Full-Time Part-Time, Casual, and 89 Chestnut Members,
Our retroactive pay has been processed, and all members should have received a lump-sum payment on May 31. This payment is retroactive to July 1, 2023, for FTPT and Casual members, and January 1, 2024, for 89 Chestnut. You can view the details on your most recent pay stub through ESS (Employee Self-Service). This retro applies to all members actively employed on March 17, 2024 (the ratification date).
Going forward, your pay stubs should reflect your new wage rates, shift premiums, and any other increases negotiated in our new collective agreement.
Review Your Paystub: We encourage you to carefully review your pay stub to ensure your payment is accurate. If you notice any discrepancies, first speak to your manager, who should help resolve the issue or direct you to the appropriate payroll contact. Please CC our Vice-President Andrew Chilton vicepresident@cupe3261.ca in any correspondence. You can also submit a Payroll Discrepancy Request through the HR Service Centre website: log in, click “Browse the Service Catalogue,” then “Payroll, Compensation & Job Evaluation” on the left, and select “Payroll Discrepancy Request.”
Make sure you are getting paid correctly! You can view the updated wage grids here:
If you have any general questions about the retroactive payment, eligibility, deductions, calculations, or any other unresolved issues, please contact our Vice-President directly at vicepresident@cupe3261.ca
Common Questions:
- Taxes and Deductions: Please note that standard deductions such as income tax, CPP, EI, and union dues were applied to this payment. Since this is a significant lump sum, the amount deducted was higher than what you typically see on your regular paychecks. Additionally, the CRA’s tax calculation method may temporarily place you in a higher tax bracket for this pay period. Any overpayment in taxes or other deductions will be corrected during tax season when you file your taxes.
- EI Benefits: If you are currently receiving EI benefits, this retroactive payment should not be reported in your bi-weekly report. Retroactive pay increases are not considered earnings for EI purposes, as they are considered to have been earned over the time you worked. The University will be issuing an updated Record of Employment (ROE), which will re-calculate your benefit rate based on the new wages.
- Retroactive Amount:
- FTPT Members received an across-the-board (ATB) 9% increase for all hours worked retroactive to July 1, 2023. Some classifications (e.g., caretakers, cafeteria workers) received an additional adjustment to $25/hour effective March 17, 2024 (the ratification date). This $25/hour adjustment is retroactive to March 17, 2024, not July 1, 2023. Decreases in dental and extended health benefits costs took effect April 1, 2024.
- 89 Chestnut Members received a 5.7% increase retroactive to January 1, 2024, with some receiving an additional adjustment to $25/hour on March 17, 2024. This $25/hour adjustment is retroactive to March 17, 2024, not January 1, 2024. Decreases in dental and extended health benefit costs took effect April 1, 2024.
- Casual Members: Received a 5.7% increase or minimum $18/hour, whichever is higher, retroactive to July 1, 2023.
- Please note that the across-the-board (ATB) retroactive percentage increases apply to all regular hours worked (including paid leaves), overtime, and holidays. However, any changes not part of the ATB increase, such as adjustments to shift premiums, standby pay, boot allowance, etc., came into effect on March 17, 2024 (the ratification date).
We know this process has been frustratingly long. We’ve made it clear to the University that this delay was unacceptable, and your voices were heard – over 400 of you signed a petition demanding quicker implementation. While we couldn’t speed up this specific payout, we’ve put the University on notice that these delays must not happen again in the future.
We encourage you to review again the summary of changes to your collective agreement. While the University is legally obligated to follow our agreement, it’s ultimately up to us as workers to hold them accountable and ensure our hard-fought gains are fully implemented. We cannot rely on the employer to proactively enforce new terms. We’ve received numerous reports of managers being unaware or misinformed about many changes due to inadequate communication from the University.
Make sure your manager is aware of and implementing any changes that impact you and your co-workers. Your participation is key to ensuring we all benefit from the improvements we won!
If you have any questions or need support, don’t hesitate to contact us.