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Non-Unionized Support Staff

Issues regarding Unionization
(draft)

The details below represent concerns that several Queen's personnel consider to be highly relevant when reviewing the current climate on campus for non-unionized staff. In light of these concerns, staff are considering the possibility of unionization and are taking the time to educate themselves regarding the pro's and con's of such.

Keep in mind that the list outlined below is in draft form and does not represent the entire Queen's Staff Community. It is simply a collection-to-date of comments that have surfaced repeatedly from staff, and this is the first attempt to list them accordingly. Considerations are as follows:

  1. Consistent and Fair Implementation of HR Policies
    • Conditions and benefits of employment would be clearly defined in a Union agreement, including items below

  2. Job Security
    • Layoff and Recall
    • Seniority

  3. Grievance and Arbitration Policies:
    • Termination Rights (dignity)
    • Termination Categories (with cause; without cause)
    • Discrimination in the Workplace
    • Bullying in the Workplace
    • Progressive Discipline

  4. Job Evaluation / Equity / Compensation:
    • Effective and timely job evaluation process
    • Concerns regarding the number of external hirings
    • Scheduled Equity rotations
    • Job description clarifications - "other duties as assigned"
    • Term Appointments; potential conversion to Continuing Appointment Status
    • Increases in Salary (grid updates)
    • Red Circle Issues
    • Overtime

  5. Flex Time:
    • Working hours
    • Daycare
    • Working at home

  6. Performance Appraisals:
    • Completed Annually
    • Bonus/Merit
    • Grievance
    • Peer Assessments
    • Professional Development

  7. Leaves:
    • Vacation
    • Secondments
    • Sick leaves
    • Family Responsibilities (e.g. sick leaves for children or senior family members)
    • Compassionate leave
    • Educational leaves

  8. Benefits:
    • Pay Frequency (bi-monthly or every second week)
    • Cafeteria Style Benefit Packages (choose medical, daycare, tuition; to a max; ability to target areas of need for individual families)
    • Benefit Packages - Proportional to percentage used based on level of responsibility (e.g. if employee contributions are at 100%, then the payout is at 100%, regardless if the employee holds a position at 80%)
    • Enhanced medical benefits such as chiropractic, massage therapy, etc.
    • Benefit Plan "Card" - eliminate the need for employees to pay for their benefits in advance
    • Parking rates
    • Health Club Benefit
    • Subsidized bus passes
    • Age + Service for Pension Plan


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