Bargaining updates list

Bargaining is scheduled to start on March 7 with CUPE 2278.

Bargaining is scheduled to start on March 13 with CUPE 116.

The parties continued to meet through January and February and have currently paused negotiations.

We are pleased to share that the three-year collective agreement between the University and BCGEU Okanagan has been ratified by all parties and is now in full effect. This agreement covers the period July 1, 2022 to June 30, 2025. It is the second ratified agreement between UBC and one of its bargaining agents in this round of negotiations.

The agreement reached is consistent with the BC Government’s 2022 Shared Recovery Mandate. The renewed agreement also reflects the mutual interests of both the Union and the University in our many strategic plans and operational initiatives and includes the following:

• Addresses affordability issues for employees by creating a Health Spending Account, increased footwear allowance, a targeted increase to our lowest paid employees in Food Services and for Undergraduate Teaching Assistants.
• Provides a modest lift to our most skilled trades and technical employees through a targeted premium recognizing Red Seal or equivalent (or superior) tickets and certifications. We also provided an additional lift for our lead electricians and engineers to address recruitment and retention challenges.
• Created terms and conditions for Residence Advisors who are new to the collective agreement.
• Supports our IAP, ISP, and ARIE plans by revising the preamble to the collective agreement consistent with the parties’ mutual interest in an inclusive, diverse, anti-racist, and respectful workplace, and including language that;
  • Supports the recruitment of historically underrepresented candidates with two key changes: reducing seniority as a barrier to promotion for internal candidates from historically underrepresented groups; and, the establishment of a working group to develop strategies to attract, retain and promote members of these groups.
  • Supports reconciliation with improvements to bereavement leave with two days cultural leave for Indigenous employees.
  • Supports diversity by recognizing cultural and religious observances for our entire community.
  • Includes a new statement of principle supporting gender expression, identity, and trans inclusion.
  • Creates a commitment to explore an Indigenous Alternative Resolution Process for workplace issues.
  • Modernizes bereavement leave language that removes obsolete descriptors (e.g. same sex spouse, same sex partner) to ensure more inclusive language.
• Language to provide operational and administrative flexibility to support employees and the university.

These details, along with a summary of key changes and updated language will be posted on the Collective Agreements page over the next few weeks. Human Resources is also connecting with units to arrange information sessions for Managers on the changes in the coming weeks.

BCGEU Okanagan represents approximately 1,000 administrative support, facilities workers and technicians, library assistants, teaching assistants, residence advisors, technician/research assistants, and food service workers at the Okanagan campus.

We wish to thank the bargaining teams for their dedicated work in securing this agreement.

Discussions between the parties continued through the fall of 2022. The parties met again last week (week of January 9, 2023). Follow-up dates are scheduled for the end of January and early February.

IUOE 115 and UBC continue to meet with very positive and collaborative discussions towards renewing the Collective Agreement. Further dates will be scheduled in early January.

CUPE 2950 and UBC started bargaining on November 14th with continued meetings through mid-December. Discussions at the table are positive and the parties are continuing to work through issues. Further dates are scheduled for January.

We are pleased to share that the University and BCGEU Okanagan have reached a tentative agreement. This agreement covers the period July 1, 2022 to June 30, 2025. It is the second agreement reached between UBC and the bargaining agents in this round of negotiations.

Wage increases under this agreement are consistent with the BC Government’s 2022 Shared Recovery Mandate. The renewed agreement also reflects the mutual interests of both the Union and the University in our many strategic plans and operational initiatives. These details, along with other elements and improvements will be communicated once the agreement is ratified by both parties.

BCGEU Okanagan represents approximately 1,000 administrative support, facilities workers and technicians, library assistants, teaching assistants, residence advisors, technician/research assistants, and food service workers at the Okanagan campus.

We wish to congratulate and thank the bargaining teams for their hard work, patience and commitment to reaching an agreement through negotiations.

Six days of bargaining have been completed, and two and a half more days are planned. Discussions between the parties remain productive and collaborative.

We are pleased to share that the three-year collective agreement between the University and CUPE 116 has been ratified by all parties and is now in full effect. This agreement covers the period April 1, 2022 to March 31, 2025. It is the first ratified agreement between UBC and one of its bargaining agents in this round of negotiations.

The agreement reached is consistent with the BC Government’s 2022 Shared Recovery Mandate. The renewed agreement also reflects the mutual interests of both the Union and the University in our many strategic plans and operational initiatives and includes the following:

• Increased support for employee health and wellbeing,
• Additional increases to support some of the lowest paid employees,
• Supporting the recruitment of historically underrepresented candidates while also embedding support for EDI and anti-racism into collective agreement language,
• Cultural leave for Indigenous employees and recognized cultural and religious observances for the entire community,
• Expanding the sustainable transportation program that supports funding for public transit, and
• Language to provide operational and administrative flexibility to support employees and the university.

These details, along with other elements, improvements, and materials, including a summary of key changes and updated language can be found on the Collective Agreements page. Further details about information sessions on the changes will be provided in the coming days and weeks.

CUPE 116 represents approximately 2,600 trades, food and custodial staff, parking attendants, engineering technicians, research assistants, campus security patrol, and a few clerical/secretarial positions at the Vancouver campus

We wish to thank the bargaining teams for their hard work in securing this agreement.