Collective agreements define the terms and conditions of employment of unionized workers and the rights, privileges and obligations of the union, the employer and the workers. Since the beginning of the pandemic and the transition from the university to a remote work environment a year ago, employees have worked hard to maintain U of T in the most optimal way possible. Despite unprecedented circumstances and challenges, employees have demonstrated their commitment and dedication. At that time, the potential impact of the pandemic on student enrollment and budgeting was unknown, while campus services were particularly affected and resulted in prolonged temporary layoffs. ETC, CUPE and OPSEU acknowledged the uncertainty and risk and cooperated with the university to jointly negotiate one-year renewals of collective agreements that did not contain compensation or benefit improvements. Earlier this year, the University and USW signed a new collective agreement in 1998 (appointed). This three-year agreement, ratified on 11 September, provided for improvements in wages and working conditions. The University of Toronto will retroactively increase compensation by one per cent – the maximum allowed by the province – for unionized employees who are covered by renewals of a one-year collective agreement and whose terms have been frozen due to COVID-19. Details of the agreement will be presented to members at information sessions on November 9 at the three sites. A ratification vote will take place on the 13th The polling places will be announced in the coming days. The university and USW Local 4120 ratified their renewal collective agreement on September 14, 2020.
Please register to access USW Local 4120 Memorandum of Agreement. The latest budget and enrolment data indicate that the university is not as negatively affected by the pandemic as feared last year. In particular, enrolment, which feeds into the bulk of staff budgets and salaries, has remained relatively stable. In those circumstances, U of T established that it would be able to provide for a 1% increase in remuneration with retroactive effect to 1 July 2020, the date of entry into force of the renewals of a one-year collective agreement and the freeze for non-unionised workers. . . .