What’s at Stake?
Sick Leave
What’s at stake?
The right to use unlimited sick time to care for your dependents.
What is the Employer proposing?
The Employer wants to limit the number of sick days you can use to attend to a sick dependent to 10 days per year. If you need a longer leave, the Employer expects you to instead request an unpaid leave of absence under Article 20.
Job Posting Rights
What’s at stake?
As a YUSA member you get priority for all internal job postings. This gives you an advantage over external candidates and helps you to advance your career and move up to higher banded positions within the university. Currently if you are in a continuing position you can take a 1 year contract and still retain rights back to your home position. YUSA is proposing to increase this so that you can take a 2 year contract while still retaining rights back to your home position.
What is the Employer proposing?
The employer is proposing numerous changes to your job posting provisions which would make it easier for them to hire external candidates instead of considering internal candidates like you and your YUSA colleagues. They are also proposing limits on when you can apply for contract positions if you are currently in a continuing position and they are seeking to double the amount of time you must be back in your home position before you can apply for a subsequent contract position.
The employer has proposals that would undermine and nullify YUSA’s recent wins at arbitration and would result in external candidates being able to apply for internal positions at the same time as current YUSA members like yourself. Currently members who have had their jobs closed get priority in job postings, and the employer is proposing to remove that, which will make it less likely that you will be able to remain employed at the university if your job is closed.
Benefits
What’s at stake?
As a YUSA member you get priority for all internal job postings. This gives you an advantage over external candidates and helps you to advance your career and move up to higher banded positions within the university.
Currently if you are in a continuing position you can take a 1 year contract and still retain rights back to your home position. YUSA is proposing to increase this so that you can take a 2 year contract while still retaining rights back to your home position.
What is the Employer proposing?
The employer is proposing numerous changes to your job posting provisions which would make it easier for them to hire external candidates instead of considering internal candidates like you and your YUSA colleagues.
They are also proposing limits on when you can apply for contract positions if you are currently in a continuing position and they are seeking to double the amount of time you must be back in your home position before you can apply for a subsequent contract position.
The employer has proposals that would undermine and nullify YUSA’s recent wins at arbitration and would result in external candidates being able to apply for internal positions at the same time as current YUSA members like yourself.
Currently members who have had their jobs closed get priority in job postings, and the employer is proposing to remove that, which will make it less likely that you will be able to remain employed at the university if your job is closed.
Unlimited Co-op Students
What’s at stake?
Right now YUSA work (administrative, technical, clerical) must be performed by YUSA members. There are limited exceptions for managers or work study students to do YUSA work as long it does not affect the pay or hours of you or your YUSA colleagues currently working in positions.
What is the Employer proposing?
The university is proposing to allow unlimited numbers of co-op students to perform your work. This could mean that instead of creating jobs that you or your colleagues could apply to, these positions could instead be created as co-op positions for students who are able to work year after year on a rotating basis.
What is YUSA’s perspective?
We want to ensure that our bargaining unit is not eroded and we don’t want to see YUSA jobs being replaced by non-unionized co-op positions. We have told the university that we are not willing to let unlimited numbers of co-op students take away our work. The university has not agreed to any limits on the number of co-op positions.
Winter Break
What’s at stake?
As a hardworking YUSA member and employee at York University, your efforts should be recognized, and you should be given time to relax and recuperate during the winter holidays. Instead you were given less days off during the winter break than colleagues at U of T and TMU. Rather than rewarding you with the time off that you deserve, and that other Universities grant to their staff, the Employer wants you to use your hard-earned vacation days even when classes and exams have ended. In fact, they want YUSA members to use vacation days in early January, a time that is a blackout period for many – some YUSA members who have requested January 2nd and 3rd off have had their vacation requests denied!
What is YUSA proposing?
YUSA has proposed a full two weeks off during the winter break of every year of the next Collective Agreement. Your hard work should be recognized. You should not have to use your earned vacation to have a proper, well-deserved winter break.
