In the context of MUNACA鈥檚 unionization drive, the Tribunal administratif du travail (TAT) recently administered a vote to M2 and M3 employees according to the following definition:
All employees whose function requires a university degree (professionals) with the exception of:
On September 12th, the University met with the representatives of the following three union groups: Trades (downtown), Powerhouse (downtown), and Macdonald Campus Trades and Powerhouse. These units are part of Local 800 of the Service Employees Union. Their collective agreements expired on May 31, 2019.
Last updated August 5, 2019
I. Introduction
III. Questions by employee group
A. Former M1s: Newly-unionized employees
B. M1s: Non-unionized employees
C. M2s & M3s
Since our last update in February, the parties have met eleven times and the next meeting is scheduled for July 10, 2019. Discussions pertaining to non-monetary provisions are almost concluded. Outstanding items have been left as pending, subject to further consultation with the parties鈥� respective constituents. The parties have reached agreements in the following matters: Workload and Hours of Work, Postings/Applications and Selection and Appointment.
Since the appointment of a Conciliator from the Ministry of Labour in January 2019, the parties have met eleven times. The meetings enabled MCLIU and McGill negotiation committees to reiterate and clarify their proposals with respect to changes to the current collective agreement. The parties explained their proposals in detail to one another and to the Conciliator and engaged in discussions relative to topics such as Participation and Representation of Employees, Teaching Qualification Requirements, Course Allocation and Hiring of Employees.
McGill鈥檚 central Human Resources department is made up of a number of Centres of Expertise. Within the Centre of Pensions & Benefits, there are quite a few new faces these days. Among them, a new position focused entirely on the well-being of McGill employees.
Lana Kobeici,聽Senior Administrative Coordinator in Microbiology and Immunology in the Faculty of Medicine at McGill.
Lana has been working at McGill for 3 years. She聽is a member of the My Healthy Workplace working group and started a聽meditation group for colleagues every week at lunch time. Read more to discover Lana's tips and strategies to protect and promote her mental health, what she does to turnaround a day when she is feeling rundown.
Since our last update, the parties met nine times throughout the Fall term and four times since the beginning of 2019. Each meeting lasted half a day. The discussions on several topics progressed and the parties were able to reach agreements on many articles, namely definitions, grievance and arbitration, union rights and privileges, disciplinary measures and employment files.
Since the last update, the parties have met for half-day negotiation sessions on December 5 and January 15, 18 and 22. During these meetings, the parties further discussed and exchanged proposals relative to the course allocation clause. This clause has been the subject of many discussions between the parties in recent months, and as of yet the parties remain unable to reach an agreement.
On June 12, 2018, the National Assembly thus adopted An Act to amend the Act respecting labour standards and other legislative provisions mainly to facilitate family-work balance.
The Act respecting labour standards recently went through a major revision. Changes were made to ensure its evolution in pursuit of the following main objectives:
Since the last update, the parties met nine times for half-day negotiation sessions. These meetings were the occasion for the parties to initiate the exchange of proposals to address the issues related to the application of the reserve clause. This clause was the subject of many grievances during the life of the first agreement and is a significant source of disagreement between the parties.
Originally published August 13, 2018;聽last updated April 8, 2019.
香蕉视频 recognizes staff members鈥� freedom of association, and its position is that this freedom should be exercised in a fully democratic and informed manner.
The following FAQ is intended to provide information for staff seeking to understand how they may be affected by the MUNACA drive to unionize M1, M2 and M3 employees.
