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From : <Connect_Administrator@carleton.ca>
Sent : September 13, 2007 7:50:46 AM
Subject : CUPE 2424 Negotiations Update
The strike action by the Canadian Union of Public Employees (CUPE), Local 2424
is in its ninth day. The University¡¦s negotiating team stands ready to return
to the bargaining table to resume discussions with the union so that it can find
a solution that will allow our employees to return to work.
During this time, Carleton University¡¦s first priority is to meet our
obligations to students and to the Carleton community in general. The University
is determined to continue offering a quality environment for learning, despite
the fact that many of our valued employees are not on the job.
The University¡¦s last offer, tabled on September 10, 2007, was as follows:
„X Scale increase: 3% in the first year; 3% increase in the second year; and 3%
increase in the third year, for a total scale increase of 9% over three years,
which is well above CPI and is in line with recent settlements for comparable
groups at other universities;
„X In addition, eligible staff receive a step increase of approximately 2.2%;
„X Significant improvement to the health plan; and
„X Significant improvements to the dental plan.
Two other key issues remain outstanding.
In the current Collective Agreement, members of CUPE 2424 who face discipline
have union representation under Article 14. The University is not seeking
concessions or proposing to change that article. On the other hand, CUPE 2424 is
seeking to significantly change this article in a way that would infringe on the
University¡¦s right and ability to manage. The University has proposed that the
parties send this issue to the Joint Committee for the Administration of the
Agreement (JCAA).
The second issue is that of providing sick leave benefits for employees who
elect to work past the age of 65. The University values the services of older
employees and has proposed a bank of six months of sick leave. The Human Rights
Code specifies that the provision of such benefits to employees over the age of
65 remains at the discretion of the employer. The administration has proposed
that this issue be also referred to a joint committee.
A settlement can only be reached through our negotiating teams at the table. In
the interests of the Carleton community ¡V our students, faculty and staff ¡V we
hope to quickly resolve the issues so that our employees may return to work.
Sent : September 13, 2007 7:50:46 AM
Subject : CUPE 2424 Negotiations Update
The strike action by the Canadian Union of Public Employees (CUPE), Local 2424
is in its ninth day. The University¡¦s negotiating team stands ready to return
to the bargaining table to resume discussions with the union so that it can find
a solution that will allow our employees to return to work.
During this time, Carleton University¡¦s first priority is to meet our
obligations to students and to the Carleton community in general. The University
is determined to continue offering a quality environment for learning, despite
the fact that many of our valued employees are not on the job.
The University¡¦s last offer, tabled on September 10, 2007, was as follows:
„X Scale increase: 3% in the first year; 3% increase in the second year; and 3%
increase in the third year, for a total scale increase of 9% over three years,
which is well above CPI and is in line with recent settlements for comparable
groups at other universities;
„X In addition, eligible staff receive a step increase of approximately 2.2%;
„X Significant improvement to the health plan; and
„X Significant improvements to the dental plan.
Two other key issues remain outstanding.
In the current Collective Agreement, members of CUPE 2424 who face discipline
have union representation under Article 14. The University is not seeking
concessions or proposing to change that article. On the other hand, CUPE 2424 is
seeking to significantly change this article in a way that would infringe on the
University¡¦s right and ability to manage. The University has proposed that the
parties send this issue to the Joint Committee for the Administration of the
Agreement (JCAA).
The second issue is that of providing sick leave benefits for employees who
elect to work past the age of 65. The University values the services of older
employees and has proposed a bank of six months of sick leave. The Human Rights
Code specifies that the provision of such benefits to employees over the age of
65 remains at the discretion of the employer. The administration has proposed
that this issue be also referred to a joint committee.
A settlement can only be reached through our negotiating teams at the table. In
the interests of the Carleton community ¡V our students, faculty and staff ¡V we
hope to quickly resolve the issues so that our employees may return to work.
