Strike update from Capilano University
Information as of July 13, 2023
University's ongoing commitment to end strike
Every day, the University is actively working to get MoveUP Local 378 employees back to work. As our colleagues and friends, their absence is felt by everyone in the CapU community, including students, families in the Children’s Centre and co-workers. We know this strike has lasting impacts, and we are working to resolve it as quickly as possible recognizing it requires both parties to make that effort.
Creating a safe environment for all employees
From the beginning, the University has supported employees’ legal right to strike. To be clear, the University would never take action against employees for simply exercising that right or expressing opinions about the strike.
Claims of retaliation for employees who exercised their right to strike lawfully are completely unfounded. Examples of strike activity that could lead to disciplinary action may include those involving the use of physical force, threats of violence or vandalism to university property. For employees who have conducted themselves by B.C. Labour Relations Code strike guidelines, the latest language we proposed in the return-to-work protocol provided additional protections that were above and beyond the labour relations code.
Read examples of what the union proposed for the return-to-work protocol and how the University responded.
Latest efforts
The University initiated the mediation that took place the week of June 26. We had high hopes as the parties essentially reached a tentative agreement; this mediation was not about collective bargaining. This mediation was set up to resolve the terms of a return-to-work protocol. While it is highly unusual to need a mediator to finalize terms for return to work, the University has been willing to use any labour relations tool available to find an amicable resolution. Although a return-to-work protocol is not a necessary element, the union has insisted that the strike will not end without an agreed return-to-work protocol. The union’s suggestion on binding mediation for the protocol is also problematic as some of the language they are demanding has legal implications that no employer could reasonably agree to.
Last week, the University gave the union a deadline of 5 p.m. Friday, July 7 to accept its response to the latest return-to-work protocol. The union refused the proposal and decided to continue its strike.
In a further attempt to resolve this dispute and get people back to work, the University requested a report from the mediator under section 74(5) of the B.C. Labour Relations Code. This report will normally confirm areas of agreement and outline outstanding issues, if any. This process may take some time to coordinate with the mediator. Again, we are using all the available labour relations tools to identify what the real impediments are to signing a tentative agreement under the Shared Recovery Mandate, as 95 per cent of the B.C. public sector’s unionized employees have already done. We are hopeful this action will end the strike so MoveUP employees can have an opportunity to vote on an agreement, and the University can return to normal operations.
University communications standards
Communications from the University are guided by standards in the B.C. Labour Code. In accordance with the code, as well as legal requirements, statements by the University related to the strike must be accurate and reasonably complete.
Submitted by: Communications