Wages:
- AY 2022-2023: $22,590 (9.58% raise)
- AY 2023-2024: $23,440 (3.76% raise)
- AY 2024-2025: $24,200 (3.24% raise)
Retro Pay:
- $2000 lump sum for those who worked Fall & Spring
- $1000 lump sum for those who worked Spring
Strike Pay:
- Stream-lined process to ensure no one loses pay from going on strike
Tuition & Fees:
- Tuition waiver guaranteed in the body of the contract for the first time ever
- $65 (50%) waiver and freeze of the international fee in the body of the contract
- $300 relief for the general fee (incorporated into wages)
- The right to bargain increases to the general fee in excess of $25/semester
- Guarantee that newly created fees will be waived in the body of the contract
Healthcare:
- CampusCare Fee Y1: $260 (no increase)
- CampusCare Fee Y2: $270
- CampusCare Fee Y3: $280
- 25% reduction in the cost of dependent coverage for all dependents (up from 20% for 1st dependent, 10% for each additional dependent).
Leaves & Holidays:
- 6 weeks paid parental leave (up from 2 weeks)
- 5 sick days per semester across the board regardless of FTE (an increase of up to 3 sick days depending on FTE)
- 5 days bereavement leave in the event of the death of an immediate family member (up from 3 days) and 1 day for an expanded list of other relations; greater flexibility to request additional bereavement leave if this policy is insufficient
- Protections against supervisors informally discouraging grad workers from taking sick or personal days
- Improved collection of data regarding leaves by departments
Non-Discrimination & Anti-Harassment:
- Process for assistants who may have experienced sexual harassment or discrimination to request supportive measures with the option of union representation through this process
- Appeal process if requests for supportive measures are denied with the option of union representation through this process
- Protection of pay for those receiving supportive measures
- Greater autonomy over whether reports are filed with OAE
- Union may represent and advise an assistant who is filing a complaint of sexual harassment or discrimination
- Notice to those filing complaints that OAE does not represent them
- Explanation of decision by OAE to not investigate a complaint within 10 business days
- Denunciation of workplace bullying and commitment to upholding the University Code of Conduct
- Definition of harassment
- Prohibition of retaliation for lawfully protected acts
- Commitment by university to maintain websites listing locations of all gender bathrooms and lactation rooms
Recording Language:
- University recordings will only be accessible by participants in the course for which they were created during the semester in which they were created
- Notice will be given if recording is required for an assignment, and assistants will be able to request an assignment which does not require recording
9 Month Appointment Task Force:
- We will convene a joint task force with the university to draft recommendations to the provost for expanding the availability of 9 month appointments
No Strike/No Lockout:
- Incorporated a protection against employer lockout of workers into the contract, putting us on par with every other campus union
Grievance Procedure; Discipline & Dismissal:
- New arbitrator selection process which removes a structural disadvantage for the union
- Restructured for greater clarity and succinctness
Recognition:
- Changed to reflect a recent arbitration ruling: joint RA+TA/GAs will be in the unit regardless of what percentage of the appointment is a TA/GAship
Union Rights:
- Defended union’s access to orientations; prevented the inclusion of “voluntary” language