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April 10th, 2021

Mcgill Maut Collective Agreement

A parity agreement signed with the university in 1976 recognized the principle of equal pay for equal work. This included all non-university workers who are not covered by other agreements. The new standards for ladder-based office and library employees at the University of Montreal meant that most McGill employees were paid higher salaries. 26 In 1976, MUNASA obtained a three-year employment security policy, with a guarantee that the worker was entitled to a different position at the same level of pay and classification until a new position was found.24 President Stevenson considers this agreement based on the experience of a similar policy at the University of Montreal. , as an important achievement of MUNASA. The reason for this policy was that the economic security preferred by MUNASA members was to generous redundancies25. These changes in Quebec society have only been gradually and piecelessly integrated into McGill`s community. The creation of a workers` representation association is only a reflection of how these social trends have unfolded in the specific context of McGill`s employment culture. In the context of McGill, staff loyalty to the university, the perceived need to collectively defend the rights of non-academic employees, and an external advance in the formation of unions on campus were the main influences on the creation of the McGill University Non-Academic Staff Association (MUNASA). The creation of a McGill-focused staff organization was also promoted by Vice-President Stanley Frost, responsible for the university`s administrative services.

Frost felt that this alliance of non-university staff was necessary to ensure balanced and effective negotiations between the university and all categories of workers on wages and benefits. Otherwise, the faculties, through MAUT and unionized staff, of their unions, would be created with the bulk of wages and benefits.5 It is in this particular collegial environment, where there is no structured voice for workers` groups, that munasa`s collective voice is born. A group of executives wanted to create an association that represents the interests of all non-academic employees, whether as a manager, employee or employee.8 The goal was to gain recognition as an official representative of their members and to improve the conditions of non-academic staff.9 Until 1995, under the pressure of several years of budget cuts , McGill`s non-executive employees have turned to a union model to protect their collective rights.

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