Check out the PT Bargaining Team's webpage for the latest province-wide updates, or contact Sara McArthur-Timofejew, your Bargaining Team member from Mohawk College.

Need a Part-Time Power T-shirt to show your solidarity? Email Sarah Harvie to arrange a pick-up or delivery!

Posted on July 14, 2025

The CEC has shared their latest release, designed to make the FT Bargaining Team sound unreasonable in demanding better working conditions for FT Support Staff workers. 

Strike votes are called to force the employer to take us seriously at the table and bargain fairly. It is not an unnecessary escalation, but rather a very necessary show of strength to get what we deserve in a tough bargaining year. 

Posted on May 28, 2025

In their recent release, the employer indicated their interest in non-binding mediation and a lack of response from the Part-Time Bargaining Team – this is untrue. The Team responded on May 9th, indicating we are interested in proceeding with non-binding mediation.

Between May 9th and today, the employer suggested a mediator who they had already engaged in conversations with. This raised a red flag to the Team. We communicated we were not interested in their chosen mediator and confirmed we would be following up with alternate options. The Team responded with an alternate option for mediator yesterday, at which time they had already requested the No Board report.

Let's mythbust some of the employer's comments from their most recent bulletin. 

• Myth: “The [bargaining team] has delayed or ignored repeated requests to respond to mediation”
  Facts: We informed the employer we agreed to non-binding mediation on May 9th 

• Myth: “The CEC has proposed significant wage increases”
  Facts: The employer proposed 0% wage increase for 2024, 2% for 2025, and 2% for  2026
  Facts: Management received 10-30% wage increases in 2024

• Myth: “Groundbreaking provisions on important issues such as sick days...”
  Facts: They offered 2 paid sick days for Regular part-time members only (approximately 17% of membership) and no banking. 

• Myth: “Groundbreaking provisions on important issues such as... pay for cancelled shifts”
  Facts:  For Regular Part-Time employees only. This excludes members most likely to have their shifts cancelled without notice like Casual employees.

• Myth: “Groundbreaking provisions on important issues such as... Enhanced protections around sexual harassment”
  Facts: The employer declined language on trained investigators, mandatory training for all managers and staff. Waving timelines is not “protection”.  

• Myth:  “Groundbreaking provisions on important issues such as…Enhanced protections around job security”
  Facts: ...We are as lost as you are on this one.

• Myth: “These proposals aim to benefit the approximately 15,000 part-time support staff, including student employees.”
  Facts: The employer proposed removing a wage increase for student workers. Their sick days and cancelled shifts proposals would only benefit approximately 2,500 (17%) members.
  Facts: The employer rejected paid sick days & shift cancellation notice for 12,500 part-timers. Their subpar wage offer disadvantages the majority of our membership

• Myth: “The parties made little headway in a one-day Conciliation session on May 1”
  Facts: The employer did not provide any counter-proposals, despite the presence of a trained mediator. Six hours into the day, they decided not to participate.

• Myth: "The Union demanded compensation and wage increases ranging from 10 to 16 per cent per year”
  Facts: We proposed a 6% wage increase per year, 2% increase in vacation pay for those employed less than 5 years, and a 2% increase for those employed more than 5 years. 

• Myth: "The Union demanded unlimited paid time off for religious, cultural and other reasons, without flexibility for colleges to accommodate by rescheduling shifts.”
  Facts: We proposed religious & cultural leave in line with the human rights code. This provides several options to managers, including rescheduling shifts to ensure members don’t suffer a loss of pay.

• Myth: “We are asking OPSEU to reconsider its current demands and negotiation approach and return to the bargaining table with a mediator.”
  Facts: We were at the table with a trained mediator from the Ministry of Labour. Does the employer guarantee they will behave differently in private mediation? We have always been open to bargaining, but the employer continues to escalate without engaging in the process.