Industrial relations (Human Resources)

Bargaining Proposal - CUPE Local 217.2 Introduction This document represents bargaining proposals of the Canadian Union of Public Employees (CUPE) Local

217.2 and Museum of London contact negotiations.

These proposals are being submitted without prejudice to any future proposed amendments and/or

additions, and subject to any errors and/or omissions.

The Canadian Union of Public Employees (CUPE) reserves the right to introduce, amend, withdraw its

demands or to introduce counter proposals to the Employer's demands. The Union requests of the

Employer disclosure of any plans for administrative or workplace level changes that may affect this

round of negotiations and reserves the right to make additional proposals after receiving this

information. If neither party has a proposal on a specific clause or article, that clause or article shall be

renewed.

Proposal 1 – Casual Employees Addition to the Union Article 1.05 Casual employees to join the union after the successful completion of 400 hours.

Article 4.04 Employees are considered casual workers are defined as:

a) Casual Employees are not regularly scheduled and work less than 12 hours on a required basis

for operational necessities.

b) Casual Employees are not used to eliminate permanent full-time, permanent part-time or part-

time positions.

Article 11.03 Inclusion of casual employees.

Proposal 2 – Sick Time Increase and Mental Health Support 13.6 Employees will have an additional 9 sicks time allocation.

13.7 Employees will have 3 paid days to be used with no notice or pre-approval available to support

employee’s mental health and wellbeing with no medical note required when used.

Proposal 3 - Wage Increases and Remuneration Appendix A – Wage increase by 2% over 3 years.

Unused Benefits rollover to the next calendar year.

Bonuses allocation to self selection of benefits.

Article 20.11 Employees using their home office for employer business as approved by the Executive

Director shall receive the rate approved by the board of directors for roles working from home.

• Ergonomic chair

• Ergonomic desk

• Printer/Scanner

• Stationary needs

Proposal 4 - Layoff and Recall Procedure Article 18.06 Union requests that management propose amendments to this article to provide 5 weeks’

notice for any employee who has been employed for at least 3 months up to 5 years of service. If the

employee has been employed for more than 5 years of service, 6 weeks; notice is required and

thereafter an additional year with each year of service with a maximum of 10 weeks’ notice. If there is a

‘mass’ termination the Union requests that management provide 9 weeks’ notice when 50-199 are

terminated.

Article 18.09 Agreement of standard calculation of awarded severance for permanent roles in the event

of layoff in accordance with ESA:

• To calculate the amount of severance pay an employee is entitled to receive, multiply the

employee’s regular wages for a regular work week by the sum of:

o the number of completed years of employment; and

o the number of completed months of employment divided by 12 for a year that is not

completed.

• The maximum amount of severance pay required to be paid under the ESA is 26 weeks.

https://www.ontario.ca/document/your-guide-employment-standards-act/severance-pay#section-4

Article 18.08 Addition of casuals.

Proposal 5 – Occupational Health and Safety Special Committee on Climate Safety (COVID

Protocols) Article 22 - Creation of a joint committee with management and union representation with a focus on

organizational climate safety assessment and action plan for employee safety from COVID-19 impacts.