University and ONA Local 67 reach tentative collective agreement

The university and the Ontario Nurses Association (ONA), Local 67, reached a tentative collective agreement on November 13, 2017. The agreement is subject to ratification by both the university and the bargaining unit.

ONA Local 67 represents approximately eight nurses employed at the Queen’s Family Health Team. The university and the bargaining unit have been actively engaged in negotiations to renew their collective agreement since October 2017.

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

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University, ONA exchange collective bargaining proposals

The university and the Ontario Nurses’ Association (ONA) Local 67, who represent approximately eight nurses employed at the Queen’s Family Health Team, met on Monday, Oct. 23, 2017 to exchange collective bargaining proposals.

The next scheduled meeting is tentatively set for Monday, Nov. 13, 2017.

The university is focused on reaching a negotiated agreement with ONA that both balances the university’s need to preserve its core academic mission and respects the limitations dictated by current financial realities.

The university values the contributions of its many employees across all unionized groups and is fully committed to the collective bargaining process.

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PSAC applies for conciliation in negotiation of collective agreement

The Public Service Alliance of Canada (PSAC) informed the university on Tuesday, Oct. 24, 2017, that they have asked the provincial government to appoint a conciliation officer to assist the parties in the ongoing collective agreement negotiations. The collective agreement covers approximately 1,800 graduate students that Queen’s employs on a part-time basis as Teaching Assistants and Teaching Fellows.

The appointment of a conciliation officer to assist parties in negotiating an agreement is a normal feature of the collective bargaining process. In conciliation, a provincially appointed conciliation officer confers with the parties as they work through outstanding issues. PSAC and the university have been meeting since June of this year.

“Bringing in a neutral third party may help the parties to find common ground,” says Dan McKeown, Associate Vice-Principal (Faculty Relations). “The university is committed to working with PSAC to conclude a renewal agreement.”

The university values the contributions of its many employees across all unionized groups and is fully committed to the collective bargaining process.

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Update on new graduate research assistant bargaining unit

The Ontario Labour Relations Board issued a certification order on Feb. 16, 2017, certifying Public Service Alliance of Canada’s application to represent a bargaining unit of certain graduate students employed as research assistants at Queen’s.

In the course of the proceeding, the Ontario Labour Relations Board did not determine which individuals will be considered bargaining unit members. The parties continue to disagree with respect to which graduate students will be covered. The university anticipates that very few will satisfy the test for status as an “employee,” a legal prerequisite under Ontario’s labour law for inclusion in a bargaining unit.

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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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