CUPE 3906 Postdoctoral Fellows Bargaining Blog

Bargaining News Bulletins

August 1, 2009
McMaster Post-Docs, Represented by CUPE 3906, Ratify First Contract in Canada

On July 30 and 31, 2009, Post-Doctoral Fellows at McMaster voted unanimously in support of a tentative agreement negotiated between their Union, CUPE 3906, and their employer, the central university administration. The deal is the result of 9 months of difficult negotiations, which culminated in 65 hours of marathon bargaining with the assistance of a government-appointed mediator.

Heather Johnson, a member of the Union’s negotiating team, was pleased to announce the tentative agreement to unionized Post-Docs (excluding those emplyed in the Faculty of Health Sciences) last Monday evening, and confirmed that the union had given the contract its unanimous recommendation. The new collective agreement will come into effect once ratified by the university.

The deal, the first for Post-Docs in Canada, represents a major step forward in the fight for fair and equitable wages, benefits and working conditions for Post-Docs, a growing contingent of increasingly precarious university workers, who until now have had little voice and less bargaining power.

The 2-year contract will afford all union members a salary top-up of $500 on September 1st of each year, raises the base rate of $25,000 by 13% over 2 years, and provides minimum per-member stipends of up to $32,000, based on years of service. Teaching Post-Docs, who are not part of CUPE’s Sessional Faculty bargaining unit, will receive a per-student salary top-up when teaching classes of greater than 75 students, and those with enough teaching service as Post-Docs will receive the “seniority rate” of $750 per course of additional pay if they subsequently work in the union’s Sessional Faculty bargaining unit.

From severance pay, to paid vacation of 3-4 weeks per year, to paid sick leave and bereavement leave, to the creation of professional support funds, the list of gains made through collective bargaining is impressive. But for bargaining team member Dr. Marc Ouellette, most satisfying is having been able to begin to address so many core demands identified by members. Says Ouellette, “employer contributions to dental plan premiums, provisions to provide paid maternity leave for up to 17 weeks, and proposals designed to mitigate the precarity of being a Post-Doc are achievements we should all be proud of.”

Jesse Payne, a Staff Representative for the local, is happy to finally see the material results of the union drive that saw a majority of PDFs at McMaster sign cards and vote in favour of joining CUPE late in early 2008. “It was a long process from signing the first union card to signing our first contract,” Payne reflects, “but the new contract makes the years of work worth every second. This in an historic victory for academic workers in Canada, and I hope PDFs across the sector will follow suit and join together to improve their conditions of work.”

The CUPE 3906 bargaining team thanks all those PDFs and other university workers who supported the bargaining process, and has committed to provide any support needed by Post-Doctoral Fellows and other campus workers who are seeking to join a union and make gains to their contract.

See the union’s blog at for more details.  The full details of the contract will be made public once ratified by the university.

July 25, 2009

Progess Made  in Conciliation – Monday Meeting Postponed and Media Blackout in Effect

This past Thursday through Saturday, the bargaining teams representing PDFs at McMaster and their employer met  in 32 hours of talks.   With the assistance of our government-appointed conciliation officer, significant progress was made at the table.

The parties have committed to return to the table this Monday, July 26, in an attempt to resolve the handful of outstanding issues.

The Special PDF Membership Meeting scheduled for Monday, July 26 at 3pm has been post-poned until later in the week (likely Thursday at 3pm, but watch for updates), in hopes that the parties will be able to complete a tentative agreement prior to the GMM.

In this event, the Union would announce the details of the tentative agreement and both parties would begin the ratification process.   In the event that a tentative agreement is not reached prior to the GMM, it is expected that the union will table and discuss a motion to hold a strike vote.

Details of the special meeting will be announced shortly.  In an effort to foster productive talks this Monday and a collegial completion to the bargaining process, a media and communications blackout has been agreed by both parties. Details of the progress made this past week, including the details of a tentative agreement, if reached, will be made available to CUPE Unit 3 members at the GMM, and to the public as soon as possible therafter.

The CUPE 3906 Unit 3 bargaining team thanks all members and supporters for their patience, input and efforts over the past 9 months.


May 30, 2009

Bargaining Bulletin #9 – Union Awaits Employer’s Response on Key Issues

On Friday, June 5 from 11am-1pm, the bargaining teams for the union representing Post-Docs at McMaster and their employer will meet at the table in one of 2 planned pre-conciliation negotiation sessions. While progress continues to be made, albeit at a slowed pace, in recent weeks, key issues such as wages, benefits remain unresolved.

Members of Unit 3 interested in attending the session should contact or stop by the office at 10:45 am on June 5.Members who are interested in viewing the employer’s package (their 11th in 7 months) or discussing the status of talks with the union’s bargaining team are invited to stop by the union office from 2-3pm that afternoon.

The parties will meet again on Tuesday, June 9th, when the union expects to table its 14th proposals package. The union is hopeful that most issues may be resolved prior to entering conciliation with the Ontario Ministry of Labour later in June.

The CUPE 3906 bargaining team would like to express thanks to all those Post-Docs who have participated in discussions, given input and provided various forms of support during this lengthy bargaining process. Negotiating a first collective agreement is never an easy task, and this challenge is compounded in that ours will be the first contract in Canada for Post-Doctoral Fellows. As such, both the union and the employer have been under scrutiny from workers and employers at other Canadian universities, who are aware that what we win at McMaster will set the standards for the employment of Post-Docs across the country for years to come.

In recent years, the opportunities available to graduate students entering the academic workforce have greatly diminished. Workers with doctorates, and actually the “lucky ones,” have increasingly found themselves taking contract or limited term teaching and research positions at lower pay, with fewer benefits, and with little of the job security afforded to other skilled workers.

The issues facing the education sector and its workers, and especially organizations and unions representing Post-Docs, in the years ahead cannot be fully addressed at one university, by one union, or in one round of collective bargaining. That said, we agree with our Unit 3 members that Post-Docs at McMaster do valuable work and deserve the same respect, the same basic rights and protections, and the same benefits as other McMaster staff, and will continue to voice that important message to the employer.

In all honesty, while the improvements proposed by the union would bring Post-Docs much closer to parity with other campus staff, it would still be inadequate to achieve fair and equitable treatment for Post-Docs as compared with other full or even part-time staff at McMaster. Moreover, the reality is that the union will have to make further movement in the weeks ahead, as we attempt to finalize an agreement that can be brought to you, the Post-Docs, for consideration.

Rest assured, though, that your bargaining team, and your union leadership, will continue to do everything it can to advocate on your behalf around the issues you have prioritized. CUPE is Canada’s largest union, and represents the largest number of public sector and education workers in Ontario and nation-wide. In joining a union, you have created the foundation to ensure ongoing improvements to your working conditions, and the years ahead will continue to bring new challenges and new opportunities.

We look forward to bringing a tentative agreement for your consideration this summer, thank you for your patience and support, and wish you all the best with your ongoing research, instruction and professional development.

All the best from your bargaining team.

May 19, 2009

Bargaining Bulletin #8 – Conciliation to begin in June

Today, the CUPE 3906 Post-Doctoral Fellow (Unit 3) bargaining team filed for conciliation with the Ontario Ministry of Labour.

Conciliated talks between the university administration and the union’s team will likely convene in early June, and may proceed as long as fruitful discussion and progress are being made.

The parties will meet at least once prior to conciliation, beginning on May 26, when the union’s bargaining team will table their 13th proposals package.   Amendments to the union’s position will focus primarily on non-monetary issues, in an attempt to resolve as many issues as possible prior to meeting with the Ministry’s appointed officer.

The union is hopeful that the employer will respond to their May 26th package in full prior to the beginning of conciliation, and believes this would be a great sign of good faith in the negotiations process.

More information will be available here shortly.


Bargaining Bulletin #7 – Special Post-Doctoral Fellow  Drop-in Consultation May 15, 2009

The CUPE 3906 Unit 3 Bargaining Team is holding a special PDF drop-in session from 1-3pm on Friday, May 15, in B108 Wentworth House.

The drop-in session is designed to allow all members of Unit 3 (Post-Docs at McMaster outside of Health Science) a chance to view and share their thoughts about the union’s and the employer’s most recent offer, as tabled on May 5, 2009.  The union’s most recent package can be viewed here.

The employer’s most recent offer includes:

* a monetary offer of less than 3% in the first year (or just under 1.5% in each of 2 years), payable as a lump sum to bargaining unit members
* a $10,000 fund for Post-Doc professional development, hardship and other costs
* movement on sick leave, bereavement leave and paid vacation
* an increase to the base annual rate of pay in the unit (but not yearly increases for those paid above the base)
* protections against wage and benefits erosion during the life of the contract

Their monetary offer does not include:

* improvements to benefits, such as employer contributions to the monthly dental premium
* any access to the pension plan or RRSP contributions by the employer
* a yearly wage increase (except for those working at the ‘base rate”)
* meaningful academic freedom language
* benefits for Post-Docs with initial contracts of less than 1 year
* paid maternity leave

If Post-Docs continue to believe that the new contract should bring additional improvements to wages, working conditions and benefits, there are many options available to us.

At this stage, the union and/or the employer may request the assistance of a government-appointed conciliation officer.    The “conciliation” process would begin within the next few weeks, and could last for as long as requested by the parties to help us achieve a fair settlement.    If outstanding issues remain following conciliation, the union or the employer may request the services an independent arbitrator, who will hear submissions from both parties and impose a settlement on those remaining items.   Because this is a first collective agreement, either party may request that the Labour relations Board require the other party to agree to the arbitration process.

Members may wish to utilize this option if the employer ceases to continue to make meaningful movement as bargaining continues. More information on these options is available here.

The union’s Bargaining Team wishes to meet with as many Post-Docs as possible this Friday, May 15, between 1 and 3pm, in order to solicit feedback regarding the current state of proposals by both parties, priorities issues, and available options members wish to utilize.   See you soon.


Bargaining Bulletin #6April 29 Update

April 29, 2009

Dear Member,

As you know, we have been bargaining a first contract for Post-doctoral Fellows here at McMaster. We have been at the table since November, and the process has been slow – but we are close to a conclusion! While bargaining has gone smoothly in places and we have made important gains, the process has ground to a halt because the employer has not moved on four essential components of the final agreement:

  • Wage erosion protection
  • Benefits
  • Academic freedom
  • Complete participatory rights as members of the McMaster community

As part of our commitment to reach a fair settlement, we have moved significantly in our proposals, and particularly in our monetary proposals. However, we remain committed to the principles established at the beginning of the process. On April 17th we presented what we feel is the minimum package we can agree to. We met the Employer today (April 29th), but did not receive a response to our proposals. They have indicated that we will receive a comprehensive response at the next meeting on May 5th.

Today, you may have received an email from the Dean of Graduate Studies, Alison Sekuler, regarding the bargaining process. Regarding the content of “Setting the Record Straight”, the Union stands behind our earlier communications.

  • A base salary that is $15,000 below the current average sets the stage for wage concessions. Further, a wage rate that has no annual increase to match the cost of living is, in effect, concessionary.
  • The Employer has tabled no new benefits or money in any category for PDF support over a three year contract. This is a freeze. Indeed, in the context of an economic recession, it sets the stage for rollbacks if funding is reduced (please see the Employer’s package posted on our blog at ).

Dr. Sekuler also states that we have proposed language that would enable a PDF to be replaced or “bumped.” This is fundamentally and categorically inaccurate. Our top priority is job security. What we have tabled is a proposal that stipulates that in the event that laid off employees are recalled, they must be recalled in order of seniority, provided they remain qualified to do the work.

In Dr. Sekuler’s email, she implied that the Union is planning to take action without first consulting our members. Again, this is untrue. We have always, and will always, operate at the direction of our members. Throughout bargaining we have endeavoured to keep PDFs informed of our proposals, and to engage them in our decisions. Our office continues to be open and we welcome your contributions, questions and participation. Our final proposal package is available online at .

Please visit the blog, post comments and questions, and feel free to contact us. Further, in the FAQ section there is information about Conciliation, Mediation, Arbitration, Strike Votes and other elements of the bargaining process and how they work. Please ask us any questions that may arise from this – or any other- material.

We are holding a Special General Membership Meeting for Post-Doctoral Fellows on Thursday May 7th at 4pm at the Union Office (B108 Wentworth House). Please come out, see the package, ask your questions and participate in the process. Your engagement at this time is crucial!

We hope that our next meeting will be productive in resolving the remaining issues, and that conciliation (bringing in a government mediator) will not be necessary. To help us achieve a resolution, please send a letter of support to the Employer by visiting

In Solidarity;

Your Bargaining Team

CUPE 3906


Bargaining Bulletin #5April 17 Update

April 17, 2009, saw the university administration and the union representing Post-Doctoral Fellows at McMaster University making important progress on non-monetary items, but in a continuing stalemate regarding wages, benefits and professional development supports.

Union Movement

The day saw movement on both sides, with the Union tabling modified academic freedom protections, and moving substantially on monetary items, proposing a package that includes a total compensation increase of less than 6%, including:

* a 2% wage increase (less than the university sector average of 3%)

* an employer contribution of 50% of the dental plan premium (as opposed to 100% provided at all other staff)

* a 2% RRSP contribution (as opposed to the larger contribution to pensions provided to all other staff)

* a small guarantee of $500/year for professional development support (much less than afforded to Faculty)

Employer Movement

The Employer provided meaningful language pertaining to hours of work and the job postings protocol, but retained their position of a o.o% increase to total compensation over 3 years.

Update on Remuneration

The Union had previously reported that on April 6 the Employer signaled willingness  to seek a greater monetary mandate from their principals.  We regret to inform members and supporters that they have clarified their position.  They have asked that we confirm their position that, while any increase in compensation and benefits beyond the proposed 0.0% increase over 3 years would require that they “ask” for a modified monetary mandate, they have NOT committed to “seek” such a mandate.

Next Steps

The Union’s bargaining team has made it clear, based on ongoing guidance from the Post-Doctoral Fellows we represent at the bargaining table, that we CANNOT accept a contract that freezes wages and benefits at unacceptable levels for the next 3 years.   As such, while further monetary movement may be possible depending on the will of the membership, the monetary package offered by the Union on April 17 will NOT be reduced until the Employer has provided a monetary package that at least keeps pace with inflation and the increases afforded to other McMaster staff.

Bargaining dates have been set for April 29 and May 5, 2009, and the progress on these days will indicate whether any further negotiations will be possible in the absence of a government-appointed conciliation officer.

Should a meaningful proposal be tabled by the Employer in the coming weeks, the planned end of May deadline for negotiations may still be possible.   Otherwise, negotiations will continue through the Summer, with the assistance of the Ministry of Labour, and the Union will call together members to consider all available options.

Watch this blog for updates as they unfold.


Bargaining Bulletin #4April 6 Update

On April 6, 2009, the CUPE 3906 Unit 3 (PDF) negotiating team met with the Employer (the university administration) after a 2-week hiatus.

Though neither party tabled an amended proposals document, agreement was reached on a number of outstanding non-monetary items.

Setting aside an ongoing dispute between the parties about the Employer’s proposed “base rate” of pay for Post-Doctoral Fellows of $25,000/year, the parties have now focused attention on the total % increase in total compensation each PDF will receive this year, and beyond.

The parties discussed the framework for a financial settlement package, based on an agreed current total compensation figure.   The Employer and Union cost the total compensation (wages, benefits and support funding) to be approximately $5.5 million.   Based on this figure, each 1% increase in total compensation is calculated to be valued at $55,000, spread across the bargaining unit of 130 Post-Doctoral Fellows, or approximately approximately $423 dollars per year per member.

The Union’s most recent package proposed an increase of approximately 10-12% in the first year.  This includes a 3% wage increase, a provision to afford PDFs “employer-paid” dental coverage, benefits for PDFs with less than 1-year contracts, and small funds to ensure that all PDFs have access to guaranteed research, professional development and conference travel funding.

The Employer has proposed only to “freeze” total spending on benefits and other supports at current levels,  maintaining that they have a “status quo” mandate.   As such, for the duration of their proposed 3-year contract, they have offered a 0.0% increase to total compensation, and a $0.00 yearly increase per member for wages, benefits and funding.

Through discussions we’ve had during ongoing consultations with Post-Doctoral Fellows, the Union feels confident asserting that this offer is not acceptable.  As such, on April 6 the Union asked the Employer to seek from the Board of Governors (and specifically the Remunerations Committee) a greater monetary “envelop” for yearly increases for PDFs at McMaster, stating clearly that a yearly increase in the realm of “full percentages” was needed to allow the parties to reach a speedy and collegial resolution.

In response, the Employer stated that, as it currently has a mandate of securing a wage and benefits freeze for 3 years (“status quo”), providing even modest monetary improvements to the key areas of the contract identified by Post-Docs (such as dental premiums support and a small yearly cost of living increase) would require that the Employer’s bargaining team “ask” for increased flexibility from its “principals” to what types of improvements to the contract its allowed to offer.

It is unclear at present whether the Employer’s bargaining team will “ask for” and/or be afforded the ability to begin to bargain small monetary improvements.   Watch this blog for updates on this important question.

In the meantime, the Union is working to draft a refined proposal that includes gains in priority areas identified by Post-Docs, but that is mindful of the constraints imposed by the current economic situation.    The package will be created with vast input from Unit 3 members themselves, and will be tabled on Friday, April 17, 2009.

Following this date, negotiations will likely not resume until the administration has sought and secured some monetary flexibility (in the range of a few percentage increases per year) from the BoG Remunerations Committee, and will likely re-convene by the mid to late May.

The Union had initially set the goal of having a tentative contract for consideration by the membership by the end of May.  However, this will only be possible if the Employer returns to the table with a reasonable offer that meets the priority needs identified by PDFs in Unit 3.

Failing progress by the end of May, negotiations will continue through the Summer, and the Union will begin internal discussions as to how to most effectively proceed, and may seek the assistance of a government appointed officer to mediate the talks, so as to ensure the quickest and most fair settlement possible.

We will continue to update this site as details unfold, and expect to have a significant update following the bargaining session on scheduled for April 17, 2009.


Bargaining Bulletin #3

CUPE 3906, Unit 3 (Post-Doctoral Fellow) Proposal

Background Information

Employer response


* protection of guaranteed base rate at present levels

* increment of 3% per year

* current average, according to the Employer = $40,500

* lowest PDF wage ever at McMaster = $30,000

Employer’s offer:

* base rate of $25,000

* “No” to yearly increment of 3%

* no wage erosion protection yet


* protect current benefits against erosion

* employer-contribution to dental premiums

* UHIP past 3 months for student and their family

* benefits for less than 1-year PDFs

* Tuition waivers

* Transit discount

* current PDF benefits may be subject to erosion, as the employer controls the plan

* PDFs pay 100% of their dental premiums, unlike all other salaried Mac employees

* PDFs with less than 1-year contracts have no benefits

* PDFs must pay 100% of expensive UHIP family premiums after 3 months

* PDFs seek the same tuition waivers as all full-time staff

Employer Response:

* erosion protection likely

* employee access to counselling

* “No” to employer-paid dental

* “No” to UHIP for family past 3 months

* “No” paid benefits for less than 1-year PDFs, but inclusion immediately upon extension

* tuition waivers and protection where courses are required by employer

* agree to seek transit discount

Academic Freedom:

* academic freedom protection under senate policy applies

* whistle-blower protection

* covered by intellectual property policy and right grievance to grieve violations

* PDFs seek a reasonable measure of control over the direction their research

* whistle-blower protection is integral to research integrity

* currently, PDFs have no right to grieve IP policy violations to 3rd party

Employer Response:

* academic freedom policy doesn’t apply, but do have protection for freedom on speech

* whistle-blower protection possible

* intellectual property protection in progress

Job Protection and Dispute Resolution:

* union representation – dispute resolution process, discrimination and harassment, unfair disciple protection

* no “60 days” termination

* primary job of the union is protecting and struggling for worker’s rights

* prior to forming a union, PDFs could be terminated without cause with 60 days notice

Employer Response:

* won strong grievance process and no unfair discipline

* won no “60 days” termination – with short probationary period

* won union representation in dispute resolution processes

Leaves and Vacation:

* 2 weeks paid for all PDFs

* paid stat holidays and accommodation for religious holidays

* create paid sick leave, bereavement leave, maternity leave, family/personal leaves

* currently not all PDFs currently have equal access to paid holidays

* PDFs are afforded less paid vacation and leaves than all other salaried Mac workers

* PDFs deserve more than statutory minimums

Status thus far:

* won 2 weeks paid vacation for all PDFs, seeking grid increments

* progress on stat and religious holidays

* progress on bereavement leave, but Employer says “No” to other paid leaves, such as maternity

Professional Development and Support Funds:

* professional development, research and conference travel funds

* Childcare and Hardship Fund

* currently, such funds may be included as part of grant, but inequitably and without guaranteed support

* seek small amount of support funding for childcare and financial hardship

Employer Response:

* “No” to access to a small amount of professional development, research and conference funding for all PDFs

* “No” to Childcare and Hardship Fund contributions


Post-Doctoral Fellow (Unit 3) Collective Bargaining Bulletin #2

Since last November, your CUPE 3906 Unit 3 Bargaining team has been hard at work negotiating the terms of our first Post-Doctoral fellow (Unit 3) collective agreement. Early this month, an important milestone was reached in our Unit 3 bargaining, as both the Union and the Employer shifted from non-monetary proposals to substantial monetary discussions.

The Good News ~

The Employer has ensured the Union that no currently offered benefits would be clawed back, and tabled a proposals package including a continuation of UHIP coverage for members and families for the first 3 months of employment, the tuition rebate program, employer-paid medical and eligibility to enrol in the dental plan. Further, we have nearly completed discussions concerning the dispute resolutions process and evaluations. Finally, the Employer also tabled extensive health and safety language, a guarantee that no employee will pay out-of-pocket for required employment-related equipment or supplies, language pertaining to vacation, paid holidays and leaves, and the establishment of a minimum rate of pay.

Lots Still to be Done ~

The Bargaining Team remains committed to developing the most comprehensive Post-Doctoral Fellow contract in the sector, reflecting the core values and central priorities of PDFs as voiced in our comprehensive survey and ongoing consultations held throughout the past year. These included improved benefits, including Employer-paid dental premiums, access to travel subsidies, and access to guaranteed professional development funding and research supports.

Additionally, we regret to report that little progress has been made regarding academic freedom and the employer has yet to respond to our proposal regarding intellectual property rights. Academic freedom will clearly be the most difficult issue to resolve, as the Employer continues to refuse to acknowledge that PDFs are entitled to this essential component of critical and cutting-edge research.

What’s Next ~

We are hopeful that a tentative contract will be concluded by late Spring, and will provide details of progress at the local’s March and April General membership Meetings. Once a tentative Collective Agreement is reached, all Unit 3 members will have the chance to discuss the package at a special GMM and to vote on the new contract.

We remain committed to a 2010 expiration date, which will allow Unit 3 to bargain alongside other academic and support staff at McMaster and at universities across the province.

We continue to follow the tried-and-true CUPE 3906 bargaining framework, grounded upon the same principles that helped Sessional Faculty win an historic contract earlier this year:

• democracy and transparency
• no concessions and no member left behind
• respect for our work
• sector-wide coordinated bargaining

We are always happy to hear from members wishing to provide input or assistance, to ask questions or to attend a bargaining meeting. Please contact if you would like to participate.


Bargaining Bulletin #1

Presented at CUPE 3906 General Membership Meeting – December 2, 2008

Your Bargaining Proposals

At the General Membership Meeting of October 23rd 2008, a comprehensive sketch of proposals for the first Unit 3 Collective Agreement was discussed, amended and approved by Unit 3 members in attendance.

Key protections that normally form part of a Collective Agreement were ratified at the GMM, including:

· a standard process for resolving disputes

· employment equity protections and equitable hiring practices

· health and safety standards and paid Unit 3 representatives

In addition to priority areas identified in bargaining surveys and consultation meetings conducted this Fall, including improvements to benefits, paid leaves, a cost of living adjustment and professional development funding, Unit 3 members identified free access to university facilities and services, access to teaching experience and coverage for employment-related expenditures (such as parking and safety equipment) as key demands.

Your Bargaining Team – Hard at Work

At this GMM, the Bargaining Team (BT) was formed, and soon after met to begin drafting a final package for presentation to the employer (the McMaster administration). On November 20th, the BT presented Unit 3 demands to the employer, followed by productive discussion. This package can be found in full on the website at:

This package is a work in progress, and a final draft is currently being produced, and will be tabled once the union received the employer’s first package.

Your Framework

On October 23rd, Post-Doctoral Fellows in attendance ratified the tried-and-true CUPE 3906 bargaining framework, grounded upon the same principles that helped Sessional Faculty win an historic contract earlier this year:

· democracy and transparency

· no concessions and no member left behind

· respect for our work

· sector-wide coordinated bargaining

Upcoming Bargaining Sessions

The union and employer representatives will meet again on December 8th, when the employer is expected to present its proposals to the union BT. Please watch the for updates following that meeting. Bargaining will continue throughout December, and many dates are arranged for January and February.

Our goal is to successfully complete negotiations toward a first contract by late February. Once a tentative Collective Agreement is reached, all Unit 3 members will have the chance to discuss the package at a special GMM and to vote on the new contract.


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