The employer team also proposed an inter-surface wage increase (ATB) each year from a three-year renewal contract. The parties have already endorsed several important points that build on our shared commitments to social justice, justice, diversity and inclusion, as outlined in the latest updates. These include agreements on an equal pay exercise and an Aboriginal hiring program. Today, we presented several proposals to help the parties move to a renewed collective agreement with the help of third parties. They are as follows: during the two days of negotiations, progress has been made in finding common ground on several outstanding issues. Proposals have been exchanged and agreement has been reached on several points, including: the employer and YUFA are in negotiations for the renewal of the collective agreement between the parties. The three-year term of the current collective agreement ended on April 30, 2018. Last night, YUFA concluded its vote to ratify a collective renewal agreement with York University. We are pleased to inform you that membership has ratified a new three-year collective agreement.
Let`s be clear: the university is not trying to remove rights or demand roll backs. On the contrary, we want to build on a mature collective agreement that will continue to recognize the critical contributions of faculties and librarians to the success of the university, in part by the second highest average salary in the province and the country. On Wednesday, September 12, the negotiating teams of York University and the York University Faculty Association (YUFA) met to continue negotiations. The university continues to work towards a positive dialogue with YUFA and is convinced that a new collective agreement will be possible through the negotiation process. For current updates, please visit: yorku.ca/yufa-bargaining The university was happy to reach an agreement with YUFA on an equal payment exercise. The exercise will identify a plan to eliminate systemic wage differences, if any, between teachers and librarians who identify themselves as women, members of a visible minority (racial group) or as indigenous, and potential intersenital effects. The starting point for the current round of negotiations is a collective agreement established by the parties over a period of more than 50 years. Through the collective bargaining process, the affirmative action agreement was at the forefront of The Canadian university sector, in keeping with the parties` commitment to equity, diversity and inclusion, and placed the full-time faculty close to the Ontario and Canadian universities in an average salary adjusted to eliminate clinical and medical faculties (only behind the University of Toronto for the faculties` electricity departments for which comparative data are available). The employer is required to reach a fair and reasonable agreement with YUFA as soon as possible as part of this successful agreement. Over the past few months, the Dean`s offices have been working with think tanks on their need to complement each other.
We recognize that the increase in the number of positions this year has placed additional requirements on colleagues to help produce timely announcements that must be carefully developed to ensure compliance with existing laws, guidelines and collective agreements. Nevertheless, there was broad collegial support and involvement in the exercise of supplemental faculty. On Monday, September 5 and Tuesday, September 6, the negotiation teams of the York University Faculty Association (YUFA) continued their discussions as they followed a collective renewal agreement. The university is pleased to have reached a consensus with YUFA on two important points. We look forward to continued negotiations and work on a collective renewal agreement. On Friday, 6 September, YUFA informed the University that it intended to seek the support of its members for a vote on the strike mandate at its general assembly on 17 September.