USW Canada: Highlights of the Proposed Agreement between Steelworker Local 4120 and the University of Guelph (2008)

Once again, I am proud to stand with your bargaining committee in its recommendation of the latest settlement by Local 4120 with the University of Guelph.

If ratified, the settlement will achieve wage and benefit increases that will net strong gains for everyone by the end of the contract.

In terms of employees’ relationship with the university, there is a negotiated commitment for the union and the university to work together to achieve a violence-free workplace. This new provision expands on the already-included anti-harassment provisions and should go a long way to making our members feel more secure on the job.

Statutory holidays have been increased and programs have been added to the fitness program – an important way the university can contribute to the well-being of its employees.

We have successfully maintained and built on past contract gains and added some new ones, including three paid personal-leave days per calendar year. The union has also negotiated a guarantee that the pension benefit formula cannot be arbitrarily changed.

As always, a settlement worth recommending for acceptance would not have been possible without the commitment and hard work of your bargaining committee, led by chief negotiator Fil Falbo and Local 4120 President Marg Carter. Other members of the committee are: Wendy Morley, Kathleen Hyland, Bill Teesdale, Mark Evans, Liz Cherry and John Whiteside. Thanks also to National Office economist Erin Weir and benefits researcher Alex McKinnon for their assistance.

More importantly, the membership of Local 4120 showed the solidarity necessary to ensure that the university knew how ready, willing and able union members were to take strike action if necessary to achieve our goals.
Thank you for your continuing support and unity.

In Solidarity,

Wayne Fraser
Director, District 6
United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union

HIGHLIGHTS

TERM OF CONTRACT
May 1, 2008 – April 30, 2011

Reach for the top:
New Step Added to Salary Grid
The union has negotiated the addition of a new level to the salary grid, which will enable members to advance closer to the maximum wage rate in all salary bands.

Level 7 will be introduced on the date of ratification. Employees who do not immediately advance to this level will receive a lump-sum payment worth three per cent of annual salary, in addition to scheduled progression through the pay grid.

Employees already earning more than Level 7 will receive a three-per-cent wage increase.

All wage rates (except the maximum) will rise by three per cent on May 1, 2009, and by a further three per cent on May 1, 2010. Any increases above the maximum wage for a salary band will be paid as lump sums.

Effective May 1, 2008, all employees at Level 6 or below, who do not advance to the new Level 7 as of the date of ratification, shall receive a one-time lump sum payment of three per cent in addition to any scheduled grid progression (e.g. there will no change to the current grid except for the addition of the new Level 7).

All employees currently at Level 6, but below the new Level 7, will advance to the Level 7. If the amount required to move that employee to Level 7 is less than three per cent, the employee will receive the difference as a lump sum.

All employees above the new Level 7 will receive an increase of three per cent to base, not to exceed the band maximum, with any residual paid as a lump sum.

Effective May 1, 2009, there will be a three-per-cent base adjustment to all steps except maximum.

All employees above Level 7 will receive an increase of three per cent to the base rate, not to exceed the band maximum, with any residual paid as a lump sum.

Effective May 1, 2010, there will be a three-per-cent base adjustment to all steps except maximum.

All employees above Level 7 will receive an increase of three per cent to the base rate, not to exceed the band maximum, with any residual paid as a lump sum.

Pension benefits formula protected
The union has successfully negotiated protection for our pension benefits so that the formula cannot be arbitrarily changed.

Benefit levels protected
Benefits will be maintained at no less than the current levels during the life of the contract.

Zero tolerance for violence
In addition to our previously-negotiated anti-harassment language, we have negotiated a commitment from the university to work with the union “in the interest of achieving a violence-free workplace.”

Workplace violence is defined as any incident in which an employee is threatened, coerced, abused or sustains The university has committed to investigate any such incidents reported by individual employees or by the union on their behalf.

Paid personal leave clarified
Paid personal leave is now in the collective agreement and its purpose has been clarified. It will allow employees to deal with unanticipated circumstances, including but not limited to: emergency medical needs for immediate family; emergency child- or elder-care arrangements; natural disaster; emergency situations at home; attendance at a funeral of someone not specifically covered in the collective agreement; extending bereavement leave beyond the three or five days already provided.

With a written request made in advance, personal leave can also be used to observe religious holy days.

Family Day confirmed
The negotiated addition of Family Day in February brings the total of paid statutory holidays to 11. Otherwise, Family Day is only a guaranteed holiday for workplaces that only have 9 other such days.

More temporary jobs posted
Language dealing with filling job vacancies now refers to temporary vacancies of less than 12 weeks. This is reduced from 17 in the previous contract, ensuring that members are aware of other temporary employment opportunities.

Improved vacation for long-service employees
The settlement provides an additional vacation day for employees with 16 years of service and for those with 23 to 27 years of service.

Redeployment Committee better informed,
Enhanced buyout at the time of position redundancy
The union will automatically be provided with relevant staffing and financial information used by the university in its decision(s) to declare positions redundant.

If an employee opts for voluntary termination within 15 days of a redundancy notification, he or she will be offered one month per year of service to a maximum of 15 months and one week per year of service beyond 15 years to a maximum of 18 months.

Shift premiums improved
Shifts starting between noon and 6 p.m. will carry a 50-cent-an-hour premium, up from 45 cents. Shifts starting between 6 p.m. and 6 a.m. will carry a 75-cent-an-hour premium, up from 70 cents.

Shifts in which more than half of the time worked falls on Saturday will carry a premium of 55 cents, up from 50. And shifts in which more than half the time falls on a Sunday will carry a 75-cent-an-hour premium, up from 70.

Letter of Agreement improves sick leave options
If an employee is diagnosed with a chronic medical condition or disease that results in an inability to work a full week on an ongoing basis, and where the medical evidence does not support a long-term disability claim, the employee will have 60 paid sick days renewable annually to cover absent days.

New Letter of Agreement on job evaluation
The joint Job Evaluation Steering Committee will review the current job evaluation questionnaire, guide and point-factor rating system and will make mutually-agreeable changes in support of the current job evaluation system. The current system will continue to be used until any agreed revisions are finalized.

The review process will begin within 90 days of ratification and will end prior to April 30, 2011.

Life/Work Balance even more balanced
In addition to the current provisions of the fitness program development letter, the union has negotiated a one-time only 75-per-cent reimbursement to members of Local 4120 for the cost of enrolment and participation in one of the offerings available under Nutrition Services, Fitness Services or Fitness Testing Services at the university’s Performance Centre, or enrolment in Weight Watchers 10-, 14- or 20-week At-Work Program.