Vote now for #BetterUnion!

Voting is underway in the CUPE 3903 Executive Committee elections. Please vote now for the #BetterUnion team:

Chairperson: Garry Sran

Recording Secretary: Herberth Canas

Treasurer: Joanne Azevedo

Communications: James Clark

Grievance Officer: Lykke de la Cour

Unit 1 Vice President: Najwa Eidda

Unit 1 Chief Steward: Olya Murphy

Unit 2 Vice President: Mohamed Banda

Unit 2 Chief Steward: Sharon Davidson

Unit 3 Vice President: Kulsum Khan

Unit 3 Chief Steward: Mike Bartlett

For information about how to vote, please click here.

How can we combat sexual violence on campus?

RaveFrontBy the #BetterUnion team

One of the topics most widely discussed during this year’s election campaign is sexual violence on campus. Sexual violence is endemic at universities and colleges across Canada, and York is no exception. Thanks largely to the work of survivors, this issue is finally beginning to get the attention it deserves. As more members of the York community become aware of its pervasive nature, we have the opportunity to build a strong, united movement against sexual violence. This is a moment we must not squander.


Over the last couple of weeks, the #BetterUnion team has had the chance to talk about this issue as we have campaigned in departments across campus. There is an emerging consensus among members of our union that we need to develop survivor-centric responses to any reports of sexual violence, at the same time as leading prevention and awareness campaigns that seek to challenge and transform the environments that allow sexual violence to happen in the first place. These initiatives must go hand-in-hand: while our union must support campaigns that deter perpetrators of sexual violence, we must also find ways to improve the support we provide for survivors, and to centre all our responses around their needs, experiences and perspectives.

How we do this really matters. Our union should follow the lead of survivors’ organizations that have already made valuable recommendations for improving existing support systems and for creating new ones that can meaningfully respond to survivors when they report incidents of sexual violence. We must also incorporate feminist and intersectional approaches that account for the numerous and intersecting forms of oppression that increase the risk of sexual violence for women-identified members, LGBTQ members, members of colour, members with disabilities, and members of other equity-seeking groups. Such approaches further help us to develop responses and supports for survivors that put their particular needs first.


These suggestions require concrete proposals that could be implemented as soon as possible, with a view to making immediate improvements in the short term and to setting goals and timelines for longer-term struggles. In particular, they must also address two critical questions that the Silence is Violence campaign has posed to us and other candidates:

  • How should the Executive Committee of CUPE 3903 respond to the issue of sexual violence on campus?
  • How should the Executive Committee of CUPE 3903 respond to other forms of oppression on campus?

On the first question, there are many lessons to be learned from the experience of the outgoing Executive Committee, which issued this statement in response to a member who reported an incident of sexual violence earlier this year. One obvious lesson is the need to develop clear and well-publicized protocols within the union for responding to reports like these. The union must be much more prepared when members disclose experiences of sexual violence, and ready to respond immediately with the kind of support that survivors need.


That means that the union’s leadership must be fully aware of the pervasive nature of sexual violence on campus; the multiple barriers that survivors face in reporting incidents; how to avoid responses that exacerbate the trauma that survivors experience; and how to centre the needs of survivors in providing immediate and meaningful support.

Furthermore, these responses must be part of an overall strategy to combat sexual violence on campus that is informed by the experiences and perspectives of survivors and that seeks to mobilize the widest possible segment of the membership.

“These responses must be part of an overall strategy to combat sexual violence on campus that is informed by the experiences and perspectives of survivors and that seeks to mobilize the widest possible segment of the membership.”

While the Executive Committee has the responsibility to play a leadership role in combating sexual violence, it also has the responsibility to seek direction and support from the wider membership, in developing responses that meet the needs of our local, and in taking direction from those members, survivors and organizations that are already doing important work on this issue. The most successful initiatives are those that aim to unite the membership around a common cause that we all identify as a priority for our local. Without a doubt, combating sexual violence on campus must be everyone’s priority.


On the second question, a similar approach is in order. The Executive Committee must be prepared to respond to any reports of violence or oppression that members experience in the local or on campus, at the same time as developing and leading effective campaigns around prevention and education. Likewise, these approaches must be intersectional, in order to identify where risks are greater for some members than others and to prepare responses that meet members’ particular needs and concerns. In every instance, we need to involve as many members as possible – as all of us benefit from working together, learning from each other, building trust, developing community, and transforming ourselves in the process.

Concretely, we believe that the following proposals could be implemented by the incoming Executive Committee, no matter who wins the election, as a means to make immediate, short-term improvements to how the local responds to sexual violence, at the same time as initiating the processes that would allow us to develop longer-term collective responses that seek to challenge the conditions in which sexual violence takes place:

  • Develop clear protocols for the union to respond to incidents of sexual violence or other forms of violence and oppression in the local, and publicize them widely; these protocols must include the concrete steps that the Executive Committee and staff members must follow in order to meet the immediate needs of survivors as soon as an incident is reported;
  • Develop mandatory training for Executive Committee members and staff members that address in particular all practical questions related to combating sexual violence; conduct this training within one month of their election;
  • Make the same training available to all members of the local, and mandatory for members of Stewards’ Council, the Bargaining Team (in bargaining years), and members of committees;
  • Provide resources for combating sexual violence to the membership by clearly publicizing them on all union media; create a permanent page on the website that includes educational information and links to further resources;
  • Develop a long-term strategy for combating sexual violence on campus by organizing a series of town hall meetings on the topic that generates input and direction from survivors and the wider membership;
  • Support and, where necessary, lead initiatives that combat sexual violence on a campus-wide basis; co-ordinate with other trade unions and the student movement through the Cross-Campus Alliance to expand anti-sexual violence work that is already underway;
  • Support organizations such as Silence is Violence in implementing their recommendations for developing survivor-centric responses in the university system to incidents of sexual violence;
  • Promote in the short-term resources such as the METRAC discussion paper, “Sexual Assault Policies on Campus” (October 30, 2014), which helps members understand the pervasive nature of sexual violence on campus, the inadequate systems that exist to respond to it, and widely supported recommendations that centre survivors;
  • Provide meaningful resources and supports from the union to those members, survivors and organizations, such as Stop Sexual Assault at York University, that are in the forefront of combating sexual violence on campus; recognize the potential for moments like these to build strong, united political movements that can improve policy and begin to challenge and transform the environments in which sexual violence happens.

These proposals, like everything else we have proposed during this campaign, are meant to contribute to the discussion about this topic and expand it to the widest possible segment of the membership. We need mass participation in this struggle, not just to win our demands, but to educate ourselves, learn from and follow the lead of survivors, and play an active role in challenging the culture of rape and misogyny that exists all over campus.

We offer our unconditional support to survivors of sexual violence and commit to supporting their struggles both during and after this campaign. The courageous work of survivors in our local and from other communities who have led these struggles has given the issue of sexual violence on campus the attention it so urgently needs and deserves. All of us owe them a debt of gratitude. This moment represents a real opportunity to build on that work and extend its reach into a much bigger audience. Despite whatever political differences might exist among the candidates during this campaign, we can unite in solidarity around these struggles and make a serious contribution to the fight against sexual violence and for justice for all survivors.

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Fight racism on every front


By the #BetterUnion team

The fight against racism starts with a commitment to collective action. Many of our members, along with students, faculty and staff, continue to face numerous forms of racism at York University: individual, cultural, structural and systemic. These forms of racism do not restrict themselves to just a few spaces, but occur everywhere on campus: in the classroom, in the lab, at the library, at social events, on our way to and from the university, and even in the union.

The #BetterUnion team is committed to fighting racism everywhere it exists, and in building a strong, united movement across campus with all those who share this goal. No one should have to face this struggle in isolation: we need collective action to change the university – and, in the process, to change ourselves.


For those of us who are members of colour, we know what it means to experience racism, and all the different ways it happens. Racism is a form of violence that harms our physical and mental health and creates unnecessary divisions among all of us. Racism also harms our well-being on campus and is a serious barrier to our education and full participation in the life of the university.

Among the racialized members of the #BetterUnion team, there are shared experiences of racism that include verbal, physical, mental and social forms of discrimination. Any racist act – whether an overtly racist statement or an unintended micro-aggression – contributes to the toxicity that drives members away from union spaces, especially racialized members. All of us need to find ways to challenge these acts, as we are collectively responsible for the environments in which we study, work and organize.

Collective action

These shared experiences have helped unite us with other members of colour to fight racism on every front, and to seek allies beyond our communities to support our struggles. This kind of collective action is crucial, not only because we need numbers to win, but also because working together helps us learn more about each other’s experiences and perspectives, and build trust and solidarity among all of us. It is in the process of struggling together, alongside one another, that we begin to develop a common vision for fighting racism, and that genuine communities based on solidarity and respect begin to emerge.

“It is in the process of struggling together, alongside one another, that we begin to develop a common vision for fighting racism, and that genuine communities based on solidarity and respect begin to emerge.”

It is also in this process that members come up with concrete proposals to fight racism everywhere it occurs. Based on our shared and unique experiences, and on the struggles in which we are currently involved, we have included some proposals below that we think could build a stronger movement against racism at York University and within our communities.

In the union

Our union is not immune from racism, despite the good work that many members do to fight it. All of us are subject to the same forces of oppression that pervade society as a whole, although we do not experience these forces in the same way – especially those of us who are persons of colour, Black or Indigenous.

There are already numerous resources within the union to fight racism, but we don’t always draw on them consistently or in a way that reaches the widest number of members possible. To support the fight against racism in our union, we propose:

  • Conducting required anti-oppression training for all elected members of our union within one month of their election – including the Executive Committee, the Bargaining Team, Stewards’ Council and all union committees: this kind of training should be embedded in all union orientation meetings and materials, and should be a permanent part of the union’s annual calendar of events;
  • Organizing at least once a semester a series of union-wide anti-oppression workshops: these could take place over a number of days or be organized into one weekend-long conference, and could address a range of topics;
  • Identifying gaps in representation of communities of colour in the union’s leadership and developing a strategy to ensure the full participation of all members at all levels of the union;
  • Developing and promoting widely union protocols to provide real and meaningful support to members who have experienced racism in the union.

In the classroom

We experience racism in the classroom in a variety of ways. As teachers, we encounter it from the Employer and we witness it among our students. As students, we encounter it from our teachers, from the syllabus and from other students. To support the fight against racism in our classrooms, we propose:

  • Developing equity statements for each academic program to be included in course syllabi, the same way that disclaimers on plagiarism and student codes of conduct are included;
  • Ensuring that mandatory anti-oppression training for faculty and staff take place, so that all members of the York community are equipped to deal with incidents of racism when they occur;
  • Ensuring that the Employer track, record and respond immediately to incidents of racism, so that members have a more accurate sense of the numerous and various ways that racism occurs on campus.

In the workplace

As education workers, we resist the formal distinction between the classroom (where some of us learn as students) and the workplace (where we all teach as teachers). The same equity training that we propose for our own teachers must also be available to us – in our capacity as teachers. As both students and teachers, we can play a constructive role in laying the groundwork to change our curriculum and to develop further an anti-racist pedagogy.

That means organizing on the ground with other education workers on campus and in our sector, the student movement and all the groups and organizations on campus that are leading anti-racism struggles. To support the fight against racism in our workplaces, we propose:

  • Creating an anti-racism committee or working group within the Cross-Campus Alliance, so that other trade unions and student unions on campus can better co-ordinate their anti-racism work and develop joint-campaigns to challenge racism in the workplace at York University;
  • Developing an anti-racism and equity check-list for stewards to bring to each hiring unit that would help members develop anti-racist / equity approaches for all forms of committee service in the department, especially in the development of curriculum and the creation of new courses;
  • Establishing as a union-wide goal the creation of an equity-based course at the undergraduate level that is mandatory for graduation.

In our collective agreement

We will be back at the bargaining table in just two years from now. Long before then, we must systematically identify the gaps on equity in our current collective agreement, and begin developing proposals in advance of the next round of bargaining. To support the fight against racism in our collective agreement, we propose:

  • Developing a strategy with the York University Faculty Association to launch equity audits in each faculty that could gather data on hiring processes, internal promotions, types of employment status, and course curricula: the outcomes of each audit could inform the kinds of proposals we develop for bargaining;
  • Co-ordinate these initiatives with the work of members who participate in the Advisory Committee on Race/Ethnic Relations, Discrimination and/or Harassment and the Anti-Racism Working Group;
  • Provide further resources to the Anti-Racism Working Group, so that members can identify gaps on equity in our current collective agreement, help develop proposals for our next round of bargaining, and incorporate equity as a guiding principle for promotion and conversion criteria.

Across campus

Finally, the union needs a mechanism that can co-ordinate all this work, not only within our own union, but also among all the other constituencies on campus that are engaged in anti-racism work or that would benefit from being a part of it. To support struggles against racism across campus, we propose:

  • Building on the last year of work of the Anti-Racism Working Group to lay the foundation for the launch in the fall semester of a campus-wide task force on racism at York University: such an initiative must include all other trade unions and student unions on campus, along with each of the local, grassroots and community-based organizations that are currently engaged in anti-racism work; one possible model for a task force is the Ryerson Task Force on Anti-Racism, but it must be developed in a way that addresses the specific needs and concerns of all constituencies and stakeholders within the York community, and on terms that give them full ownership of the project.

These are just a few of the proposals that have been developed by the #BetterUnion team, based on our own shared and unique experiences and perspectives. However, our goal is merely to propose these ideas as a means to initiate and contribute to the necessary dialogue among union members and allies that, in the final instance, will help all of us to produce collectively the best plan of action possible.

As we stated at the beginning of this article, we believe that collective action is the starting point for the struggle against racism. There are already many inspiring campaigns underway, both within the union and across campus, that we need to support and bring together as a united movement. As students and teachers, and as education workers and trade unionists, we are well poised to play a positive role in these struggles, and to help facilitate the wider participation of members, students and the wider York community.

Regardless of the outcome of the election, we look forward to uniting with all members of the union to build a stronger movement on campus and in our communities against racism and all forms of oppression.

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How can we bring electronic voting to CUPE 3903?


By Najwa Eidda and Garry Sran

Electronic voting has long been a topic of discussion in CUPE 3903, but it never seems to go anywhere – until now. Recently, rank-and-file members have circulated this petition (feel free to sign – we have!), which argues for improving the accessibility of union meetings and the decision-making process. In just a few weeks, it has already attracted hundreds of signatures and sparked a more serious discussion about electronic voting and the concrete steps it would take to create a secure and reliable system in our local.

In other instances, electronic voting comes up in response to the toxicity that is widespread in union spaces. By “toxicity,” we don’t mean disagreement or dissent. In our union – especially on a university campus – we should welcome and encourage those things, as part of the free exchange of ideas. By toxicity, we mean a hostile, unfriendly, and unwelcoming environment in which members don’t feel safe sharing their opinions or participating in discussion. Without a plan to combat the toxicity, members sometimes feel as if the only way to participate is electronically – by physically removing themselves from hostile union spaces.

We believe that electronic voting has the potential to improve the accessibility of union meetings and the decision-making process in 3903. We also believe that the right kind of system could help us combat toxicity in the local, even if it’s just one step in a much bigger process that challenges all forms of oppression and bullying in the union. But how we implement electronic voting, and what kind of shared vision of it that we can develop together, really matters. If we’re serious about such a project, we have to get it right and take the time to make it work.



In this article, we would like to contribute to that process by sharing our vision for a progressive, accountable, and democratic system of electronic voting in 3903. These are just suggestions to get the ball rolling, and we hope that members will feel free to respond to share their ideas, too.

First, let’s begin by discussing what electronic voting should not be. We oppose a system in which members would be completely isolated from one another, unable to debate or discuss ideas or proposals, or disengaged from the broader union. Electronic voting should be much more than simply registering an online vote on this or that question.

As members of the #BetterUnion team, we share a progressive vision of electronic voting that would bring members together, not drive them apart; improve accessibility on multiple levels; and increase the opportunity for members to participate and shape the direction of the union.


So what would such a system look like? The key to creating what we need is less about the technical aspects of it (that part is easy), and more about keeping in mind the goals that electronic voting should support: accessibility, accountability, democracy, equity, and transparency.

On accessibility, we need a system that is easy for all members to access, whether members with disabilities, members who can’t always be physically present in union meetings, or members with child or elder care responsibilities. We need a system that is based on a comprehensive accessibility audit.

On accountability, we need a system that allows members to be accountable to one another in all the decisions we make, and to share and generalize these decisions more widely. This will make it easier to assess our collective work from one meeting to the next, and to learn from our successes and mistakes.


On democracy, we need a system that maximizes participation, and that involves more members in all levels of decision-making in the union. We need a system that creates spaces for members’ input on both the long-term trajectory of our local, and its day-to-day functioning.

On equity, we need a system that is aware of and seeks to remove the structural barriers that limit or prevent the participation of equity-seeking groups in our local. We need a system that is truly inclusive, not only in bringing members to the table, but also in facilitating their full participation.

And on transparency, we need a system that is easy to navigate and operate, that securely and reliably registers our views, that may be regularly audited by an independent third party, and that builds our members’ confidence to participate in the process. We need a system that is both politically and technologically sound.

If all these values could be the guiding principles in developing a system of electronic voting, we will more than likely achieve the system that best fits our local.

How could all that work in practice?


In practice, there are many exciting possibilities for electronic voting, many of them the result of emerging platforms and applications for online communication. These advances allow us to raise our horizons and expand our imaginations about the kind of things a system of electronic voting could do. For example, we believe that whatever system we create should be able to do the following:

  • Allow members to vote electronically in elections and by-elections for the Executive Committee and the Bargaining Team: the process of engagement during the two-week campaigning period would remain, but the act of actually casting a ballot could be done remotely, to include members who can’t physically be on or travel to campus, are out of town doing research or working, have other commitments that limit their time, and so on.
  • Allow members to participate in General Meetings and other union meetings (town halls, Stewards’ Council, union committees, etc.) without being on campus: the technology exists for members to watch a live stream of a meeting, indicate their desire to speak, make contributions to the discussion (both to influence it and be influenced by it), and be aware of others who are participating – almost as if they were in the room. Votes on motions could include those in the room and those online. In order to ensure that only members participate online, a secure registration system could be established for members to sign in to meetings, the way they would show a union card or register in person in other circumstances.
  • Conduct easy and accessible online surveys of the members on a regular basis: this could include more comprehensive bargaining surveys during bargaining years that efficiently organize members’ responses into databases; regular surveys about conditions of work that help the union quickly identify common and unique problems facing members in each department (overwork, harassment, health-and-safety, etc.); surveys about short-term decisions, such as what kind of social should the union organize this semester, or where should it host the next General Meeting; or surveys that help the Executive Committee prepare agendas for upcoming meetings, identifying key issues and debates in the union.

If such a system is possible, then how could we get it?

“We believe that the best system of electronic voting is one that is collectively developed and proposed by the members themselves – so that the widest section of the membership feels confident about and ownership over whatever they propose.”

As we suggested above, the technical part is not that difficult, since the technology already exists for these processes. Our biggest challenge on this front would be narrowing our range of choices to the system that best addresses our local’s needs.

The harder part is the political aspect: how we actually go about building support throughout the union for a system of electronic voting. We believe that the best system is one that is collectively developed and proposed by the members themselves – so that the widest section of the membership feels confident about and ownership over whatever they propose. We believe that the union should launch an open process of consultation that allows us enough time to hear from members from all parts of the union; to identify their needs and track their suggestions; to review and amend the current bylaws that address meetings and voting; and to develop a timeline that includes concrete goals towards implementation.

To that end, we will be giving notice of motion at today’s Annual General Meeting for the creation of a Working Group on Electronic Voting that could take on these and other tasks that are related to proposing a secure and reliable system that addresses our members needs and concerns – just the first step in getting things started. As members of the #BetterUnion team, we are fully committed to supporting such a process of consultation and to implementing the recommendations of the members. This discussion represents the best opportunity in a long time for the membership as a whole to engage in a meaningful collective process about the future of our union: how it can be more accessible, accountable, democratic, equitable, and transparent. We are confident that, among our members, we have the skills, the vision, and the commitment to make this happen.

If we do it right, this could be a truly transformative moment for CUPE 3903. We hope you’ll be a part of it!

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Working together works


By Garry Sran

Coordinating with other unions and the student movement to build a province-wide campaign for increased funding and against tuition fees is no easy task. But the foundation for such a project has been laid over the past year, in the months-long process of bargaining mobilization in our local. Without a doubt, this work has contributed to the gains that we won in our collective agreement, and shows the potential power of meaningful solidarity.

In my past experience as a student activist at the University of Manitoba, I learned that working with the broader community is the most effective way to win many gains for the student and labour movement. Working as part of a team with common goals on a campus generally known for its conservative environment, we were able to mobilize and organize to build broad support for both increased funding, lower tuition fees and fairness for workers.

We started by leading a campaign to reclaim student spaces and to defend students’ rights to organize. The success of this campaign led to our victory in student union elections. Through patient and systematic outreach among the majority of students (especially those who didn’t consider themselves activists), we slowly but surely changed the political culture at the university. And despite a racist campaign against my candidacy, I was elected student union president.

As president, I committed to make the student union an open, transparent and accountable organization, at the same time as fighting racism, sexism and homophobia on campus. In order to achieve these goals, we needed to build mass support among all students. Just like in any union, we needed to work with rank-and-file members. Based on their demands, we consolidated support, including financing, for key constituencies on campus, including the Womyn’s Centre, the Rainbow Centre, and the Aboriginal Students’ Association. By joining and supporting the struggles of representative groups on campus, we were able to build a strong coalition of supporters and closely coordinate campaigns.


We further developed this strategy by engaging and mobilizing the over 100 student groups and councils on campus. By creating a large network of diverse students and groups, united in our opposition to high tuition fees in Manitoba, we successfully launched a larger province-wide struggle to pressure the government to increase funding for post-secondary education. Again, we knew we needed to work with all students across the province. As members of the Canadian Federations of Students, we went from a politically dormant students’ union to become one of the top ten lobby organizations in Manitoba.

By the end of our campaign, we had won a province-wide tuition fee freeze, including a 10% across-the-board reduction, in addition to an increase that boosted funding for post-secondary institutions to historic levels. Finally, we won a 60% tuition rebate for students who agreed to stay and live in Manitoba after graduating. You can read more about the campaign’s success here.

At the federal level, we applied the same method of organizing, uniting students across the country around a common demand, and successfully defeated the Millennium Scholarship Foundation – a federal program that only saddled students with more debt. In its place, we pressured a conservative government to create a new national system of non-repayable grants worth $300 million, the first ever in Canada.

Worker-student unity

This kind of approach worked in the labour movement, too. As progressive student activists, we organized support for workers’ struggles on our campus. In 2007, the union representing food service, grounds, caretaking, skilled trades and engineers (CAW 3007) went on strike, after negotiations broke down with the administration. In response, we organized rank-and-file support among students to pass a motion at the University of Manitoba Students’ Union to back the striking workers, along with the University of Manitoba Faculty Association and four other campus trade unions. We echoed the workers’ demands for decent wages, good working conditions, improved job security and academic freedom – the first time that our student union had passed a motion to support an employees’ union at the university. With workers and students united, we were able to build a strong and successful movement. Read more about it here.

Despite what some activists say, there really is no such thing as a “conservative” campus or some departments or faculties that are more inherently conservative than others. We can build support for progressive and even radical demands anywhere on campus, as long as we organize in an open, inclusive and welcoming manner. That means being respectful of the differences that might exist among us, and not throwing up barriers to the participation of other members – based on whether they are activists or not, or what departments they come from.

“We need more than the left to win. We need the mass of our members, undergraduate students and other workers on campus. And we need to make it easy and rewarding for them to join us.”

That also means challenging the toxicity that exists in our own union – whether it’s a member getting shouted down at a general meeting, or facing personalized attacks online. This kind of behaviour makes the union inaccessible to most members, and undermines their confidence in our collective project for social justice in the workplace and beyond. Some of us might be used to this behaviour, but it needs to stop. As we organize, our primary audience should be those members who are not yet mobilized (or who are just beginning to mobilize), and not just those of us who are long-time activists. We need more than the left to win. We need the mass of our members, undergraduate students and other workers on campus. And we need to make it easy and rewarding for them to join us.

The last year of organizing and mobilizing in the local, especially this semester and during the strike, offers some rich lessons about how we can build a strong united movement across campus and throughout the sector. I am excited about the potential to build such a movement across Ontario – both among other locals in the education sector and among the student unions that are already organizing against fees.


As part of our bargaining mobilization, we have deepened our relationship with CUPE 3902, the Ontario University Workers Coordinating Committee, CUPE Ontario, the Ontario Confederation of University Faculty Associations, and the Canadian Federation of Students, not to mention the stronger relationship we have built with unions and student unions on our own campus through the Cross-Campus Alliance. This puts us in an excellent position to play a leadership role in coordinating workers and students across the province, and helping initiate a province-wide campaign against fees that builds on the momentum of our strike. It also puts us in an excellent position to continue province-wide campaigns for contract faculty in our sector, and to amplify their experiences and demands among York students and the general public alike.

I am running as part of the #BetterUnion team because I share their vision for building an open, accessible and welcoming union, and their strategy for engaging and mobilizing the vast majority of our members – especially those who are not yet active in the local. In my experience as a student activist at the University of Manitoba, the same kind of approach worked there, and I have seen it work in our union, too.

I am confident that, based on all our collective experiences and skills, the #BetterUnion team has the potential to make the most out of last year’s bargaining mobilization, and to build the greatest unity possible among all members of our local. We can only achieve these goals if both of them succeed. A better union means an engaged and confident membership that feels welcome in all union spaces. Let’s work together to make this happen.

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A better union starts here!

Welcome to our website!
The 2015 election for the CUPE 3903 Executive Committee is now underway. If you share our vision for a better union, here is how you can help us:
  • Like our campaign on Facebook here. Follow us on Twitter here.
  • Email your friends and co-workers, encouraging them to vote for us. Use this sample message.
  • Vote for us during the voting period. For voting dates, times and locations, click here.

For more information about our campaign, check out our plan for a better union and read our campaign statements. Or contact us here to connect with supporters in your department. Thanks for your ongoing support! In solidarity, The #BetterUnion team