AtoM
Association of University and College Employees (AUCE) fonds
Correspondence and related material
Association of University and College Employees
1987 - 1991, predominant 1987
File contains AUCE incoming and outgoing correspondence dated March, 1987 to December 29, 1987. Topics include legal representation, membership and other meetings, collective agreement with UBC, employee benefits, temporary employees, severance and lay-offs, hiring and wages of disabled employees, vacation entitlement, sessional instructors, grievances with UBC, BC Federation of Labour Bill 19 Working Conference, CUPE National Defence Fund, BC New Democratic Party, and CUPE merger. Correspondence also contains CUE "Office Administration and Membership Servicing Report: Job Evaluation Report" (January 5, 1987). File also contains "Proposal for Settlement between Canadian Union of Public Employees, Local 2950 and the University of British Columbia" (December 10, 1991).
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Canadian University Employees 2170 Western Parkway, U.8.C .• Vancouver. B.C. V6T 1 V6 December 22, 1987 Ms. Libby Nason Manager Employee Relations Personnel Services U.B.C. Campus Mail Dear Libby: Re: Lunchtime Meetings in Personnel Services 224-2308 The meeting referred to in my letter 3 December 1987 occurred on 8 July 1987 or thereabouts, dealt with several management problems and established Task Teams to deal with them. We hope this will allow you to deal with the issues which we raised on this subject. . On the topic of mealtime meetings and the giving of notice of overtime. While the collective agreement is mute on the latter, it clearly states that meal periods are a right of our members and that they should be enjoyed "without interruption" [Article 28.03 (a)]. In the spirit of this, and the promotion of harmonious labour relations at U.B.C., we requested that notice of mealtime meetings be given our members. We are sure that you will see the good sense in this approach. Thank you for your attention to this matter. Yours sincerely, Rod Haynes RH/sb cc: Eileen Stewart Director Personnel ServicesCanadian University Employees 2170 Western Parkway, U.B.C .. Vancouver, B.C. V6T 1 V6 December 18, 1987 Ms. Marilyn Bratzer c/o Religious Studies UBC Campus Mail Dear Ms. Bratzer: I tried to reach you by phone but was unable to do so. I understand from Susan Berry, our Chief Steward, that you want to know which benefits the Temporary Employees have under the terms of our collective agreement. Firstly, let me say that your union dues are prorated in the same manner as your holidays, maternity leave, etc. are calculated. All of the terms of employment for Temporary Employees can be found in the Collective Agreement under Article 3 . 04. I have photocopied the relevent information and articles for you. 224-2308 We do not like to have Temporary Employees in our bargaining unit and for this reason the Union has restricted the number of Temps the Univerity can hire to 2% of our bargaining unit. We feel that you should be applying for a full-time continuing position or a continuing part-time position if you want all of the benefits that our members have. If we allow the University to hire Temps without the restrictions as outlined in Article 3.04, we will be in the same position as the larger department stores who only hire temporary workers to avoid paying benefits and also, so that they cannot have a collective bargaining unit because they can be laid off at will . You will note that we have very specific language about Temporary Employees, i.e. that the University can only fill short term positions due to sick leave, maternity leave or when these leaves cannot be filled through temporary promotion. The major benefit that you do get from belonging to this Union is that you get the same wage increases which we negotiate for the rest of our members . 2 .• • I would suggest to you that you become a continu i ng employee in our Union and that this is the avenue you should seek if you are looking for such benefits as the medical , dental plans, tuition fee benefits, better holidays and job security benefits . We certainly welcome new members . Yours sincerely, Adrien Kiernan President p . s . We have also discussed this fully on the phone . {l(!VJ ,~ t!J --- / -~ / ·----' ~lt, , I t,, ' \ : understand from Susan Berry, our Chief Steward that vou want to know what benefits the '.emporarv Emolovees have under the terms of our collective agreement. F-rstly, let me say that your union dues are nrorated ~ , scp~e as your leave etc are calculated. V\...4/ holidays, maternity All of the terms of employment for Temporary Employees can be found in the Collective Agreement under Article 3.04. I have photocopied the relevent information and articles for you. #1-, · We do not like to have Tempora~y Employees in our bargining unit and for this reason have restricted the number of Temps the university can hi ,:'e to 2% or our bargining unit. We feel that you should be applying for a full time continuing position or a continuing part-time position if you want all the benefits that our members have. If we allow the University to hire Temps without the restrictions , as outlined in Ar ; icl~ 3.04, we will be in the same position as the larger department stores who only ljrule{Ltemporary workers to avoid paying benefits , aaat so sp that they cannot have a collective bargining unit because they can be laid of at will. o will note that we have very specific language ~out Temp Emnloyees, ie that y can _n y fi 1 short term positions due to sick leave, i ternity leave when these leaves canoot be filled through temporary promotion. The major benefit that you do get from beloning to this union is that you get the same wage increases which we negPO- for the rest of our members ,a:nd !eha!e is ;;:-"'"'l so bend it . I would suggest to vou a~d we]c;;AA1 (~ ;:--~~ x ~ ontinuing emnloyee in our union and s , ;tp; I tJ y Gi::t" that this is the avenue you should seek if you are looking for such benefits a s WRXgRx the medical, dental plans and the tutition fee benefit, better holidays and the i ob security benefits ces 1unll = ae anion hi ., Rt I I · @lir_ . ... B A L L O T I N S T R U C T I O N S 1. After marking your ballot, cut theballot from this instruction sheet, and enclose it in the samll coin envelope and seal it; Your ballot is now secret; Do not mark this envelope in any way or your vote will be spoiled. 2. Put the small coin envelope inside the medium sized identification envelope addressed to the CUE Union Office. 3. Sign your name next to your name label on the medium sized identification envelope. IDENTIFICATION ENVELOPES THAT CANNOT BE IDENTIFIED WILL NOT BE OPENED AND COUNTED. 4. Return your ballot enclosed in the two envelopes by June 19, 1987 to the CUE Union Office via CAmpus Mail. Ballots not returned by 5:00 P.M. on this date will not be counted. 5. When your name has been checked against the dues check-off list, your ind~ification envelope will be opened and the ballot envelopes mixed before opening, thus ensuring a secret ballot . REFERENDUM: Are you in favour of hiring a Business Agent to work in the Union Office YES NO THE UNIVERSITY OF BRITISH COLUMBIA INTERDEPARTMENTAL MEMORANDUM TO ... .//~. ··i······· ......... f; t!f?~ :&-~······ · ......... ,Utz.!.ilt.:1.1:-:-:. ..... ) \. ......... tl.n?.lfa-r-0 . cJY7~1?V~ /4-M~ ~~YI ~ ~t:2515 ll. //4 _,)uuzL(_, .'IYl~pz-j /Y)~ /4 ~/ {u1 l<J a_ ~--£.-('"1-~ J£ fYJP P()DL._) v~ k /hualt. : '-rYl~ ,e~ I 13.<!. (~!&nUDMlv~~J (~) cJ. C . ! '-h7 kh A -t4 p,,n/ ,t/u;,t- ,,,a/u,, FUi._t__ ~_kn., ,Ju Au:d o/i av .u 4__, kn~ v i9j ' ( 0 ,d_dj JQ~ _;d._e, diuA ;laid_ we d ~iHU!k . ) ;d/u ~~lZ/J'l/4 fa~ kiv ,;tk &_,L,~ ftt?&-L__u~ ~LP- {:J Like. ;;f;-~LCLtryyw '-I~ r1 h--~ a;1- xb ao a__, '1f4A) iM-J-ri />UUAJ . 1) . <x//1£ _,.ilu, ;t; fL ½h->-7 u_ _/4,J~ /J~J- ( ~I adUUtJ ) .,w-/UV- {l tJ P,£ d!J 50 l,tvv ,.J~ a)£l,)JQ-4<J 41 U 1B (!_ v .)1/4, dmu/4 ' ti~ fad /YW J I , . / flk ~ -~;t, ~d~,ti--e, /41,.,e_ a__, ;;Uied uul- 'f!tVJ-&-/ :zk .~' £Vt._ ~.) \)_ ML cViL- we 'r~ .v /4)~ . - 2 - .0 2 C on ti nu in g E m pl oy ee co nt in ui ng em pl oy ee sh al l m ea n an em pl oy ee w ho is hi re d to fi ll a os it io n of m or e th an th re e (3 ) m on th s du ra ti on . uc h em pl oy ee s m ay be hi re d to w or k ei th er fu ll -t im e or pa rt -t im e . on ti nu in g fu ll -t im e em pl oy ee s sh al l be pa id by th e m on th ; pa rt -t im e m pl oy ee s m ay be pa id ei th er by th e m on th or th e ho ur . ·a rt -t im e em pl oy ee s w ho w or k re gu la rl y sc he du le d ho ur s m ay el ec t to be ,a id by th e m on th . :o nt in ui ng P ar t- T im e E m pl oy ee B en ef it s: :o nt in ui ng P ar t- T im e E m pl oy ee s sh al l re ce iv e al l th e ri gh ts an d pr iv il eg es > f th ts A gr ee m en t ex ce pt as no te d be lo w : a) S ic k L ea ve (A rt ic le 30 .0 6) (b ) ( C ) ( d ) (e ) T he co nt i nu in g pa rt -t im e em pl oy ee sh al l re ce iv e si ck le av e on a pr o ra ta ba si s, ac co rd in g to th e nu m be r of ho ur s w or ke d in th e pr ev io us m on th . S ta tu to ry H ol id ay s (A rt ic le 26 ) T he co nt in ui n g pa rt -t im e em pl oy ee w ho ha s w or ke d le ss th an fi ft ee n ( 15 ) fu ll da ys in th e pr ev io us m on th sh al l re ce iv e pa y fo r st at ut or y ho li da ys on a pr o ra ta ba si s , ac co rd in g to th e nu m be r of ho ur s w or ke d in th e pr ev io us m on th . T he co nt in ui ng pa rt -t im e em pl o ye e w ho ha s w or ke d fi ft ee n ( 1 5) or m or e fu ll da ys in th e pr ev io us m on th sh al l r ec ei ve fu ll pa y fo r th e st at ut or y ho li da y. M ed ic al an d D en ta l A pp oi nt m en ts (A rt ic le 30 .0 6 (c )) C on ti nu in g pa rt -t im e em pl oy ee s sh al l be ex em pt fr om th is be ne fi t . C om pa ss io na te L ea ve (A rt ic le 30 .0 2) T he co nt in ui ng pa rt -t im e em pl oy ee s sh al l re ce iv e co m pa ss io na te le av e on a pr o ra ta ba si s, ac co rd in g to th e ho ur s w or ke d in th e pr ev io us m on th . V ac at io n E nt it le m en t (A rt ic le 27 ) pa y fo r nu m be r of C on ti nu in g pa rt - ti m e em pl oy ee s sh al l ac cu m ul at e an d re ce iv e va ca ti on en ti tl em en t on a pr o ra ta ba si s ac co rd in g to th e nu m be r of ho ur s w or ke d in ea ch m on th . (f l M at er ni ty L ea ve (A rt ic le 30 .0 7) C on ti n ui ng pa rt -t im e em pl oy ee s w ho ar e pa id by th e m on th sh al l re ce iv e pa y fo r M at er ~i ty L ea ve ac co rd in g to A rt ic le 30 .0 7 . - 3 - C on ti nu in g pa rt -t im e em pl oy ee s w ho ar e pa id by th e ho ur sh al l re ce iv e pa y fo r M at er ni ty L ea ve ac co rd in g th e av er ag e nu m be r of hQ u rs w or ke d pe r m on th in th e pr ev io us ye ar . J. 03 se ss io na l E m pl oy ee A se ss i on al em pl oy ee sh a ll m ea n an em pl oy ee w ho is hi re d to fi ll a re cu rr in g po si ti on w hi ch ap pr ox im at el y co in ci de s w it h th e U ni ve rs it y W in te r S es si on or th e U ni ve rs it y In te r/ S um m er S es si on . In th e ca se of th e W in te r S es si on , a se ss io na l po si ti on sh al l no t be gi n la te r th an S ep te m be r 30 th no r en d ea rl ie r th an A pr il 1s t. S uc h em pl oy ee s m ay be hi re d to w or k ei th e r fu ll -t im e or pa rt -t im e . S uc h em pl oy ee s sh al l be pa id by th e m on th or th e ho ur . S es si on al em pl oy ee s sh al l be en ti tl ed to al l em pl oy ee s, ex ce pt w he re ot he rw is e sp ec if ie d. 3. 04 T em po ra ry E m pl oy ee (a ) A te m po ra ry em pl oy ee sh al l m ea n an em pl oy ee w ho is hi re d to fi ll sh or t- te rm po si ti on s, no rm al ly of le ss th an th r ee m on th s du ra ti on ex ce pt by m ut ud l ag re em en t of th e pa rt ie s , or . to fi ll va ca nc ie s re sl ,ll ti ng fr om le av es of ab se nc e or m at er ni ty le av es w he re su ch po si ti on s ca nn ot be fi ll ed th ro ug h te m po ra ry pr om ot io n . (b ) S uc h em pl oy ee s sh al l , at da te of hi re , be as si gn ed a te rm in at io n da te un de r th e co nd it io ns of A rt ic le 34 -0 3. (c ) S u c h em pl oy ee s m ay w or k ei th er fu ll - ti m e or pa rt -t im e an d sh al l be pa id by th e ho ur . ( d ) T em po ra ry em pl oy ee s w il l no t ha ve ri gh ts un de r th e pr ov is io ns of A rt ic le 19 - T e ch no lo gi ca l, A u to m at io n an d O th er C ha ng es . S ho ul d te m po ra ry em p lo y ee s be la id of f pr i or to th ei r te rm in at io n da te du e to te ch no lo gi ca l ch an ge , th e pr oc ed ur e to be fo ll ow ed w il l be A rt ic le 34 .0 S {c ) . ( e ) A t no ti m e sh al l th e nu m be r of te m po ra ry em pl oy ee s on as si gn m en t ex ce ed 2% of th e to ta l nu m be r of m em be rs in th e ba rg ai ni ng un it . T hi s pe rc en ta ge re fe rs to fu ll -t im e eq ui va le nt s an d w il l be ca lc ul a te d m on th ly an d re po rt ed to th e U ni on . { f ) A ll te m po ra ry em pl oy ee s ac cr ue se ni or it y fr om da te of hi re , as pe r A rt ic le 32 . 02 , an d ca n ap pl y fo r an y po st ed va ca nc y, as pe r A rt ic le 22 . 0 2 . (g ) T em po ra ry E m pl oy e e be ne f it s : T em po ra ry em pl oy ee s sh al l re ce iv e al l th e ri gh ts an d pr iv il eg es of th is ag re em en t ex ce pt as no te d be lo w : i) D is ch ar ge {A rt ic le 33 .0 3) T he te m po ra ry em pl o ye e sh al l re ce iv e tw o {2 ) w ee ks no ti ce of di sc ha rg e. ii ) S ta tu to ry H ol id ay s (A rt ic le 26 ) T em po ra ry em pl oy ee s sh al l re ce iv e pa y fo r st at ut or y ho l i da ys pr o ra ta ba si s ac co rd in g to th e nu m be r of ho u r s w or ke d in pr ev io us m on th , pr ov id in g th ey ar e on ac ti ve as si gn m en t an d ha ve no t re ac he d th e te rm in at io n da te of th at as si gn m en t . T em po ra ry em pl oy ee s w ho w or k fi ft ee n ( 15 ) fu ll w or ki ng da ys in th e pr ev io us m on th sh al l re ce iv e fu ll pa y fo r th e st at ut or y ho li da y. ii i) M ed ic al an d D en ta l A pp oi nt m en ts (A rt ic le 30 .0 6 (c )) T em po ra ry em pl oy ee s sh al l be ex em pt fr om th is be ne fi t, un ti l th ey ha ve ac cu m ul at ed si xt y -s ix (6 6) da ys of se rv ic e. T em po ra ry em pl oy ee s w ho ar e w or ki ng on as si gn m en ts of le ss th an 35 ho ur s pe r w ee k sh al l be ex em pt fr om th is be ne fi t. iv ) M at er ni ty L ea ve (A rt ic le 30 .0 7) T em po ra ry em pl oy ee s sh al l be ex em pt fr om th is be ne fi t, un ti l th ey ha ve ac cu m ul at ed si xt y- si x (6 6) da ys of se rv ic e . A ny pa ym en t by th e U ni ve rs it y w it h re sp ec t to m at er ni ty le av e w il l be pr o- ra te d ac co rd in g to th e av er ag e nu m be r of ho ur s w or ke d pe r m on th in th e ye ar pr io r to th e m at er ni ty le av e. v) C om pa ss io na te L ea ve (A rt ic le 30 .0 2) T em po ra ry em pl oy ee s sh al l re ce iv e pa y fo r co m pa ss io na te le av e on a pr o- ra ta ba si s ac co rd in g to th e nu m be r of ho ur s w or ke d in th e pr ev io us m on th , pr ov id in g th ey ar e on ac ti ve as si gn m en t an d ha ve no t re ac he d th e te rm in at io n da te of th at as si gn m en t , vi ) V ac at io n E nt it le m en t (A rt ic le 27 ) T em po ra ry em pl oy ee s sh al l ac cu m ul at e an d re ce iv e va ca ti on en ti tl em en ts ac co rd in g to th e nu m be r of ho ur s w or ke d ea ch m on th . vi i) L ay of f (A rt ic le 34 ) T he te rm in at io n da te as si gn ed to a te m po ra ry em pl oy ee un de r A rt ic le 34 .0 3 (b ) w il l be ho no ur ed un le ss tw o (2 ) w ee ks no ti ce , or tw o (2 ) w ee ks pa y in li eu of no ti ce , is gi ve n. vi ii ) S ic k L ea ve (A rt ic le 30 .0 6) T em po ra ry em pl oy ee s sh al l be ex em pt fr om th is be ne fi t un ti l th ey ha ve ac cu m ul at ed si xt y -s ix (6 6) da ys of se rv ic e, in w hi ch ca se th ey sh a ll re ce iv e th e be ne fi t in ac co rd an ce w it h A rt ic le :3 ~0:: _-~0 ~6i (;e J)~ .~ -- -- - -- -- -- - J. O ~ ll- T i.a e an d P ar t- T im e ee (a ) F ul l- T im e E m pl oy ee - A fu l 1- ti m e em pl oy ee sh al l m ea n an y em pl oy ee w ho no rm al ly w or ks a re gu la r w or k w ee k of th ir ty -f iv e ( 3 5) ho ur s pe r w ee k or se ve nt y (7 0) ho ur s pe r tw o w ee k pe ri od as de fi ne d in A rt ic le 28 (H ou rs of W or k) , - 5 - ( b ) P ar t- T im e E m pl oy ee - A pa rt -t im e em pl oy ee sh al l m ea n an y em pl oy ee w ho no rm al ly w or ks le ss th an th ir ty -f iv e (3 5) ho ur s pe r w ee k or se ve nt y (7 0) ho ur s pe r tw o co ns ec ut iv e w ee ks , as de fi ne d in A rt ic le 28 (H ou rs of W or k) . J. 06 St ud en t A ss is ta nt T he te rm "s tu de nt as si st an t" sh al l m ea n an y fu ll -t im e st ud en t w ho is en ro ll ed at th e U ni ve rs it y an d w or ks no m or e th an te n (1 0) sc he du le d ho ur s in an y on e w ee k, S uc h st ud en t as si st an ts m ay w or k m or e th an te n (1 0) if th ey re pl ac e ot he r st ud en t as si st an ts w ho ar e th ei r sc he du le d ho ur s, T he te rm "r ep la ce m en t" te rm in at io ns or se ve ra nc es , ho ur s in an y on e w ee k un ab le to re po rt fo r sh al l no t ap pl y to S uc h st ud en t as si st an ts ar e ou ts id e th e ce rt if ic at io n. A st ud en t w ho is hi re d to re gu la rl y w or k m or e th an ho ur s pe r w ee k sh al l be co ns id er ed an em pl oy ee as 3. 01 . te n (1 0) sc he du le d de fi ne d in A rt ic le S tu de nt as si st an ts pe rf or m in g du ti es no rm al ly do ne by em pl oy ee s bo un d by th is ag re em en t sh al l be pa id at th e ba se ho ur ly ra te as ou tl in ed in th is a9 .ce em en t . 3. 07 R et ir em en t E m pl oy ee s sh al l no rm al ly re ti re on th e la st w or ki ng da y of th e m on th in w hi ch th ei r si xt y- fi ft h (6 5t h) bi rt hd ay oc cu rs , ho w ev er , re ti re m en t sh al l be op ti on al at an y ti m e af te r ·th e fi ft y- fi ft h ( 5 5t h) bi rt hd ay . A ll em pl oy ee s , up on re ti re m en t fr om th e U ni ve rs it y: (a ) sh al l ye ar ly ; re ce iv e a 1i f et im e U ni ve rs it y L ib ra ry ca rd , re ne w ab le (b ) sh al l be en ti tl ed to th e sa m e va ca ti on w hi ch sh e/ he w ou ld ha ve ha d if sh e/ he co nt in ue d w or ki ng to th e en d of th e ca le nd ar ye ar ; (c ) sh al l be en ti tl ed to th e us e of U ni ve rs it y fa ci li ti es as pe r A rt ic le 13 .0 6. P ro vi di ng th er e is m ut ua l ag re em en t be tw ee n th e em pl oy ee an d th e U ni ve rs it y , em pl oy ee s m ay co nt in ue in th ei r po si ti on s w it h th e U ni v er si ty ft er th e ag e of si xt y- fi ve (6 5) su bj ec t to an nu al re vi ew w it h a te st of co m pe te nc e w hi ch w ou ld in di ca te su ff ic ie nt ab il it y to pe rf or m th e jo b sa ti sf ac to ri ly , an d sh al l co nt in ue to re ce iv e al l th e ri gh ts an d pr iv i le ge s pr ov id ed fo r in th is ag re em en t.Canadian University Employees 2170 Western Parkway, U.B.C., Vancouver, B.C. V6T 1 V6 December 8, 1987 Employee Relations c/o Personnel Services G.S.A.B. Campus Mail Attention: Ms. Sonja Taiji Re: Simon Fraser Society Workstations in the Registrar's Office 224-2308 This matter came before the C.U.E. membership on 2 December 1987 as you were advised it would (see our letter 11.25.87). After a full debate during which various positions were expressed, it was decided not to support the use of such workstations in the Registrar's Office. The union is not opposed to programs which provide opportunities for the dis- advantaged, and C.U.P.E. as a whole is committed to Strategies for Equality. The formation of our local was itself intended to provide better wages and working conditions for a group of U.B.C. employees. The members of C.U.E. oppose the use of workstations because they consider it contracting out at wages not comparable to those of our members (Article 5). Thus, should we agree with the request as it was made, we would place ourselves in the position of breaching our own contract. We do believe, however, that these people can be hired as temporary employees, not to exceed three months, at C.U.E. rates for work performed. Yours · sincerely, Kiernan President AK: sb11USE 'EM OR LOSE 1 EM11 This is the attitude which Personnel Services takes about vacation days which have not been taken and which are tn excess of the number of vacation days which can be banked and carried over from one year to the next. Article 27 of the Collective Agreement covers vacations, please take the time to read it. Just tn case you don't have yours handy, here's what it says about 11Accumulatton or Carry-Over of Vacation": 27.05 Accumulation or Carry-Over of Vacattons (ft) Employees witn less than three (3) weeks (105 hours) vacation entitlement shall be entitled to carry over one Cl} week (35 hours) of vacation entitlement to take the followinq year. However, arrangements may be made to carry over up to a maximum of two C2} weeks ('70 hours), vacatton entitle- ment by mutual consent between the depart- ment and tne employee concerned. (2). Employees witn three (3) week.s (105 noursJ vacati~n entitlement or more shall be enti'tled to bank up to a maxtmum of two (1) weeks (70 hours) vacation to be taken tn the followtnq year . Not only will you lose the days but Personnel does not accept that they shoul d be paid for. vacation days owtng to you above what you can we advise you to take them Before 1987, or as words 11Use 'em or 1 ose 'emu·! Servi. ces If you have carry over, tn the aboveCanadian University Employees 2170 Western Parkway. U.B.C .. Vancouver. B.C. V6T 1 V6 December 3, 1987 Ms. Libby Nason Manager Employee Relations Personnel Services UBC Campus Mail Dear Libby: Re: Lunchtime Meetings in Personnel Services It has come to the attention of the Union that in July, staff in Personnel Services were required to attend a meeting during their lunch time. Furthermore, it is our understanding that the meeting was called at such short notice that our members did not have their lunches available . Naturally, the Union does not condone this treatment of its members and so we are requesting the following actions. 1. That Personnel Services provide the union with a list of those members that were ordered to attend the meeting. 2. That these members be paid overtime for attending the meeting on their lunch time (Article 29.02), and that the list of who was paid overtime and on which pay cheque they received it be sent to the Union Office. 224-2308 3. That overtime payment will always be given when CUE members are required to attend staff meetings on their lunch time. 4 . . That in future, one week's notice must be given to any member that is expected to attend lunch time meetings. Thank you for your attention to this matter. Yours sincerely, Rod Haynes Business Agent RH/sbCanadian University Employees 2170 Western Parkway, U.B.C., Vancouver, B.C. V6T 1 V6 November 25, 1987. Sonja Taiji Employee Relations Advisor Personnel Services U.B.C. Dear Sonja, Re: Simon Fraser Society for Mentally Handicapped People. 224-2308 This is to confirm our telephone conversation 1n which I told you that the Executive had decided that the request for a job training program in the Registrars Office at U.B. C. by the above Society will be discussed at our next membership meeting. This will be December 2, 1987. We will advise you of the unions decision following that meeting. Yours sincerely, Rod Haynes Business Agent..,,,.t'IADIAN UNION OF PUBLIC EMPLOYEES SYNDICAT CANADIEN DE LA FONCTION PUBLIQUE S~ptember 18, 1987 21, rue Florence Street Ottawa, Ontario K2P OW6 (613) 237-1590 Telex: 053-4878 Jeff Rose National President President national Jean-Claude Lanie! National Secretary-Treasurer Secretaire-tresorier 11ational 1it Doyon .. e Dumler Lucic Nicholson Tom O'Leary Jack Rodie General Vice-Presidents Vice-presidents geniraux TO ALL CUPE CHARTERED ORGANIZATIONS Dear Sisters and Brothers: Re : National Defence Fund (Strike and Lockout Benefits) We are pleased to advise that the CUPE National Executive Board, at its meeting earlier this month, approved an increase in the schedule of strike and lockout benefits payable under the National Defence Fund. Effective January 1, 1988, the strike and lockout benefits shall be raised to a weekly maximum benefit of $100.00 (now $75.00). The daily rate shall be raised to $20.00 (now $15.00). The National Executive Board also asked us to take a moment in this memo to remind local unions (especially those which are prohibited by legislation from taking strike action, and which therefore cannot make direct use of strike and lockout benefits) that the National Defence Fund has always been much more than a "small strike fund". It provides for the payment of many other benefits in addition to strike pay. Indeed, in recent years the proportion of the Fund devoted to these other programs has rivalled the proportion paid out in strike pay . One of the most important and long-standing uses of the National Defence Fund is its support of internal and public campaigns aimed at averting the need for strike action, promoting and protecting our basic trade union rights, and supporting a wide variety of local, regional and provincial initiatives developed to stren~then our bargaining clout , our job security , and the integrity of our bargaining units . Most of these programs are cost- shared with locals, Divisions, or District Councils . • • • /2 A more recent innovation in National Defence Fund activities has been its support of the Special National Defence Program - a dynamic campaign at all levels of our union aimed at defending our members and increasing our internal strength and effectiveness through a well- trained and committed core of occasional instructors and trainee reps, new education programs, temporary staff, saving the cost of interest at the Credit Union (hundreds of thousands of dollars saved), and funding campaigns against contracting-out and privatization (including a full-time national and a full-time assistant national co-ordinator). The National Defence Fund also is available to assist local unions with legal expenses in certain important or precedent-setting arbitration cas~s and, in the past two years, has funded CUPE's massive and long overdue program of computerizing the national office and all regional and area offices right across the countryo So, it is certainly true to say that all CUPE members can and do benefit from the utilization of our National Defence Fund. We are very pleased that the National Executive Board has continued CUPE's tradition of progressive policies by taking this step to bring the strike and lockout benefits portion of the Fund's activity more in line with the increasing costs faced by members who find themselves on the picket line. With warm regards, Yours in solidarity, _D_t-f---=--=-=----•-___ -_ - ""-"~ (._ -- JEFF ROSE JEAN-CLAUDE LANIEL National President National Secretary-Treasurer :mb/opeiu 491 c.c. Members, National Executive BoardTHE UNIVERSITY OF BRITISH COLUMBIA INTERDEPARTMENTAL MEMORA NDUM ==================================== ~=~--=====-~~= TO ' ..... ,'\ ~-L,~ A • .'Q.ni.9.U .. 9.+J.4-.<?.? ....•.•.............•.....•.. FROM Patsi McMurchy, Secretary ········································~················~···········'· ········································································ .. f.t.n~ .. ~?. .. ~P.~~t ............................ . ········································································ DATE f.~.~~~/.~r ..... .. PHONE ..... ~~~~---···· ....... .. I have just attended the Feb.26/87 general rrembership rreeting to discuss officially joining CUPE nON that our 2 year service contract (trial pericxl) is up. I must say that I am astonished at what went on at this meeting! First of all, I wonder what the personal vendetta is that Kitty Byrne has against the new executive? I was truly errbarassed at her behaviour - which was that of a ruler dethroned! ! ! Have I missed sorrething crucial that went on between Kitty (and/or the past executive) and our new executive? (I read all the rrai 1-outs ••• ) Were you, the new executive, not elected to your positions? There wasn' t a "CCttp d'etat" in ClJE recently was there? No, I didn't think so! 'As a CUE zrember and r:otential new CUPE rrerrber I was so ernbarassed to have 2 CUPE representatives (both MEN) witness the errotional rantings, ravings, paranoia and un-educated (or unprepared) goings- on of sare of our rrembership (which were all WCMEN, except one) --- in other words, this was a seemingly sexist exarrple of rren being reasonable, calm, collected and prepared while the women were just the opposite. A stereotype that we don't need to encourage! I knON this is not hON it really is - it's just hCM we made it seem. All that aside, I welcane you as our new executive and I STRONGLY FAVOUR joining CUPE, if for no other reason than if we don't , our union will surely be "bl0tm away" by our dear employer, UBC!THE UNIVERSITY OF BRITISH COLUMBIA INTERDEPARTMENTAL MEMORANDUM Union Office TO ................... · · · · · · · · ·· · · · · · · · · ·· · · · · · · · ·· · · · · · · · · · · · · · · ·· · · · · · · · FROM Monica J. Thain ······································································· CUE ······································································· .. P.~.P.t .. 9.f ... l.9.9.J.99:/ ........................................ . ........ . t••····························································· DATE . .f.~~: ... g§(.~?. .. ... PHONE ..... ~.?.Q.?. ... .. ........ RE: PACKAGE TOBE MADE UP MARCH 5th FOR DECISION JOINING CUPE I think that it would be helpful if an overview could be typed up telling the new members in the Union when AUCE was formed and why we decided to agree to this 2 year contract with CUPE ..... so that people have a bit of an idea to our history. Also that two years ago we were discussing other Unions but that we came to this agreement with CUPE. Even just a page noting dates and decisions. Thanks. You did a good job for your first meeting difficult. Keep up the good work!! /mtj even ttff1~rif~~~ . F£B 2 71987 ~IVERSITy ti: • . l . ,UNION CC U P . ~s' t - • • .i;,.)CANADIAN U ION OF PUBLIC FMPLOYEES SYNDICAT CANADIEN DE LA FONCTION PUBUQUE British Columbia Regiona l Office # 105, 7535 - 6th Street Burnaby, B.C. V3N 3M2 (604) 525-9231 Telex : 04-351470 Jeff Rose National President President national January 5th, 1987 . Joe Denofreo, National Representative, BURNABY REGIONAL OFFICE. Dear Brother Denof r e o: Find attached my recommen dations as per your requ e st in Dec embe r 1986 in a l etter to Broth e r Kiviaho. I hop e this is helpful and would be pleased to attend any CUE meeting regarding these recommendat i ons if it would b e helpful to you. In Sol idarity, Doris Hanson, Job Evaluation Representative DH/enc opeiu - 491 c.c. Jeff Rose Jea n-Cla ude Laniel Pascal Ingenito Len Stair Gene Kiviaho Jean-Claude Laniel National Secretary-Treasurer Secretaire-trisorier national .!enoit Do yon Mike Dwnler Lucie Nicholson Tom O'Leary Jack Rodie General Vice-Presidents Vice-presidents generaux -~, R01,. CANADIAN UNIVERSITY EMPLOYEES ( on service contract with the) CANADIAN UNION OF PUBLIC EMPLOYEES Office Administration and Membership Servicing Report January 5th, 1987 Pr~pared by Doris Hanson Job Evaluation Representative Decemb.er 1986 and January 1987 O\NADIAN UNION OF Pl 'RI.JC EMPLO\tf.S SYNDICAT CANAOIEN OE IA FONCTION Pl'RUQllE British Columbia Regional Office # 105, 7535 - 6th Street Burnaby, B.C. V3N 3M2 (604) 525-923 I Telex : 04-351470 Jeff Rose N ati.onal President President national Jean-Claude Lanie( N ati.onal Secretary-Treasurer S ecretaire-tresorier national noit Doyon .&ilte Dumler Lucie Nicholson Tom O'Leary Jack Rodie General Vice-Presidents Via-presiden1.s giniraux ~. R01 JOB EVALUATION REPORT - CANADIAN UNIVERSITY EMPLOYEES ***************************************************** BACKGROUND In December 1986, Joe Denofreo, CUPE Representative servicing the Canadian University Employees (CUE) requested that I, Doris Hanson Job Evaluation Representative of the Canadian Union of Public Employees, study the office and staff of CUE and make some recommendations to CUE. A letter of December 8, 1986 followed from CUE with a request for an analysis of the following: 1. Office procedures: are there problems with the way the work is being handled. 2. Staffing level: do we need more staff, or simply a reorganization of the work and procedures 3. Management: 4. Pay structure: of the current staff. Job duties for each position: are the duties properly distributed. do we need a senior position, and if so what should the responsibilities of that position be. Level of clerical assistance: do we need a senior level secretary, a junior level secretary, or both. considering any recommendations on our office structure, what is the appropriate pay structure for this office. Currently the office staff are working many hours more than their regular shifts, and ove .rtime has been a problem issue for years. Is this overtime necessary, and if so how should it be compensated for. 5. The advantages of hiring versus electing the full-time officers. This study was requested by Ted Byrne, Union Representative on behalf of the Executive Board and confirmed in writing on December 8, 1986. The Executive Board confirmed the recommendation on December 16, 1986. (2) - .- -· The Executive Board took the above reconnnendations to their December 18th, 1986 meeting but there was no quorum. They did have an informal meeting with the members present and it was agreed that my report would be taken to the membership at the CUE Annual General Meeting in January, 198 7. I met with the Executive Board, Joe Denofreo,CUPE Representative and the full-time staff. The two elected full-time Union Representatives are Ted Byrne and Kitty Byrne. Helen Glavina is the full-time Administrative Secretary, a non-elected position. Ted Byrne resign ed and left CUE on December 31, 1986. Kitty is the President of CUE and the Temporary Union Representative replacing Patricia House. She will return to her position at UBC in February 1987. Helen is on a leave of absence from _her position at UBC. Several studies of the staff and office had been conducted in the past but had never been sanctioned by the Executive Board nor were they taken to the membership. The CUE office was opened in 1974 to provide service, coordination and clerical assistance for the Union's activities and the Union's by-laws reflect this. Until coming to Cl~E on a Service Contract, they have not belonged to a National Union. The Union membership is made up of approximately 1300 part time and full time members in twelve Divisions working in Clerical, Library, Technical and Service Workers positions at the University of British Columbia. The Union has been on a Service Contract with CUPE since March 1985 and may vote on affiliation to CUPE on March 1, 1987. 1. Office Procedures There does not appear to be any direction to or coordination between the three full-time positions and the Executive Board. Each staff person appears to do a total function. In brief, the Union Reps service members, type all their own letters, reports, etc . , and do their own filing. The incoming telephone calls are received by the Administrative Secretary who also does the accounting functions on a computer. The library appears not to be the total responsibility of any one person. (3) The office is open from 8:30 a.m. to 5:00 p.m., and members can drop in at will. The telephone is answered al l day either in person or on an answering machine . The most notab l e reve l atio n was that no one is 'in charge' or appears to be responsib l e for the total CUE office system or for the performances of t he Union Representatives or AdministratLve Secretary. The staff are on a 9- day for tn igh t wi th 7 3/4 ho u r days . There appears to be a good deal of overtime. The Exec u tive Board does no t appear t o be giving direction to s t aff and some of the elected Executive duties are being done by staff. Recommendations Executive Board meetings should be scheduled to fixed dates and be held twice a month. These dates should only be changed under extraordinary circumstances. All Executive Board meetings must have minutes so decisions, motions and reports are recorded in writing and followed up at the next meeting. A copy should be sent to absent Executive Board members prior to the next meeting. The CUPE C:Onstitution should be followed for the Election of Executive Board Officers, duties of Officers and Trustees. See B.11, (B . 2.1 to B.2.5), and B III (B.3.1 to B.3.12) I also recommend that the President b.e the Chair of the Negotiating Committee. I would recommend two Vice-Presidents rather than one. I would also recommend a sergeant-at - arms be elected. The Trustees should not be on the Executive Board but should be welcome at Executive Board meetings ( See CUPE Constitution B .. 3.10). B.3.13 of the Local Union By-Laws should reflect that the hired business agent is under the day-to-day direction of the Executive Board and is responsible to the Executive Board for the Office functions includin g any need for overtime. All paid staff should have job descriptions, which along with wages and benefits, should be reviewed prior to the A.G.M. The first V.P. should prepare these recommendations on behalf of the Executive Board for th e A.G.M. Files or file labels should be colour coded b.y subject and chrono l ogi ca l l y filed. ( 4) The office should not be considered a drop-in centre. Executive Board members and others should have an appointment or regular times/days for their office business. The telephone answering machine should be used at all times when the office is closed including the lunch hour. All files should be in the open office area. The Library should be reviewed with all office documents placed there. All books and data in the library should have a current directory posted. Perhaps all the library material is not necessary if CUE affiliates with CUPE. All outdated data should be disposed of. A CUPE calendar should be posted in the outer office with meeting dates, appointments and other pertinent information regarding the B.A. and office posted on this calendar. The Secretary/Receptionist should continue the practice of using separate binders for minutes of all committees, reports and incoming and outgoing correspondence as well as a chronological file kept at the Secretary's desk. These should be cleared every three months and filed. CUE should arrange a weekend seminar through the CUPE Education Department for a course on Union Administration for the incoming Executive Board. Regular Membership Meetings The Order of Business (Agenda) in the CUPE Constitution should be followed at all Executive Board--Regular Union Meetings. B.VIII Order of Business B.8.1 At the opening of the meeting the President shall take the Chair, and shall conduct the husiness in the following order: 1. Roll call of officers 2. Voting on new members and initiation 3. Reading of the minutes 4. Matters arising 5. Treasurer's Report 6. Communications and bills 7. Executive Committee Report 8. Reports of committees and delegates 9. Nominations, elections, or installations 10. Unfinished business 11. New business 12. Good of the Union 13. Adjournment • (5) Minutes of the previous meeting and the treasurer's report (prepared by the treasurer in conjunction with the bookkeeper) should be copied and distributed to members as they come into the meeting. The sergeant-at-arms should collect contract proposals or other confidential material when the meeting adjourns . The decisions of the Executive Board should briefly be reported to the members by the first V.P . The Business Agent should report on resolutions of grievances, outstanding grievances, complaints and problems. CUPE and the CLC have many films available for Union meetings; as well, speakers are available for Union meetings from many sources. This should be on the notice of meetings posted well in advance. As well, all meetings for the total year should be listed in each newsletter. The Secretary/Receptionist (see further on in this report) should report to and be responsible to the Business Agent. The office duties should be restructured as illustrated under the Secretary/Receptionist and Bookkeeper on page 8. 2. Staff-Levels and Hiring vs Elected Staff Two full-time elected Union Representatives service approximately 1300 members . a) Representatives Essentially they both do the same job but one Representative has the major responsibility for grievances, including benefit grievances and appointment notices which require constant surveillance. The other Representative has the major responsibity for Negotiating, is the Chairperson and Chief spokesperson for the Negotiating Committee and has the prime responsibility for reclassification, grievances and the newsletter. Both Representatives attend grievance committee meetings share the Division responsibilities handle or assist with LRB hearings or advice on LRB matters • (6) assist in training recommendations handle or assist UIC and WCB claims they shoulder the responsibilities for most committees which do not appear to be functioning well (most notably the Shop Stewards/Grievance Committee) Public Relations do own typing and filing which takes a total of 30% of their combined time other duties The present salary structure of the Union Representative is inadequate for the expectations of the CUE Executive Board. Recommendations I recommend that, rather than two elected Union Representatives, CUE have one fully qualified Business Agent based on the CUPE Constitution and pay that person a reasonable salary and benefits based on comparable positions within the Union movement in the Lower Mainlan d. This recommendation is reflective of the time both Representatives spend doing clerical duties (combined 30%), attending the same meetings, the redistribution of some of the present duties to the Executive Board members and the availability of advice and assistance from the CUPE National Representative and CUPE National Departments. As well, it does not appear to work having them as members of the Executive Board. Business Agent B.3.14 Whenever a Business Agent is employed or elected by a Local Union, it shall be at a regular meeting of the Local Union and the duties and conditions of employment of the Business Agent shall be inscribed in the minutes of the meeting. Such duties and conditions of employment shall not be inconsistent with the provisions of this Constitution or the By-Laws of the Local Union. Notwithstanding any other provision of this Constitution, Business Agents, other than from the bargaining unit(s), may have voice but no vote at meetings of the Local Union, and will not be delegates to District Council meetings, Provincial Division and/or National Conventions. and is responsible for directing the Union's Secretary/ Receptionist, bookkeeper and the smooth functioning of the CUE Office. (7) This position should be advertised innnediately within the CUE membership and in the Province and Sun. A Personnel Committee should be appointed by the Executive Board to review like union positions in the Lower Mainland to fashion a fair wage and benefit package for all 3 staff, which would reflect the work, hours worked and requirements of the job. This committee will also screen and interview applicants and make recommendations for an appointment as well as wages and benefits. The duties, skills, qualifications of the Business Agent should be: 1. insure that all Divisions have properly functioning grievance committees 2. assists all Divisions in processing personal and policy grievances 3. assists all committees in exercising their duties in order that all members may receive proper service. 4. prepares and presents briefs to the employer when required or assists the CUPE Public Relations Rep when necessary. 5. assists the CUPE National Representative in all efforts to strengthen the Canadian Union of Public Employees 6. attends Division, Executive Board and Job Steward meetings and makes written reports of same 7. provides advice on the Collective Agreement 8. presents grievances commencing at Step 2 of the Grievance Procedure 9. may, according to a schedule, visit union members on the job sites 10. prepares research material for grievances, WCB appeals, UIC Appeals, arbitrations, LRB hearings, negotiations and represents CUE or assists CUPE Representative in presentations 11. assists committees w:ith Union Newsb.ulletin for production by clerical staff 12. organizes shop steward seminars and provides advice and assistance to Job Stewards 13. reviews reclassification and re-evaluations and processes grievances if necessary 14. keeps notes at all union/management meetings for files 15. presents some arbitration cases as directed by the Executive Board 16. prepares monthly report on activities for Executive Board and Division meetings 17. assists CUPE Representative in negotiations as directed b.y Executive Board 18. ability to direct clerical assistants and bookkeeper. B. Working Conditions Under review. C. Recommended Skills artd Experience 1. Experience in negotiations, grievances and arb.itrations 2. Experience in WCH, UIC, LRB, reclassification appeals (8) 3. Experience in Labour Management meetings 4. Steward training and experience 5. Local Union Executive Board experience 6. Public speaking ability 7. An understanding of the University environment 8. Have attended a time management course or is willing to attend The Business Agent may seek advice from the CUPE Representative when required and will work closely with the 2nd V.P. and Stewards. The Stewards will be the first contact for grievors. The Steward system must be made functional and I recommend that the Division Representatives be deleted from the by-laws and the Shop Stewards become the Division representatives on the Executive Board. Also de l ete the Chair of the Grievance Committee from the By-Laws on the Executive Board. I reconnnend the Chair of the Grievance Committee be the second Vice-President. I recommend that two steward training sessions be held each year. One for beginners in February and the other for advanced training in September or October and each of these be scheduled well in advance with the CUPE National Representative and the CUPE B.C. Education Representative. Administrative Secretary Present Duties: considerable time xeroxing notices, newsletters and minutes does bookkeeping/accounting functions on computer answers telephone, directs calls opens and directs incoming mail, outgoing mail maintains membership files solicits volunteers for assistance purchases supplies other clerical duties the incumbent appears to have been hired as a bookkeeper and is now doing a more complicated accounting function on the computer which requires a lot more time and expertise than originally anticipated. Recommendations The b.ookkeeping function has hecome .more of a full accounting function on the computer. ' (9) I would recommend that the available CUPE accounting software be reviewed through your CUPE National Representative and Marc Belanger from CUPE National Ottawa Office for recommendations and that this function be delegated to a once - a-month part-time bookkeeper. This would free the Administra tive Se cr e t a ry to f ulfi l a Secretary/Receptionist position, with duties to assist the Business Agent. I recommend the title be changed to Secretary-Receptionist with the following duties effective date of Business Agent starting. Secretary-Receptionist Duties performed (under supervision of B. A.) acts as an office receptionist operates a telephone switchboard types letters, reports and minutes from draft copy opens and sorts incoming mail opens new files , maintains all files, binders in library posts outgoing mail operates photocopier deposits dues and other monies into bank orders and receives office supplies and verifies invoices books meeting rooms if necessary co-ordinates volunteers solicited through the newsletter ability to operate computer maintains connnittee and shop steward lists Skills required Computer experience and demonstrated ability to do the above functions. Extensive knowledge of the union movement. The salary, benefits for this position should be in line with . other like positions in other union offices and in conjunction with the collective agreement between UBC and CUE if the position is filled by a member on leave of absence. If the wages in the study are found to be less than presently paid, the incumbent should be fully red-circled and receive all forthcoming increases until the position is vacated. The position then should be posted internally and advertised in the Sun and Province, using a Personnel Committee for selection and recommendations. Bookkeeper (Under the supervision of the B .. A.) salary and benefits under review bookkeeping software under review part-time 2-3 days a month based on study to be conducted (10) Duties performed prepar es payroll for Local Union staff posts and balances sub-ledger, cash book and journal posts ledgers and trial balances prepares monthly financial statements and cheque registry for Executive Board and Union Meetings pays Local Union bills checks bills from employers for lost time; corrects and pays ability to work with the Elected Treasurer. Skills required Proven ability to do above duties. Computer experience. Knowledge of the Union movement. The salary and benefits should be in line with other similar Union positions. (This need not be done on site at the CUE Office -- depending on the recommendations of the study.) Management There appears to be little authoritative management of the Office. Because the elected Union Representatives are part of the Executive Board the decision making process lacks solid recommendations from the 'Staff'. The Administrative Secretary has no 'direction' or problem solving assistance. There is little recognition for the job done, or wages commens.urate with job duties. Recommendations I have made the recommendations previously to help manage the office and staff. I also recommend a review by the Personnel Committ ee and t he CUPE National Representa t ive t o study t h.e wages, be nefi t s a nd worki ng conditions in other union offices to assist i n ne gotiat i ons wi t h t he hi r ed staff. I also recommend a structure for problem-solving between the Executive and Staff. (11) Pay Structure All three staff receive the same pay -- Pay Grade 8 $1,929.00 a month ( $12.69 per hour). Recommendations The recommendations are on the previous pages: ie Pay should reflect job duties and based on similar union positions within union offices in the Lower Mainland Elected vs Hired Staff This only applies to the full time Union Representatives. The Administrative Secretary is a hired staff position. Recommendations Are on the previous pages, b.ut I again reiterate that all staff should he hired and that CUE have: 1. One Business Agent (full time) 2. One Secretary-Receptionist (full time) 3. Bookkeeper 2-3 days a month, whichever is required, and that the new accounting package now b.eing used be compared to the newly available CUPE software package for the least complica ted and most efficient operation. ADDITIONAL OBSERVATIONS Education Recommendation Shop Steward education on previous pages Executive Board education is recommended through the CUPE Education Department for a weekend seminar Tech change in the Union office should be addressed in a Collective Agreement or contract with hired staff. All elected positions should be allowed and encouraged to attend CUPE Education Courses for their positions and any interest in Union commitment by members should be encouraged. (12) Committees It is essential for an effective local to have active committees. Advice from your CUPE Representative is available if required to have effective local participation by members. Budget CUE, through your National Representative, invited the CUPE National Accounting Department to assist with a budget. (Appendix A). I I think all my recommendations can be comfortably realized with some adjustments to that budget. CONCLUSION First of all I would like to thank your Executive Board, Staff and CUPE Representative for all the assistance and information willingly given to solve the problems of your office. I realize that these are fairly ambitious recommendations but with both elected Union Representatives leaving, it is the optimum time to make changes and a review of the total CUE office is long overdue. It is very healthy to continually review procedures. I a l so rea l ize the limitations on time that local Executive Board memb.ers face when reviewing such facilities. All my recommendations are made with a view to your affiliation to the Canad~an Union of Public Employees and will all of CUPE's expertize available to you through the following departments: Legal and Legislative Department Department of Organizing and Servicing Education Department Research Department Job Evaluation Department Equal Opportunities Office Health & Safety Department Public Relations Department Keeping in mind that Rome wasn't built in a day, and the result of the race between the tortoise and the hare - any changes sho uld be slowly and carefully carried out and where necessary, never b.e hesitant in asking for help from experts! (13) Highlights of the Review in brief I have recommended that the two full-time elected Union Representatives be replaced by one qualified full-time hired Business Agent. This position would be responsible for the functioning of the office and the other hired staff. I also recommend extensive office procedure changes . I have recommended that the title of Administrative Secretary be changed to Secretary-Receptionist and the emphasis of this position changed to assist the Business Agent with the appropriate clerical duties as well as receptionist duties. I have recommended that the complicated accounting function be reviewed and a fully qualified bookkeeper be hired to do the bookkeeping and payroll functions decided upon. This should take no more than 2-3 days a month. I have recommended that the Business Agent be responsible to the Executive Board. I have reconnnended that the Executive Board be restructured as indicated and the President automatically becomes the Chair of the Negotiating Committee. The first Vice President would be responsible for reporting Executive Board functions to the members as well as the Report on staff wages and benefits to the A.G .M. The second Vice- President would be the Chair of the Grievance Committee and res .ponsible for the functioning of the Stewards. I have recommended that the Division Representatives be dropped from the Executive Board and replaced by the Shop Stewards who will have two training sessions each and every year. The trustees should not b..e members . of the Executive Board as indicated in the CUPE Constitution. I have recommended that a Sergeant-at-arms be elected and be part of the Executive Board and responsible for Union meeting security and sign-in duties. I have recommended that a Personnel Committee be struck to hire staff and review the salary and benefits for all hired staff based on similar union positions in the Lower Mainland. I have made Education and Committee recommendations. I have reviewed the two prepared budgets and recommend the use of the budget which shows CUPE affiliation. This budget closely scrutinized should fit my recommendations with a few adjustments .• (14) If this report is accepted by the membership, a Special By-Law Committee should be struck to amend the existing By-Laws for membership approval. The Author opeiu-491 held every elected office in her Local Union except Treasurer from 1970 - 1978 and ran an elementary school office for 8 years was Area Rep, Secretary and first Vice-President of CUPE B.C. Division from 1976 - 1978 came on staff as a CUPE Servicing Representative in 1978 administered two local unions which included doing all the Secretary-Treasurer's functions was appointed Job Evaluation Representative in 1986 prior to 1970 was an Executive Secretary in Private Industry, which included running two offices. ,., , 1 A P P E N D IX A : ·, C A N A D IA N U N IV E R SI T Y E M P L O Y E E S B U D G E T E D S T A T E M E N T O F R E V E N U E A N D E X P E N S E S F O R 1 98 7 JA N U A R Y F E B R U A R Y M A R C H A P R IL M A Y JU N E JU L Y A U G U S T S E P T E M B E R O C T O B E R N O V E M B E R D E C E M B E R T O T A L R E V E N U E : A C C O U N T # D ue s an d In it . F ee s 30 00 24 10 0 24 10 0 24 10 0 24 10 0 24 10 0 24 10 0 24 10 0 30 40 0 24 10 0 24 10 0 24 10 0 24 10 0 29 55 00 In te re st 31 00 75 75 75 75 75 75 75 75 75 75 75 75 90 0 D on at io ns 32 00 0 0 0 0 0 0 0 0 0 0 0 0 0 C U P E S al ar y G ra nt 33 00 30 00 30 00 30 00 30 00 30 00 30 00 30 00 30 00 30 00 30 00 30 00 30 00 36 00 0 T ot al R ev en ue 27 17 5 27 17 5 27 17 5 27 17 5 27 17 5 27 17 5 27 17 5 33 47 5 27 17 5 27 17 5 27 17 5 27 17 5 33 24 00 E X P E N D IT U R E S A rb it ra ti on E xp en se 40 00 42 0 42 0 42 0 42 0 42 0 42 0 42 0 42 0 42 0 42 0 42 0 42 0 50 40 C on tr ib . S tr ik e F un d 40 10 0 0 0 0 0 0 0 63 00 0 0 0 0 63 00 C ou rs es & c on f. 40 20 36 0 36 0 36 0 36 0 36 0 36 0 28 60 36 0 36 0 57 60 36 0 36 0 12 22 0 D ep re ci at io n E xp . 40 30 16 9 16 9 16 9 16 9 16 9 16 9 16 9 16 9 16 9 16 9 16 9 16 9 20 28 D on at io ns 40 40 so so so so so so so so so so so so 60 0 S ub sc ri pt io ns 40 50 20 8 20 8 20 8 20 8 20 8 20 8 20 8 20 8 20 8 20 8 20 8 20 8 24 96 E m pl . B en ./U IC -C P P 40 60 27 0 27 0 27 0 27 0 27 0 27 0 27 0 27 0 27 0 27 0 27 0 27 0 32 40 E m pl . B en ./M ed ic al 40 70 66 1 66 1 66 1 66 1 66 1 66 1 66 1 66 1 66 1 66 1 66 1 66 1 79 32 E qu ip m en t L ea se 40 80 20 6 20 6 20 6 20 6 20 6 20 6 20 6 20 6 20 6 20 6 20 6 20 6 24 72 E xe c. /C om m it te e E xp . 40 90 33 3 33 3 33 3 33 3 33 3 33 3 33 3 33 3 33 3 33 3 33 3 33 3 39 96 G en er al E xp en se s 41 00 so so so so so 50 so so so so so so 60 0 In su ra nc e 41 10 60 60 60 60 60 60 60 60 60 60 60 60 72 0 In t. & S er vi ce C hg . 41 20 12 12 12 12 12 12 12 12 12 12 12 12 14 4 L eg al /A cc ou nt 'g F ee s 41 30 43 0 43 0 43 0 43 0 43 0 43 0 43 0 43 0 43 0 43 0 43 0 43 0 51 60 M ed . B en ef it /M em bs . 41 35 48 0 48 0 48 0 48 0 48 0 48 0 lf JO 48 0 48 0 48 0 48 0 48 0 57 60 N ew sl et te r 41 40 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 12 00 O ff ic e S up pl ie s 41 45 10 50 10 50 10 50 10 50 10 50 10 50 10 50 10 50 10 50 10 50 10 50 10 50 12 60 0 P er C ap it a/ C U P E 41 50 13 30 0 13 30 0 13 30 0 13 30 0 13 30 0 13 30 0 13 30 0 13 30 0 13 30 0 13 30 0 13 30 0 13 30 0 15 96 00 P er C ap it a/ O th er * 41 60 63 6 63 6 63 6 63 6 63 6 63 6 63 6 63 6 63 6 63 6 76 32 P os ta ge /C ou ri er 41 80 so so so 50 50 50 so so 50 so so 60 0 P ri nt in g 41 85 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 26 40 P ro f. & C on su lt in g 41 90 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 10 0 12 00 R en t & T ax es 42 00 40 5 40 5 40 5 40 5 60 0 60 0 60 0 60 0 60 0 60 0 60 0 60 0 64 20 R ep ai rs /M ai nt . 42 10 13 0 13 0 13 0 13 0 13 0 13 0 13 0 13 0 13 0 13 0 13 0 13 0 15 60 S al ar ie s/ O ff . S ta ff 42 20 79 89 60 60 60 60 60 60 60 60 60 60 60 60 60 60 60 60 60 60 60 60 60 60 74 64 9 T ax is /P ar ki ng 42 25 12 0 12 0 12 0 12 0 12 0 12 0 12 0 12 0 12 0 12 0 12 0 12 0 14 40 T el ep ho ne 42 30 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 22 0 26 40 U ti li ~~ es 42 40 70 70 70 70 70 70 70 70 70 70 70 ' 70 84 0 -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- --- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- --- -- -- -- -- -- -- -- -- -- -- -- -- -- -- - T O T A L E X P E N S E S : 28 09 9 26 17 0 26 17 0 26 17 0 26 36 5 26 36 5 28 86 5 32 66 5 26 36 5 31 76 5 26 36 5 26 36 5 33 17 29 -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- ---- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- - S U R P L U S /( D E F IC IT ) -9 24 10 05 10 05 10 05 81 0 81 0 -1 69 0 81 0 81 0 -4 59 0 81 0 81 0 67 1 -- -- -- -- -- -- -- -- -- -- -- -- -- -= = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = ·= = = = = ·= = = = = = = = = = = = = = = = = = * B as ed on B .c . F ed . pe r ca pi ta du es . If w e jo in B .C . D iv . of C .U .P .E . an d V an co uv er an d D is tr ic t L ab ou r C ou nc il w e w ou ld sp en d $2 30 0 ex tr a. Dec. 10/91 opeiu 491 - between and THE UNIVERSITY OF BRITISH COLUMBIA The parties hereto agree to recommend the following to their respective principles. CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The Unive~ity and the Union hereby agree to the following: I Article 2 - Recognition Move second paragraph from Article 1.01 (General Purpose) to new Article 2.02, with mutually agreed proviso that the change is for style, and no substantive meaning is attached to the fact that the paragraph has moved. 2.02 No employee shall be required or permitted to make written or verbal agreement ,vith the University or its representatives which may conflict with the terms of this Agreement. ,, / -,. / / - - / < /7, •"(.··-~_,,-_-:;- S/_Hammond, Manager Employee Relations (For the University) (Date) .. • ,,Oenofreo, Na onal epresentative, CUPE (For the Union) .. CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 3.03 - Sessional Employee Replace 4th paragraph with the following: 3.03 Full-time and part-time sess ional employees shall be entitled to all the rights and privileges accorded under this Agreement to full-time and part-time continuing employees, respectively, except as noted below: (A) Personal Study Benefits (Article 21) Sessional employees shall be exempt from this benefit . (B) Employment Security (Article 34) Scssional employees shall be entitled to the inte r nal placement, layoff, and recall procedures specified under Article 34.05. .,"-r ./ /'".-· , . . /_ - ··- / '- . ,;• . . . ,.. .. - . / / /~r :/~ ... "' S._H~mmond, Manager Employee Relations (For the University) .. I rv,: . / ,.- ) a 1 t· L-{; 1-<<'>-/ 1 1--· I 7 I (bate) t ., !' \.. 1 ·;. /Jt!l t· (t.-Y. ' .l(/- ;3'. ;Deno f reo, Na ,1 nal ·Representative, CUPE (For the Union) .. CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 3.04 - Temporary Employee Amend first paragraph ( definition) as follows: (A) A temporary employee shall mean an employee who is hired to fill short- term positions, normally of less than three months duration , or to fill vacancies resulting from leaves of absence or maternity leaves where such positions cannot be filled through temporary promotion . Extensions or reappointments to the same position "normally of less than th ree months duration," noted above, shall be by mutual agreement. ,;,;,.. ~- .-·. / .· -:,~ ···_,,,,:· '• : - ,. , v.;,, .-,. .,./ ./ ,;., / ,,. / •' ,- ·.• ,,,,,,. r -- S •. Hammond, Manager Employee· Relations (For the University) (J/Denofreo, Natu nal '-Representative, UPE (For the Union) I ' CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 3.04(F) Personal Study Benefits (Article 21) Add new sub-clause (ix) which reads as follows: (ix) Temporary employees shall be exempt from this benefit. :s.~Hanimond, Manager Employee Relations (For the University) ')'fLc'- 1-:_ -l , ,!-p/ (Date) 1 \ • J>enofreo, Nati Representative, (For the Union) CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 7.02 - Full-Time Leave of Absence Amend as follows: 7.02 A leave of absence without pay shall be granted upon request 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 any other body in which the Union maintains membership or affiliate status. Any employee so elected or selected must give one (1) month's notice to the University. Seniority shall accumulate during such employee's leave of absence of up to two (2) years but not 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 of absence has a term of hvo (2) years or less, the employee shall be returned to her/his former position with the University. When the leave of absence exceeds two (2) years, the employee shall be placed in the coincidental vacancy of her /his choice in her/his farmer classification, or where no coincidental vacancy exists, shall invoke the provisions for internal placement. , _,/ - / . .· _, .-_,/ / c<=:;. ..... , ., ---::?' S. 1-Jammond, Manager Employee Relations (For the University) ,: J,1,1-(iv(/~ ;J/0; (Date) ., CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 17.01- Picket Lines Change "CUE" to "CUPE 2950". , /'? -) . ,,,-"· . .- , ,./ - ., _/ .. '/ ~ - .. ~ ., _ ... · -, .. ,. . •, . . .• . .--;c::;:::.-// < -S. ·Hammond, Manager Employee Relations (For the University) .. .. CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 19.06 - Notice of Layoff or Involuntary Transfer Due to Technological Change. Change references to Involuntary Transfer to Internal Placement, in both title and text as follows: 19.06 Notice of Layoff or Internal Placement Due to Technological Change. Employees laid-off or internally placed due to conditions of this Article shall receive three (3) months notice or pay in lieu of notice. Severance pay will be paid out twice monthly, equivalent to the salary received prior to layoff. S: Ha_mmond, Manager Employee Relations (For the University) .. J; Denofreo, Nati (Jtepresentative, (For the Union) CUPE, LOCAL 29S0 1991COLLECTIVEBARGAINING The University and the Union hereby agree to the following: Article 21.01 -Tuition Fee Benefit On completion of the probationary period, a continuing full-time employee, excluding sessional employees, shall be entitled to tuition fee benefit to take or audit credit courses to a maximum of twelve (12) credits (formerly 6 units) per year (12 months). Non-cr edit courses may be taken to the equivalent in fees over a year . To determine the equivalent value in fees, reference should be made to the fee for six (6) credits (formerly 3 units) 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-half (17 1/2) hours per week . This benefit may be transferred in full or in part to the eligible employee's spouse or dependent child to take or audit credit courses to a maximum of twelve (12) credits (formerly 6 units) per year . _,,..-- ~ --. . /~, - - -::~ /c-- ---~-~namm\id, Manager / Employee Relations (For the University) • I I\.,,,:_,..._, Li..-',-:_;- 2 I \ '7"7 l (Date) J. Denofreo, National Representative , CUPE (For the Union) CUPE, LOCAL 2950 1991COLLECTIVEBARGAINING The University and the Union hereby agree to the following, on the understanding that the Confirmation of Employment letters to Sessional and Temporary employees will contain the information that they are entitled to receive job postings after layoff upon request to Human Resources: 22.01 - Job Postings All vacancies for continuing and sessional positions 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) wor1dng days. All vacancies of three (3) months or more duration shall be posted, with the exception of Leave of Absence, including Maternity Leave, which may be filled by temporary f romotion under Article 22.07. These positions will be posted if the employee on Leave o Absence fails to return from Leave of Absence, i.e. terminates employment. No position of over three (3) months duration shall be filled from outside the bargaining unit without being p~:;~~ accordance with this article. A copy of all job postings shall be sent to the "fon office, to all continuing employees on the recall list, and upon the employee's request to sessional and temporary employees on the recall lists. All postings shall include the specific job title, a summary of the position specifications outhning the job duties, minimum qualifications and pay grade. Each notice shall state: ''both males and females are encouraged to apply". S{ijaniinond, Manager Employee Relations (For the University) .. • 'l>enofreo, Nati , ~epresentative, C (For the Union) f I - I I - . ' I , · ..,- • I - • ••· ' I • . I , - . . ·• ·\- . .- ' ' °\ - ... ,; ... 4 - CIRCLING ' - , Article 22 . 06 (B) Union proposal January 3 , 1991. - Y\O \o'SS ~5 0.0 o._ v-.e.-;,u..,(-4 do WV"\ w OJI'£ v-e c. / a.S5 if c CG-{-(0'-'\.. - YR. °'_\ VVl-€/AM i wr (\0v,) vr tlv\_ j,.,__ l tJ.De er( V R c,Y d • --\-o s-\-t1--'--( ·1 "- f l + ,°"'- 1',m:2. Cl r-cld « · iii\ -s -1-.ed F ,iA¼111J f tdi.C~ .,.~, a/ Av+ I 'i Teck Cit~. CUPE, WCAL 2950 1991COLLECTIVEBARGAINING The University and the Union hereby agree to the following: 22.08 - Orientation Period for Transfet' and Promotion When promoted, transferred or voluntarily demoted, the employee shall be on an orientation period for three (3) months. H an employee finds the job unsatisfactory or is unable to meet the basic job requirements: (A) In the case of promotion, the employee shall be returned to a vacant position of her/his choice in herjhis former salary range. If such a position is not available, she/he shall be returned to her/his former position. (B) In the case of transfer, the employee shall be placed into a vacant position of her /his choice in her /his salary range. If such a position is not available, she/he shall be returned to her /his former position. (C) In the case of voluntary demotion, the employee shall be placed into a vacant position of her/his choice in her/his current classification. - .. Y .· / / ,# ,v,~~~~/ · _.,~-§:.~·Hammond, ~anager / J£mployee Relations (For the University) _.(Bate} 7 .. .. CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 24.03 - Working Conditions Co1nmittee Change references to Working Conditions Committee to CUPE 2950 Health and Safety Committee~ as follows: The Union shall establish a CUPE 2950 Health and Safety Committee and inform the · University of its members. The University shall recognize this Committee and shall communicate with it in regard to any problems in employees' working conditions that the Committee wishes to draw to the Uruversity's attention. Upon request, the University shall provide the Committee with such statistical and other information at its disposal relevant to the particular problem raised. / . ,,, I - • . --~ / • _J&·,,,;· ., ·· S.Hanimond,Manager Employee Relations (For the University) .. J,(l)enofreo, Nati nal Representative, UPE (For the Union) CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 24.05 - Consultation Amend the second group of (A), (B), (C), (D), to {l), (2), (3), ( 4) . . ..-:;:) < . -;/, . / , ·, .. . , %'' .J',: -::, : - ·( C :,--<' ,,:,,-.....,,,-r"' , S:Hammond, Manager Employee Relations (For the University) .10enofreo,. Nati . ·epresentative, (For the Union) CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 24.08 - Health and Safety Comn1mittee Amend title to "University Health and Safety Committee• . ,,,..~/- . . . - . ./ .. , /--·< _ _.,. // , .,,,. ,· 7 . j . / "t:. •" / p & . :. -..f::?';-- s.: Hammond, Manager Employee Relations (For the University) . J'.Y,~~ 1 ;;./1 I (Date) .. ' I '- . Denofreo, Nat" nal . epresentative, UPE '{For the Union) ' CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 27.02 - Vacation Schedule for First Incomplete Year Amend as follows: 27.02 Each employee shall receive during the first incomplete year (first calendar year) of service one and one-quarter (1-1/4) working days (8-3/4 hours) for each month worked prior to December 31st with the right to take days as they are accumulated. For probationary employees, the probationary period may be extended by the amount of earned vacation actually taken. ---'~ _,.._ - 7 · - ,, ,. . . - . "/"' , , ' __,,,, __ ,,.. -- . . . • · <-~- ec,,. .-1/-· •-r · S. ·Hammond, Manager Employee Relations (For the University) r~_, , -1 I £'1 /; k-'~ ·\../~ f ,.~ _.• 1 (Date) · .. J enofreo, 1 v tional ' -Representative, CUPE (For the Union) CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 30.02 - Compassionate Leave Amend third paragraph under (A) to read: Immediate family shall include an employee's parent, grandparent, spouse, common-la,v spouse, same sex spouse, child or ward, brother, sister, father-in-law, mother-in-law. /J -~ __ .,.,. :::· /5/ ,,..1:· .4 -f:,.,,-0-L? :s: Hammond, Manager Employee Relations (For the University) l \ l~enofreo, Nati \.l{epresentative, (For the Union) PENSION PLAN Article 30.03 Language to reflect that Pension Plan shall become part of the collective agreement . \ CUPE, WCAL 2950 1991COLLECTIVEBARGAINING The University and the Union hereby agree to the following: Article 30.0S(A) - Medical Plan Amend first sub-clause to read as follows; reflecting change effective 1989 July 01, negotiated in last collective agreement: 30.05 (A) (i) The employer shall pay one hundred percent (100%) of the monthly contribution to the Medical Plan. {. S . .tiammond, Manager 'Employee Relations (For the University) , 1· »-r,. '/ - t:, Y.~ , .,.:· /i.,, ... . . I_ ;'/ ( , _., .. ""' • ._..... ,_/ ! (Date) DENTAL PLAN Article 30.05 (B) Union proposal January 3, 1991. CUPE, LOCAL .2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 30.06(C) - Medical and Dental Appointments Amend as fallows: 30.06(C) Absence of one-half (1/2) day for medical or dental appointments shall not be deducted from an employee's sick leave credits nor shall any pay be deducted . There shall not normally be more than an average of one -half (1/2) day per month for this purpose. Excessive use of medical and dental appointments may require medical or dental certificates. Refer to Letter of Agreement Re: 30.06. Insert the fallowing Letter of Agreement Re: Medical and Dental Appointments, as Appendix : LE1'1'ER OF AGREEMENT RE: MED ICAL AND DENTAL APPOINTMENTS It is understood and agreed that: 1. Employees are entitled to 3.5 hours per month for use for medical or dental appointments. Employees may use the 3.5 hours if necessary all at one time, or in pieces (eg. three one-hour parcels at the end of the working day). 2. On average, employees will not use more than 3.5 hours in a month for the purpose of medical appointments. When an employee exceeds 3.5 hours for this purpose, then the University uill average usage over the twelve months immediately preceding the current month; if the employee has not averaged 3.5 hours over the previous 12 n1onths, then additional time for appointments is available to the employee up to the maximum potential usage of 42 hours. By referencing the moving average over the twelve most recent months, employees are able to 'wipe out' months of high usage systematically . If the employee's usage exceeds 42 hours, then payment for the medical appointment is deducted from the employee's accumulated sick leave bank. If the bank . has run out, then the pay for the time will be deducted from the employee's next cheque . -. t -· - · _.., :.,.--c::::1// ;:- .:Y· .:-;;-., - :' S. ij~mmond, Manager Employee Relations (For the University) A J . \ .r-. I . :__ l.,,i .: ;{;L/''J/. ;-~d i ,l .,,.r---,,f' -< \v{..· - .. ,, v <- . ., , t,. L,, - J ._;l)enofreo, NationM Representative, CUPE (For the Union) .. MATERNITY AND ADOPTION LEAVE Article 30 . 07 Amend : change 18 weeks to 28 weeks. .,,...7 T , - T Amend Letter of Agreement on Page 84-85 to fl reflect 95% top-up payment during leave and (__ 5% top - up payment upon return to work. (S"~ 4 - :>-G. Wt I,,.~ (A l<,4w I 0 l,L.l. 1 ')~""" rw,7 I tvr-"' o-.ii fAAmt)b r~ · ~,i ··r· ..... -'? "";> ,,,..., 7 "/ / / - /1/ / / / 7 7 - /' J - , ) PERSONAL LEAVE (NEW) Article 30.08 Union proposal January 3, 1991. Article 31.01 LETTER OF AGREEMENT Re: Joint Committee on Job Standards (Article 31:01) Union proposal November 21, 1991. LETTER OF AGREEMENT Re: Job Evaluation Plan To be negotiated. a:\- ~Qt"'":":S TC<ble. ~l()Jt\ CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: 32.03 • Accrual of Seniority Amend as follows: 32.03(A) Seniority shall accrue from the first day of employment and shall continue to accrue except as stated otherwise in Articles 7.02, 32.04, and 32.06. - ,, . ---~-, . .., ·---'<= <>-e~ -p---' L .. ·s:Jiammond, Manager Employee Relations (For the University) /: '2 I~ : ~- /__ / / f / (Date) .. ,.1 1 I " , • \, ~·L( ~':/v. .J/Denofreo, Nati. ~Representative, G (For the Union) CUPE, LOCAL 2950 1991COLLECTIVEBARGAINING The University and the Union hereby agree to the following: Article 33.06 - Disciplinary Action/Employee Flies Add second paragraph, as follows: 33.06 Any employee wishing to have her/his Performance Appraisal removed from her/his employee files (and destroyed by the employee concerned) after the expiration of 24 months from the date it was issued, shall have such request honoured provided that similar negative comments made in the Appraisal have not been repeated • .• ·- _/ (_ .,r.:· ,t_~.,--:;, ., S. Hammond, Manager Employee Relations (For the University) J. Denofreo, Nati ~~epresentative, _,.,,..,_ (For the Union) 't,--- CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 34.04 - Internal Placement and Recall - Continuing Employees Amend as follows: 34.04 (A) /) - / Notice The University will give one {I) month's written notice or pay in lieu of notice of internal placement and layoff. Internal placement may take place if a position becomes available during the notice period . Notice shall not coincide with the employee's vacation. Subject to Articles 30.06(E) and 7.02, if notice is given during the period an employee is on any approved leave of absence, the employee's internal placement rights will normally be deferred until the date the employee returns to work. However, if the employee notifies Human Resources in ,vriting that she/he is prepared to begin the internal placement period during the leave of absence, the University will begin to send a copy of the job postings to the employee each week, and the internal placement period shall begin when the first job postings are received by the employee. The University will not send postings earlier than one month before the date the employee is scheduled to return to work. In the case of an employee returning to ·work from WCB leave, she/he shall be temporarily placed in a position with no loss of pay until the notice period expires. ,,,· / ' ,, . ·' ... , . -< - // . ·-·-<- cS.lianimond, Manager Employee Relations (For the University) /'Ylt1.-~£ ;))cj; (Date) · J: _Denofreo, Natio~l Representative, COPE (For the Union) CUPE, WCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: Article 34.04 (C) - Internal Placement and Recall- Continuing Employees Delete all references to one (1) year seniority and grant funded position in paragraph 3 to read as follows: 34.04 (C) However, if vacancies in the employee's classification did occur during the notice period and were passed up by the employeej, then the following options are available: - termination of employment with severance pay - layoff with recall nghts for twelve (12) months. ,/ . -- / .,,-:.· ) / .- . ...:: ~: -n~ ,~--_y;:.;, ... -~/ S~ Hammond, Manager Employee Relations (For the University) ~) !,.. -• ,,..7-,1 ,.., l , ·; I I L.-:, l. V[ .. . I ...., '"( . (Date) .,.Denofreo, Natio _ )representative, C (For the Union) • CUPE, WCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: 34.04 (C) (iii) (2) .. Internal Placement and Recall - Continuing Employees Amend as follows: 34.04 (C) (iii) (2) ,. , At the time of layoff, employees may notify the Human Resources Department in writing of the departments or Library divisions within which placements through recall will not be accepted or that temporary placements will not be accepted . A part-time employee being laid off may notify the Human Resources Department in writing that she/he will not accept recall to positions which have more than 10% greater or more than 10% lesser hours per week than her/his current position. (For example, an employee who has been laid off from a 60% position may notify Human Resources that she/he will not accept recall to a position that is either more than 70% part- time or less than 50% part-time). In these cases the Human Resources Department will not recall the employees to such vacancies, and the employees will not forfeit seniority and recall rights by not having been recalled to them . .,· ' . _J• ,,,,.,.. / ''\ .·. I · }..J, .)f! F, , JJ'/,;) l .1.,-- ·. " '- / L)i.t- r:.,,:, I i../' ..... .., -S. Hammond, fvlanager Employee Relations (For the University) /J . Denofreo, Natic(rial ..,, Representative, CUPE (For the Union) (Date) · CUPE, WCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: 35.03 - Grievance Procedure (A) Step 1: An employee who has a grievance shall first go to her /his supervisor or designate. The employee must be accompanied or represented by her /his steward or other Union representative. The supervisor shall be given an opportunity to answer the complaint verbally. Failing resolution, the grievor and her/his steward shall present the grievance to the supervisor in writing. After receipt of a written grievance the supervisor shall have five (5) working days in which to present her/his written reply to the steward. Failing settlement, the grievance shall be processed to the next step within the five (5) working days following either receipt of the supervisor's reply or expiry of the above time limit, whichever comes first. If the supervisor is the department head, Step 2 shall be omitted and the grievance with the supervisor's written reply shall proceed directly to Step 3. (/~, / /~; c--"'"" ~mond, Manager ~mployee Relations (For the University) /\JC,"'/ .t.. '- b:_- 1 1. l~ Oi l (Date) .. J. enofreo, Nation R resentative, C (For the Union) .. ARTICLE SIS • ARBITRATIONS I ARTICLE 315.04 Expedited Arbitrations 1. The parties shall detennme. by mutual agreement. those grievances suitable for expedited arbitration. 2. Those grievances agreed to be suitable for expedited arbitration shall be scheduled to be heard on the next available .expedited arbitration date. Expedited arbitration dates shall be agreed to by the parties and shall be scheduled monthly or as otherwise mutually agreed to by the parties. 3. The location of the hearing 1s to be agreed to by the parties. 4. All presentations are to be short and concfse and are to include a comprehensive opening statement. The parties agree to make lfmtted use of authorities during their presentations. 5. Prior to rendertng a decision. the arbitrator may ~ist the parties fn mediating a resolution to the grtevance. If this occurs. the cost will be borne 1n accordance with Section 112 of the Industrial Relations Act. 6. Where mediation fails. or is not appropriate. a decision shall be rendered as contemplated herein. · 7. The decJsion of the arbitrator 1s to be completed and mailed to the parties within three (3) working days of the hearing. 8. The parties shall equally sh~ the costs of the fees and expenses of the arbitrator • . 9. The expedited arbitrators, who shall act.as sole arbitrators. shall be ••• 10. The expedited arbitrator shall have the same powers and authority as an arbitrator established under the provisions of Artfcle 35.04 except for 35.04(C), INCREMENTS Article 36.01 Union proposal January 3, 1991. l:l ef {~ct<~ (\,~ \; WAGES Article 36.01 Effective April 1 , 1991 a wage increase of 4% applied to all pay grades in the form of a flat equal rate . Effective October 1, 1991 a wage increase of 4% applied to all pay grades in the form of a flat equal rate. Effective April 1, 1992 a wage increase of 4% applied to all pay grades in the form of a flat equal rate . Effective October 1, 1992 a wage increase of 4% applied to all pay grades in the form of a flat equal rate. Pay Equity payment effective April 1, 1991 equal to the amount of difference between the wages paid a Secretary 2 in C.U.P.E. Local 2950 and the Patrol Person in C. U. P.E . Local 116 . Restructure the Salary Grid to reflect equal j istance between pay grades and increment steps. (.<.~ 'i e{ P.b. 5' S+ep e,, -h, P. G . 6 ? - $ '5 o , "-e,e.atL cA-()* . -bl~ of .15% shall be paid by the f Pension Plan contribution Employer . ~. A ( ,A(,,'(" (A.. 'jeQ..... ; , TERM OF AGREEMENT Article 37 Two year agreement commencing April 1, 1991 to and including March 31, 1993. .. ' .. •I CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to delete Letter of Agreement Re: Implementation of Article 5.07 (page 83) -<~ _:-: / f<?://~-='# s: .. Harnmond, Manager Employee Relations . (For the University) fl t;;,v£ I :2/c; / -· · · (Date) • .. .. • enofreo, Nat" nal presentative, UPE (For the Union) .. • CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: LETfER OF AGREEMENT RE VACANCIES REQUIRING SPECIFIC QUALIFICATIONS The University and the Union agree to identify jointly, those positions within the Bargaining Unit whose qualification requirements differ from the norms of the classification sufficiently that without those specific qualifications, an employee transferred or appointed to the position would not be able to perform the job satisfactorily within a three-month P.eriod. A list will be created of these agreed upon positions. It is agreed that employees will not be internally placed, recalled or hired into the positions on this list without the specific qualifications. This list can only be amended by agreement of the parties. 1s;:i;on<i;Manager Employee Relations (For the University) (Datej / • J:' enofreo, Natiori ~resentative, C (For the Union) ' ' .. ) '\"' CUPE, LOCAL 2950 1991 COLLECTIVE BARGAINING The University and the Union hereby agree to the following: 1) 2) Change all references to Personnel Services to Huma~ Resources. ... Change terminology to gender neutral terms (where applicable). S. Hammond, Manager Employee Relations (For the University) \ Y.JDenofreo, Natio Jlepresentative, (For the Union) .. ~T R \\( TR \ K G TR IK E r [ J U IS VADCOUVER Ano DISTRICT LABOUR council PHONE 879-2421 • 206 - 33 EAST 8th AVENUE • VANCOUVER , B.C. VST 1RS To Unions and groups concerned with the issue of privatization : GREETINGS: November 18, 1987 As you know, the Vander Zalm government, on October 23rd 1987: announced its intention to privatize a number of vital government services and public utilities . As trade unionists and members of the community, we believe that the people of this Province should continue to own enterprises vi- tal to the economy of British Columbia, and the maintenance of decent living conditions for all. We know that you share this view, therefore, we are asking you to join with us in a broadly-based coalition of Labour, community, women's, ethnic, seniors' and environmental groups, to fight against privatization. On December 12th 1987, the Vancouver and District Labour Council, together with other trade unions and community groups, is sponsoring a half- day conference on privatization. The purpose is to bring together the diverse groups in each sector affected, in order to discuss plans to stop the sale and erosion of public services. A registration form and an outline for the conference is enclosed. FK:cde oteu-15 Encl •.. We hope you will be able to attend. In solidarity, I remain, Fraternally, Frank Kennedy Secretary-Treasurer / J ( /, ..-, ., .., I '• ... _ __, NOV 3 0 1987-- _, __. .. - - Province of British C,fumbia 0:FIC:CF~~n:R fOR IHMEDrATE RELEASE REHEHBRANCE DAY, 19e7 GOVERNKE~T TO OECENTRAtrze B.C. UN!VE~S!T!ES The Pr~~ier has decid~d to decentralize (=piivatize) : its th:ee major universities (University of British Columbia, Simon Fraser University, and the University of Vic~oria). A five-year plan is under preparation and viil ~be unveiled in the near ·future. The government vill establish an -open-door policy of coniultation vith any group or individual vho vishes to assist in the rapid, e!!icient imple=entatio~. of the plan. . . . The Pre=ier made his pronounce~ent today, following his recent trip to the. Orien·e. After consultation vith the leading rulers and traders. in C!lina, Hong Kong, Taiwan, Korea, and Japan, Pre~ier van der-Zalm has issued_~he fo;1oving state=ent:· •It has become obvious to me and others that our universities are not being vell-ad~inistered and that the needs of our province are not being met. We are spending large amounts of money for no gain. Too many students ·are coming to unive:-sity poorly prepare<!, vith false expectations and vcong attitudes. The pro,essors spend far too'much time on old-fashioned ideas, false tneories, and · poliit 'ic:al issues. This has naeura.!ly led to muc:i whining, complain- ing, ind general dissent on our campuses. This must be stopped be!~re it leads to even g~eater prob~e~s. My solution is to ni~ the pcoble~ in the bud.• •t k~ov that the public will back my decision, vhic~ . has been a diffic~lt one for me. This decision vas net made in haste. In fac:, the idea came to me while Lillian and I ve:e fliing bac~ .to ~eauti!ul B.C. after our.stopover at · Kauai, Havaii's !antasy garden island. The decent:ali:ation of our universities vill pc~sant unprecedented opportunities for all British Cotumbians to pac~icipate in the gro~th anc devetop~ene of a.c.• . . • fo,~aeion of a nev government Corporation called Fantasies United, vhic~ vill soon be offering ies shares(@ $25 each) to the public. • purchase of existing univecsity-campuses by the Fantasies United Corporation for the legally required $1.00. • project developer vill be octobillionaice Li Ki-Shing o! the Bank of B. ~. ( Hong Kong) • ( ~o-,r- • ar:ialgamat.ion and transfer o( existing campuses to a@ncrl!D •j\f°"--on-•, loca~ion in the north-eastern corner of the provinc~, near @ the Yukon border. • extension of the Coquihalla Highvay to a nev Phase IV- to . servic~ the nev c3mpus. Coneractoc: KecxofC Enterpcises, tnc-~ . I . • f I • I • : I . .. . . . • a reneved emphasis on mace pcactical subjects, such as Horticulture (bulb-gro~ing, etc.) • the nev campus-nas been tentatively titled 'Fantasies United Corporati~n (University of). • the nev Adminiscrators vill be Albectans traine~ in the United States (Hoctic~lture, etc.). • UBC campus - to be converted to an exac~ replica of Amste:dam in the mid-l940's, complete vith di~es, canals, and castles; Spring Tulip Festival. •SFU camous - to be converted to a vorld-class s~i resort complete vi~h tram, 5-star hotel, and casino. \ • UVic campus - to be converted to a major house of fashion, selling pure silk headbands, !lovers, handkerchiefs, etc. for the graving tourist indust:y. • development of vo~~ camps in re~ote areas of the province for the re-edu~ation of vrong-thin~ing students. • assumption o! the Rubber Stamp Depart:ent of thi recently decent:alized Gove:nment Prine;ng Servic~ by the B.C. Legislaeure. •~: • ••••• MEET!SG THE Ne!DS ~NO conc~~NS OF UNIVERSITY PERSONNEL ~•• 9 •• The government is a~are that so~e university pe~sonnel vill ex?e~iencg di!!ic~lties in adjusting to the nev realities. In orde~ to reach its five-year goal vith minimu: icpac~ on those conce~ned, the gove:n~ent has instituted a se:ie.s ot unique options anc oppoctunies to help university pe~sonnel ma~e the requir~d adjust=ents vith s~oo~hness and ease: • early re:i:ement sc~e~e for thcsa vho qualify (details to folloY). . . . . • obligatory relocation to :UC~, to vor~ at the nev cam9us. • oppoc:~nities to purchase up to 10 000 F.O.C. shares. • oppoc:unities to join their students in the bush. . • ~ne-time only payment for moving expenses to the provincial boundaries. Future announc~~ents on this topic vill be issued from the forthcoming $1000/plate fund-raising dinner, to be held at the site of the neY Tiger Balm Fantasy Gardens (for~e~ Expo 86 site) ~n Vancouver. .. . . : . . - - .. \. . And final~y, ~ome last words from the Premier: •my plan of . d~centra11z~tton, privatization, and deinstitutionalization vill be copied a11 over the vorld, as a nev kind o~ democcacy -£!.. the pcivate sectoc, for the private sector, bv the private sectoc. It's just. like-;y" friend Michael Walke-c recently totd Ronat~ Reagan: You ain't seen nothin• yet, folks. The~e•s a lot more ta CQme! Fantastic!• • .. ; f . • ;
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