2016 « WLUFA

KW MPP Catherine Fife supports fair and equitable work for Contract Faculty at Laurier

December 22nd, 2016

Given her support for the Ontario Craft Distillers on Twitter, WLUFA contacted MPP Catherine Fife regarding our own precariously-employed Contract Faculty. Her office had this to say:

You are correct in identifying that thousands of students in Waterloo’s universities – as well as those across our province – are being taught by professors with no job security, low wages, and little or no benefits. Despite their academic successes and qualifications, many contract faculty members find themselves in precarious employment with no guarantee of a position from one semester to the next.

This is a part of a trend: across public institutions in Ontario, we have seen a trend towards contract, low-wage work, and universities have not been immune. This past spring, MPP Fife worked with members of CUPE to develop the petition […] calling on the government to require that the Ministry of Advanced Education and Skills Development (then the ministry of Training, Colleges and Universities) end the practice of contracting out front-line jobs, and provide fair, stable hours of work and equitable remuneration. While this petition addresses support and service staff on campuses, its sentiments certainly apply to the precarious employment of contract faculty as well.

As we discussed earlier, Ontarians often hear about how difficult it can be for students to learn while working in precarious jobs – we must also acknowledge how difficult it is for faculty to teach under those same circumstances.

MPP Fife colleague Peggy Sattler, MPP for London West and NDP Advanced Education and Skills Critic, has said in the Ontario Legislature that our province is “seeing a troubling rise in PhDs who are in precarious work, employed as contract faculty in Ontario colleges and universities, who are trying to pay off the huge debts they accumulated while going to school, teaching a course here and a course there with no job security, no benefits and no prospects.”

It’s great to hear this kind of support from one of our MPPs.  Thanks!

Regular Faculty & Librarians: Support your precariously-employed colleagues

December 22nd, 2016

(Originally delivered as an email from WLUFA President, Michele Kramer, to Regular Faculty and Librarians on December 21, 2016.)

Late last week, Members received an update on the negotiations for a new Contract Faculty and Part-time Librarian Collective Agreement from the CF Negotiating Team.  As indicated, our first day in conciliation didn’t produce much hope for our team and the Association Executive advisors who were there to support them.

While we are attempting to maintain positive attitudes about the possibility that our next conciliation day (January 5th) might bring us closer to a possible agreement, the Administration’s last words to us on December 14th implied that we should prepare to be disappointed.

With this in mind, our Strike Action Committee will be working through the holidays in preparation for any possible job action that may result from a stalled bargaining process (No Board Report) on January 5th.

Over the coming weeks, you will receive some updates about our Contract Faculty negotiations, as well as suggestions for ways in which you can show your support for your precariously-employed colleagues. We hope that you’ll do what you can, when you can, to offer your support.

As you can imagine, this isn’t information that our Contract Faculty unit is happy to be taking into their Winter/Holiday/Christmas break.

WLUFA wishes you all the best of the season — and hoping that we’ll all keep our Contract Faculty colleagues in mind as we celebrate the season.

Contract Faculty Negotiations Update: Conciliation, Day One

December 22nd, 2016

(Originally sent as an email on December 16, 2017.)

Set up at an off-campus location on Wednesday, we were ready to continue negotiating remaining items of dignity, social justice, job security, and fair employment conditions. Key items included: Contract Faculty as a title, access to health and dental benefits, improvements to Standing Appointments, and compensation.

Both teams met the Conciliator, Greg Long, separately to share their perspectives on the status of negotiations. These perspectives were not copacetic.

The Administration demanded a comprehensive response to a compensation package they provided that morning (which includes issues like increasing PhD student and postdoctoral fellow hiring exemptions) as well as to their original proposal on discipline. They stated that if we were not ready to move from any of our previous positions, then they were not interested in continuing.

We subsequently brought to the Conciliation table a serious and thoughtful response, with reasonable revisions to prior positions—including their number one priority, PhD student and post-doctoral fellow hiring exemptions. But we held firm on Contract Faculty as a title. We rejected their discipline proposal, which would have seriously weakened our Seniority provisions, deeming the measures as unnecessary given the provisions in the existing Collective Agreement. The Administration’s (incorrect) interpretation is that we did not move on most items.

Seemingly at an impasse, the denouement of Day One of Conciliation: both Teams sent messages to the other via the Conciliator that we all need to walk away and think long and hard about the outstanding issues, with an agreement to resume Conciliation on January 5, 2017.

 

In Solidarity,

Your Negotiating Team

Office closed for the holidays, plus holiday wishes!

December 21st, 2016

Please be advised that the WLUFA office will closed today, December 21st at 3:00 p.m. for the Holidays and will re-open on January 3rd at 8:30 a.m.

The WLUFA staff would like to wish you all Happy Holidays and all the best in the New Year.

Contract Faculty: What if negotiations end in a job action?

December 20th, 2016

Many of you have been asking questions about the “what happens” if our negotiations end in job-action. Below you will find answers to many of the most-asked questions. Please look this document over carefully and keep it as a reference.

If you have any questions, please direct them to Kimberly Ellis-Hale at kimberly@ellis-hale.com.

WLUFA Strike Work and Benefits Guideline

One of the things that keeps employees in our situation up at night is not knowing what happens to them if a strike or lock-out happens. This FAQ should help to alleviate some of your anxieties, as well as prepare you for the steps you will have to take should a job-action occur as a result of a failed negotiations process.

Before Job-action Begins:

  1. Complete the “Job-action Duties Questionnaire” that will be sent to you as soon as a “No Board Report” has been filed. Having all members complete this questionnaire means that everyone will know their role if job-action occurs and that strike benefits will be ready for you within the first week of labour disruption.
  2. Provide WLUFA with an alternate email address if you have not already done so. The employer may decide to bar access for members to their WLU accounts and email communications are crucial during job-action.
  3. Remove any belongings from campus that you will need/ do not wish to be left behind in case of a labour disruption.
  4. Reply to the “Picket Line Pass” email, if applicable. It will be sent if/once a “No Board Report” is filed. This will ensure that WLUFA will arrange protocol language that will allow for certain qualified members to have access to campus, even during a labour disruption.
  5. Develop your syllabi for Winter Term (online and in-class) thoughtfully. Know that a “back to work” protocol may require some flexibility in your outline, your assignments and/or your grading.
  6. Check your email regularly – you will be informed if negotiations are approaching an impasse and if job-action/ labour disruption seems to be pending.

When Job-action Begins:

  1. Notice that a strike or lock-out is about to occur will be posted on the WLUFA website and circulated to all WLU email accounts, as well as alternative email addresses (if they have been supplied). Clear instructions will be included.
  2. Members will be contacted via email re: strike duties, duty schedule, location for check-in, relevant contact person (depending on duties assigned), locations for restrooms/ first-aid etc. (for picket duty), picket protocol, where/when to collect strike benefits etc.
  3. Pay schedule for WLUFA strike 2017 picket workYou are required to participate in strike-related duties in order to collect strike benefits. See chart below. Strike benefits are paid accordingly. You should have already indicated your level of involvement and percentage of benefit by completing the “Job-action Duties Questionnaire” by the time that job-action occurs (see note above). If job-action is beginning and you have not yet signed-on for duties, do so immediately by contacting Kimberly Ellis-Hale (kimberly@ellis-hale.com).

 

 

Important! Please note that, while ALL members of the bargaining unit are welcome to lend a hand during any job action, only those members that are under contract (and, therefore, losing wages during job action) qualify to receive strike benefits.

During a Strike or Lock-out:

  1. Withhold all duties you have as a Contract Faculty member. There may be some minor exceptions to this – see notes re: the “Picket Line Pass” email (above). Members who are employed in any capacity beyond “Contract Faculty” (as “staff”, for example) are obliged to carry out those duties as per the relevant contract.
  2. Participate in your assigned strike duties, as scheduled. Make sure that a designated team leader or captain has signed you in and out of duty-time (this ensures that you will receive your strike benefits accurately and on time).
  3. If you are unable to participate in your assigned duties on a given day/time due to extenuating circumstances, please contact Kimberly Ellis-Hale (kimberly@ellis-hale.com) before your assigned shift.
  4. Follow the guidelines for a safe and respectful job-action (distributed via email at the beginning of the labour disruption).
  5. If necessary, alert your personal financial institutions and creditors to the fact that you are in a labour dispute. Make alternative payment schedules, if possible.
  6. If needed, WLUFA will make no-interest emergency loans. Members who would lose more income during the strike than the maximum amount of strike pay they could make for strike duty (i.e. more than $700/week in lost income) are eligible for interest-free loans from WLUFA of an amount not to exceed the difference between the maximum strike pay ($700/week) and the amount which would normally have been received as payment for their contractual obligations to the University during the relevant term. Loans are to be paid back to the Association within one year from the date the loan is made. Members finding themselves in financial difficulty should contact Association Vice-President, Azim Essaji at: aessaji@wlu.ca.
  7. Answer blast surveys as sent by the negotiating team. This information helps to move them closer to a negotiated agreement.
  8. Attend ratification meeting(s), as necessary. Have your say in accepting/ rejecting your Collective Agreement.

After Labour Disruption Ends:

  1. The terms of “return to work”, including the financial terms (this includes pension contributions), are negotiated between the bargaining Parties at the end of a labour disruption.
  2. The terms of “return to work”, including the financial terms, will be distributed to all members via email.
  3. Abide by the Return to Work Protocol, as distributed.
  4. If any terms of the Return to Work Protocol pose particular problems or hardships, please contact Sheila McKee-Protopapas (smckeeprotopapas@wlu.ca) and WLUFA will act as an intermediary in finding a reasonable solution.

How can I stay informed and get involved? You can check the WLUFA website (www.wlufa.ca), follow WLUFA on Twitter (@WLUFA), or join our official Facebook group (https://www.facebook.com/wlufa).

Who should I contact if I have additional questions? If you have additional questions, please contact Kimberly Ellis-Hale (kimberly@ellis-hale.com).

Contract Faculty: Don’t forget to submit your accessible syllabi.

December 9th, 2016

Posted on behalf of Kimberly Ellis-Hale, Contract Faculty Liaison.

As a follow-up to the syllabus addition suggestion posted on the 7th, please note that according to our Collective Agreement (see below), Contract Faculty are required to submit a copy of their syllabi to their departments during the first week of class.

And while our Collective Agreement indicates that it should be submitted electronically as a PDF, it must be accessible, so providing an Word document instead may be necessary.

Training sessions for making accessible documents are being offered on the following days:

  • Tuesday, December 13 – Waterloo | 9:00 a.m. to 11:00 a.m. in R270
  • Tuesday, December 13 – Waterloo | 2:00 p.m. to 4:00 p.m. in R270
  • Tuesday, December 20 – Brantford | 10:00 a.m. to 12:00 noon in GRH106

From Article 16 of the 2013-2016 part-time collective agreement:

16.1.2 The duties and responsibilities of Part-time Contract Academic Staff are:

(c) to provide students with a course outline during the first week of classes, with an electronic copy in Portable Document Format (pdf) to the Chair or Dean as appropriate. The outline shall include at least the following information:

(i) the name, office address, office telephone number, and weekly office hours of the Member;

(ii) the subject matter to be explored in the course;

(iii) textbook and course material requirements;

(iv) a list of all required assignments and examinations, and the relative weight of assignments and examinations in the final assessment of student performance;

Nominations for Advisory Group on Distance and On-line Education / Candidatures au Groupe consultatif sur l’enseignement à distance et en ligne

December 9th, 2016

*** La version française suit ***

 

Memorandum 16:36

 

Date:  December 9, 2016

 

To:  Presidents and Administrative Officers; Local, Federated and Provincial Associations

 

From:  David Robinson, Executive Director

 

Re:  Nominations for Advisory Group on Distance and On-line Education

At the CAUT Council meeting in November, delegates recommended the establishment of an expert group to provide advice to the Executive Committee on issues related to distance and on-line education. As a follow up, I am seeking nominations from member associations of individuals interested in serving on the advisory group.

Candidates should have significant experience with their association and thorough knowledge of distance and on-line education issues from the perspective of academic staff. The advisory group will work on-line.

In keeping with CAUT’s commitment to equity, nominations of members of marginalized groups are encouraged, including but not limited to: Aboriginal peoples; women; racialized academic staff; academic staff with disabilities; and lesbian, gay, bi-sexual, transgendered, queer, and two-spirited academic staff.

Please send me your nominations no later than Friday, January 6, 2017 (robinson@caut.ca).

__________

Note 16:36

 

Date :  Le 9 décembre 2016

 

Destinataires :  Présidents et agents administratifs; Associations locales, fédérées et provinciales

 

Expéditeur :  David Robinson, directeur général

 

Objet :  Candidatures au Groupe consultatif sur l’enseignement à distance et en ligne

 

 

 

 

À l’assemblée du Conseil de l’ACPPU de novembre dernier, les délégués ont recommandé la mise sur pied d’un groupe d’experts chargé de fournir des conseils au Comité de direction sur des questions portant sur l’enseignement à distance et en ligne. En guise de suivi, j’appelle les associations membres à soumettre la candidature de personnes souhaitant faire partie de ce groupe consultatif.

 

Les candidates et candidats devraient avoir une vaste expérience au sein de leur association et une connaissance approfondie du domaine de l’enseignement à distance et en ligne du point de vue du personnel académique. Les travaux du groupe consultatif seront réalisés en ligne.

 

Fidèle à son engagement en matière d’équité, l’ACPPU encourage les mises en candidature de membres de groupes marginalisés, entre autres les Autochtones, les femmes, le personnel académique racialisé, le personnel académique ayant une limitation fonctionnelle, ainsi que le personnel académique lesbien, gai, bisexuel, transgenre, allosexuel et bi-spirituel.

 

Merci de bien vouloir m’adresser les candidatures proposées au plus tard le vendredi 6 janvier 2017 (robinson@caut.ca).

 

 

Canadian Association of University Teachers
Association canadienne des professeures et professeurs d’université
2705, promenade Queensview Drive, Ottawa (Ontario) K2B 8K2
Tel \ Tél. (613) 820-2270 | Fax \ Téléc. (613) 820-2417
CAUT.ca \ Facebook.com/caut.acppu \ @caut_acppu

 

NOTICE: This message is reserved strictly for the use of the individual or organization to whom it is addressed and it may contain privileged and confidential information. Access, copying or re-use of any information contained therein by any other person is not authorized. If you are not the intended recipient please notify us immediately by returning the message to the originator.

 

AVIS : Ce message peut contenir des renseignements privilégiés et confidentiels et il est strictement réservé à l’usage du destinataire indiqué. Si vous n’êtes pas le destinataire de ce message, la consultation ou la reproduction même partielle de ce message et des renseignements qu’il contient est strictement interdite. Si ce message vous a été transmis par erreur, veuillez en informer l’expéditeur en lui retournant ce message.

 

Call for Nominations for Bernice Schrank Award / Appel de candidatures pour le Prix Bernice-Schrank

December 9th, 2016

*** La version française suit ***

 

Memorandum 16:35

 

Date:  December 8, 2016

 

To:  Presidents and Administrative Officers; Local, Federated and Provincial Associations

 

From:  David Robinson, Executive Director

 

Re:  Call for Nominations for Bernice Schrank Award

CAUT is soliciting nominations for the Bernice Schrank Award. The Award was established in 2013 to recognize outstanding contributions to the enforcement of academic staff workplace rights through grievance/arbitration.

Criteria

Eligible candidates must be or have been academic staff at a Canadian post-secondary institution.

The candidates’ achievement(s) must include:

  • a demonstrable history of consistent and active defense of collective agreement provisions through the grievance process over a long period of time;
  • leadership within their association; and
  • educational initiatives associated with the transmission of grievance handling knowledge and skills.

The candidates’ contributions, although they may have been focused locally in a single university or college, must have had regional or national implications.

Nominations for the award may be submitted by academic staff associations, grievance committees, or any other interested parties or individuals. The deadline for nominations is February 1, 2017.

The nomination form and procedures are available on the CAUT website. Nominations will be reviewed by CAUT’s Executive Committee and recommendations will be forwarded to CAUT Council. The number and frequency of awards will be as the Executive Committee and CAUT Council deem appropriate.

__________

 

Note 16:35

 

Date :  Le 8 décembre 2016

 

Destinataires : Présidents et agents administratifs; Associations locales, fédérées et provinciales

 

Expéditeur :  David Robinson, directeur général

 

Objet :  Appel de candidatures pour le Prix Bernice-Schrank

 

 

 

 

L’ACPPU sollicite actuellement des candidatures pour le Prix Bernice-Schrank qu’elle a créé en 2013 pour récompenser l’engagement et la contribution remarquables d’une personne à la protection et à l’application des droits du personnel académique en milieu de travail au moyen des procédures de grief et d’arbitrage.

 

Critères

La candidate ou le candidat doit être, ou avoir été, membre du personnel académique d’un établissement postsecondaire au Canada.

 

Au nombre des compétences et réalisations de la candidate ou du candidat devront figurer :

  • une expérience confirmée et s’échelonnant sur une longue période de la défense active et soutenue des clauses de conventions collectives au moyen de la procédure de règlement des griefs;
  • un potentiel de leadership au sein de son association;
  • l’engagement dans des projets et initiatives pédagogiques associés à la transmission du savoir et des compétences en matière de règlement des griefs.

 

La contribution de la candidate ou du candidat, bien qu’elle puisse avoir une portée locale dans une seule université ou un seul collège, doit avoir des retombées régionales ou nationales.

 

Les associations de personnel académique, les comités responsables des griefs, toutes les autres parties ou personnes intéressées peuvent soumettre des candidatures. La date limite pour le dépôt des mises en candidature est le 1er février 2017.

 

Celles-ci seront examinées par le Comité de direction de l’ACPPU, qui transmettra ses recommandations au Conseil de l’ACPPU. Le nombre et la fréquence des prix remis seront déterminés selon que le Comité de direction et le Conseil de l’ACPPU le jugeront utile. Le formulaire et les conditions de mise en candidature se trouvent sur le site internet de l’ACPPU.

 

 

Canadian Association of University Teachers
Association canadienne des professeures et professeurs d’université
2705, promenade Queensview Drive, Ottawa (Ontario) K2B 8K2
Tel \ Tél. (613) 820-2270 | Fax \ Téléc. (613) 820-2417
CAUT.ca \ Facebook.com/caut.acppu \ @caut_acppu

 

NOTICE: This message is reserved strictly for the use of the individual or organization to whom it is addressed and it may contain privileged and confidential information. Access, copying or re-use of any information contained therein by any other person is not authorized. If you are not the intended recipient please notify us immediately by returning the message to the originator.

 

AVIS : Ce message peut contenir des renseignements privilégiés et confidentiels et il est strictement réservé à l’usage du destinataire indiqué. Si vous n’êtes pas le destinataire de ce message, la consultation ou la reproduction même partielle de ce message et des renseignements qu’il contient est strictement interdite. Si ce message vous a été transmis par erreur, veuillez en informer l’expéditeur en lui retournant ce message.

 

Preparing for potential job action: Headquarters found!

December 7th, 2016

With things heating up at the negotiating table, the Strike Action Committee has been beating the bushes for Strike Headquarters in Waterloo and Brantford. We are pleased to report that locations have been secured in both cities.

In Waterloo, Strike Headquarters will be located in the 65 University Avenue East Plaza, just an eight minute walk from the University’s main entrance (and two doors down from a well-known coffee establishment!).

In Brantford, the Brantford & District Labour Council has offered to accommodate us in the event of a strike at their 1100 Clarence Street South Brantford office. Fortunately, their location is also just minutes from one of Laurier Brantford’s main buildings.

Securing these locations are important steps in Contract Faculty’s preparation for potential labour action.

Rest assured that the Strike Action Committee will keep you informed in the coming weeks as we move closer to a possible job-action date. Information about how a strike works, how you work, and how you will be supported if a job-action occurs, as well as other pertinent information, will be coming to you over the next few weeks.

In the meantime, if you have ANY concerns or questions, do not hesitate to contact Kimberly Ellis-Hale, Strike Action Committee Chair, at kimberly@ellis-hale.com or kellis@wlu.ca.

A little something for Contract Faculty syllabi…

December 7th, 2016

Although Fall term isn’t over, today is the last day of class, so perhaps some of you may already be working on their Winter syllabi.

Please consider using this statement in conjunction with your listed office hours and location on your course syllabi.  It has been checked by WLUFA’s lawyers and has been deemed to be appropriate for distribution to your students via your course outlines.

Please note: This course/section is being taught by a Contract Faculty instructor. Contract Faculty are not provided with private office space and, therefore, are very limited in the spaces and time-slots in which we can meet with students.

Booking additional time and meeting space to see you is very difficult — sometimes even impossible due to the limited spaces available on campus. I ask that you please try to see me/ book appointments with me during my posted office hours. Your patience and understanding in this matter is greatly appreciated.

If you have any questions or concerns, please let Kimberly Ellis-Hale, Contract Faculty Liaison, know at kellis@wlu.ca.