The current USW Local 2010 Collective Agreement (CA) expires on December 31, 2024. Preparations for bargaining start well in advance of the expiry date. The union delivered our Notice to Bargain to Queen’s 90 days before the expiry of the CA, in accordance with the Labour Relations Act. The Bargaining Committee is working on membership surveys and proposals to exchange with Queen’s University as early as November 2024. Please review the information below to familiarize yourself with bargaining details and update throughout the process.
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!
November 25 Update:
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!
Click here to sign the Wages Petition now! Encourage your friends & coworkers to sign too! Stronger together!
The goal for this petition is to get over 85% of members to sign.
The third and final structure test will be a strike mandate vote, taking place in the New Year. High support here will give us the final push we need to make real gains at the bargaining table. As always, the stronger our numbers, the more likely we are to secure a fair deal without needing to strike.
A strike mandate vote does not mean we go on strike immediately. It gives the bargaining committee the ability to call a strike if further negotiations breakdown.
Bargaining Updates
Sign the Wages Petition Now!
Our first petition, the Majority Petition, was a great success with 68% of members signing on to call on Queen’s to negotiate with us in good faith. Now it’s time for the second petition, the Wages Petition! Sign now – link below. The third petition will be a strike mandate vote […]
Bargaining Update: Nov 2024
Support Staff Bargaining Survey: Available Now! As we prepare for upcoming negotiations, your input is essential in shaping our bargaining priorities. We need to hear from you to better understand the issues that matter most to our members. Please take a few minutes to complete the bargaining survey and share your […]
Strike FAQs
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.
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 16-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: 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 16-days notice before either form of job action occurs.
Q7: 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 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.
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 happens if a member has vacation scheduled, will they get paid?
Vacations scheduled before a strike, and which fall during a strike, will not be paid by Queen’s. Members may go on their vacations as planned, but if you are not available to picket you will not be eligible for strike pay.
Please let your picket captain know which days you will be away.
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 $260.00 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.
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.
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.
