CUPE Local 1356 Blog

Canadian Union of Public Employees Local 1356. We have three Collective Agreements as Local 1356, 1356-01, and 1356-02. The membership is comprised of the full-time and part-time workers of York University the Local website is at This Blog will include Local information and information garnered from sources other Universities, Colleges, Post Secondary/Tertiary Education and news sources supplying information.

Thursday, September 15, 2005

Seneca College OPSEU Settles

Highlights of the new settlement by OPSEU Local 561, representing the support staff at Seneca College (at York and across North Toronto and York Region)
No concessions
2% in September + 1% in April, each year
New "Special Allowance" (we call it a "recognition allowance") of $400 (it's a start) each September 1st, for employees with at least 10 years of continuous service (it's a start)
new "drug card" so we don't have to pay for medication first and then get reimbursed. We just pay our share up front. This will be very helpful to those with high medical costs
new process to allow ad-hoc benefit increases to members on long term disability
additions to paramedical coverage (we got acupuncture!)

increase in the number of days to file a grievance after a breach of the collective agreement
implementation of a new and better classification system, which was negotiated over by a management/union committee over four years
stronger language for environmental conditions of "air, light, space and temperature" and a quicker process for dealing with complaints
increase in time off for "union business" (for our college we will now share 18 hours instead of 15, per week). Also, promise of "discussions" about additional time off for provincial representatives for the "purpose of assisting the union in advising and educating members with respect to collective bargaining..."
revised "stand by" and "call back" provisions, which take into consideration IT workers who are often asked (or feel responsible) to check and fix problems from their homes while not at work
stronger language to close a loophole which allows managers to "reclassify" an existing employee, rather than posting and hiring for a new position at a much higher level
new and more affordable post-retirement benefits programs
sick days for members from their first day of employment (used to have to wait until next September 1st)
continued contracting out protection (for people not positions)
further discussions regarding workplace wellness programs
4% additional pay for summer student workers, in lieu of benefits they do not receive
increase to 8% the additional pay for temporary, contract workers, in lieu of benefits they do not receive


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