UVic and CUPE 951 ratify new three-year collective agreement

Further to our update on Mar. 6, the UVic Board of Governors and the members of CUPE 951 have now ratified a new agreement under the BC government’s Shared Recovery Mandate.

Approximately 900 staff, including office employees, library assistants, technicians, animal care assistants and early childhood educators, are among employees represented by CUPE 951.

The ratified agreement includes:

• Three-year term – April 1, 2022 to March 31, 2025
• General wage increases:
  • April 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%
  • April 1, 2023: 5.5% plus a potential Cost of Living Adjustment to a maximum of 6.75% (maximum 6.75% fully triggered as of March 21, 2023)
  • April 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. Examples of changes include:
  • amending the Schedule ‘A’ salary structure to include a Step 5 for pay bands 6 through 8, effective April 1, 2022
  • storekeepers (and Supervisor) will move from Salary Schedule ‘A’ to Salary Schedule ‘B,’ effective April 1, 2023.
• Also effective April 1, 2023, massage therapy, physiotherapy and naturopathic services will be reimbursed at $50 per visit within the existing combined maximum per calendar year. In addition, Dental Plan C coverage will increase from 60% to 80% of the BC Dental Fee Schedule and the lifetime maximum will be increased from $2,000 to $4,000.
• 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 to the list of paid statutory holidays
  • adding leave with pay for Indigenous employees of up to two days per calendar year to attend ceremonial gatherings or cultural activities to fulfil their cultural obligations
  • extending access to bereavement leave with pay for Indigenous employees for the passing of an Elder and individuals considered to be 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
  • committing to working towards a living wage and thereby eliminating pay bands 1 and 2 on Schedule ‘A’ of the salary structure.

We thank both bargaining teams for such a collaborative and successful bargaining experience. More details about the agreement will be shared with administrative, ancillary and support units in the coming weeks. Visit the bargaining website for more information about collective bargaining at UVic and across the broader public sector.