1. AMUSE Collective Bargaining Update And information about potential strike

2. This Presentation 1.AMUSE : Your Union 2.The Collective Bargaining Process 3.Bargaining Priorities 4.Supporting the Priorities for a Strong Collective Agreement 5.A Strike Mandate This presentation has been modified from its original version in order to be shared publically.

3. AMUSE Your Union

4. We’re In a Union! Introductions Association of McGill University Support Employees Accredited Labour Union in 2010 to represent casual jobs at McGill University 85-90% of our members are also students 10-15% are non-students most of whom are working in MUNACA replacement positions We are the labour union represents you as workers to McGill University.

5. What Does My Union Do Represents members in all aspects e.g.: Grievances Upcoming Issues can be brought to Labour Relations Committee Meetings e.g. unsafe workplaces, misclassification issues Solidarity with broader labour movement supporting other unions and community groups Other Legal Issues e.g. Pay Equity Complaints Collective Bargaining

6. The Process

7. What is Collective Bargaining Collective Bargaining is a process in which the University and the Union negotiate together in order to come up with a Collective Agreement We bargaining collectively in order to attain a base level of rights that we deserve as employees of McGill University The collective agreement that comes out of this process is the law of the parties Our first collective agreement was signed in Spring 2012 We are currently in bargaining for our second Collective Agreement

8. Tell Me More About Bargaining At the general assembly in 2015, a collective bargaining team was chosen to represent members at the bargaining table The representatives from McGill are 1 central human resources representative (lead negotiator), and 4 managers from departments around the McGill Campus. This time, they are from CMARC, Medicine, Athletics, and the Bookstore We presented AMUSE’s draft for our second collective agreement at a meeting in May 2015 Our last Collective Agreement remains in effect until the new one is signed

9. How have AMUSE members been involved before today Members were surveyed to find out what they wanted in the next agreement from summer 2014 - winter 2015 Members voted on the bargaining team members in February 2015 Members voted on the priorities for the bargaining team to fight for in our collective agreements in February 2015 and again in February 2016 Members are always involved on the Board of Representatives, as Union Stewards, and as Executives. Get in touch with us at any time amusemcgill.org/contact-us

10. Bargaining Priorities For this Collective Agreement

11. Bargaining Priorities In Summary We have summarized our priorities for posters, campus media, and the SSMU and AUS endorsements as such: 1. Equal Treatment: Respect for casual workers, including hiring priority for jobs you’ve already done. 2. Wages that Reflect Our Work: Accurate job descriptions, with a paycheque to match. 3. Stable Jobs: Seniority and benefits for casual workers. 4. A Living Wage: A $15 minimum wage plus regular pay increases. 5. Work Study that Works for Us: A better posting system and more student input for Work Study jobs.

12. Supporting the Priorities for a Strong Collective Agreement

13. Non-Monetary Issues Unresolved Priority: Make Work Study Work For Students 1.Posting requirements to facilitate easier access to jobs for students with financial need 2.Communication with the union through a committee Priority: Equal Treatment and Respect 1.ID Cards for Casual Employees Who Are Not Students 2.Hiring Priority for jobs you’ve already done instead of having to reapply in January for the contract you had from September - December

14. About the Monetary Proposal We came up with a detailed and specific monetary proposal that includes: 1.33 distinct job titles 2.Wages that reflect those job titles We used the University’s own job evaluation tool, the Hay Method, to determine how many points each of those jobs should receive. We then compared these points to the points in our sister union, MUNACA’s, Collective Agreement in order to come up with specific wages for these 33 jobs.

15. Monetary Issues The University has refused to bargain with us on the following: 1.Job titles 2.Wages that reflect those job titles The University will not proceed unless we agree to bargain for the same wage categories that we have in our current Collective Agreement: Class A (currently $10.85), Class B (currently $11.22), Class C (currently $12.24) The University has said that due to our ongoing complaint with the Pay Equity Commission, they cannot bargain with on the terms of our proposal.

16. Wait, What? Yes, the university has said that they cannot negotiate with us on job titles or wages that reflect those job titles. The University is using another complaint to argue that casuals cannot have job titles and wages that reflect their work in the next collective agreement. The University will only bargain on their terms. We offered to compromise with the University, and our offer was rejected.

17. What does a strike look like? Pressure tactics will be used before a strike. The union has already engaged in some mild tactics such as: handing out pamphlets to McGill senators before a senate meeting explaining the issues, putting up posters on campus, wearing posters on campus. A strike is a legal refusal to work and it would affect all employees. Any employee who joins us on the picket line (or in strike actions) would get strike pay for a 4 hour shift. If you work less than 20h/week, you would get $53 per day for a 4 hour shift. If you work more than 20h/week, you would get $75 per day for a 4 hour shift.

18. Special General Meeting The purpose of the meeting on October 20 was for one vote: to get a mandate from the membership to go on strike, which the bargaining team will use if necessary. Our next meeting with the university in bargaining is Monday, October 24th. We have another meeting Friday, October 28th. Members had a chance to vote yes or no to a strike mandate. If we do strike, we will announce it to you on our newsletter, website and social media channels as soon as possible. A strike will affect all AMUSE members.

19. Members voted 82% in favour of strike action up to and including a general strike