Prince George, B.C. – The University of Northern British Columbia and CUPE Local 3799 have successfully ratified a new collective agreement consistent with the provincial government’s Shared Recovery Mandate. CUPE Local 3799 represents approximately 315 support staff working at the University.

“CUPE Local 3799 is happy to have achieved a fair settlement with the University and wishes to convey our thanks to the bargaining committees for their efforts in reaching this achievement. We are grateful for the mutual respect and collaboration that has been demonstrated throughout this process,” says CUPE Local 3799 President Joyce Henley. “We are pleased with this outcome, and we recognize that there is still work to be done to improve our University community. We remain committed to working together with all members of our community to make UNBC the best place to work, learn and play.”

“CUPE employees bring tremendous value to UNBC. We can only offer an exceptional post-secondary experience through their commitment and efforts to the critical work they do each day,” said UNBC President and Vice-Chancellor Dr. Geoff Payne. “We continue to build collaborative and respectful relationships across the University, and this successful round of bargaining is a direct result of everybody’s efforts. On behalf of the University community, I applaud the efforts of both bargaining teams who dedicated considerable expertise and effort to the process, and I thank them for the good work and very excited for the future and working with CUPE Executive and its members.”

Highlights of the collective agreement include the following:

• A three-year term (July 1, 2022, to June 30, 2025).
• General wage increases in line with the Shared Recovery Mandate.
  • Year 1—3.24% increase and an increase to all rates of pay by a flat rate of $0.25 per hour
  • Year 2—5.5% plus a potential Cost of Living Adjustment to a maximum of 6.75% (Maximum 6.75% triggered as of March 21, 2023)
  • Year 3—2% in aggregate plus a potential Cost of Living Adjustment to a maximum of 3%
• Added an article to support Indigenous employee leave of up to 2 days.
• Combined Illness in the Family with Family Responsibility Leave to strengthen a leave program that supports work-life balance.
• Increased vacation entitlement for casual employees from 4% to 6%.
• Added National Day for Truth and Reconciliation to Paid Holidays.
• Added a Letter of Understanding agreeing to undertake a feasibility study on switching from a defined contribution to a defined benefit pension plan.
• Group benefit increases in areas such as eye exams, glasses and contact lens coverage, and dental coverage.

As part of the negotiations, but outside the collective agreement, the parties also agreed to a Letter of Intent that clarifies the University’s Off-Campus Workplace Location Program, commits to an agreed-upon appeal process, and promises a review of the program in three years.

The parties reached a tentative agreement on July 5. UNBC’s Board of Governors ratified the agreement on July 13 and CUPE Local 3799 members ratified the agreement on July 14.