Unit 1 Members,
Today your bargaining team regretfully signed the back to work protocol. In order to protect member’s rights as they return to work, we had no choice but to do so. Your bargaining team and executive are both shocked and deeply concerned by the contents of this protocol, which are unprecedented both at McMaster and in the sector. However, the employer was intractable in their position. We feel as though this protocol is punitive in nature and is a direct attack on the membership for showing your strength on the lines this week.
The protocol outlines how TAs and RAs in lieu will be integrated back into the classroom. As of tomorrow (Wednesday, November 11), our unit will be back to work. You should report to work as usual.
The protocol will protect you, after you return to work, from any reprisals. It enshrines that bargaining unit members will not face any reprisals from either the union or the employer for the choice to participate or not to participate in the strike. Regardless of your own choice, you cannot be treated differently in regards to your academics (such as grant applications), any future hiring decisions or discipline, your benefits, your status as a union member or your relationship with your department and supervisor. We have agreed upon a dispute resolution system through the regular grievance procedure to resolve any breach of this protocol. Also, your benefits have been secured.
The University Administration has decided that the period of the strike will be deemed as unpaid time. As such, any bargaining unit member who did not fill out a weekly verification of intent to work form will lose 7.7% of your paid hours for this term. For a 130 hour position, this represents a loss of 10 paid hours or approximately $350 after deductions.
We acknowledge that this protocol will cause financial hardship for all of our members. The nature of this hardship will be different for all of our members and will impact individuals in different ways. Also, if you are on leave or have completed all of your appointed hours, please ensure that you let us know so that we can defend your rights as a worker. Your executive and bargaining team are currently working on ways to address this additional loss in pay and support our members. Please understand that our options are very limited at this point. We will have more in-depth discussion about these issues and present options at our next GMM, which is scheduled for November 25th at 5:00pm. In the meantime, we invite suggestions for courses of action from our membership. Please email these suggestions to: <staff@cupe3906.org>.
If you have questions or trouble with your pay, our office will remain at 17 Paradise Road S until November 21st, after which time the office will move back to our regular campus location.
