Briefing Note
Regarding Negotiated Changes
for the CUPE Local 3904, Unit 2 Collective Agreement
September 1, 2010 to August 31, 2014
Introduction:
The collective agreement between the University and CUPE Local 3904, Unit 2, representing
Continuing Education instructors, expired on August 31, 2010.
Notice to bargain a renewal collective agreement was received by the University on June 11,
2010. The parties exchanged proposals on July 7th and met on October 15th, November 15th,
16th 17th, 22nd, and December 2nd.
The Board of Governors’ and the Union have ratified the agreement.
This document outlines the highlights of the Agreement along with the action required (where
applicable) with respect to implementing the terms agreed to. Should you require clarification
please do not hesitate to contact your Human Resources Management Consultant.
(http://www.ryerson.ca/working/contact.html)
Highlights of the Agreement:
Duration:
A four year collective agreement from September 1, 2010 to August 31, 2014.
Compensation:
Rates of Pay for Credit Courses
Effective Fall 2010 term - $128.25 per hour
Effective Fall 2011 term - $133.10 per hour
Effective Fall 2012 term - $138.90 per hour
Effective Fall 2013 term - $145.25 per hour
Action:
 C.E. will provide HR Records with the contract information.
 HR will implement pay increase for March 18, 2011 pay.
 HR will provide Unit 2 instructors with general salary communication letter.
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Benefits:
Benefits Fund: The University agreed to transfer one-time lump sum payments to the Union in
order for the Union to purchase a benefits plan and/or to reimburse bargaining unit members for
benefits related expenses. Lump sum payments of $32,500 and $65,000 shall be paid to the
Union the first week of January 2013 and January 2014 respectively. This fund will be managed
and administered by the local union.
Action: University will transfer above noted payments to the local union.
Professional Development Reimbursement Fund: The University agreed to establish a
professional development reimbursement fund (PDRF) to reimburse individual instructors for
eligible expenses. The University will transfer lump sum payments to the Union who will
administer the fund. Lump sum payments of $32,500 and $65,000 shall be paid to the Union the
first week of January 2013 and January 2014 respectively.
Action : University will transfer above noted lump sum payments to the local union.
Leaves:
Bereavement Leave: The bereavement leave provision was amended to provide for paid leave
of one class, per course, per contract (from 3 consecutive days). The leave may be extended
over two classes within a one week period during the Spring/Summer semester. Further, the
University may grant such leave should a death occur for other related persons not in the
employees’ immediate family.
Action: Program Director/Academic Coordinator to approve and track such requests.
Leaves of Absence: The University agreed to provide the following leaves of absence to CUPE
2 members in accordance with prevailing federal and provincial legislation, including:

Pregnancy Leave
Pregnant employees will request leaves of absence of up to 17 weeks, 2 weeks
in advance of the leave starting. Such leave shall be paid at the regular rate of
pay for up to seven (7) weeks or the terminal date of the appointment (whichever
comes first). The instructor will accrue the appropriate experience credits during
his/her pregnancy leave. Ontario Employment Standards Act provisions
regarding pregnancy leave can be found at
http://www.labour.gov.on.ca/english/es/pubs/guide/pregnancy.php .

Parental Leave
Parental leave shall be granted in accordance with the Ontario Employment
Standards Act. Ontario Employment Standards Act provisions regarding parental
leave can be found at
http://www.labour.gov.on.ca/english/es/pubs/guide/pregnancy.php .
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
Emergency Leave
Emergency leave shall be granted in accordance with the Ontario Employment
Standards Act. Ontario Employment Standards Act provisions regarding
Emergency Leave can be found at
http://www.labour.gov.on.ca/english/es/pubs/guide/emergency.php.

Compassionate Care Leave
Compassionate care leave shall be granted in accordance with the Ontario
Employment Standards Act. Details surrounding this leave can be found at
http://www.gov.mb.ca/labour/standards/doc,compassionate-leave,factsheet.html .

Family Medical Leave
Family medical leave shall be granted in accordance with the Ontario
Employment Standards Act. Ontario Employment Standards Act provisions
regarding Family Medical Leave can be found at
http://www.labour.gov.on.ca/english/es/pubs/guide/family.php .
Action: Program Director will track and HR Records will process any payments and any
required Record of Employment.
Workload:
Class Size Limits and Extra Student Payments: The University agreed to section sizes for
credit and non-credit courses. The section size provisions do not apply to short courses,
brokered courses and educational events, corporate/specialized, and independent learning/field
study courses.
The University agreed that the average section size for 1 section is up to 55 students and up to
50 students for 2 or more sections. The total number of students that an Instructor may be
assigned to teach in respect of each section will not exceed 15 students.
As such, the total number of students for each section is as follows:
A
Sections
B
Section Size
C
Number of
Students
D
Additional
Number of
Students
E
Total number
of students
1
55
55
15
70
2
50
100
30
130
3
50
150
45
195
4
50
200
60
260
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The Number of Students in Column C can be increased by an additional 15 students for each
section (Column D) to the Maximum Number of Students (Column E). The instructor is
compensated at $80 per student for each additional student above the numbers outlined in
Column C, up to the maximum additional students outlined in Column D. The University’s
official count dates are used to determine the actual number of students in each section. The
official count dates are as follows: Fall term is November 1st, the Winter term is March 1st, and
the Spring/Summer term is July 1st.
Action: CE will obtain the student enrollment on the count date and apply the new extra
student payment rate. Payment can be done by completing the Personnel Action Form.
Severance:
Severance: Instructors with 15 or more experience credits are now eligible to elect a one-time
severance entitlement if they are no longer qualified to teach the course due to curricular
changes or if the work traditionally taught by the instructor is no longer being offered, provided
they are not qualified to teach any other CUPE 2 work available.
The value of the severance is one week pay for each semester taught up to a maximum of thirty
weeks. To determine the value of one weeks pay, the University shall average the per semester
salary over the last 4 academic semesters. The average per semester salary shall then be
divided by the standard 14 week term.
Instructors who accept severance will not be eligible to apply for future CUPE 2 work for three
years and shall carry forward no seniority points for any application to vacancies after the three
year period.
Action: The HR Consulting Unit will apply the new language when calculating severance
and The Chang School, the instructor and the Union will sign a severance agreement
confirming the terms of the severance amount and terms of separation.
Other:

Disclosure of Information on the Selection Process - For all posted position vacancies,
the Chang School is now required to release a copy of the weightings, rankings and
associated points relative to the selection criteria of those candidates who competed for the
posted vacancy.
Action: The Chang School will develop the appropriate process and provide this
information to the local Union.

HRMS System Access to Local Union – The University agreed to provide a duly
appointed union representative with access the following reports: names, addresses,
telephone numbers, rate of pay, completed hours of work, contract dates and email
addresses, where possible.
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Action: The University will provide the appropriate union representative with access to
the reporting tool.

Union Representation Release Time – The University increased the amount of money
provided to the Union for release time from $25,000 to $32,500 per each 12 month period.
Action: The Chang School will transfer funds to the local union.

Employment Equity Self-identification survey – The parties agreed that instructors will be
surveyed over 3 consecutive semesters, commencing with the Winter 2011 semester. The
parties will meet in Winter 2012 semester to discuss the results of the surveys and any
initiatives that the parties agree would serve the University’s equity goals.
Action: The Chang School and HR will work together in order to develop and
implement appropriate strategies to increase the response rate.

TRSM re: 28% restricted work concerns – The University agreed to meet with the Dean,
TRSM, and his departmental chairs/directors to review both the spirit and intent of the
provisions with respect to restricted work, and discuss strategies to ensure that TRSM
abides by the collective agreement provisions.
Action: Human Resources and the Dean, The Chang School will meet with TRSM to
discuss the local union’s issues regarding restricted work and develop strategies to
ensure that TRSM complies with the collective agreement provisions.
March 2011
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