Progress on TA Training proposal and upcoming monetary discussions
After two successful Bargaining Action Meetings (BAM!), last week we had a very productive day at the bargaining table. Every time you and your co-workers demonstrate your commitment to standing up for issues that are important to you–through showing up to meetings like BAMs and making your voice heard, we show the University how important these issues are.
We are getting closer to tentative agreements on the remaining non-monetary proposals. Your bargaining team tabled all monetary proposals on April 20. Our next bargaining day will be June 4, where we expect the University’s response to our monetary package. After the University presents their monetary package, we will hold a Component 1 Membership Meeting on June 10th to discuss our union's response. Keep an eye out for notice of meeting.
Education 1 - Improving Training
When we last discussed this proposal, the University indicated that they were not interested in further discussing TA training, and in particular some of the baseline topics that should be covered in TA training. We held two Bargaining Action Meetings (BAM!) to discuss this and two other issues. Last Wednesday, the University came back to the table, showing a renewed willingness to discuss this issue. We’ve made significant progress in ensuring that when departments offer TA trainings related to pedagogy/curriculum, de-escalation and classroom management, and EDI, these trainings should be scheduled as time worked and paid for TAs.
We expect the University to come back with a more thorough response in the next session, and we remain hopeful that they will show a genuine commitment to implementing more consistent, paid training for TAs across campus.
The University maintained their position on aligning the no discrimination language of the collective agreement with the BC Human Rights Code. We are disappointed that UBC is not interested in leading the way on fighting discrimination in the workplace. We are continuing discussion with the University to address specific concerns around language in UBC job postings which reference preferential hiring for Canadians and permanent residents, as well as seeking commitment from the University that caste-based discrimination will be recognized at least in alignment with a recent decision from the BC Human Rights Tribunal.
Education 3: AI and Technological Change
Last time, we proposed a modified version of our original proposal to address some concerns that the University raised. This time, the University’s team came back with a proposal to establish a joint committee between the Union and the University to discuss implementation of Artificial Intelligence (AI) related to the work CUPE 2278 members do. We responded, emphasizing some key issues related to AI, including prohibiting the University from using AI for worker surveillance, management, discipline, and termination. Additionally, we emphasized the importance of ensuring that when AI implementation changes or displaces CUPE 2278 members’ jobs, workers are entitled to maintain preference for their positions and receive adequate training. We expect to hear back from the University next time.
Equity 3: Information regarding deaths in the University community
The University has given a letter of commitment that they will update their procedures regarding the death of an employee so that such procedures reference information and resources relevant to CUPE 2278 members. The specific updates will be confirmed at a future Labour/Management meeting before implementation.
GAA 1: Continuing GAA negotiations
Sick Leave
We clarified our last proposal on sick leave for GAAs. We are seeking sick leave accrual in line with that for Teaching Assistants. We are also looking to streamline banking of sick leave between jobs, so that sick leave accrued as either a TA or a GAA may be used and tracked together. We see our proposal as simplifying the process for sick leave and removing administrative burden.
Vacations
We signed off on vacation language for GAAs! GAAs will be getting vacation at the same rate as Teaching Assistants. Vacation for GAAs is to be put on their Allocation of Work form at the beginning of their appointment (and every subsequent 12 months) with exact scheduling determined in conversation with their supervisor.