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With a 97.6% YES vote, the renewal contract has been ratified! Congratulations Titmouse workers!
What We Got:
What We Got:
The Return of
The Return of
Paid Vacation
Paid Vacation
Titmice will once again be able to make use of a vacation bank in order to take paid vacation days. Vacation will accrue by production, and any unused vacation will be paid out at contract end.
Wage Minimum Increases
Wage Minimum Increases
Wage minimums increasing by 3% or more across the board in the first year with the addition of 3.5% increases in year two and 3% increase in year three.
Leads
Leads
The Recognition of Leads on the wage table, formalizing the increase and pay and credit for the work performed by Leads. Formal recognition also makes the position easier to include in the planning stages of a production.
Job Security Improvements
Job Security Improvements
Language added to ensure that the Employer maintains internal job postings and notifies current employees of upcoming productions. Preferential engagement language also provides preferential hiring protections for former Titmice that apply to job postings.
Meal Penalties for Invaded Breaks
Meal Penalties for Invaded Breaks
If an employee is directed to work through their break they shall receive one (1) hour of straight time earnings at their current hourly rate for each one-half (1/2) hour infringement, or (1/2) hour of straight time earnings at their current hourly rate for each quarter (1/4) hour infringement, in addition to pay for working during or through the meal period.
Paid
Paid
Testing
Testing
All employees asked to test for an upcoming production will now be guaranteed paid work hours for the completion of that test.
And More:
And More:
New Employees shall be hired at the Full rate for a role for which they can demonstrate equivalent prior industry experience, allowing them to bypass stepped minimum wages.
Addition of CG Generalists to the wage grid, to cover those employees and ensure that exploring 2D+CG workflows remains covered work
Codification of Work from home and Hybrid work arrangements that requires notification and provides an opportunity for consultation should a worker be asked to change their working location.
Language that ensures workers maintain access to Flexible Working Hours to protect work-life balance.
Prohibition of Non-Compete agreements and Employment Exclusivity for the majority of workers.
Protections to prevent the spread of Covid-19 and other infectious diseases in the workplace.
Broader Union Turf, and notification of any BC studios that union work is contracted out to.
Broader Bereavement Allowances.
An Agreement for cooperation between the Union and Titmouse on funding Training for Titmouse workers.
Improved Layoff protections: Increase layoff notice and time in lieu of notice for workers with service of less than once year and new language to address productions that are delayed or interrupted.
Union representative seat on the Joint Occupational Health and Safety Committee
And: Important Updates to the Contract
And: Important Updates to the Contract
Added Union Bulletin Board to Workplace
Language to ensure workers always have access to Steward representation
Codification of Training in a Higher Classification
Separated Sick and Personal Day entitlements to adapt to changing BC Legislation, added language that prevents the Employer from requiring sick notes come from Doctors, codifies alternative forms of sick leave documentation when it is needed.
Dues Remittance language moved into the body of main agreement
Codification of workers not having to repeat their probation when they are rehired to their same position after gaps of less than 6 months.
Clarification that Job Postings must now contain the following language: This is a Union position and the minimum terms and conditions are covered by a collective agreement to ensure potential hires know that the union only controls minimum wages
PLUS!
PLUS!
As a result of efforts at the Bargaining Table, Titmouse Management has agreed to add Critical Illness Coverage and Gender Affirming Care Coverage to the Employee Extended Health Plan in October 2025. These improvements will be given to members regardless of the outcome of the collective agreement ratification vote, but is the result of efforts at the bargaining table to improve worker health benefits.
Questions?
Questions?
That's a lot of changes to take in! If you have questions about any of it, please come out to a Town Hall to talk about the Agreement. You can also reach out to a Union Rep by emailing bargaining@cag938.ca or make arrangements to drop by and visit a rep conducting office hours near the studio.
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