Proposals no longer have to improve service
Compressed work weeks (CWW) were a significant issue in recent bargaining between the Region of Waterloo and CUPE Local 1883.
The Region will have the right to declare that a vacant position will have a CWW and the employee hired to fill that position will not have the option of returning to a regular schedule, as those who apply for a CWW do. The same rule applies if the employer asks an incumbent to work under a CWW and the employee complies.
CWWs must be approved by a joint committee that uses three objectives: 1) does it enhance and extend services, 2) does it improve productivity while achieving program demands, and 3) does it improve employee quality of life and/or job satisfaction.
Previously, CWWs that had a neutral impact on the objectives could be approved “in specific circumstances.” This has been expanded and up to 25 neutral-impact CWWs can be in effect at each of the Region’s three locations at any time.
As well, the Region has grandfathered the former time and one-half premium for employees with regularly scheduled weekend hours. New employees will have a premium of $1.25 per hour instead.
Nav Canada’s contract with its flight service specialists, members of the CAW, was extended for one year in an interest arbitration award by Brian Keller.
As is normal, the award did not break any new ground. However, it does give employees posted to isolated locations the option of taking the extra vacation attached to the posting as vacation, or of taking 90% of the commuted value as a lump sum.
Brock University in St. Catharine’s, Ont. has just settled with 850 TAs, instructors and demonstrators. Days before the agreement, the university offered to pay for an arbitrator to settle the differences.
The union, CUPE Local 4207, refused, calling it “unworkable and unacceptable.” Their principle objection was that scheduling an arbitrator’s time, making presentations and waiting for an award would take too much time.
