Bargaining Updates
Ready, Set, Strike Deadline!
USW Support Staff have officially filed a No Board report, setting a strike deadline of March 8, 2025, at 11:59 PM. If an agreement is not reached, USW 2010 members will be on the picket lines beginning March 10, 2025. This decision was not made lightly. Our members – the backbone […]
HISTORIC STRIKE MANDATE – 96% STRIKE VOTE
Kingston, ON, [Feb 16, 2025] — In an unprecedented show of strength and solidarity, United Steelworkers (USW) Local 2010 members have delivered a resounding 96% strike vote. More than 1,000 support staff at Queen’s University cast their ballots, making it clear: we are ready to fight for what we deserve. This […]
Strike Mandate Vote Drop-In Q&As
Attend these info sessions to hear directly from members of the Bargaining Team and the Strike Committee! All Steelworkers are encouraged to attend the Strike Mandate Vote Town Hall – Tuesday, February 11, 2025 at 12:05PM. Register now. Strike Mandate Vote Drop-In Q&As (Zoom) Tuesday, February 11 @ 6:00pm Register here. […]
Strike FAQs
Looking for current bargaining updates? See the bargaining updates above!
What are the main stages in the bargaining process?
There are three or four key stages:
- Negotiations: The union and employer begin discussions to reach an agreement.
- Conciliation: If an agreement isn’t reached, a Ministry-appointed conciliator assists.
- Strike / Lockout (Tentative): If conciliation fails, job actions like strikes or lockouts may occur.
- Ratification: Members vote on the tentative final agreement.
Q2: What happens during the Negotiations stage?
The union collects input from its members through surveys to understand their needs and priorities. With this information, they develop bargaining proposals. The union and employer then meet to negotiate a new agreement.
Q3: What is Conciliation, and when does it occur?
If the parties can’t reach an agreement on their own, the Ministry of Labour sends a conciliator to help them reach an agreement. This step is designed to provide a neutral perspective and encourage both sides to come to an agreement.
If a collective agreement can not be reached after the initial meeting with the conciliator, either party may request that the Minister issue a “No Board” report. The 17th calendar day after the date of the No Board report becomes the “strike deadline” date – on or after that date, the union is legally allowed to call a strike, and the university is legally allowed to lock-out employees in the bargaining unit.
Q4: What is a “Strike Mandate Vote,” and when might it happen?
A strike mandate vote can occur during the Conciliation stage if union members are asked to approve potential job action (i.e., a strike) if no agreement is reached. A strike mandate doesn’t mean a strike will happen but shows support for potential action if needed.
Q5: What is a No Board Report?
A No Board Report is issued by the Ministry of Labour when conciliation efforts in a labor dispute fail, signaling that no conciliation board will be established. Its issuance starts a 17-day countdown after which a union can legally strike or an employer can lock out workers, encouraging both parties to intensify negotiations during this period.
Q6: When is a union in a legal strike position?
After both parties (the union & the university) have met with a conciliator, if they have not been able to settle all outstanding matters, the conciliator will report this to the Minister of Labour. Typically, the Minister then issues a No Board report. The union is in a position to commence a legal strike on 12:01am on the 17th calendar day after the date on the No Board report.
Q7: What does the Strike/Lockout stage involve?
If an agreement isn’t reached even with a conciliator, the employer might lock out employees, or the union could initiate a strike. Negotiations may still continue during this time in an effort to reach an agreement. As mentioned above, members will have 17-days notice before either form of job action occurs.
During a strike, the union would form picket lines at the workplace. Picketers are legally permitted to carry signs stating the nature of the dispute, speak to people entering the property about their concerns, and ask people entering the property to join the picket line.
Q8: What is a tentative agreement?
A tentative agreement means the university’s and the union’s negotiating teams have agreed to the terms of a collective agreement, but the terms have not yet been agreed to (“ratified”) by the bargaining unit members.
Q9: What happens during the Ratification stage?
Once a tentative agreement is reached, it’s presented to union members for a final, secret ballot vote. This vote determines if the membership accepts the new agreement.
Strike: A strike is when unionized workers withhold their labour in an effort to pressure their employer into meeting their demands. Workers go on strike after negotiations have broken down or stalled. The goal is to compel the employer to return to the bargaining table and address workers’ demands.
For USW 2010, a strike will involve all members of the bargaining unit stopping to do work for the employer. This includes responding to emails, attending meetings, completing tasks, and providing any form of support or service that contributes to the functioning of Queen’s University. This unified action highlights the value of work done by USW 2010 members and strengthens our position in securing fair wages, benefits, and working conditions at the bargaining table.
Queen’s works because we do.
Scab: The term “scab” refers to people who continue to work during a strike. The act of working during the strike is also known as “strike breaking” or crossing the picket line. This undermines the strike by reducing the impact of workers’ collective action and weakening their bargaining power.
USW Local 2010 has a strong, united membership committed to securing meaningful gains for all workers at Queen’s. We do not expect any members to cross the picket line if we are on strike.
Lock-Out: A lock-out occurs when the employer exercises its right to prevent bargaining unit employees from working when in a legal strike position (i.e. when their collective agreement has expired and bargaining has stalled).
A lock-out is basically an Employer imposed strike designed to pressure employees into agreeing to certain terms during bargaining.. The employees and the union have no say in starting or ending a lockout. In November 2024, Queen’s University threatened to lock-out the postdoctoral fellows, represented by PSAC 901. Because of this recent threat, we believe a lock-out to be a possible scenario for USW Local 2010 during bargaining after our Collective Agreement expires on December 31, 2024.
Strikes are not inherently bad. Myths about strikes being harmful often come from a focus on short-term economic disruption and media portrayals that emphasize inconvenience or unrest. Historical anti-labor sentiment, especially in North America, has also fueled the perception that strikes are unnecessary or disruptive to society. In reality, strikes have been key in achieving fair wages, safer working conditions, and labor rights, with long-term benefits that often outweigh the temporary disruptions they cause.
Myth: A strike has little impact on the employer.
Fact: The very threat of a strike will often force employers to bargain seriously. They can’t get any work done when the majority of their workforce withholds its labour.
Myth: Strikes are violent and not in the public’s interest.
Fact: The majority of picket lines are non-violent. This misrepresentation results from the media’s focus on the rare scuffles that occur on picket lines.
Myth: Workers who strike are acting unlawfully.
Fact: Unionized workers have a right to strike when their contract negotiations fail and the members have passed a strike vote.
Myth: There is nothing to gain by striking. Striking workers never recover the earnings lost on the picket line.
Fact: Aside from the dignity and respect the workers gain from their employer by voting to strike, the improvements made to the collective agreement often result in not only material but also non-material gains. In many cases, the monetary gains made over the life of the collective agreement surpass any losses incurred during a strike.
Adapted from the PSAC Strike Manual.
The best way to prevent a strike is thorough preparation. In case a strike becomes necessary, reviewing the information below and taking the outlined steps will help you prepare effectively. As we approach November and December 2024, now is the time to familiarize yourself with key details, from financial planning to contact information. Staying informed and proactive is the foundation for both a strong strike readiness and the ability to advocate for a fair and balanced resolution.
Q1. Renew Medications: The Employer may allow our benefit plan to continue through a lockout or strike situation – the choice is entirely theirs. The Bargaining Committee is working on determining more details regarding this, and we will notify members as soon as possible.
Regardless, it’s a good idea to think about purchasing prescription refills, eyewear, scheduling dentist visits, etc. and submit them now to your benefits provider, well in advance of a strike or lockout situation.
Q2. Debt Payments: Letting creditors know about the strike can do a lot to improve your financial situation and alleviate unnecessary financial hardships. Creditors are generally much more willing to work with you if you contact them early, while all of your accounts are still in good standing. You should consider contacting:
- Banks or building loan associations holding mortgages on your home
- Your landlord, if you rent your home
- All Utility Companies (phone, gas, electric, water)
- Other creditors including credit card companies
Q3. Queen’s Email Address: If we end up in a strike, we may lose access to our Queen’s email addresses. If school notices, emails about doctor’s appointments, or other personal emails come to your work email, have them sent to your personal email instead. Get in touch with various senders of these emails and have them update their contact list.
Q4. Cell Phone: Do you have the use of a Queen’s owned cell phone (or another device)? Consider what will happen if you are required to return it, or it is shut off during a work stoppage. Who has that phone number? What personal information, including contacts, is on that device?
If you have a personal cell phone through Queen’s Mobile (QMobile) you will still be able to use that phone since the contract is between you and Queen’s Mobile. If your cell phone is paid by Queen’s, you may lose access to that device during a work stoppage.
What happens to members’ regular pay?
Members will receive their pay from Queen’s for any days still unpaid when the strike begins, at the next applicable monthly payroll. For Support Staff, you will receive your pay on the last working day of the month for all of the days you worked that month. Members will not be paid by Queen’s for the days we are on strike and not working.
What happens to members on Pregnancy and/or Parental Leave?
If a member is on pregnancy and/or parental leave or will be scheduled to start their leave before a strike begins, they will continue to receive pregnancy and/or parental benefits from Service Canada. Members on pregnancy and/or parental leave are not required to picket during a strike and are not eligible for strike pay.
Members and their children are welcome to join the picket line, their solidarity and support will always be appreciated.
What happens to members on unpaid leave?
If a member is on unpaid leave, or has scheduled unpaid leave time prior to the beginning of the strike, they will not receive payment from Queen’s, as previously arranged. Members will have the option of joining a picket line and are eligible for strike pay.
What about members on short term sick leave?
Members who are already on an approved sick leave prior to a legal strike/lock out commencing would continue to be eligible to receive paid sick leave. Striking employees who become ill on or after the first day of a legal strike will not receive sick pay according to the Queen’s HR policies website: strike FAQ
What happens if a member has vacation scheduled, will they get paid?
Queen’s has published a strike FAQ to clarify their human resource policies during a strike.
What happens to my out-of-country health/travel insurance if I go on vacation during the strike?
Queen’s stated that they will cancel health insurance in the case of a strike during the CUPE 17-day strike window. This decision is entirely up to Queen’s and we are waiting for confirmation from Queen’s on whether the same will apply to USW. Learn more about Queen’s HR policies here: strike FAQ
Is strike pay considered taxable income?
No. Strike pay is not taxed by Revenue Canada.
How much is strike pay?
Strike pay for Steelworkers starts after we have been on strike for two weeks (15 calendar days). Members who attend their mandatory picketing shifts will receive $300.00 per week (5 calendar days) of strike action.
On day 15 of the strike, the Strike Assistance Plan will become available to Steelworkers for certain expenses, in addition to strike pay. See Strike Assistance Plan below.
When will I receive my strike pay?
After two weeks (15 calendar days) of being on strike, Steelworkers become eligible for strike pay. Strike pay is paid on a weekly basis. Members will receive their strike pay in the form of a cheque that will be available for pickup within days of completing their final picketing shift for the week. Instructions will be circulated on where and when to pick up your cheque. Please note, we will only be picketing Monday-Friday.
How much picketing will I have to do?
A normal picket schedule is three hours in length. Members will be required to attend three shifts a week (a total of 9 hours per week) to receive strike pay. If we are sharing picket lines with other unions, this may be reduced to 6 hours per week to ensure safety on the picket lines.
Do I have to join the picket line?
No, joining the picket line is not mandatory. However, to help bring a quick resolution to the strike, we strongly encourage all members to participate in picketing. If you support the strike but are unable to picket, please remain at home and do not do any work for Queen’s University. Do not cross the picket line physically or virtually, as doing so weakens our efforts and diminishes our collective strength.
Members who do not picket will not be eligible for strike pay, except in cases where a disability or medical condition prevents them from picketing. Those members will be assigned alternative duties.
What if I have a disability that prevents me from joining the picket line?
Steelworkers who are unable to join the picket line due to a health condition or disability will be asked to complete a survey to determine what other duties, if any, can be arranged. These cases will be handled on a one-one-one basis.
What if I work fully remote or have a hybrid-remote work arrangement?
All members with a hybrid work arrangement will be required to picket in person to be eligible for strike pay. Steelworkers with a fully remote appointment are encouraged to picket if they are able.
If you are on a fully remote appointment and live further than 2-hours from a picket line, you will be contacted ahead of a strike situation to discuss alternative duties. We are unable to guarantee alternative duties, but we will try our best to find a remote role for you to support the strike effort.
Carpools will be arranged prior to picketing for all members interested in saving commuting costs and to reduce pressures on available parking.
Will there be a picket line in the GTA for members who live in Toronto?
No. If you live further than 2-hours from the picket line you may be offered an alternative duty. We are encouraging as many members as possible to picket in person to ensure a strong presence on the picket line. More communications will be sent about this if we are closing in on a strike deadline.
What is the Steelworker Assistance Fund?
A strike is a hardship to all who participate in it, but a greater hardship for some than others.
After being on strike for 15 calendar days, members become eligible to apply for additional financial assistance through the Steelworker Assistance Fund.
Eligible Expenses:
• medical expenses
Ineligible Expenses:
• rent/mortgage
• car payments
• childcare
• groceries
We understand that it will be difficult for many Steelworkers to make ends meet, especially in the case of a prolonged strike. We have contacted the Partners in Mission Foodbank in advance to alert them of the strike. There will be a foodbank drop off location at strike headquarters for Steelworkers and community members who are able to support the strike with donations. If you are able, please bring a donation with you to the picket line to help support our members.
Will I receive retroactive pay for the strike period?
No. Bargaining unit members will not receive any retroactive payments from Queen’s for the period where they were on strike.
What is a strike vote?
A strike vote can be called at any point during bargaining but usually happens when the union needs support from its members to push negotiations forward. A strong “YES” vote gives the Union Bargaining Committee and Executive Board the authority to call a strike if needed and strengthens the negotiating committee’s position at the table. If the employer doesn’t meet the union’s terms, job action, including a strike, may follow.
If the majority of members vote “YES” to the strike vote, do we automatically go on strike?
Historically, the stronger the “YES” vote, the less likely it is that a strike is necessary because it sends a message to the other side that we are united in our resolve to obtain the best possible contract.
Will I get to keep my parking pass?
Queen’s has clarified their strike related human resource policies on their FAQ page.
Can I still use my Queen’s cellphone?
Personal QMobile lines will continue to be active and paid via payroll deduction. Department paid lines will remain active but striking / locked-out bargaining members will be responsible for reimbursing the department for those chargers incurred during the labour disruption period.
What should I do if I’m a member of two unions at Queen’s and one goes on strike?
You withdraw your labour only for the union that is on strike but continue working under the other union’s duties. For example, if you teach under QUFA and are support staff under USW, you would stop doing your support staff duties during a USW strike but continue teaching under QUFA.
Is working from home during a strike considered crossing the picket line?
Yes, working from home is considered crossing the picket line. A picket line isn’t just a physical space—it represents the collective withdrawal of labour during a strike. If you perform your regular work duties, regardless of location, it undermines the strike and weakens the union’s bargaining power. To fully support the strike, it’s important to withhold your labour entirely, whether you work on campus or remotely. Additionally, the union will receive a list of individuals who cross the picket line.
Will Queen’s know how I voted in the strike vote?
No, Queen’s will not know how you voted in the strike vote. The vote is conducted with a blind ballot, meaning your name is never provided to the university. Your vote remains confidential and private.
When managers make comments that could potentially influence how you vote in a strike mandate, USW recommends keeping the following points in mind:
Recognize Undue Pressure: If you feel pressured or uncomfortable, it’s important to speak to your union rep. Your union is here to support you and ensure everyone feels confident in their decision-making.
Stick Together: Our strength comes from solidarity. Management might try to sow doubt, but remember that we are most effective when we stand united. If a strike occurs, management will be left to handle the workload, which puts pressure on them to come to the table with fair offers.
Understand Their Motivation: Comments like these often stem from the pressure management is feeling from their own upper management. Historically, wage increases and improvements we fight for also benefit management, so in the end, they may have a vested interest in the gains we achieve.
Address the Real Issues: Steelworkers are facing serious affordability challenges. With Kingston recently declaring a state of emergency over food insecurity—affecting 1 in 3 households, including Queen’s employees—it’s clear that many of us are struggling. A fair contract isn’t just about wages; it’s about ensuring our members can live and work with dignity.
The best response is to calmly acknowledge their comment, redirect focus to the facts or the weather, and maintain your solidarity with your fellow workers.
What should I do with my Queen’s-issued Departmental PCard and TCard if a strike occurs?
If a strike is called, it is likely that unionized employees will be required to turn in their Queen’s-issued PCard and TCard. Based on information posted in the Queen’s Labour News FAQ, the university will collect all of its property (keys, computers, etc.) before a strike begins. The current procedure for TCards is that the cardholder must reconcile it and surrender it before going on a leave of absence. Likely, something similar will occur prior to any legal strike action. If we pass a strike mandate vote and a no board report is issued, we will receive more information from Queen’s during the 17-day window after the No Board Report.
What should I do if I am waiting for reimbursement from Queen’s?
If you have any expenses that you are waiting to have reimbursed for business expenses, submit those expenses as soon as possible. Do not wait!
How will I get my T4 when we are on strike?
Download your T4 as soon as it is available. You will not be able to access Queen’s MyHR during a strike.
You can access your TA through your CRA account.
Petitions for Fair Bargaining (aka “Structure Tests”)
October 31 Update:
Steelworkers, congratulations on exceeding the 60% goal set for our majority petition!
Your participation is a powerful tool in our push for fair treatment. Exceeding this threshold and reaching 68% of members demonstrates our collective commitment, giving our bargaining committee strong leverage at the negotiation table.
Every petition and survey you complete amplifies our stance and ensures your voice shapes our demands. Thank you for standing together as we fight for a fair deal!
Take the next step and sign the Wages Petition now!
January 24, 2025 Update:
Momentum is building! 100% of Steelworkers who signed the Wages Petition said they fully support Steelworker’s demands for fair salary increases!!
Our Work, Our Worth, Our Wages
We, the undersigned members of USW Local 2010, stand united in our demand for fair and equitable salary increases in this upcoming round of bargaining. Our union members are dedicated professionals who provide essential services that are crucial to the success of Queen’s University, yet our wages lag far behind the rising cost of living and inflation. This reality makes it incredibly difficult for Steelworkers to support their families, meet basic needs, and plan for the future.
We are deeply disappointed by this administration’s decision to resort to staff layoffs as a means of addressing Queen’s University’s alleged budget crisis. Prolonged periods of understaffing have contributed to low morale and increasingly unsustainable workloads for many Steelworkers.
Our commitment and contributions to this university deserves to be respected. Queen’s works because we do. Without fair compensation, we cannot continue to provide the quality of service and dedication that the administration relies on.
We are united, we are essential, and we deserve fair compensation. Our work, our worth, our wages!
Next step – strike mandate vote! Stay tuned for more information!
February 18th 2025 Update:
Steelworkers, we did it! For the first time in our union’s history, we held a strike mandate vote—and we absolutely rocked it. A resounding 96% YES vote from 90% of our membership has sent an undeniable message: we are united, we are strong, and we are ready.
This vote sends a clear message: we will not accept anything less than fairness and respect.
We’ve never had this kind of leverage at the table before. Now it’s time to use it.
Our demands are clear, and Queen’s needs to step up:
- Reparations for Bill 124: The wage cap robbed us of fair earnings.
- Job Security: No more precarious, temporary contracts. We need stability and fairness.
- Real Salary Increases: Inflation keeps rising, and so should our wages.
Steelworkers, this is our moment. We are done waiting. We are united, we are strong, and we are ready to win the fair contract we deserve. Let’s go get it.
STRONGER TOGETHER!
Bargaining Committee
2024 | LOCAL 2010 SUPPORT STAFF BARGAINING COMMITTEE MEMBERSHIP
Indigo Bunting, Member (elected) | on leave
1. Casey Coleman, Member (elected)
2. Amanda Gray, Member (elected)
3. Wendy Morrison, Member (elected)
4. Michael Farrell, Member (elected)
5. Zachery Grignet, Member (elected)
6. Spencer Downey, Member (elected)
7. Kelly J. Orser, President (Ex officio based on position held)
Alternate BARGAINING COMMITTEE MEMBERS:
1. Anita Ragunathan, Member (elected)
2. Toni Thornton, Member (elected)
3. Ahmer Shahzad, Member (elected)
CO-CHIEF SPOKESPERSONS:
Kelly J. Orser, Co-Chief Spokesperson, President, and Bargaining Committee Chair
Syed Akhtar, Co-Chief Spokesperson and USW Staff Representative
ASSISTING:
Ahmer Shahzad, Union Representative and Member
Elections to join the Support Staff Bargaining Committee for this cycle of bargaining are now closed.
About Bargaining Committee Elections
Elections will establish the following:
- The top 6 candidates will comprise the “elected” Bargaining Committee Members
- The next 3 candidates will comprise the “alternate” Bargaining Committee Members
- The final 3 candidates (if applicable) will comprise the “secondary alternate” Bargaining Committee Members
In the event an elected Member is unable to perform their duties, alternates will be appointed by the Local 2010 Executive Board to the Support Staff Bargaining Committee in ranked order (based on election results).
In accordance with the USW Constitution, the Local 2010 Executive Board is able to appoint a Committee Member(s) if positions are still available.
It’s time to negotiate a better Collective Agreement
The role of the bargaining committee is to negotiate the best possible collective agreement that reflects the priorities of the membership.
Bargaining Committee Composition
There are 7 positions on the Bargaining Committee, the President plus 6 Members, with 3 alternates. An alternate will replace a committee member in the event that a member cannot fulfill their duties. The election will establish the 6 committee positions and alternates.
Eligibility
To be eligible for election to the Bargaining Committee, Members must be in ‘good standing‘, meaning they must be dues-paying members of the Local 2010 bargaining unit (Support Staff).
Bargaining Committee Responsibilities
- Survey the membership regarding bargaining issues;
- Development, review and revision of bargaining proposals;
- Ensure members’ priorities and concerns are reflected in the proposals;
Attend negotiations at the bargaining table as a key part of the union team; - Decide which proposals to withdraw, which ones to revise and which ones to retain during negotiations;
- Recommend acceptance or rejection of a tentative agreement and explain to the membership how their priorities and concerns are reflected in the settlement.
Bargaining Committee Nominations
The nomination period for the Support Staff Bargaining Committee is closed.
