Dear Members, The McGill upper administration asked us to fill out their survey – let’s be clear: it’s part of their plan to justify cutting your jobs and reorganizing your work.
But we have a survey of our own. Your union is fighting back, and you need to voice your concern. Fill in our short survey today and make your voice count on our terms – not theirs.
We’re also asking you to change your Microsoft Teams profile picture to the below image. It’s a visible way to show that we’re united – and we’re watching. Every time they log in, let’s remind them we’re not backing down.
How to Change Your Microsoft Teams Logo: Download the image here. Click on your MS Teams profile picture in the top-right corner. Click it again in the box that opens, and upload the attached image and hit “Save.” (changes may take an hour to sync) We will also be sending out MUNACA buttons and stickers to members soon!
📣Solidarity, not austerity!
Organized by our sister union, AGSEM 🗓️ April 17 | 🕦 11:30 AM 📍 In front of James Admin 🔥 BBQ • Games • Community
They cut. We organize. These first small steps – your survey response, your logo – build visibility and power. The administration is watching what we do. Let’s show them you’re organized, alert, and not letting them control the narrative.
We, the undersigned McGill union representatives, condemn in the strongest possible terms McGill Senior Administration’s recent announcement of layoffs and broader policy of austerity in the face of supposed budget shortfalls.
McGill seeks to push the consequences of budget shortfalls onto its already overworked staff while seeking to insulate their extremely well-paid Senior Administration. McGill Senior Administration has claimed that they have a budget shortfall of $45 million projected for 2025-26 and that staffing accounts for 80% of overall university expenses. What they fail to mention is that over 17% of McGill’s salary budget was spent on executive and management staff as of the 2023-24 financial year. In 2013-14, this figure was 9%. If McGill’s executive and managerial salary mass had risen at the same rate as all other job classes at the university, the university would be saving $71 million dollars.
Initially, McGill Senior Administration said a loss of 350-500 jobs would be necessary. Now they are announcing 99 initial layoffs. Conveniently, 99 is exactly the threshold for the minimum 8 weeks of notice under Quebec law regulating collective dismissal. For the dismissal of 100-299 workers, a notice period of 12 weeks is required; for over 300, a notice period of 16 weeks is required. How can we trust that there will be no further layoffs?
Despite supposed concern for budgetary deficits, the McGill University Senior Administration decided to hire NousCubane, a group of consultants associated with commencing layoffs at other universities in Canada. NousCubane was paid $372,500 by McGill Senior Administration to send surveys to all full-time employees. McGill Senior Administration did this « consultation” without the unions, before announcing the cuts at the February 7th town hall. In doing so, the unions contend that McGill Administration infringed on Article 12 of the Quebec Labour Code which states that “No employer, or person acting for an employer or an association of employers, shall in any manner seek to dominate, hinder or finance the formation or the activities of any association of employees, or to participate therein.” This clear mismanagement of funds not only targets the workers at McGill, but the larger McGill community who will be directly harmed by cuts to services and departments.
Why does McGill insist that a $45 million shortfall requires cutting up to 500 staff? Are McGill’s executives and managers taking any salary cuts to do their part in keeping the university solvent? Are they reviewing their own positions and compensation packages with the same scrutiny they offer to the rest of us? Why do they judge themselves more necessary than the employees doing the on-the-ground work vital to the continued operations of our university? McGill’s global profile and prestige does not come from its executives. It comes from the achievements of workers, students, and alumni.
We call on McGill’s Senior Administration to acknowledge their role in McGill’s current budgetary crisis and take action accordingly. We call for a moratorium on job cuts until there is a freeze and cut on executive salaries.
Important Member Townhall: Horizon McGill, Layoffs, Fight back!
Dear Members,
There has been an outpouring of anger about the recent layoffs announced by McGill. You are rightfully anxious and angry. On March 31st from 12:00 to 1:oopm there will be a virtual members’ Town Hall to discuss the crisis and how you can fight back against cuts, reorganizations, and increased workloads.
We have looked into the UniForum questionnaire. The questions may appear innocuous and even legitimate, but the context reveals that they are not.
At the University’s Town Hall on February 7th, it was announced that the “salary mass” of administrative personnel would be reduced due to financial difficulties. In clear terms, they are threatening to lay off administrative personnel in the near future.
The employer intends to use this survey to justify laying us off, abolishing our jobs, and reorganizing our workplace, all while the compensation for those making these decisions continues to balloon. The employer has the gall to ask for the support of those whose livelihoods are in jeopardy, to help to determine which positions should be cut first!
We urge our fellow union members to use this template to respond to this so-called “survey.”
Instructions:
For all multiple-choice or rating questions regarding professional staff and services, select high satisfaction responses.
For any written response sections, use the following statement:
“I am very satisfied with the dedication and hard work of my colleagues at McGill, who consistently strive to provide essential services despite years of hiring freezes. This survey fails to distinguish between the decisions made by senior administration’s policies and processes versus the actual performance of frontline staff.
Our frontline workforce holds irreplaceable institutional knowledge and expertise, essential to the university’s daily operations. We will not allow this data to be weaponized through surveys to rationalize the destruction of our jobs and livelihoods.
We are ready and willing to have a genuine conversation about how this university can be better managed, but this survey is not the forum. It is a tool designed to justify cuts, not a meaningful dialogue. We believe that all McGill staff deserve respect, security, and the resources to do their jobs effectively.”
On February 7th, 2025, the University surprisingly announced, during their Townhall, some disturbing news that MUNACA was surprised to learn, especially considering the magnitude of what was being disclosed.
Considering the Employer’s failure to contact the Union prior to this announcement, we have requested a meeting with the Employer as soon as possible. The purpose of this meeting is to address all of the current and upcoming reorganizations, restructurings and their consequences, including abolitions and potential layoffs. Our intention is to mitigate the upcoming ‘Project Horizon’.
We will keep you updated as the situation evolves.
We stronglyrecommend that you:
Verify that your Seniority is Correct
● by going into Workday and the November 2024 Seniority list and ensuring these are reflective of your time at McGill. If it is incorrect, contact HR to have it corrected and CC reception@munaca.com.
● If you suspect you are on soft/research funds please make sure that you have your letters ofhire/appointments and verify if indeed you belong to some research group (as of what date) as these groups may or may not have job security.If you are unsure please contact us.
Let us know about any Reorganizations, Restructuring or Shuffling of personnel so we can take a look into it
Have questions or concerns about seniority, reorganizations or anything else?
Like you, I have been watching the rapid deterioration of human rights, social justice, and workers’ rights in the United States with growing concern. Our two nations have proudly shared the longest undefended border in the world for generations – a steady partnership that is now under attack by the Trump administration.
Donald Trump and his administration are undoing so many of the hard-fought victories our collective labour movement has fought and won. I share the anger and frustration many of you are feeling. His divisive rhetoric and policies are impacting the lives of millions of workers, for the worst, on either side of the border.
As we find ourselves on the brink of a trade war with our closest ally – one that will hurt millions of workers and families in Canada – I want to recognize just how important your work is every day, but especially now in the face of this crisis.
Understandably, this is a very stressful time we are living in. This is only intensified by the affordability crisis affecting millions of us across Canada. I want you to know that we’ll continue to fight for you. We won’t back down when it comes to defending your rights.
We are here for you.
We’re a team.
As we navigate these tense times, remember you have us to rely on.
We write to you today to update you on MUNACA’s new telephone number. In order to protect the integrity of union business we felt it prudent to have a telephone system of our own.
MUNACA’s new phone number is 514-371-2222. You will be able to select five locals;
Reception
Labour Relations
Research
President
Vice-President Labour Relations
We apologise in advance for any inconvenience during this transition period.
This year will mark the 30th anniversary of our local’s certification, so we’re pulling out all the stops for this year’s holiday party! From 6:30 PM to 11:30 PM on November 22nd, we will be celebrating at the L’Espace Canal event space at 4020 Rue Saint-Ambroise, porte #140, Montréal, QC H4C 2C7 both indoors and on its beautiful Nordic terrace beside the Lachine Canal!
Delicious canapés and drinks will be available, as well as bottomless hot chocolate on the terrace! A professional DJ will play all the greatest hits of the 90s in tribute to our founding in 1994, so bring your dancing shoes! Fabulous prizes will be raffled as we celebrate our history and toast to another 30 years of fighting for our rights!
Please RSVP via the attached form by Friday, October 18th, at 5:00 PM so we can know how many people will arrive, as well as any dietary and parking needs for our members. (Please carpool if possible! Nearest metro is Place Saint-Henri on the orange line, then a 15-minute walk. Right along the Lachine Canal bike path.)
Thomas Chalmers – President & Chair of Negotiations Committee
Robin Stanford – Vice President Labour Relations
Sherrie Child – Vice President Internal Affairs
Sophie Hough-Martin – Chief Steward
David Roseman – Chief Steward
Khalud Adam – Chief Steward
Dino Dutz – Chief Steward
Negotiations Support Committee Chair
James Newman, Vice President Communications & Mobilisation and Chair of Negotiations Support Committee
Presentation & Ratification of Negotiations Priorities
Varia
Adjournment
To register, please fill out this form, at least twenty-four hours before the meeting begins. Your union membership will be confirmed and the video link will be sent in advance of the meeting.
In Solidarity,
, The MUNACA Executive Committee and MUNACA Negotiations Committee
*You may ask your supervisor to add an hour to your lunch time, which you will need to make up.
As we are planning our vacations for the upcoming reference year, please keep in mind the following:
As unionised employees, vacation scheduling is not at the whims and discretion of our supervisors. When multiple employees want the same time off and the department cannot accommodate, seniority is to be the deciding factor. It doesn’t go to the supervisor’s favourite, or to the person willing to work unpaid overtime. Seniority is used as an objective criteria to make a fair decision.
In order to have seniority as a consideration in your vacation request, you need to submit your requests for the next reference year (June 1st, 2024 – May 31st, 2025) by April 30th, 2024. They will be approved or denied by May 10th, 2024. This gives us time to address any problems.
Vacation can, of course, be requested after this period, but it will be granted on a first-come, first-serve basis rather than by seniority. It is also subject to operational needs.
In some departments, there may be times when they need everyone present. This may be due to a special event, a deadline, or another short-term reason. These are called blackout periods. The Collective Agreement specifies that these must be kept to a minimum and must be communicated to the affected employees by March 1st, 2024, so they can be challenged if necessary and taken into consideration when submitting your requests.
If you feel that the blackout periods for your department are unreasonable, if they were not communicated to you by the deadline, or if other restrictions are being applied that are not in the Collective Agreement, contact reception@munaca.com and we can work with you to rectify the problem.
