. Local 1. Section 2 - The Interpretation Committee shall consist of six (6) members, three _(3) members who will be appointed by each of the University and the Union. Section 3 - Submissions to the Committee shall be in writing and shall clearly state the S~ction of the Agreement to be interpreted together with a brief statement of the pertinent facts. Section 4 - The Interpretation Committee shall meet within ten (10) working days of the referral of a question of interpretation of the Agreement from one of the Parties to the Agreement. Section 5 - If the Interpretation Committee arrives at a unanimous interpretation of a provision in the Agreement, such decision(s) shall be binding upon the Parties hereto. If a unanimous decision is not reached, either Party may refer the matter to the Grievance/Labour Committees under Article 35 - Adjustment of Complaints. ', - this is a redundant proposal in that our present Grievance Committee handles the functions outlined - the Contract Committee believes that the only purpose served woul d be to delay the effective processing of grievances - furthermore, the University was unable to point out many areas in the contract which needed interpretation - in fact, we stated that our small number of proposals indicated that the Union was having little trouble interpreting the contract language - in our discussion, it became apparent that the University wanted to use the Interpretation Committee as an educational tool for their Dept. HeadsAssociation of ·University and College Employees LOCAL No. 1 (U.B.C.) February 22, 1979. BULLETIN6 FROM THE CONTRACT COMMITTEE - at the February 15th Membership Meeting the membership unanimously voted to apply for the services of a mediator in an effort to resolve the current set of negotiations. - - this vote came on the heels of a negotiating session held with the University only a few hours before the meeting. - at that session the University presented the Contract Committee with a revised set of proposals, including a wage offer of 5%. - they dropped two proposal - Vacation Termination and Term of Agreement - while retaining nine of their previous proposals. - if you attended the meeting, the gape between Bulletin #5 and the last meeting with the University were bridged with the detailed Contract Committee report - if not, then we should backtrack to bring everyone up-to-date, - negotiating sessions were held on February 6th and 7th, - on Tuesday, February 6th, we signed the University's proposal on Article 3i.05(b) and then asked if the University had any further positions on either their or our proposals. - Strudwick presented a completely "revised" University position on their own Article 28,0S(f) and then stated: "We have the authority to negotiate everything you propose." - but, when we asked whether or not the University was pr~ared to move on any of the Union's proposal, she simply stated: "No, not at this time," - Strudwick did indicate that the University was withdrawing two proposals - Shift Work Scheduling Provisions and Interpretation Committee. - later in that session we informed the University that _we were prepared to drop Article 13.08 Taxi Vouchers and Article 30.04 Daycare - it was our hope that this would provide impetus for the University to move on our remaining proposals. - on Wednesday, February 7th, the University returned to the table with some re- worked proposals which the Contract Committee briefly questioned. - at that point, we asked the University for positions on our remaining non-monetary itema. - on our Union Meetings clause, Strudwick indicated that there was no movement "at this point in time". 2162 Western Parkway, Vancouver, B.C. Telephone (604) 224-2308 2. - and, on our proposal for employee files and official evaluation reports she, stated that there was "no movement considered whatever". - on our article on hiring poli.cy, the University was only willing to propose that if the Union would drop its proposal, the University would reciprocate. - during a caucus we decided that there were some University proposals, that, if re-worded acceptably, we would eventually consider signing - but we also decided that the University would have to demonstrate a willingness to move on our proposals, - after all Strudwick had previously said that her Committee had great latitude in negotiating a settlement - apparently more than most other Committees she stated. - when the session resumed we informed the University that we were at a critical stage in negotiations after only five sessions; we also said that we had given the Univ- ersity's proposals serious consideration, but we were not prepared to proceed with the monologue until the University began bargaining in good faith and demonstrating some flexibility in regards to our proposals. - we asked, once again, whether or not the University was prepared to move on our - proposals. - Strudwick attempted to cloud the matters at hand by indicating that all of our proposals were not on the table - that our COLA clause had as yet to be decided; this half- hearted attempt to link our non-monetary proposals to the money issues was not appreciated by the Contract Committee. - we asked how genuine was their authority to negotiate a contract, but regardless of how we pressed the University for some movement, nothing was forthcoming. - what the University was willing to do - and what we obviously strongly opposed - was to continue negotiating only on the basis of their proposals, ignoringourscompletely. - a further meeting was scheduled for February 14th, but that was subsequently changed to the morning of the 15th, the same day as our Membership Meeting. - Strudwick declared that the · University would submit its wage proposal immediately after being informed of the result of the COLA clause referendum ballot. - the session of February 15th opened with Strudwick "expressing" concern over the overwhelming support of our membership for a COLA clause - 85% of the over 700 ballots cast were in favour of a COLA, - she stated that the University "recognizes your members concern ••• " over the unstable economic climate - the University was now prepared to propose a one year agreement, but this was " •• , as far as the University is prepared to go ••.• " - Strudwick declared that the University was on a f i xed budget and was unable to budget for a COLA. - with that flouraih she presented the University's "revised pr oposals and wage package. - the Contract Committee held a caucus to discuss the University's submission and to formulate an adequate response. 3. - when the session resumed we asked for a University position on our outstanding proposals - six in all, - on Article 10.01 Union Meetings, Strudwick said that the present clause was "overly generous as is"; furthermore, "any movement on nine to twelve is not forthcoming," - on Article 22.03 Hiring Policy, she stated: "We will not accept seniority as a determining factor if we have mediocre candidates." - on our Increment Policy, she declared that this was "completely unacceptable to the University"; "Costs.we didn't look at," she continued, because the University was philosophically opposed to any change in the Increment Policy, - on Article 28.05 Shift Differential, there initially appeared to be some hope of possible University flexibility, but that was dashed by Strudwick who indicated real · movement was probably not possible, - according to Strudwick our Medical-Dental proposal would be almost impossible to implement by March 31st, "No way for a one year agreement," she said. - she made reference to a proposed committee to be established by the Dept, of Employee Relations to study the University's entire benefit package. '- - the litany of nays continued with our proposed changes to Article 33,06 - the University response was "definitely no", - discussion moved on to our proposal for $10 increments for each five years of servtce completed aftft' the fifth, - Strudwick's response was "no" as there are"··· enough steps on the increment policy as is." - and, she offered a general comment on our proposals still on the table: "I haven't seen any revised positions of yours to date," - furthermore, the Contract Committee had not" ••• demonstrated any flexibility." - obviously, we disputed this interpretation and Strudwick'·s attempt to turn the tables fell considerably short of the mark, - the Contract Committee informed the University Negotiating Committee that it would be taking back the "progress" of the last three negotiating sessions to the membership that afternoon. - we stated that our membership would be called upon to decide in which form negotiations should proceed and that once the decision was made we would contact the University. - as stated earlier, the membership decided to apply for the services of a mediator, and this ,was done on Friqay, February 16, 1979. - today, February 21, 1979, we were contacted by the Mediation Services Commission and informed that a Mr. Clark Gilmour had been appointed, - it is our expectation that mediation should begin next week. - with our present contract expiring on March 31, 1979, we should be able to get several mediation sessions under our belts, - although it is a long-shot, an agreement may be possible - the Union has indicated a willingness to be flexible and we hope that the University will follow suit, both in the monetary and the non-monetary areas. - if not, the membership will be called upon to decide a further course of action at some point in March,Association of University and College Employees LOCAL No. 1 (U.B.C.) February 22, 1979. 6 - at the February 15th Membership Meeting the membership unanimously voted to apply for the services of a mediator in an effort to resolve the current set of negotiations. this vote came on the heels of a negotiating session held with the University only a few hours before the meeting. - at that session the University presented the Contract Committee with a "revised set of proposals, including a wage offer of 5%. - they dropped two proposal - Vacation Termination and Term of Agreement - while retaining nine of their previous proposals. - if you attended the meeting, the gaps between Bulletin #5 and the last meeting with the University were bridged with the detailed Contract Committee report - if not, then we should backtrack to bring everyone up-to-date. - negotiating sessions were held on February 6th and 7th. - on Tuesday, February 6th, we signed the University's proposal on Article 31.0S(b) and then asked if the University had any further positions on either their or our proposals. - Strudwick presented a completely "revised" University position on their own Article 28.0S(f) and then stated: "We have the authority to negotiate everything you propose . " - but, when we asked whether or not the University was prepared to move on any of the Union's proposal, she simply stated: "No, not at this time . " - Strudwick did indicate that the University was withdrawing two proposals - Shift Work Scheduling Provisions and Interpretation Committee. later in that session we informed the University that we were prepared to drop Article 13.08 Taxi Vouchers and Article 30.04 Daycare - it was our hope that this would provide impetus for the University to move on our remaining proposals. - on Wednesday, February 7th, the University returned to the table with some re- worked propo s als which the Contract Committee briefly questioned. - at that point, we asked the University for positions on our remaining non-monetary items. - on our Union Meetings clause, Strudwick indicated that there was no movement "at this po int in time" . 2162 Western Parkway, Vancouver, B.C. Telephone (604) 224- 2308 2. - and, on our proposal for employee files and official evaluation reports she stated that there was "no movement considered whatever". - on our article on hiring policy, the University was only willing to propose that if the Union would drop its proposal, the University would reciprocate. - during a caucus we decided that there were some University proposals, that, if re-worded acceptably, we would eventually consider signing - but we also decided that the University would have to demonstrate a willingness to move on our proposals. - after all Strudwick had previously said that her Committee had great latitude in negotiating a settlement - apparently more than most other Committees she stated. - when the session resumed we informed the University that we were at a critical stage in negotiations after only five sessions; we also said that we had given the Univ- ersity's proposals serious consideration, but we were not prepared to proceed with the monologue until the University began bargaining in good faith and demonstrating some flexibility in regards to our proposals. - we asked, once again, whether or not the University was prepared to move on our proposals. - Strudwick attempted to cloud the matters at hand by indicating that all of our proposals were not on the table - that our COLA clause had as yet to be decided; this half- hearted attempt to link our non-monetary proposals to the money issues was not appreciated by the Contract Committee. - we asked how genuine was their authority to negotiate a contract, but regardless of how we pressed the University for some movement, nothing was forthcoming. - what the University was willing to do - and what we obviously strongly opposed - was to continue negotiating only on the basis of their proposals, ignoringourscompletely. - a further meeting was scheduled for February 14th, but that was subsequently changed to the morning of the 15th, the same day as our Membership Meeting. - Strudwick declared that the University would submit its wage proposal immediately after being informed of the result of the COLA clause referendum ballot. - the session of February 15th opened with Strudwick "expressing" concern over the overwhelming support of our membership for a COLA clause - 85% of the over 700 ballots cast were in favour of a COLA. - she stated that the University "recognizes your members concern .•• " over the unstable economic climate - the University was now prepared to propose a one year agreement, but this was " .•• as far as the University is prepared to go ..•• " - Strudwick declared that the University was on a fixed budget and was unable to budget for a COLA. - with that floursih she presented the University's "revised proposals and wage package. - the Contract Committee held a caucus to discuss the University's submission and to formulate an adequate response. 3. when the session resumed we asked for a University position on our outstanding proposals - six in all. - on Article 10.01 Union Meetings, Strudwick said that the present clause was "overly generous as is"; furthermore, "any movement on nine to twelve is not forthcoming." - on Article 22.03 Hiring Policy, she stated: "We will not accept seniority as a determining factor if we have mediocre candidates." - on our Increment Policy, she declared that this was "completely unacceptable to the University"; "Costs we didn't look at," she continued, because the University was philosophically opposed to any change in the Increment Policy. - on Article 28.05 Shift Differential, there initially appeared to be some hope of possible University flexibility, but that was dashed by Strudwick who indicated real movement was p_robably not possible. -----= - --- - according to Strud ~ r Medical-Dental proposal would be almost impossible to implement by March 31st. "No way for a one year agreement," she said. - she made reference to a proposed committee to be established by the Dept. of Employee Relations to study the University's entire benefit package. - the litany of nays continued with our proposed changes to Article 33.06 - the University response was "definitely no". - discussion moved on to our proposal for $10 increments for each five years of service completed after the fifth. _ Strudwick's response was "no" as there are" ..• enough steps on the increment policy as is." - and, she offered a general comment on our proposals still on the table: "I haven't seen any revised positions of yours to date." - furthermore, the Contract Committee had not" ••. demonstrated any flexibility." - obviously, we disputed this interpretation and Strudwick"s attempt to turn the tables fell considerably short of the mark. - the Contract Committee informed the University Negotiating Committee that it would be taking back the "progress" of the last three negotiating sessions to the membership that afternoon. - we stated that our membership would be called upon to decide in which form negotiations should proceed and that once the decision was made we would contact the University. - as stated earlier, the membership decided to apply for the services of a mediator, and this was done on Friqay, February 16, 1979. - today, February 21, 1979, we were contacted by the Mediation Services Commission and informed that a Mr. Clark Gilmour had been appointed. - it is our expectation that mediation should begin next week. - with our present contract expiring on March 31, 1979, we should be able to get several mediation sessions under our belts. - although it is a long-shot, an agreement may be possible - the Union has indicated a willingness to be flexible and we hope that the University will follow suit, both in the monetary and the non-m onetary areas. - if not, the membership will be called upon to decide a further course of action at some point in March.Association of University and College Employees LOCAL No. 1 (U.B.C.) March 12, 1979. BULLETlN 7 FROM THE STRIKE AND CONTRACT COMMITTEES INTRODUCTION: this is a joint Contra c t/Strike Committee bulletin - in fact, both Committees have been meeting and discussing the progress of negotiations . - a tandem relationship has developed and will continue to evolve. - the Strike Committee, along with the Contract Committee, is working for a negotiated s e ttlement, hopefully without recourse to the use of the strike threat. - should events not unfold as we would desire and should further recommendations and action be come necessary, the Contract and Strike Committees will be prepared. - by keeping the Strike Committee informed of the progress in mediation, we can ensure that a responsible course of action will be plotted and presented to the membership for any de c ision . PROGRESS IN MEDIATION: to-date we have completed three mediation sessions - March 1st, 5th and 6th - under the auspices of Clark Gilmou r. - three more sessions have be en scheduled for March 19th, 20th and 21st - these are to be fo l lo wed by a Special Memberhsip Meeting on March 22nd, Thursday. SPECIAL MEMBERSHIP MEETING MAR.22 12=30 - 2 =30 Pm HEB 'B 2162 Western Parkway, Vancouver, B.C. Te lephon e (604) 224-2308 these meetings are important as we have reached the "crunch" stage in mediation. - by March 22nd the Contract Committee should have either a proposed settlement to recommend or recommendations for a further course of action. - negotiations this year have progressed rapidly and by the meeting we should have reached a crucial stage. - if the University moves on some of our outstanding proposals and increases their wage offer to an "acceptable" level, an agreement may be possible; if not the membership will have to determine whether or not to hold a referendum strike vote. if that decision is taken and the ensuing strike vote is positive, then there would most likely be a further crack at mediation. - if that should not succeed, the membership would then be called upon to decide whether or not recourse to the strike weapon would be taken. - at this point we should refer to the "results" of the first three mediation sessions. - by the completion of the last session the number of outstanding issues have been narrowed - at least the number of University proposals still on the table has been whittled down. - the University proposals still with us are as follows: 21:01 Tuition Waiver, 34.04 (a) Involuntary Transfer and 36.02 Wage Rates (5%). - we have - subject to membership approval - "agreed" to the following University proposals: 31.05 (b) Reclassification, 33.07 Notice of Resignation, and 34.07 Letter of Agreement re: short-term temporary and part-time employees. - we are awaiting a response on 22 . 08 Trial Period for Transfer or Promotion (University Proposal) - it may be an area of possible agreement. - on the other hand, we have reached possible agreement on just one of our reworded proposals - 22.03 Hiring Policy. - we still have five proposals on the table: 10.01 Union Meetings, 28.05 Shift Work, 30.05 Medical/Dental, 33.06 Disciplinary Action/Employee Files, and 36.02 Wage Rates (including increment policy and longevity pay). - on March 5th the Contract Committee withdrew our COLA clause proposal and reduced our wage demand to 12% - the reasons for this action were important as we had reached a point in mediation where some flexibility on our part was essential. - the Contract Committee wanted to maintain the integrity'Df our original 15% proposal and not move below 12%; we also recognized the immense difficulties inherent in negotiating a COLA clause into a one year agreement. - we believe we are in excellent shape for the next critical phase in mediation. - the Committee has indicated to both the mediator and the University that the Union will be flexible on wages; Strudwick reciprocated with a qualified statement on possible University flexibility. - after detailed and intensive discussions and bargaining the University withdrew the following proposals over the course of the three mediation sessions : 13.09 Staff Rooms and Facilities, 22.03 (a) Hiring Policy, 28.05 (f) Shift Work and 38 Replacement of Articles Held Invalid . CONCLUSION: - events have unfolded quickly this year - a situation probably based on the smaller number of proposals we put on the table. negotiations to-date have not been overly successful, especially in regards to University movement on our positions . much of our time and effort have been expended in the area of knocking University proposals off the table . - going into the next phase of mediation we can only hope that further University flexibility is immanent and forthcoming . - a month and a half of negotiating has yielded us a University wage offer of 5%, possible agreement on a re-worded 22.03 Hiring Policy, and the possibility of University flexibility. when we have perceived that the University has a genuine concern we have made some effort to meet that concern with possible contract language. - but, when their concern has been unclear or exaggerated , the Contract Committee has agrued strongly and at length to have them withdrawn. - although, we have gained precious little so far, we know that the University has th e abil i t y to move on our out s tand i ng pr opo s als and to sweeten their 5% wage offer. - as stated earlier the next three mediation sessions will be important - the Special Membership Meeting scheduled for March 22nd has all the earmarks of a pivotal meeting. - the Contract Committee will be bringing back any results arrived at in mediation for membership consideration - anything we have "agreed to" or dropped is subject to membership approval, as are any proposals agreed to by the University . - See you a t the meeting - THURSDAY, MARCH 22, 1979 12:30 - 2:30 P .M. HEBB THEATRE FROM THE CONTRACT AND STRIKE COMMITTEES The time has come when we must begin to organize and to show the University that we want to see our contract signed. We are quickly approaching a crucial point in negotiating our contract! We must take a strong, united stand to get our contract signed by March 31st. It may be necessary to hold a referendum strike vote at the March 22nd Special Membership Meeting, after mediation sessions scheduled for March 19-21. A strong positive vote, if necessary, would be extreme ly significant in assisting the Contract Committee with a speedy signing of the contract. Procedures prior to strike action - what are the implications of each? l. A motion to have a referendum strike vote This motion could be made at a general membership meeting. It does not have to be previously published in the newsletter - it could come directly from the floor. The motion means that AUCE Local 1 must decide whether or not to hold a referendum strike vote. This decision can be made by either a show of hands or a secret ballot to be counted by the trustees and announced at the meeting. From that decision it either follows that we go ahead with the referendum strike vote or, if the motion fails, we don't. The motion would be voted on again at the subsequent meeting. 2. The taking of a referendum strike vote A vote is taken by all members in the bargaining unit (whether they are members of the union or not). The method of holding a strike vote is governed by the B.C. Labour Code, sections 79 through 91. Since March 1, 1978 we are required to give the Labour Relations Board prior notice of the decision to take a vote, and the vote taking will be government regulated. The outcome of the vo te will be made known to the membership and the University. The question to be voted on is: Are you in favour of a strike? A somewhat weighted question and makes one think that if the vote is positive we will, infact, go on strike. Please, this is not what it implies and the question should be worded: Are you in favour of going on strike, IF NECESSARY? (a) if the vote is positive it will be valid for 3 months immediately follow - ing the date on which the vote was taken. It does not mean that we have to serve strike notice, although that is the next logical step, in which case, another vote would be taken. Obviously, it is strategic to wait some time to see if the taking of a positive strike vote will in itself resolve our dispute. *Point of information - a majority vote is 50% plus 1, howeve r, that is definitely not a vote of confidence. We would be look- ing for a strong positive vote of 85% plus as a demonstration of support for our position. (b) if the vote is negative it simply shows the University that we are not behind the proposals our Contract Committee is negotiating for us . We on the Strike Committee are working toward a settlement, not a strike, but we may have to use the strike as a tool to speed things up and force the University to negotiate se riously. It's up to YOU. THE CONTRACT COMMITTEE NEEDS YOUR SUPPORT!!!POSSIBLE TER',tS OF SETTLf~MENT 22. 0 3 Hiring Policy - Union Proposal (a) As is. March 21st, 1979 (b) Applicants for posted vacancies shall be appointed on the basis of ability qualifications, and seniority. When the University is making its selection and no applica~ i,s, clearly superior in ability, and gualif i cations t seniority shall be the determlnlng factor. · 22.08 Orientation Period for Transfer and Promotion - University Proposal When promoted or transferred, the employee shall be on~- ientation period for three (3} months. If the employee finds the job unsatisfactory or is unable to meet the basic job re- quirements, she/he shall be returned to her/his former position, or to one of equal salary range. 28. 0 5 Shift Work - Union Proposal (a) as is. (b) Shift Differential (Inconvenience Pay) Employees working on a shift basis shall r e ceive a pay differential as follows: Thirty-five cents (.35) per hour for each hour worked on the evenlng shift. Fifty-five cents (.55) per hour for each hour worked on the n!ght shift. (o) as is. (d} as is. (e) as is. 30. 05 Medical & Dental Plan - Union Proposal (a) as is. (b) as is. (c) After three (3) months of employment all co n tinuing and sessional employees shall be eli g ible to participate in the Dental Plan a s outlined in (a ) above, provided she/he works a minimum of seventeen,and on e -half (17~) hours per week. (d) as is. 31. 05 Wage Increase Awarded '!hr ~mgh Reclassification - University Proposa l (a) as is. (b) Where the position does not entail new job duties and has in fact b e en misclassified since date of hir e, the employee shall b e placed on the same senio r ity ste p i n the appropriate classification as s~e/he was on i n the or i g i nal job classif- ication, and shall rece i ve full pay rate adj ustment retro- active to date of hire, e xcept whe re date o f hire is prior to July 1, 1978, in which case, pay r ate ad jus t ment shall be retroactive to July 1, 1978. 33 . 06 Disciplinary Act i o n/Em p loye e Files - Union Pr opo sal Any written c e ns u res, le t ter s of re p rimand and a dverse r eport s {i ncluding official e va lu a t ion re p o rt s), s hall b e re mov e d from the emp l oy ee's f il es and destr o yed by t h e empl o ye e c o nc er ned in t h e prese n ce of both partie s a f ter t h e expirati o n o f t wen t y - four ( 24) mo nth s f r om t h e d a t e i t was issued, prov ld ed t_here has b een no fu rther i n fr a ction . The Univer~ i ty agr0es not t o intr o- d uc e as e vi< cncr• in t>l'y lt·~cu ·irv1 ;;ny dn,:·1 ,mt!nt fro m ,1ny file o f at, - 2 - employee, the existence of which the employee was unaware at the time of filing. 33. 07 Notice of Resignation - University Proposal If an employee resigns, fifteen (15) working days notice will be given in writing prior to the date of termination. In the event that less than ten (10) working days no tice is given, the employee will be entitled to her/his vacation pay of 4% of gross earnings less any vacation she/he has taken. Vacation entitle- ments banked from the previous year shall be paid at the employee's full rates. An employee may rescind her/his resignation« in writing, without penalty up to three (3) working days after giving notlce. 36.02 Wages University Offer An across-the-board adjustment to all classifications of 7% effective on April 1st, 1979. Letter of Understanding University Proposal Attached to and forming part of the 19 collective agreement, between the University of British Columbia and A.U.C.E. Local 1. The Parties agree as follows: Article 34.07(a) will not apply to those employees who work from the parttime recall list who wish to work for irregular periods and have indicated their wishes in writing to Employee Relations. A carbon copy of the employees' requests shall be sent to the Un:lon Office by Employee Relations within five (5) working days of receipt of such requests. Association of University and College Employees LOCAL No. ·1 (U.B.C.l April 25, 1979, BULLETINS FROM THE CONTRACT COMMITTEE - 1024 ballots were cast in the vote on the proposed contract for 1979-80; perhaps, the greatest response in our short history - as of this April 11th "five years short". - 921 members cast ballots in favour of accepting the proposed terms while 81 members found the terms want:f.ng; 22 ballots were spoiled, . for this year's Contract Committee' the implications of the vote are many, We do believe that the membership has expressed some satisfaction with the University's approach on wages this year - this does not mean satisfaction with the final 7% solution, but an expectation that next year's initial wage offer from the University will b.e a "decent" offer on which to negotiate Se?liously; no; some provocative and insulting offer as presented by the Simon Fraser Administration to Local #2. - as happened last year some Contract Committee members are willing to sit on an Ad-hoc Committee and commence informal discussions in regards to our next set of negotiations, We plan to meet every couple of weeks until a new Contract Committee is elected and we· URGE that each Division elect not only a representative to the Committee but also ferret out some representatives for the Strike Committee. - not only will we discuss tentative proposals but we also plan to establish a tentative schedule for presenting proposals to the membership, As of this moment we have set .January 2, 1980 as the date for meeting with the University - that would mean that the Contract Committee would have to bring proposals to the membership for consideration as early as this fall, - obviously a high priority item will be wages - we have all received our 1978 increases and the impact has been antidimatic. With the release of the latest statistics on inflation we have seen this year's wages eroded by the very minimum of 2% (most likely more). When coupled with our losses last year we see that we have fallen behind in excess of 7% over two years. - at their last formal meeting members of the Contract Committee quickly ran th~ough the contract and extracted areas for possible concern and proposals. Some of those areas included medical/dental plan, increment policy, sick leave, and leave for illness within a family, work sharing, technological change, reassignment, union meetings, paternity leave, shift work, wage rates and a COLA, flexible hours, and holidays (time off between Boxing Day and New Years), - the above suggestions are not etched in stone - you may have concerns of your own, and if you do, send a note to the Union Office, c/o Contract Committee expressing your views and interests, We can assure you that they will be considered. - no small part of the "success" of this year's negotiations can be attributed to our respecting of the Operating Engineers' picket lines la -st year and to the fairness and dignity with which we shared the financial loss bargaining - unit wide. - undoubtedly, the University was testing our resolve and resiliency through the Operating Engineers' strike, With one notable and regrettable lapse in self-respect ·and judgment we demonstrated to the University our integrity and resolve. - it ia this resolve coupled with our openess and communication during the course of our various aets of negotiations that are vital to any gains we make. - also linked with this is our just and vigorous application of the contract on a day-to-day basis - and, the corollary of this is the ta king of grievances to arbitration if the situation so warrants. Our record - particularily recently - in arbitration victories has been impressive. - membership attendance at lunch hour meetings is crucial in the whole negotiating process, as is our respect for the contracts we negotiate. A Contract Committee in isolation does not negotiate good contracts but a combination of the above facts dies, - if we can puncture our vacuum and maintain contact with oth er campus unions and with _ the labour world outside of UBC - and develop a sense of our importance to the University as clerical workers - our task will be easier. - but, the process is not a cake walk. There are peaks and va lleys, gains and set- backs, continuing effort and struggle, - the most recent peak - really only a hill - was the ratiH cation of our new contract. But we descended quickly into a valley when Local #2 threatened to throw up secondary pickets around UBC in order to press the SFU Administration. - we did not remain in the valley for long as an Industrial Inquiry Commission was negotiated after a few days of allied picketing at Triumf, - judging by our response to the possibility of Local #2 pi ckets campus-wide we came off rather well - most members did not "panic" and they realized what was happening and what the consequences were, - it is a situation like this and all of the other factors mentioned above that have accounted for the University's 11change of attitude" this year - our activity and concern as a trade union have elicited this response. If we choose to lie still then we will be walked over, neglected and thrown the tidbits. - but, if we are prepared to stand up for our rights and accept the changing and varied consequences of our decision to unionize five years ago, we have a promising future.
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