Labour Relations Officer Update
Your Collective Bargaining Committee met with the MRU BoG committee and the mediator on May 16. We were able to sign off one more item from our outstanding bargaining issues, which means we now have 21 articles and Memorandums of Agreement agreed in principle.
May 31 mediation date was canceled and we will meet again on June 28.
We have seen a few more Post Secondary Institution sector bargaining tables reach tentative agreements. We understand that a clearer bargaining pattern is established as these other agreements are concluded.
We are very hopeful to reach an agreement later this month.
100% of Your Union Dues are used for ‘Core Activities’
For those of you who were able to attend or view the general meeting, this is a bit of a repeat, as well as some ancillary information.
Please feel free to peruse the attached document for additional information as to the legislative changes to union dues, what MRSA is doing with your dues, and financial reporting.
We want you to understand and have all the information to verify that MRSA uses 100% of your union dues towards ‘core activities’ as per the legislation. Because of this we are not required to have every member ‘elect’ what amount of your dues can be used for ‘non-core activities’.
Hybrid Work Trial
We have finally seen the MRU roll out a plan for allowing MRSA employees to work remotely. This trial was not created in consultation with the MRSA and generally the MRSA does wish to see greater allowances for remote working than the maximum 40% stipulation, where it is appropriate for the type of work for a position. However, we are grateful that this program is not limited to any division or group of employees.
For those who wish to have an allowance of greater than 40% to work remotely, we do encourage you to make requests in writing for your Vice President to review. Should your request be denied you may wish to grieve such denial. If this occurs please be in touch with Laine @ firstname.lastname@example.org , and send along your written request and denial decision, within 10 days of the decision.
Pay Cycle Change
MRU does like to keep us on our toes these days! On Thursday, May 26, we were advised that the change to the pay cycle is paused until January 1, 2023. This will now provide the entire MRU employee community time to prepare and plan for this change.
What the heck is EFAP?
EFAP is the acronym for ‘Employee Family Assistance Program’ and at MRU our provider is Homewood Health. Homewood Health is part of your compensation and a full service EFAP provider. What does this mean? Part of your compensation means that you don’t pay anything more for access to EFAP and all of the services available. Being full service means that Homewood Health provides a full suite of services which are available to you and your family. It is also completely confidential. MRU is never informed of who makes use of the service - only information regarding how many people and what types of services are used is provided.
To access Homewood Health EFAP, call 1-800-663-1142, or create a private login at homeweb.ca. It’s available 24/7/365.
Homewood Health provides services for general well being, mental health support and crisis counseling, dietary advice, initial legal advice, career and workplace counseling, family counseling, and many other online tools and resources. In addition to these services, MRU funds additional Depression and Anxiety Care support. This additional support provides for up to 12 counseling appointments (typically counseling is limited to 4 appointments). This is a free and under utilized benefit. If you or a family member could benefit from this, please take advantage of this great benefit.
Lunch n’ Learns
Thank you to everyone who participated in our Lunch n’ Learns during the winter 2022 semester. These were a great first step towards building greater empowerment and knowledge in our membership of YOUR RIGHTS. For the fall semester we will be focusing on more practical knowledge on the following topics:
Collective Agreement Interpretation - an Introduction
Grievances - Dispute Resolution and Process
Dues - What is all that $$ for and why?
Job Action - Strike, lockout and Essential Services
I look forward to seeing you there!
Labour Relations Officer