On February 9, 2024, we wrote to propose multi-party interest arbitration for the purpose of settling matters arising from the three years during which compensation increases for our members were limited to one percent per year (see the letter).
The University responded favorably to this multi-union proposal on March 6th (see the University’s responses to each union). However, the University also took this proposal as an opportunity to isolate CUPE 3903 and to negatively characterize their approach to bargaining. Unlike other unions on campus, CUPE 3903 is currently in the midst of collective bargaining, and as such not they are not in a position to join the other unions in our proposal for interest arbitration.
We are writing to make it clear that while proposing multi-party interest arbitration for our members, we continue to stand in strong solidarity with our CUPE 3903 colleagues as they struggle for a fair contract. As such, we condemn the attempt to use of the agreed-upon multi- party arbitration to publicly shame and isolate CUPE 3903.
The University has the capacity to settle with 3903 expeditiously. Instead, it took four weeks for the University to get back to the bargaining table, as repeatedly documented by CUPE 3903 bargaining updates.
Since summer 2023, the University has repeatedly communicated its supposedly dire “financial position”. The university has stated that its “budget issues” are caused primarily by two factors: workers’ wages and a drop in enrolment.
The workers’ wages argument conveniently ignores the increase in the number of senior administrative positions at the university, explicitly documented in the recent Auditor General’s Report. It also ignores the university’s own data which shows that, in the past seven years, the number of managers on the university’s payroll has ballooned by over 40%, while the number of non-managerial staff and teaching assistants have grown by less than 10% in that same timeframe. Many of the swelling ranks of management at the university are featured on the Sunshine List due to their high salaries, and this list makes it apparent that many of these managers have enjoyed large pay increases while workers have had their wage increases capped at only 1% per year. Lastly, it also ignores the Board of Governor’s approval of a total of $55M extension over the initial $225M budget for the new Markham campus (with a $20M extension approved just last month).
It seems clear the university does have money in the budget, but it has chosen to spend that money on pay increases for swelling ranks of managers and building a new campus instead of giving workers at the university a fair wage.
Regarding enrolment issues, it’s been discussed in the past at the Senate that prospective students do have concerns regarding strikes at York. However, the best way to resolve that issue, for future and current students, is for the university to stop its delaying tactics and return to the bargaining table and negotiate a fair deal with CUPE 3903, which includes wage increases that factor in the high rate of inflation in recent years.
We once again urge the University to promptly settle with CUPE 3903 to avoid further reputational damage. The University put itself in the alleged “financial position” it now claims to face largely due to large increases in spending on management salaries and other capital expenditures. It can also choose to move from this position by prioritizing the well-being of all the unionized workers that allows it to thrive, despite all odds.
Sonny Day
President, York University Staff Association
Arthur Hilliker
President, York University Faculty Association
Frank D’Agostino
President, CUPE Local 1356
