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- Letter of Understanding - Casual Custodian and Housekeeping Services and Production Employees
- Letter of Agreement - CUPE Employee Career and Professional Development - January 28, 2021
- Letter of Agreement - New Job Classifications - February 6, 2021
President, Pieter Bosma
Vice President, Nikki Seymour
Chief Shop Steward, Char Semple
Shop Steward, Jeff Wright
Treasurer, Ian Phillips
Recording Secretary, Ed KeresterSargent at Arms, Chris Preston
CUPE 3886 Member's Site
Universities and colleges across Canada have collective agreements with their faculty and staff and negotiations to renew collective agreements, or collective bargaining, are a part of the life cycle of collective agreements.
RRU is committed to integrity in all our labour relations. Fair and competitive terms and conditions of employment for our faculty and staff are foundational to our ability to deliver on our mission of excellence in teaching and learning, service and research and fostering student success.
2019 Royal Roads - RRU and CUPE 3886 ratify collective agreement
The Royal Roads University (RRU) and CUPE 3886 have successfully ratified their collective agreement consistent with the provincial government’s 2019 Sustainable Services Negotiating Mandate.
Talks began on May 15, 2019. The parties reached a tentative agreement on December 9th . Members of CUPE 3886 ratified the agreement on December 13. RRU’s Board of Governors ratified the agreement on December 12. The University Public Sector Employers’ Association ratified the agreement on December 16.
CUPE Local 3886 represents approximately 75 Royal Roads employees working in grounds and gardens, plant operations, maintenance, production, and custodial and housekeeping services.
Highlights of the collective agreement include the following:
- A three-year term (June 1, 2019, to May 31, 2022);
- Across the board salary increases of 2%, 2% and 2%;
- Market adjustment between 0.6% and 0.7% for certain job classifications (i.e. Groundsworker, Production, Custodial, Housekeeping)
- Increase to safety footwear reimbursement from $150 per year to $225 per year.
- Development of a new fund to be used for employee career and professional development opportunities.
- Extended probationary period for employees hired as supervisors (who are included in the bargaining unit); and the ability to extend probation for all employees when required.
- Extension of the recall period in the layoff process from 6 months to 12
- Collective Agreement language is written to ensure 100% gender neutrality and enhanced employment equity language in the job posting process.