Information For Unit 2

York’s offer to contract faculty (CUPE 3903 Unit 2) the best among all Ontario universities

York’s offer ensures total compensation for contract faculty continues to lead all other Ontario universities.

Job security improved

The conversion program, the only program of its kind at any Ontario university, is continued. Special Renewable Contracts of up to 10 years are offered (subject to YUFA approval) and Long-Service Teaching Appointments are enhanced.

All CUPE 3903 members to be paid for work done after the strike

All CUPE 3903 members will be paid for grading and other work activities required for the many students needing remediation once the strike ends, to finish the extended term. This is your right.

Our offer to Unit 2 – the full details

Details of all the enhancements included in our offer are below. Click on the subheads to see additional information.


Remaining #1 in Total Compensation across the University Sector
Annual salary increases for all positions

Salary increases for all positions of 2.1%, 2.2% and 2.3%

These increases ensure that York’s rates from first day of employment continue to lead in Ontario, including among Toronto universities

Increased Vacation Pay for Members with 5 or more Cumulative Years of Service

Increase in vacation pay from 4 to 6% for those who have five or more years of cumulative service

Improvements in Benefits and Childcare Support

New Dental Benefit and Improvements to existing benefits programs

Dental implant coverage of up to $1,000 annually per employee as part of the annual $3,000 maximum for Dental Care

Addition of Employee and Family Assistance Plan (EFAP) to collective agreements

CUPE 3903 Benefits Fund increase from $180,000 to $220,000

Increase in individual Retiree Healthcare Spending Accounts from $1,650 to $1,800 annually

Increase in total annual funding for Retiree Healthcare Spending from $84,000 to $100,000

Improvements to annual Childcare Support

Increase in operational subsidy for Student Centre Childcare facility from $37,000 to $40,000 annually

Increase in subsidies for CUPE 3903 members who use the Student Centre Childcare facility from $40,000 to $50,000 annually

Increase in subsidies for CUPE 3903 members who use the Co-op Daycare Centre from $40,000 to $50,000 annually

Increase in Childcare Fund from $200,000 to $260,000 annually to support additional member childcare costs

Conversions and other Enhancements to Multi-Year Job Stability
Continuation of Conversion Program

Six conversions to professorial or alternate tenure stream positions over term of new agreement

New Special Renewable Contract (SRC) Program Providing Additional Full-Time Faculty Positions

New full-time faculty positions in the YUFA bargaining unit with a five-year term renewable for an additional 5 years

Six SRCs per year for a total of eighteen SRCs over the life of the new agreement

SRC Program Subject to YUFA’s Agreement

We are confident that if an agreement is reached for an SRC Program in the current CUPE 3903 negotiations we will be able to work with YUFA to successfully reach an agreement on a new Program under the YUFA collective agreement.

In particular, we are confident that the Faculty Association shares our commitment to find the right balance between supporting our contract faculty’s job security interests and the academic needs and priorities that full-time faculty represented by YUFA have identified for their programs and departments.

Enhancements of LSTA Program

Length of LSTA term increased from 3 years to 3 to 5 years based on unit need

Seven LSTAs per year for a total of 21 LSTAs over the life of the new Agreement

Increase in the total number of LSTAs from 60 to 75

Longer Term for Continuing Sessional Standing Program (CSSP)

Length of term for those who qualify for the CSSP increased from 3 years to 5 years

New and Enhanced Professional Supports to Help Prepare for Tenure Stream Appointments
New Career Advancement Program

Designed to assist Unit 2 members to successfully apply for a full-time faculty position at York or elsewhere

Will include individual coaching and mentoring, in addition to career development sessions

Enhancements to Professional Development Fund

Increase in Professional Development Fund from $125,000 to $150,000, with $15,000 earmarked for participants in the new Career Advancement Program

Improvements Relating to Applications, Qualifications, Notice and Orientation Requirements and Access to Individual Work Histories
6 Improvements

Posting of placement confirmation for clinical course directors in the School of Nursing at least two weeks in advance of the start date

Improvement in incumbency language to clarify that course name changes cannot impact rights

Language guaranteeing any requested proof of practice in nursing is reasonably connected to the position requirements

Commitment to maintain an online system for job postings and for archived postings

Agreement to develop a system to allow member’s online access to individual work histories within the term of the new collective agreement

Limit on orientation for clinical course directorship (CCD) to 16 hours per academic year for employees who have taught the CCD within the previous three years and to 24 hours otherwise

Enhancements to Equity and Human Rights Protections and Supports
Fund for Sexual Violence Survivor Support and Sexual Violence Training

New Sexual Violence survivor support with SVRO Fund of $50,000 per year with allocation processes reviewed with CUPE 3903

New paid sexual or domestic violence leave of up to six (6) weeks

Paid sexual violence training including mandatory basic training and voluntary advanced training

Breast Feeding Support

Express commitment to Nursing / breastpumping space on Keele, Glendon and new Markham campus with an accommodation procedure for breastfeeding agreed to by the parties

Other Accommodation Support

Accessibility accommodation procedure with union involvement and timelines

Pilot project for American Sign Language (ASL) video relay in addition to the existing ASL interpreter services

Equity Program Expansions and Improvements

Equity preference in hiring in the absence of prior York work experience or equal work experience

Equity preference for positions posted for the first time

Implementation of LGBTQ as a fifth employment equity group

Definition of equity-group underrepresentation and process for equity-based hiring by unit

Consultation meeting with new Vice President on equity issues

Trans fund increase from $30,000 to $40,000 per year

Strengthening of equity as decision-making factor in Research Leave Program

Improvements to Professional and Research Support
New and Enhanced Professional Support Funding

Increases to Professional Expense Reimbursement

Individual PER amounts increased from $350 per course to $375 per course to a maximum of $1150 per year

Total annual funding for PER increased from $250,000 to $275,000

New Parking Reimbursement

Cost of parking reimbursed for amounts above the York Lanes day rate for members with off-site work assignments

Year-Round Access to Services

Access to email and Library services during non worked summer period

Enhanced Funding for any non-covered Employee Needs
Increase in Ways and Means Fund

Increase in CUPE 3903 administered Ways and Means Fund from $74,245 to $85,000

Enhanced Support for Occupational Health and Safety
Increase in Paid Time and Paid Training for Joint Occupational Health and Safety Committee Members

Increase in paid time available to CUPE 3903 for Joint Health and Safety activities by 45 Tutor 1 hours

Additional paid training in union-run Health and Safety courses

Improved Access to Space for Union Business
New dedicated union office space

New Union office space on Glendon campus and ability to book space for Union business on any campus without dedicated office space


Click here to read the full Unit 2 Final Offer (March 20, 2018).