Arbitration: When a grievance is filed, a hearing is held in which the Labour Relations Coordinator lays out the case. The University then decides either to accept the grievance and any or all of the terms of settlement outlined in the filing, or deny it. If they deny it, the Union can decide to take it to arbitration, in which a settlement is mediated by an arbitrator.
Collective Agreement: Collective Agreements are deals negotiated by unions and employers that provide certain terms and conditions of employment for a group of employees, called the ‘bargaining unit,’ who are represented by a Union. The Collective Agreement establishes the workplace rights of both the employees and the Union.
Local: A local is a unit of a larger Union; i.e. CUPE 3913 is a ‘local’ of CUPE National. A local establishes its organizational structure and sets its own bylaws. Both the structure and bylaws have to mirror, but not replicate, those of the Union; i.e. the structure and bylaws of CUPE 3913 follow the CUPE National Constitution. However, it also has autonomy to amend the terms of the Constitution to reflect the practice of the local.
Member in Good Standing: Every member of CUPE 3913 has access to benefits and the grievance process, can attend and speak at all CUPE 3913 meetings, and can vote on strike mandates and the ratification of collective agreements. Those members who wish to become Members in Good Standing (MGS) have the additional benefits of voting on Union amendments, motions, and elections.
Overwork: When a member works above and beyond the agreed upon hours of the work assignment, or performs duties outside of the terms of the work assignment.