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Misleading and inaccurate comments in University release

You have likely seen the message regarding bargaining that UVic has put on its website. Your Union wishes to correct some misleading and inaccurate comments contained in the University release. (For the full University statement, see “Negotiations with CUPE 4163 (1 and 2)”)

  • The University claims that “ the parties have been bargaining regularly”. In fact, we have had at best one or two meetings per month
  • The University release states that they “are presently in the very late stages of bargaining with our six unions on campus”; however, at Uvic only CUPE 4163 is still bargaining.
  • The University also claims to be bargaining “under the provincial government’s province-wide Economic Stability Mandate.” The Economic Stability Mandate is clear that agreements are to be a 5 year term, yet UVic has not moved from its 10 year term demand.
  • The University claims that “University negotiators have not yet formally received a wage proposal from CUPE at the bargaining table,” neglecting to mention that a full wage proposal was provided to the University negotiators via email on February 2, 2016.



  • FEBRUARY  16, 17, 18  and 19 (Starts next Tuesday!)


  • GSS – 12 noon – 6:30 pm
  • Other locations to be announced soon.


  • Members of Component 1 and 2:
    • Teaching Assistants
    • Second Language Teachers
    • Computer Help Desk
    • Res Life Community Leaders
    • Cultural Assistants
    • Lab Assistants

Greetings Members


Yes there are several unionized grocery stores in Victoria:

  • Save On Foods
  • Canadian Super Store

And even a unionized restaurant:

  • Swiss Chalet


Economic Stability Dividend 2016 = .45%

During Component 3 negotiations, we were not hopeful Economic Stability Dividend would amount to anything. It has produced almost a half of percent increase for Sessional Lecturers and Music Performance Instructors in 2016. It remains to be seen if there will be money in the subsequent years of the agreement. This moves the settlement from 5.5% over 5 years to 5.95% over 5 years, which remains far below inflation. With government’s madates over the past 15 years (see Public Sector Employers’ Council Secretariat) Post Secondary worker’s wages continue to loose ground.


Friday October 30, 2015

CUPE4163 Semi-Annual General Meeting

       Clearihue Building A315

      12:30pm Doors open and food

       1:00pm      Call to order

  • Annual Budget Approval
  • Social Justice Fund
  • IMPORTANT Bargaining Update
  • Other Important Issues 


Watch the Leader’s Debate October 8, 2015




 2 October 8 2015 Beer Chat Postcard


Executive Meeting Summary – September 3, 2015

  • Solidarity and Communication Outreach:
  • Your union will investigate possibilities and costs related to reviewing and upgrading
  • Working to develop “letter generating tool” for website use for membership collective action
  • Your union is working with other unions and student societies on campus to welcome students by:
  • participating in UVic President’s welcome September 8
  • participating in UVSS Sustainability market September 10 (looking into purchasing apples from Life Cycles for giving away at event)
  • participating in Graduate Student Information Fair September 4
  • If you are available to assist at any of these events (handing out pre-determined material) please contact the office:
  • Membership and Public awareness campaign ongoing; watch for CUPE4163 posters
  • Your union is looking for component representatives (Stewards) who work with other department representatives to discuss (develop action plans where appropriate) issues of concern from each department; If you are interested in becoming a Steward for your department please contact the office:
  • Your CUPE4163 representative to Grad Student Society is Susan Kim, thanks to Susan for stepping up for this very important role.
  • Bargaining:
  • Component 3 online ratification vote to take place September
  • Component 1 & 2 bargaining to resume end of September /early October
  • CUPE 917 & 951 currently in bargaining
  • Ongoing discussions with other CUPE unions at Universities throughout BC, through University Coordinated Bargaining Committee (UCBC)
  • Continue solidarity support for Teaching Support Staff Union (TSSU) in their struggle to reach collective bargaining agreement with Simon Fraser University (SFU). Watch for options such as letter writing campaign.
  • Convention and Conferences:
  • CUPE4163 will send a delegate to CUPE National Convention Nov 2- 6, 2015
  • Component 1 Vice President, Gordon O’Conner will attend Lancaster House Bargaining in the Public Sector and Labour Arbitration and Policy Conference(s) November 17, 18, 2015. Thanks Gordon for stepping up and agreeing to provide the Executive with a report on the proceedings
  • Contact if you wish to volunteer for any CUPE4163 initiatives or if you have questions or concerns related to your working conditions.




Discipline and Social Media: Are you inoculated?


Social Media is a great tool for sharing information BUT THINK BEFORE you hit “send”, “Post”, “Tweet” because:

  • Disparaging comments about managers and co- workers can lead to discipline, termination and even defamation law suits!
  • Postings that could potentially affect the Employer’s reputation could lead to discipline or termination!
  • UVic administrators have relied on Social media to discipline employees!
  • Humourous posts could be misunderstood and lead to defamation, Human Rights complaints or other liability!

Remember: Social media posts are not privileged or private and could be subject to court scrutiny. All assertions you make must be based in fact and be able to be substantiated with concrete evidence in a court of law. In general it’s a good practice not to put anything on Social Media that you wouldn’t want to see plastered on newspaper front pages or billboards for all the world to see. Don’t rely on the fact that you weren’t working at the time of your post as an individual can be disciplined for “off duty conduct” if it detrimentally affects job performance, work environment or the employer’s enterprise. Admitting you are wrong, immediately removing the post, and writing a sincere apology can be significant mitigating factors, but always consult with your union and, or legal counsel before taking such action.

The aforementioned information piece is provided without prejudice or precedent to any position taken by  CUPE 4163 in any matter.