Queen’s, post-doctoral fellows ratify collective agreement

Queen’s University and the Public Service Alliance of Canada and its Local 901 (Unit 2), which represents post-doctoral fellows, have successfully ratified a tentative agreement to renew their collective agreement.

The renewed collective agreement has a four-year term and will expire on June 30, 2020. Highlights include:

  • An initial wage increase of 1.0 per cent effective April 1, 2017, with a corresponding increase of the minimum base salary to $32,496.
  • Wage increase of 1.25 per cent effective July 1, 2017, with an increase of the minimum base salary to $34,000.
  • Wage increase of 1.50 per cent effective July 1, 2018, with a corresponding increase of the minimum base salary to $34,600.
  • Wage increase of 1.75 per cent effective July 1, 2019, with a corresponding increase of the minimum base salary to $34,900.
  • A new childcare benefit plan for eligible employees, similar to childcare support plans enjoyed by other employee groups at Queen’s.
  • A pilot project to facilitate direct access to family health-care services, benefitting employees and their family members, and to be delivered by the Queen’s Family Health Team.

Negotiations began in May 2016 and concluded in mid-February 2017 with the assistance of a Ministry of Labour-appointed conciliator.

The university values the contributions of its many employees and remains committed to the collective bargaining process.

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Queen’s, academic assistants ratify collective agreement

Queen’s University and United Steelworkers (USW) Local 2010, Unit 01, representing academic assistants ratified their tentative agreement earlier this week.

The new four-year agreement will expire on Aug. 31, 2020. Highlights includes:

  • Four-year agreement: September 1, 2016 to August 31, 2020
  • A one-time lump-sum payment to eligible employees within 90 days of ratification:
  • An increase of 1 per cent to the minimum hourly rate, effective Sept. 1, 2017.
  • An increase of 1.25 per cent to the minimum hourly rate, effective Sept. 1, 2018.
  • An increase of 1.25 per cent to the minimum hourly rate, effective Sept. 1, 2019.

Negotiations between Queen’s and USW Local 2010, Unit 01, began on June 2, 2016. Bargaining took place over one full-day session and three half-day sessions. There were also four full-day bargaining sessions conducted with the assistance of a provincially appointed conciliator.

The university values the contributions of its many employees and remains committed to the collective bargaining process.

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Queen’s, post-doctoral fellow reach tentative agreement

Queen’s University and the Public Service Alliance of Canada (PSAC), and its Local 901 (Unit 2), reached a tentative agreement on Feb. 13. The agreement is subject to ratification by both the university and the bargaining unit.

PSAC represents approximately 170 post-doctoral fellows employed at Queen’s. The university and the bargaining unit have been actively engaged in negotiations to renew their collective agreement since May 2016.

Details of the tentative agreement will remain confidential until both parties ratify the agreement.

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Queen’s, academic assistants reach tentative agreement

The university and United Steelworkers (USW) Local 2010, Unit 01, reached a tentative collective agreement late in the evening on Feb. 2. The agreement is subject to ratification by both the university and the bargaining unit.

USW Local 2010, Unit 01, represents academic assistants at Queen’s. The university and the bargaining unit have been actively engaged in negotiations to renew their collective agreement since June 2016.

Details of the tentative agreement will remain confidential until both parties ratify the agreement.

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Update on Queen’s, academic assistants bargaining

Queen’s University and United Steelworkers (USW) Local 2010, Unit 01, which represents academic assistants, have been actively engaged in negotiations to renew their collective agreement since June. After holding four bargaining dates in June, the parties asked the provincial government to appoint a conciliation officer to assist with the negotiations. Requesting a conciliation officer is a normal aspect of the collective bargaining process. A provincially appointed conciliation officer confers with the parties as they work through outstanding issues.

The university recently received a petition from USW. The petition stated that academic assistants have had their wages frozen for four years. In fact, what was negotiated by the parties was a significant wage increase in year one of the collective agreement – which began in 2012 – rather than having smaller wage increases distributed over the life of the four-year agreement. The effect of this agreement between the USW and Queen’s was that employees received a more substantial wage increase earlier in the life of the collective agreement rather than smaller increases throughout the agreement.

The university values the contributions of its many employees and remains committed to the collective bargaining process while balancing the university’s need to preserve its core academic mission and respect the limitations dictated by current financial realities.

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