As you know, on January 31, 2024, we reached a tentative agreement with the University of Ottawa to conclude this round of collective bargaining.
This agreement must now be ratified by the UOITP Group membership via an electronic vote. All regular members in good standing will receive the voting instructions by email.
Voting will be open from March 8, 2024 at 12:00 PM to March 14, 2024 at 4:00 PM.
The following documents provide details on your new agreement. It’s important you read these before voting or reaching out to the bargaining team with any questions.
Highlights of this tentative agreement include:
In our previous round of negotiations, the Ontario government passed Bill 124, which froze salary increases at 1% per year. This legislation was found unconstitutional, which provided an opportunity for your bargaining team to negotiate additional increases allocated to those years impacted by Bill 124.
Additional salary increases:
- May 1, 2020: 1%
- May 1, 2021: 1.25%
- May 1, 2022: 2%
Additional increases are retroactive for members and retirees who were in the employ of the University at the applicable time.
Further to the increased salary negotiations, members will receive the following increases for the renewal of their current collective agreement:
- May 1, 2023: 3.5%
- May 1, 2024: 3%
- May 1, 2025: 2.5%
Increases are retroactive for members and retirees who were in the employ of the University at the applicable time.
Members will experience a total increase in their pay of 10.75% as of May 1, 2024, as well as an additional 2.5% on May 1, 2025 (bringing the total to 13.25%, excluding compounding).
Further notable gains to your working conditions, includes:
- An increase in vacation accumulation between 15 and 25 years of service
- An increase of the overtime meal allowance to $17 when working from the office
- An increase of family obligations leave by an additional two (2) days; expanding this leave to include religious and relocation leave
- Sick leave carryover for terms increased from 15 to 24 days.
- Expansion of health care provider definition to include medical doctor or nurse practitioner
- Expansion of the regularization process to temporary assignments
- Designated time for union orientation of new employees
- Improved parameters for representation and timeline in administrative or investigatory matters
- Mandatory written reason provided to the employee for the denial of a professional development opportunity or telework request
- Gender inclusion principles included in the collective agreement
- Establishment of trial eligibility lists for hiring (pools)
- Establishment of development programs (employer established) for applicants who do not meet the qualifications of a posting
- Increased opportunities to access the federal government interchange program
A “Yes” vote means: You are accepting all of the changes proposed in the tentative agreement.
A “No” vote means: You reject the tentative agreement and instruct the Bargaining Team to pursue further negotiations, with a high likelihood of strike.
If you have any questions, please email us at uoitp_barg_team@pipsc.ca. Again, please read the above documents before contacting us with questions.
In solidarity,
Your UOITP Bargaining Team