York University’s approach to collective bargaining with all our bargaining units is informed by five core principles
Open, transparent and honest conduct, knowing that achieving a renewed agreement in a timely manner is in the best interests of our community.
Improving and expanding initiatives that further our principles of equity, diversity, and inclusion across the entire University.
Focusing on the financial wellbeing of our employees and the long-term sustainability of York, taking the current economic climate and fiscal realities into account.
For the bargaining process, the union and its leadership.
To our community.
Community Updates
The University is pleased to share that the three-year renewal collective agreement with the York University Staff Association (YUSA) Unit-1 has been ratified.
Like other universities across Canada, much of York’s workforce is represented by various unions. Of the 14 different bargaining units at York, the University has reached renewal collective agreements with eight over the past 12 months: CUPE Local 1356-1; CUPE Local 3903 Units 1, 2, 3 and 4, IUOE Local 772, YUFA, and now YUSA-1.
This recent success in working collaboratively with union partners to reach mutually beneficial agreements reflects our collective commitment to ensuring the continuity of our students’ academic pursuits, and in combination with projects set out in the York U Forward Action Plan, contributes to the long-term sustainability of the University at a challenging time in the sector.
The University thanks the members of both the YUSA and University bargaining committees for their hard work in achieving this most recent renewal agreement.
The University and York University Staff Association (YUSA) Unit-1 have reached a tentative renewal collective agreement that is subject to ratification. The parties have agreed that the ratification process is to be completed by no later than February 11, 2025.
The bargaining committees for the University and York University Staff Association (YUSA) Unit-1, met on Saturday and Sunday this weekend in an effort to achieve a renewal collective agreement. These meetings were held with the assistance of Eli Gedalof, a mediator who has worked with the parties previously.
While an agreement has not been reached, some progress was made on minor issues. The parties have three more dates scheduled with the mediator between now and Feb. 2, 2025. The University is hopeful that a collective agreement can be expeditiously negotiated, and a work stoppage could be avoided.
As is normal practice, the University has commenced contingency planning in the event that an agreement cannot be reached and a work stoppage is commenced. On Friday, Jan. 24, 2025, the University communicated with the YUSA Unit-1 leadership to provide information regarding the operation of the University in the event of a work stoppage. As outlined in the letter, if YUSA Unit-1 represented employees opt to initiate a work stoppage, this would mean:
- YUSA Unit-1 employees would not report to work, and all salary and benefits would be suspended for the duration of the stoppage;
- service in a pension plan and vacation time would not accrue;
- access to Passport York would cease for the duration of a work stoppage; and
- the University affirmed that employees would continue to have access to the services of the York Psychology Clinic, the Centre for Human Rights, Equity and Inclusion, and the Centre for Sexual Violence Response, Support and Education.
The University remains committed to reaching an agreement that reflects the important role of our staff members.
The University and York University Staff Association (YUSA) Unit-1, the union representing employees who perform office, clerical, laboratory or technical work, continue to work toward a negotiated renewal collective agreement. The University remains committed to reaching an agreement that reflects the important role of our staff members. The parties have now met 19 times, including the first meeting with mediator Eli Gedalof on Jan. 21, 2025.
On Jan. 15, 2025, YUSA’s bargaining committee took the step of asking the Ministry of Labour to issue a No-Board Notice which has now been issued, setting out that a legal work stoppage could occur on Feb. 7, 2025.
One important discussion topic in these negotiations centres on work-integrated learning opportunities, like co-op, that are critically important for student recruitment and for supporting current students’ growth, by providing skill development and experiences to help build their careers. Expanding co-op programs would allow the University to attract more students across several faculties – an important consideration – since universities that offer students co-op opportunities have a distinct advantage over those that cannot.
The intent behind the University’s proposal is to expand co-op opportunities in a broad way, and to include York University as an employer of co-op students beyond our many partner organizations who currently host our students. The University's proposal does not, in any way, seek to replace YUSA-represented employees with co-op students. The University will continue to urge YUSA to work with us on this opportunity to enrich York students’ experiences as the parties work towards concluding a collective agreement.
The parties have several additional scheduled meetings to continue work to reach a renewal agreement, including two meetings this weekend: Jan. 25 and 26, 2025. With the continued hard work of the parties, and the assistance of Mr. Gedalof, the University is optimistic that an agreement can soon be reached.
The University and York University Staff Association (YUSA), the union representing employees who perform office, clerical, laboratory or technical work, have met 18 times in an effort to reach a negotiated renewal collective agreement. Three recent meetings were convened with the assistance of a provincially appointed conciliation officer to help the parties reach an agreement.
On January 15, 2025, YUSA’s bargaining committee took the step of asking the Ministry of Labour to issue a No-Board Notice. Once the Notice is issued, there is a 17-day period following which a legal work stoppage could occur.
Also on January 15, YUSA proposed, and the University agreed to engage Eli Gedalof, an experienced mediator who has previously worked with the parties, to help reach an agreement. Currently, there are six meeting dates scheduled with Mr. Gedalof, between January 21 and February 2.
The bargaining teams for the University and the York University Staff Association (YUSA) have been meeting since September 2024 to achieve a renewal collective agreement. Meetings continued through December with two back-to-back meetings held December 18 and 19, 2024.
The University remains committed to achieving an agreement, as expeditiously as possible, that demonstrates the important role of YUSA-represented employees. On December 23, 2024, at the request of the University, the Government of Ontario appointed a conciliation officer to assist in negotiations.
Based on the conciliation officer’s availability, the parties met on January 7, 2025, and have additional dates scheduled through to February 4, 2025, following which the parties have limited availability to meet for the remainder of February.
With the bargaining teams’ continued hard work and the assistance of the provincially appointed conciliation officer, the University is optimistic that a renewal collective agreement can soon be reached.
The bargaining teams for the University and the York University Staff Association (YUSA) have met on 14 dates since the start of bargaining in September 2024. Ten more meeting dates have now been scheduled through to February 2025.
Throughout the course of bargaining, the University has been committed to achieving a negotiated renewal collective agreement that reflects the valued role of YUSA represented employees, while respecting the serious budget challenges facing York and the post-secondary education sector.
To assist in moving the bargaining process forward, on November 15, the University’s bargaining team presented YUSA with a comprehensive framework for settlement that addressed all outstanding non-monetary items.
Then on December 10, the University’s bargaining team presented YUSA with a comprehensive Memorandum of Settlement that addresses both monetary and non-monetary items. The offer provides for salary increases in each of three years of a renewal agreement as well as a revised proposal regarding co-op student placements that is intended to be responsive to the concerns YUSA expressed at the bargaining table.
While bargaining continues to be constructive, we are also looking ahead to February, when the parties will have limited availability to meet. Therefore, in order to maintain our momentum and reach a timely agreement, the University has taken the next step in the bargaining process and requested the assistance of a provincially appointed conciliation officer.
The University is hopeful that with the parties’ continued hard work and the assistance of the conciliation officer, a renewal collective agreement will be reached early in the New Year.
On November 28 and 29, 2024, the bargaining committees for the University and the York University Staff Association Unit 1 (YUSA-1) are set to meet to continue negotiating a renewal collective agreement, with a total of six more meeting dates confirmed through to December 19, 2024.
Considering that the parties have met ten times since negotiations commenced in September, to assist in moving the process forward, at the most recent meeting the University presented YUSA-1 with a comprehensive framework for settlement which aims to address all outstanding non-monetary issues.
When the parties meet on November 28, 2024, they will receive a presentation from the Office of the Provost that provides a detailed update on enrolments.
The University looks forward to our upcoming discussions with YUSA-1 in the hopes that the parties will make significant progress on all outstanding non-monetary issues and will be positioned to begin discussing monetary items.
The bargaining committees for the University and the York University Staff Association Unit 1 (YUSA-1) have been meeting to negotiate a renewal collective agreement since September. The parties scheduled 16 bargaining dates for the Fall term, with nine remaining, including a December 19, 2024, meeting.
The parties have reached agreement on some items, most recently including the renewal of a revised Letter of Understanding: Joint Decolonizing, Equity, Diversity, and Inclusion (DEDI) Committee. This agreement furthers the University’s commitment to DEDI and the important work being undertaken with its union partners on these measures.
The parties are scheduled to meet next on November 5, 2024. Further meeting dates can be found here.
The bargaining committees for the University and the York University Staff Association (YUSA) met for their first three days of negotiations on September 17, 19 and 24, 2024 with 13 more dates scheduled between now and December 19, 2024.
As the University enters these negotiations it is working towards a clear path to financial sustainability and to implement the YorkU Forward Action Plan. The University looks forward to working with YUSA to achieve a negotiated collective agreement.
The parties have agreed to meet on the following dates:
September 17, 19 and 24
October 9, 15, 22, 23
November 5, 14, 15, 28, 29
December 9, 10, 18, 19