Canadian Union of Public Employees, Local 1975

June 28, 2019

The university and CUPE 1975 have signed a tentative agreement today, June 28, 2019. This agreement is subject to members of CUPE 1975 ratifying it through a vote, as well as approval from the Board of Governors. Full details of the agreement will be available soon.

June 27, 2019

Earlier today the university received the Essential Services Tribunal's final decision. The university continues to be engaged in contingency planning and will ensure that all essential services on campus are supported.

The university and CUPE 1975 are scheduled to continue bargaining this afternoon.

June 12, 2019

CUPE 1975 has invited the university negotiating team back to the bargaining table to present a revised offer. The negotiating teams have scheduled negotiations for June 25 and 26.

June 7, 2019

The Essential Services Tribunal hearing continued through June 4-7, inclusive. CUPE 1975 submitted their evidence through witness testimony over these four days. The evidentiary submissions phase for this hearing process has now concluded, and the parties’ closing arguments are scheduled for June 14 – a decision from the Tribunal is anticipated within 14 days thereafter. Thank you to all those involved in participating in this important process.

May 3, 2019

The Essential Services Tribunal resumed this week on May 2 and 3. The university submitted further evidence outlining the need for essential services on campus. It is anticipated that the university’s testimony will conclude on May 22 and that CUPE 1975 will begin to present their evidence shortly thereafter. The Tribunal is scheduled to continue on May 22, 24, and June 4-7 and 14. Neither party can serve notice of job action/lock-out until the dispute regarding essential services has been resolved.

April 24, 2019

The university recently made an  offer to settle which was rejected by CUPE 1975 today. We believe the  latest offer to settle enhances this collective agreement, and we are committed to concluding negotiations and reaching a new collective agreement with CUPE 1975.

USask is committed to providing all employees fair and reasonable employment terms and conditions, as demonstrated by our most recent offer to members of CUPE 1975 that features a large signing bonus, multi-year salary increases between 2 and 4 per cent annually (up to 14% total increase over 5 years), and paid days off between Christmas and New Years. It is our hope that members will be given an opportunity to vote on this offer.

CUPE 1975's current pension plan is the last open defined benefit pension plan on campus, and one of only a few remaining in Saskatchewan for provincial and municipal employees. All other employee groups on campus moved away from defined benefit pension plans twenty years ago. As a percentage of salary, the current CUPE 1975 pension plan requires the highest combined contribution rates by both members and the university in comparison to all other university pension plans. 

Since 2008, the CUPE 1975 pension has required more than $30 million in additional funding from the university. The latest valuation of the current pension's performance for 2018 indicates an increasingly negative financial position, further adding to the costs borne by the university, and diverted away from the university's core teaching and research mission. The university can no longer continue to cover the additional costs and financial risks of this defined benefit pension plan, which is neither affordable nor financially sustainable. 

Over the past decade, including this latest round of bargaining, the university has worked with CUPE 1975 to address the financial issues of the current pension plan, offering more than ten proposed solutions. With no agreement reached, it is clear that both parties have reached an impasse on pensions.

Due to the pension impasse, the university will no longer be including pensions proposals in any future negotiations with CUPE 1975. While the university has the right to amend the pension plan without CUPE’s approval, the University engaged in a good faith effort at the bargaining table to find a workable solution for both parties. The university will proceed with pension reform at an appropriate time, under its long-existing right to do so (as confirmed by an arbitrator in 2017). It is anticipated that this reform will align the pension plan with all the other open university employee pension plans going forward, while respecting the existing entitlements of employees under the pension plan.  

No one’s pension is being taken away and all pension contributions made under the current plan will remain in place for our employees' retirements. When pension changes are made, the changes would only apply to contributions moving forward. The university is committed to ensuring that all of its employees receive a fair and reasonable pension that is competitive, financially sustainable, and guarantees cost certainty for the university.

April 18, 2019

Earlier today the university tabled a new Offer to Settle with CUPE 1975’s bargaining team. Highlights from this offer include:

  $3,000 signing bonus in lieu of retro pay
  2% wage increases in 2019 and 2020 
  An increase from $200 to $400 for flexible spending accounts (health or personal)
  Days off with pay at Christmas (no longer required to use vacation or banked time)
  Changes to vacation model:

• • 25 vacation days after 14 years of service (currently 17 years)
  • 30 vacation days after 22 years of service (currently 23 years)

The university removed the proposed changes to the salary model, addressing CUPE 1975’s concerns and desire to stay within the current model.  

Over the past decade, the university has worked in good faith with CUPE 1975 in an attempt to find solutions to the financial issues related to the current Defined Benefit Pension Plan, offering over 10 proposed solutions. In this round of bargaining the university and CUPE 1975 have exchanged a number of proposals and significant negotiations over pensions. It is clear that on this issue, we have reached an impasse.

It is with this in mind that the university will no longer be including pensions in any future negotiations. The university will proceed with pension reform at an appropriate time, under its existing right, as confirmed by an arbitrator in 2017. The university remains committed to ensuring that all of its employees receive a fair and reasonable pension that is both competitive and financially sustainable for the university. 

April 16, 2019

The university negotiating team has invited CUPE 1975 back to the bargaining table. The university will be presenting a revised Offer to Settle. The negotiating teams are scheduled to meet this Thursday, April 18. 

April 5, 2019

The university and CUPE 1975 met with the mediator today to continue discussions around their existing offers. No resolution has been reached at this time.

April 2, 2019

Last week the university began to present evidence to the Essential Service Tribunal. More dates are necessary to conclude the evidence hearing, and have been scheduled for May 2, 3, 22, 24 and June 4-7. June 14 is scheduled for the parties to present their final arguments. Neither party can serve notice of job action/lock-out until the dispute regarding essential services has been resolved. 

March 22, 2019

The Saskatchewan Labour Relations Board (SK LRB) has ruled in favour of CUPE 1975’s request to withdraw the outstanding matter relating to scope/jurisdiction involving the university, CUPE 1975 and ASPA. This matter was unrelated to the collective bargaining process.  As this issue is no longer in front of the SK LRB, it will not impede the parties’ from serving notice of job action/lock-out once the dispute regarding essential services has been resolved. The Essential Services Tribunal is scheduled for March 26, 27 and 28.

March 22, 2019

On March 18, the university’s Board of Governors hosted a public reception where the president and members of senior administration were present. CUPE 1975 president and other members of their executive were also in attendance and had the opportunity to meet the Board Chair, and President Stoicheff. Mediation between CUPE 1975 and the university is scheduled to continue on April 5.

We continue to update our Frequently Asked Questions and have recently addressed the following questions:

• Is the Defined Benefit Pension Plan modest? 
• Why did the university reject CUPE 1975’s proposed Jointly Sponsored Pension Plan? 
• Is there a three-year wage freeze? 
• Why does USask want to move away from Defined Benefit Pension Plans when other universities have them?

March 15, 2019

Mediation is scheduled to resume on April 5, 2019.

March 12, 2019

Due to unforeseen personal circumstances, CUPE 1975 has had to postpone mediation, originally scheduled for Friday March 15. The parties remain committed to resuming mediation as soon as the university, CUPE 1975 and the mediator are available.

March 11, 2019

The University of Saskatchewan is committed to providing all employees fair and reasonable employment terms and conditions, including a competitive wage and pension plan. We believe that you have the right to understand the offers that are currently on the table. Please watch this video for an overview of our current offers.

March 4, 2019

The university remains committed to continuing negotiations with CUPE 1975 and was pleased to receive their request to return to mediation early last week. This request was made through the mediator, and both parties will resume mediation on March 15.

February 28, 2019

Earlier today the university and CUPE 1975 attended the preliminary hearing in front of the Essential Services Tribunal. The Tribunal decided, unanimously, to schedule dates to hear full evidentiary submissions by both parties in order to render a decision on CUPE 1975’s preliminary objection that USask is not a public employer that provides essential services. The scheduled dates are March 26, 27 and 28. Until this matter has been resolved, CUPE 1975 is not in a legal position to take job action.

February 27, 2019

Personalized Statements 

Clarification on the Use of December 31, 2015 Date for the Salary Comparison (or later date for those hired more recently).

The purpose of issuing personalized statements is to reflect how the University’s current proposal may affect your employment terms and conditions.

December 31, 2015, was used as the starting point for the salary comparison in the personalized statements as it is reflective of the expiration of the last CUPE 1975/USask collective agreement. The majority of employees in scope of CUPE 1975 have continued to receive the regular, annual 2% salary increases each year despite the expiry of the collective agreement. These increases have totaled 8% for the vast majority of CUPE 1975 members, since 2% increments continued to be provided January 1^st of 2016, 2017, 2018, and 2019. The impact statement shows the total amount of salary increases within the 5 year proposal. With the proposed 2% negotiated salary adjustments for each of 2019 and 2020 in the university’s latest offer – plus the regular, annual increment in 2020- there remains the potential for significant upward movement to salary within the University’s proposal. The signing bonus is separate, and is in addition to these increases to base salary and is intended to offset retroactivity for 2016, 2017 and 2018.

If personalized statements reflect dates later than December 31, 2015, this is because these staff commenced employment in their most recent position after the expiry of the last contract.

Answers to frequently asked questions regarding the proposed compensation model are available here. 

February 26, 2019

On Monday, Feb. 25 most employees who are members of CUPE 1975 received personalized statements, outlining how the university’s current offer would impact them directly. These statements are intended to be an estimate to inform employees and provide them with a better understanding of the current offer and how it would affect them. Please continue to visit this site and review the frequently asked questions.

February 11, 2019

CUPE 1975 has indicated that they do not believe an Essential Services Agreement is required under provincial legislation. The university is disputing CUPE 1975’s position and is adamant that the institution is a public employer and that CUPE 1975 members provide critical essential services to ensure the safety and security of students, faculty, staff and the public, including patients at health facilities on our premises. This dispute is now in front of an Essential Services Tribunal for a binding decision. This process began via conference call on February 4 and next steps were outlined. CUPE 1975 will submit its argument to the Tribunal by February 15, and the university has until February 25 to respond. The hearing will recommence with the preliminary motion on February 28. Next steps will be outlined following their ruling.

In addition to addressing the dispute regarding essential services, there is an outstanding matter pending before the Saskatchewan Labour Relations Board. This is a matter relating to scope/jurisdiction involving the university, CUPE 1975 and ASPA, and is unrelated to the collective bargaining process. Until this matter is heard and/or dismissed, CUPE 1975 is not in a legal position to take job action. CUPE 1975 is required to file a written submission to the SK LRB by February 22 and the university has until March 1 to issue its written response.

January 31, 2019

University’s response to CUPE's proposed Joint Sponsored Defined Benefit Pension Plan

CUPE 1975 proposed a Joint Sponsored Defined Benefit Pension Plan to the university on Dec. 12, 2018.

The university acknowledges CUPE 1975’s efforts in the most recent proposal from earlier proposals, but the Joint Sponsored Defined Benefit Pension Plan doesn’t effectively address the issue of cost certainty the university needs in the current challenging economic environment.

The primary reasons for rejecting the proposed plan was:

• CUPE’s proposal was structured in a way that it was not a true Jointly Sponsored Pension Plan. All of the Canadian Jointly Sponsored Pension Plans referenced in CUPE's proposal contain provisions where both member and employer share in deficits and surplus. However, CUPE’s proposal has the employer sharing the deficit risk but never sharing in the surplus benefits. Since surpluses are spent on member benefits, this actually increases the university's risk over time because of the natural cycles of deficits and surpluses. It also increases the chance that the university and employee’s contribution rates will rise in the near future.
• CUPE’s proposal was still a Defined Benefit pension plan, with no limit on the university’s potential contribution rate. Additionally, due to federal and provincial pension plan regulations, limits are placed on the amount plan members can actually contribute towards a deficit, which still leaves the university with increased financial responsibility in the event that the plan is in a dire financial position.
• The plan’s proposed governance structure presents complexities that could result in ongoing contentious decision making between CUPE and the university around the plan
• The proposed plan has the potential to greatly increase the administrative complexity required to manage it, which results in higher cost.

Proceeding with a Jointly Sponsored pension arrangement does not provide the cost certainty and governance simplicity that the university is seeking, which can be accomplished through the pension plan options that were proposed by the university. CUPE 1975’s pension proposal, which remains a Defined Benefit pension plan, would still not be fiscally responsible and financially sustainable. The university values its employees and believes they deserve fair and reasonable employment terms and conditions, including a competitive pension plan that is affordable for both the university and our employees.

Since 2010, the university has contributed an additional  $29.8 million in addition to its regular contributions.

January 25, 2019

Earlier today the parties met to continue discussions around essential services with the help of the mediator. Essential services negotiations have concluded but an agreement was not reached.

Negotiating and establishing an Essential Services Agreement is a critical step in the collective bargaining process and may be required by employers and bargaining units under The Saskatchewan Employment Act in order to ensure safety and security of the public.

Late in this current round of collective bargaining, the Canadian Union of Public Employees 1975 (CUPE 1975) has argued that the University of Saskatchewan, and in effect its own members of CUPE 1975, do not provide essential services. With this, CUPE 1975 has indicated an Essential Services Agreement between the parties is not required under the provincial legislation. The university is disputing CUPE 1975’s position and is adamant that the institution is a public employer and that CUPE 1975 members provide critical essential services to ensure the safety and security of students, faculty, staff and the public, including patients at health facilities on our premises. The parties will be placing this dispute in front of the Saskatchewan Labour Relations Board (SK LRB) for a binding decision.

January 24, 2019

Mediation has concluded—The university and CUPE 1975 met earlier today with the Ministry-appointed mediator. After seven days of mediated discussion, including proposals from both sides, the mediator deemed that the parties are unable to reach a successful outcome through this process and concluded mediation.

During the mediation process, the parties discussed outstanding items that included: wage adjustments, a new market-based compensation model and pension matters. Despite respectable concessions proposed by both the university and CUPE 1975 throughout the mediation process, the parties were not able to eliminate the gap that continues to exist around the pension-related matters.

Over the past decade, the university has worked in good faith with CUPE 1975 in an attempt to find solutions to the significant financial issues related to the current defined benefit pension plan which has cost the university an additional  $29.8 million in contributions beyond normal contributions over the past decade ($3.1 million in 2018). These significant additional contributions are expected to continue into the future under the pension’s current structure, while the university continues to face financial pressures and challenges within the current economic environment.

CUPE 1975 remains our only labour group in an open defined benefit pension plan, a plan type that has been on the decline over the past number of years across the country due to the issues of financial sustainability and affordability. It is not fiscally responsible, nor is it financially sustainable, for the university to continue with the current CUPE 1975 defined benefit pension plan. As confirmed in the arbitration decision from 2017, the university has the right to make changes to the plan in order to address these financial concerns. Throughout the process we sought several opportunities to develop a pension plan that would be fiscally responsible and financially sustainable for the university.

Considering all of these factors, along with our desire to provide our employees with a competitive and equitable offer, the university submitted a counter-proposal that it believes provides an appropriate balance.

Rejected Offers 

CUPE’s bargaining team rejected both 

• Option A – the university’s preferred pension outcome
• Option B, which the university considered a compromise in hopes of resolving the pension matter with CUPE

The university believes all employees who are members of CUPE 1975 have the right to review and understand the offer that was tabled. Here are the highlights:

Both Options A and B would include:

• 2% wage increases in 2019 and 2020 
• Salary model changes that open salary ranges for more growth
• An increase from $200 to $400 for flexible spending accounts (health or personal)
• Days off with pay at Christmas (no longer required to use vacation or banked time)
• Changes to vacation model: 
  • 25 vacation days after 14 years of service
  • 30 vacation days after 22 years of service 

All University of Saskatchewan employees are critical to advancing the university’s mission and vision, and we value everyone’s contributions. Employees deserve fair and reasonable employment terms and conditions, including a competitive pension plan that is affordable for the university. Though mediation was not successful, the university remains committed to continuing negotiations with CUPE 1975 in hopes that an agreement can be reached.

Given the conclusion of mediation, both parties are subject to a 7-14 day cooling off period where no job action can occur.

The university will continue to work with CUPE 1975 to establish an essential services framework.  It is the university’s position that the essential services framework must be in place prior to any job action.  Once CUPE 1975 is in a legal position to take job action, they are required to provide the university with 48 hours’ notice before doing so. If this occurs, the university will inform students, faculty and staff by email. Updates will continue to be posted here. 

The university continues contingency planning to ensure minimal disruption to operations and services in the event of job action. The university will remain open and classes will continue, regardless of job action.