As of July 31, 2021, the Employer is ending their “Temporary Remote Working” arrangement. This was put in place due to COVID-19 for all VCC employees on March 18, 2020, for a pilot three-week period. The temporary pilot was extended for the next 68 weeks. As of August 1, 2021, the expectation is that employees are to return to campus.

Not enough can be said about the resilience, fortitude, perseverance, professionalism and kindness shown while still working to serve students, remotely or in-person, during the culture shifting pandemic of COVID-19. Many members do not have jobs that are suitable to remote working and our sincere hope is that those members who were laid off will be recalled to their positions shortly.

If you have enjoyed the benefits of Teleworking these past 16 months and would like to continue this arrangement please complete a Telework Proposal Form(*As of August 25, 2021 please send your Telework Proposal to Jeff Sung with a copy to Unfortunately, the Employer will not agree to any Telework proposal at this time as they feel the need to complete an “Operational Review”.  Please contact your supervisor to ask as to the status and update of the “Operational Review”.

If there is a medical accommodation required, please contact Phoebe Chan, Health and Disability Specialist immediately to start the accommodation process*. Do not send medical information to your Supervisor or anyone other than Phoebe–not even the Union.

*Phoebe is on vacation from July 19-August 2, 2021. During this time period for medical accommodation email Yang Wang, Coordinator OH&S.

History of Telework with VCC 2003-2021 : a brief 18-year summary

In 2003, a sub-committee of Joint Consultation worked with the Employer on Telework language. Thanks to Director at Large, Daniel Rohloff, previous Chief Shop Steward, Jo Hansen, and current Chief Shop Steward, D. Bates 

The first Letter of Understanding (LOU) on “Working at Home” was agreed to in the CUPE 4627/VCC 2004-2010 Collective Agreement (CA). The Parties agreed to meet within 90 days to reach an agreement on “working at home” that became Telework in the next CA. Negotiating with luddites on this language brought forward its own challenges. The Employer insisted that Telework is voluntary and that is why they will not reimburse for any expenses related to Telework.

The second LOU on “Telework (Working Remotely)” was agreed to in the CUPE 4627/VCC 2010-2014 CA .

The LOU on “Telework (Working Remotely)” was agreed to in the CUPE 4627/VCC 2014-2019 CA.

The LOU on “Telework (Working Remotely)” was agreed to in the CUPE 4627/VCC 2019-2022 CA

The Telework language is only applicable to CUPE 4627 members. Excluded managers and the faculty do not have Telework terms (yet).

CUPE Local 4627’s Telework language was profiled by CUPE National on July 13, 2021 to benefit other Union locals.