Board Minutes June 2025: Difference between revisions
→Bargaining Committee Report
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*Discussion: | *Discussion: | ||
*Bargaining is going great. Reps are having fun. There is agreement that a typical Collective Agreement is too restrictive, so it is kind of a hybrid agreement with guiding principles stated at the outside which are intended to be upheld throughout. Prioritized accessibility & readability of the agreement while setting a high standard for the organization. They will be at the table again tomorrow and the next day, so feedback from tonight will be incorporated. | *Bargaining is going great. Reps are having fun. There is agreement that a typical Collective Agreement is too restrictive, so it is kind of a hybrid agreement with guiding principles stated at the outside which are intended to be upheld throughout. Prioritized accessibility & readability of the agreement while setting a high standard for the organization. They will be at the table again tomorrow and the next day, so feedback from tonight will be incorporated. | ||
*The CBA mandates creation of a Labour Management Consulting/Communications | *The CBA mandates creation of a Labour Management Consulting/Communications Committee, of up to 3 board and 3 staff members. The co-directors would remain quite autonomous in their day-to-day work as per our recent trajectory, and the board would/should maintain it's own HR Committee, but the LMCC would take the place of, for example, meetings between HR committee and staff. Colin notes that having parallel lines of authority can create conflict, he feels the LMCC's scope should be limited to "the correct execution of the agreement," not strategic or operational decisions. Karl ?s whether LMC is "a clearinghouse, or a pressure release valve." | ||
*A dispute is any disagreement, a grievance is only a disagreement with respect to potential violation of the Collective Agreement, and is the only kind of dispute that can go to arbitration. | *A dispute is any disagreement, a grievance is only a disagreement with respect to potential violation of the Collective Agreement, and is the only kind of dispute that can go to arbitration. | ||
*Questions about a hiring committee including at least 50% workers-- could be complicated in the event of hiring an ED, but ultimately that committee is just advisory. | *Questions about a hiring committee including at least 50% workers-- could be complicated in the event of hiring an ED, but ultimately that committee is just advisory. | ||
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*Current clause suggests a mandate for board to write grants to find COL increases-- should be made more open-ended, a shared responsibility between staff and board, including all revenue streams, while still recognising that it is an expectation to prioritise COL increases. | *Current clause suggests a mandate for board to write grants to find COL increases-- should be made more open-ended, a shared responsibility between staff and board, including all revenue streams, while still recognising that it is an expectation to prioritise COL increases. | ||
*Some clauses currently reference involving the Union, which should be clarified to refer the workers, not CUPE. The intention is for workers to always have access to CUPE representation if needed, but for no one to never have to contact the union if all is going well. | *Some clauses currently reference involving the Union, which should be clarified to refer the workers, not CUPE. The intention is for workers to always have access to CUPE representation if needed, but for no one to never have to contact the union if all is going well. | ||
* | *Re: the Volunteer clause: If layoffs were needed, replaced by volunteer labour, we would not be in violation of the clause because it would be financial pressures necessitating the layoffs, with the volunteer replacement coming after. But what if it was a change in strategic direction, or for example a great new volunteer who wants to do social media or something like that? It could be done if it were approved by the LMCC; even then you risk a grievance, and that's just a risk you take. This discussion raises the stakes on who represents staff on the LMCC - yes, there could be conflict. CUPE 1099 president is an ex-officio member of the LMCC, so they would be aware of our decision-making in that capacity. How is staff representation on the LMC determined? - by the staff-- and if there's serious conflict between them they could involve the union. | ||
*Wage Reopener clause has yet to be drafted-- the spirit is that we respond to events as they come up, rather than building in some particular wage increase multiple years out. It might be a more broad Clause Reopener rather than on wages specifically. | |||
*Whistleblower Clause - there seems to be no board opposition to whatever staff wants, just that it be clear. | |||
=== President's Report === | === President's Report === | ||