Uvic Pea Collective Agreement
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Administrative and academic professionals, a group of 960 employees (920 full-time equivalents), are represented by the Association of Professional Employees (EEP) in collective bargaining with the University of Victoria. Other adjustments to the collective agreement include: The collective agreement, which is now available on the Human Resources website, contains a number of updates and changes as a result of the bargaining process. In some cases, the changes resulted in approved operational savings, and these savings were then redirected to support further changes in the agreement. On Thursday, CUPE 4163 and the University of Victoria reached a preliminary agreement through mediation. Some changes to the expanded health and dental plans have also been negotiated. These changes will be introduced throughout the term of the Agreement. The previous collective agreement expired on June 30, 2019. Negotiations to extend the agreement began at the end of 2018 and were successfully concluded on 19 December 2018 with a provisional agreement. The Employment-Employee Relations team works closely with all managers responsible for operations and human resources on all matters relating to the interpretation and application of collective agreements. In addition, the parties agreed on targeted market adjustments to address chronic labour market problems in certain occupations that affect the university`s ability to fulfill, enhance and maintain its core academic mission. For example, senior managers of capital projects, certain fundraising positions and certain IT positions.
The former Essential Skills Adjustment Program will expire for the duration of the agreement. On July 1, 2021, an adjustment to the salary cap of 0.4% will also be introduced to improve the overall competitiveness of the PEA salary tables. Some 200,000 public sector workers are now covered by provisional agreements or ratified under the economic stability mandate. Overall, this represents about two-thirds of all unionized workers in B.C`s public sector. The collective agreement, now available on the HUMAN Resources website, contains a number of updates and changes as a result of the bargaining process. In some cases, the changes resulted in approved operational savings, and these savings were then redirected to support other amendments to the agreement. 682 (93.2%) of the 732 members who participated in the vote on the ratification of our second collective agreement voted YES on July 17, 2019. With legal recognition from the province and the university, CUPE 4163 began a new round of contract negotiations in 2002 and 2003. This happened in a changing political climate, where the right to free collective bargaining was threatened by a government that sought to weaken privatization and the power of organized workers. In the spring of 2002, CUPE B.
called for a solidarity vote among all residents, based on the principle that “one person`s injury is a wound for all.” This initiative was supported by 90% of CUPE 4163 members. CUPE 4163 is known as the University of Victoria Education Employment Union. The room consists of three “components”, each with its own pricing language. Some changes to the expanded health and dental plans have also been negotiated. These changes will be introduced throughout the duration of the agreement. The new collective agreement is now available on the Human Resources Department website. The professional association and the university are negotiating a new collective agreement and the respective collective bargaining committees are pleased to inform you that they have reached an interim agreement at the table, which they will recommend to their members and clients for ratification. Further details on the agreement will follow with the ratification process in January. Thank you to everyone who has worked so hard to make this agreement happen, and we look forward to discussing it with everyone in the new year.
CUPE 4163 is known as the University of Victoria Education Employees Union. The local consists of three “components”, each with a distinct language of collective bargaining. The government`s economic stability mandate gives public sector employers the opportunity to negotiate longer-term agreements within a fixed fiscal framework and provides workers with the opportunity to participate in the province`s economic growth through the economic stability dividend. Regulations are expected to be unique and reflect negotiated priorities to ensure workforce stability and the provision of affordable services throughout Region B.C. CERTIFICATION The LABOUR RELATIONS BOARD, which has ensured that the workers named here are an appropriate entity for collective bargaining and that all necessary requirements of the Industrial Relations Act are met, certifies the Canadian Public Service Union, Local 4163, as a negotiator for employees ii, an entity consisting of employees who are the main persons responsible for credit loans in fixed-term contracts, the courses have been appointed. as music professors or lecturers at the University of Victoria, with the exception of: 1. all tenure-track and tenure-track faculties, principal instructors and professional librarians; (2) all specialized administrative and academic staff; 3. all visiting lecturers who hold a permanent position at another university and who are appointed lecturers; 4. persons who inform a loan course under a contract with another employer; 5. .
. . The Professional Employees` Association (PEA) and the University of Victoria (UVic) have ratified their agreement under the Economic Stability Mandate. The duration of the new agreement runs from 1 July 2014 to 30 June 2019. The agreement provides for a modest wage increase of 5.5% over the five years of the mandate, with the possibility of additional increases if economy B.C exceeds the annual forecasts set by the Economic Forecasting Council during the last four years of the agreement. As already reported at the beginning of the year, the university and the Employers` Liability Insurance Association (PEA) have successfully negotiated a new collective agreement for the period from July 1, 2019 to June 30, 2022. The agreement, which was fully negotiated under the Government of British Columbia`s sustainable services bargaining mandate, has since been ratified by both parties and approved by the Public Sector Employer Council. In some cases, the changes resulted in approved operational savings, and these savings were then redirected to support other amendments to the agreement. I thank the Members who attended the sitting to discuss the interim agreement last night. Below is a link to the provisional agreement. In addition, the parties agreed to make targeted adjustments to the market to address chronic labour market problems in certain occupations that impede the university`s ability to fulfill, enhance and maintain its core academic mission. For example, capital project managers, some fundraising positions and some computer stations.
The former Essential Capabilities Adaptation Program will end during the term of the agreement. .