CUPE 3902, representing contract academic workers at the University of Toronto, has held its strike mandate vote. This is a bargaining year for Units 2, 3, 4, 6, and 7, all of whom voted between 75% and 99.3% in favour of a strike.
Who is affected and what are their demands?
The units of CUPE 3902 that are currently bargaining for a new collective agreement are made up of writing instructors, teaching assistants, sessional instructors, course instructors, applied music sessionals, music professionals, and graduate assistants across Victoria College (Unit 2), St. Michael’s College (Unit 4), the International Foundations Program and the International Summer Academy at New College (Unit 6), the Ontario Institute for Studies in Education (Unit 7), and the University of Toronto (Unit 3). Units 1 and 5 bargained for a new collective agreement in 2023.
Each unit has a different bargaining committee and is seeking to gain different things, but their demands include the introduction and/or expansion of wage increases to match the cost of living and protection against overwork (including more paid hours and proper remuneration for syllabus creation and preparation time). The union is also calling for more job security provisions, such as a shorter time requirement for advancement, more advancement processes for workers without access to one, transparency during the hiring process (regarding job duties and required hours), and proper recognition for years of service.
In terms of benefits, the union demands better access to retirement security for long-serving employees, expanded access to healthcare benefits, more paid sick days and improvements to leave of absence in general, and subsidized access to public transit. In their demands, they also include calls for more respect and opportunity, such as better protection against intellectual property theft, a professional development fund to support members’ ability to research and remain experts in their field, and more opportunities for growth within their department.
The bargaining process
The union claims that UofT has divided its workers into many different locals and units in an effort to weaken their collective power. This is why their strategy calls for unity and cooperation. When the workers of each unit got together on September 21 last year, they brought forward their issues with how the university treats them. They also highlighted that UofT holds the title of the most prestigious university in Canada because of their labourers, and that they need to pay them appropriately. A graduate assistant pointed out: “Prestige does not pay the rent. Nor does prestige pay the bills.”
After this meeting, union membership approved the proposed platforms, and each unit’s bargaining committee took them to the bargaining tables. In January, Unit 3 and 7 experienced listening to the employer “bemoan their supposed lack of money” and their “excuses clothed in the employer’s manufactured austerity agenda.” Unit 7 claims that this is a lie and that UofT has the money but “they just refuse to invest in their workers.” Units 2, 4, and 6 were unable to get their employer to meet them at the table in January.
In February, the union published a bulletin entitled “EMPLOYERS DRAG THEIR FEET WHILE YOU STRUGGLE TO EAT,” stating that Unit 3 had met the employer six times, Unit 7 twice, and Unit 6 only once. This led them to file for conciliation with the Ministry of Labour, which meant that the bargaining teams would meet with the employer and a conciliation officer in a last-ditch effort to come to an agreement.
On February 7th, the employer met with Units 2 and 3, but were unable to come to an agreement, claiming the employer was “trying to add hurdles to the advancement process,” and offered underwhelming revisions to every Unit 2 proposal. Unit 7 met with the employer on February 10th, where the employer “signalled that they are prepared to be combative towards our proposals and unwilling to compromise.” The employer also forgot to book a space for negotiations with Unit 3 on February 28, leading to a one-hour delay in bargaining. While the employer agreed to some health and safety proposals, they did not respond to any other proposals regarding benefits, fair pay, or pensions. Units 4 and 6 were unable to meet with the employer this month.
On March 4th, the union posted a fifth bulletin calling for members to vote “YES” on a strike mandate. On the same day, the employer met with Unit 2 for the second time, although the employer tried to cancel the meeting on short notice until Unit 2 insisted on some time at the bargaining table. Unit 4’s first meeting with the employer was scheduled for March 7th, and Unit 6 for March 17th, but the strike mandate vote was held between March 5th-7th, and the membership voted in favour of a strike.
What comes next?
The bargaining units representing the contract workers are going to meet with the Ministry of Labour’s conciliation officer, and both parties will be given a last chance to come to an agreement regarding the membership’s demands. If they are unable to, the ministry will file a “No-Board” report, which will lead to a “cool off” period of 17 days, after which the union will legally be able to call for a strike and the employer will be able to initiate a lockout.
Whether the bargaining units will be able to use this YES vote to get a better deal for their workers or be forced to go on strike, we will see.
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