The potential for a strike by CAW, Local 555 Unit 1 has shifted from September 1 to September 4 as the University and the union have mutually agreed that a potential strike date will be moved.

The University asked for a Final Offer Vote to ensure that every individual member of the bargaining unit has a chance to cast a ballot. “Each ballot and each vote matters,” said Mark Haley, assistant vice-president Human Resource Services. “Reaching an agreement with the union to delay a possible strike date is important to make sure that every member has the opportunity to vote.”

According to the signed agreement between the two parties, “The Ontario Labour Relations Board has instructed that it will not conduct polls for the Final Offer Vote on University property unless and until it receives assurance from the Parties that there will be no labour disruptions, strike, or lock-out, prior to the conduct of the Vote. For the consideration and ease of the voting members the Parties have therefore made this Agreement and for no other or improper purpose.”

The University's bargaining team issued an additional update today on key issues in the Final Offer Vote. According to the update, “The University's Final Offer that was tabled with the union on August 20 is the best offer the University can present and it is our final position. Rejection of the University's offer does not mean a new offer will be tabled. A no vote does not mean a better deal, it could mean a strike should CAW leadership decide to act on its strike mandate. Not voting could have the same effect. So we encourage you to keep informed and to exercise your right to vote.”

The Labour Relations Board continues to finalize the details of the Vote which could be held next week.

The update from the bargaining team also included two documents, one highlighting the facts around post-retirement benefits. Under the University's proposal, the post-retirement benefit program for future employees would, “be jointly managed by a University/union committee that would decide how the program will work and determine what benefits will be provided. The University and the union would share equal responsibility for management and decision-making.”

The second document issued today focused on the Salaried Pension Plan. Based on the most recent pension plan valuations by independent actuaries, the University's $37 million pension payments will rise significantly over the foreseeable future, even if the investment market recovery continues. The University is required to, and will, make these payments in accordance with the regulations.

These payments will need to be found within the University's current budgets. The size of these payments will severely strain McMaster's ability to maintain jobs and its position as one of Canada's leading universities.