Unit 2 Bargaining Update: Tentative Settlement Summary & Ratification Information

All Contract Instructors are encouraged to attend a Unit 2 Membership Meeting on Wednesday, March 15th in Tory 210 at 6:00pm. The Unit 2 Bargaining Team will present the tentative settlement and answer any questions members may have. 

Via a ratification vote, Unit 2 members have the final say on whether the tentative settlement is accepted or not. Details on the ratification vote are still being confirmed, but it will take place over several days in the week following the Membership Meeting.

As always, if you have any comments or require more information, please contact us at info@cupe4600.ca.


Tentative Settlement Summary



Wages will increase 8.1% over the life of the agreement. (4.5% on September 1, 2016, 1.8% on September 1, 2017, 1.8% on September 1, 2018). Wage increases are retroactive to September 1st, 2016. 


Multi-Year Agreements

The employer will post a minimum of 15 (maximum 20) Multi-Term Agreements (MTA) to commence in September 2017, and an additional minimum 15 (maximum 20) MTAs to commence in September 2018. MTAs will be course-specific (e.g. ECON 1000), and will MTAs not exceed 2 years in duration. 


Shortened Grievance Timeline


Step 2 of the grievance process has been removed, reducing the time it takes to resolve disputes. 


Sexual Violence & Harassment Protections


Members who do not want to file a complaint via Carleton's Sexual Violence Policy (SVP) can now seek an informal resolution with the respondent. This process will be facilitated by the employer with the cooperation of the union. 

The deadline to file grievances on issues relating to sexual violence or harassment has been extended from 20 days to 1 year. 

Members who file a complaint via Carleton's Sexual Violence Policy can file a grievance at any time, provided the complaint process is underway. 

Members can file a grievance within 20 days of the conclusion of the Sexual Violence Policy complaint process, if they are unsatisfied with the conclusion of that process. 

The employer must notify members of their right to union representation at all stages of the Sexual Violence Policy complaint process. 




Contract Instructors and their families now have free access to confidential counselling and referral services available via Carleton's Employee & Family Assistance Plan, including assistance with:

  • personal crisis

  • addictive behaviour

  • family concerns

  • depression

  • social and emotional adjustment

  • violent experiences

  • separation and loss

  • workplace difficulties

  • financial and legal issues

  • elder care resource support


Access to Library Resources


Access to the library has been extended for 12 months following the final day of the academic term in which a CI last worked. 


Email Access


Contract Instructors will now have access to their Carleton email address for 24 months following the last day of the academic term in which a CI worked.

Centralized Job Postings Website

Carleton University will establish and maintain a job posting website to centralize all CI job listings. This website will be operational by January 1st, 2018.


Teaching Evaluations


There is now a minimum response rate for teaching evaluations of 15% of those enrolled in a course. Any evaluations that fall below this threshold will be deemed invalid. 


The teaching evaluation score will now be either the average of questions 1 - 12 or the B-score (commonly known as Question 13 or the 'summative question'), whichever is higher. 


Employment Insurance 


EI eligibility has been improved by increasing the number of hours reported per course, from 225 to 235 per half-credit course and from 450 to 470 for full-credit course. 


Tuition Waiver


The tuition waiver amount has been increase to $900. 

The Waiver is now available for any Government of Ontario funded course, whether the CI is enrolled in a degree program or not. 


Hiring Process


In emergency hiring situations (within 10 weeks of the start of classes), the employer must notify all incumbents that the course is available. Previously, the employer would make the course available to non-incumbents if the most senior incumbent declined. 


Union Office Space


The calculation of how much space the employer must make available to CUPE 4600 for its office will now be based on the space guidelines governing the rest of campus. 




This is a 3 year agreement, with the next expiry date set for August 31st, 2019.