The University has made it clear to the Negotiations Committee that they have no intention of adding anything with respect to Hybrid Work in the Collective Agreement. We, the Negotiation Committee, feel this means they intend to eventually scrap the Hybrid Work model for our members.
This puts us at a crossroads. The membership will have to decide whether they will mobilize to force the University to negotiate a Hybrid Work Clause in the Collective Agreement or give up on adding Hybrid Work to the Collective Agreement and, quite possibly, see the University try to force the majority, if not all of us back on campus 5 days a week.
What are we fighting for?
If an employee can perform part of their job remotely, then they can choose a Work From Home model with 60% working remotely.
Anything less than a guarantee is prone to misuse by the University as they have proven with the current implementation in the Academic Sector.
But what about Federal Government PSAC?
To get the University to negotiate a Hybrid Works Clause in the Collective Agreement, we propose that the membership actively participate in the following mobilization activities as pressure tactics:
● Stickers Starting November 30th 2023
● Wear union pins on Campus November 30th 2023
● Zoom, Teams backgrounds if possible Starting December 4th 2023
● Desktop backgrounds if possible Starting December 4th 2023
● Screen Save if possible Starting December 4th 2023
● T-shirt Tuesday Starting December 5th 2023
● Join lunch time demonstrations TBD
● Work to rule Starting January 8th
● Prioritize personal time over working after hours (right to disconnect) Starting January 8th
Data
https://www.flex.scoopforwork.com/stats
Flex Report Q4 2023
Nicholas Bloom from Stanford Leading expert on remote work
Results from July’s Hybrid Work Survey
Unions of the FP and SPGQ fighting for remote work
University Budget Shortfall
Normal Lay off procedure.
Strike Pay
Strike 315$ a week from CSN
685$ from CUPEU for 3.9 weeks total of 1000$ per week
485$ from CUPEU for 5.5 weeks total of 800$ per week
385$ from CUPEU for 6.9 weeks total of 700$ per week
15.01 Only employees who are not covered by clause 14.01 may be laid-off.
15.02 Lay-off Procedure
In cases concerning lay-offs, temporary employees and those on probation are laid-off first. If other lay-offs are necessary, permanent employees not having job security are laid-off next, starting with those who have the least seniority.
15.03 Notice of Layoff
a) Any permanent employee not having job security, facing lay-off, must receive a two (2) month notice indicating the lay-off date.
b) Any temporary employee with less than five (5) years of service, facing lay-off, must receive a two (2) week notice indicating the lay-off date.
c) The temporary employee with at least five (5) years of service must receive a four (4) week notice.
d) The temporary employee with ten (10) or more years of service must receive an eight (8) week notice.
14.03 Severance indemnity
Employees who have employment security
a) Any employee benefiting from employment security who is affected by clause 14.02, may choose to not exercise his/her right and to resign. In this case the employee will receive a severance indemnity equivalent to a lump sum of eight (8) months of salary plus one and a half (1.5) months of salary for each partial or complete year of service, to a maximum of thirty-five (35) months.
b) The employee who confirms in writing his/her resignation within twenty (20) working days following receipt of the notice described in clause 14.02 receives three (3) months salary. The employee who confirms in writing his/her resignation after twenty (20) working days but before the end of the three (3) month notice period described in clause 14.02 receives the balance of the notice period as salary
Campus or Couch: Our Work, Our Choice.
Flexibility is the New Productivity
Flexibility is the New Efficiency
Flex Work, Max Impact