CUPE 4163 (Components 1 & 2) bargaining

March 2, 2023

The UVic Board of Governors and the members of CUPE 4163 (Components 1 and 2) have now ratified a new collective agreement under the BC government’s Shared Recovery Mandate.

Component 1 represents the university's teaching assistants, lab instructors, computer lab assistants and academic assistants. Component 2 represents second-language instructors in the English Language Centre and French Language Program, along with cultural assistants, community leaders, residence program leaders and senior community leaders.

The ratified agreement includes:

  • Three-year term – Sept. 1, 2022 to Aug. 31, 2025
  • General wage increases:
    • Sept. 1, 2022: a flat increase of $0.25/hour, which provides a greater percentage increase for lower-paid employees, plus a wage increase of 3.24%.
    • Sept. 1, 2023: 5.5% plus a potential Cost of Living Adjustment to a maximum of 6.75%.
    • Sept. 1, 2024: 2% plus a potential Cost of Living Adjustment to a maximum of 3%.
  • A negotiable Flexibility Allocation of up to 0.25% in years 1 and 2 to support mutually beneficial outcomes for both parties. Some of the Flexibility Allocation was directed to modest targeted wage increases for a variety of classifications, with the largest targeted adjustments reserved for the lowest-paid classifications, and to streamline the salary schedule for junior teaching assistants and cultural assistants.
In addition, both parties worked together to embed demonstrable commitments to inclusion and reconciliation, including:
  • Adding a territory acknowledgement to the introduction in the agreement.
  • Adding the Day for Truth and Reconciliation (Sept. 30) to the list of paid statutory holidays.
  • Adding leave with pay for Indigenous employees of up to two days per calendar year to participate in or attend ceremonial gatherings or cultural activities to fulfil their cultural obligations.
  • Extending access to compassionate leave with pay for Indigenous employees for the passing of an Elder close to them and/or their community, and other close family members, consistent with the cultural norms of their community.
  • Improving supplementary benefits while on maternity/parental leave when both parents of a child are regular employees.
  • Incorporating gender-inclusive contract language throughout the agreement.

Thank you to both bargaining teams for such a collaborative and successful bargaining experience. More details about the agreement will be shared with academic and administrative units in the coming weeks.

This is the fourth renewed collective agreement on campus. Negotiations to renew the two outstanding collective agreements, represented by CUPE 951 and CUPE 917, are progressing towards conclusion. Visit the bargaining website for more information about collective bargaining at UVic and across the broader public sector.