1. CHAIRS AND DIRECTORS ORIENTATION CUPE Local 4207 Unit 1 Collective Agreement Information Session August 16, 2016

2. Overview Job Postings Appointments Preference in Hiring Workload Limits Notifications Course Evaluations Discipline & Grievance Procedure Resources Contact Information FAQs

3. Article 14: Postings Electronic or paper applications accepted Qualifications must be reasonable and relevant to the posted position Changes in job qualifications may be made for pedagogical reasons. Stated qualifications cannot be altered for the purpose of excluding applicants who previously performed the appointment satisfactorily Jobs are posted for a minimum of 10 days (additional restrictions for the Fall term) Exceptions

4. Article 14: Postings (continued) Jobs are posted for a minimum of 10 days (additional restrictions for the Fall term) Exceptions to the requirement to post a job include: An employee withdraws from a work assignment An unanticipated work assignment occurs When a work assignment becomes available after the first day of classes as a result of illness or resignation When a work assignment is offered to an applicant who then declines to accept it

5. Article 15: Appointments Appointments are made based on the binary hiring model (vs best candidate model) If the applicant meets the minimum posted qualification(s), he/she is considered qualified for the position Ex. If the posted qualification is a Bachelor’s degree, preference cannot be given to an applicant with a PhD Appointments are made by considering qualifications first, then preference in hiring, and then seniority

6. Article 15: Appointments (continued) Applicants are responsible for demonstrating how they meet the posted qualifications If the department has historically “filled in the blanks” for applicants, a past practice may have been created. Late applications are invalid Applicants are responsible for demonstrating how they meet the posted qualifications Qualified vs deemed suitable

7. Article 15.02: Preference in Hiring Graduate students are given preference in hiring in the following order: Full-time doctoral candidates enrolled at Brock Full-time Master’s students enrolled at Brock (Then consider qualified applicants not enrolled as students at Brock) Graduate students are deemed to have applied to all CUPE 4207 positions in their first two (2) academic terms Graduate students are required to apply for positions in subsequent academic terms This Article does not apply to Instructor positions

8. Article 22.04: Workload Limits Full-time Graduate Students Only eligible to work up to 120 hours total per term (combining all contracts) If entering a contract which takes the grad student beyond 120 hours the contract MUST be accompanied by an “Extra Hours Form” Until the “Extra Hours Form” is received, the contract cannot be approved which may result in a delay in pay for the student

9. Article 22.04: Workload Limits Part-time Grad Students and Non-Students Can work no more than 750 hours in a term (combining all work at the University in all positions) Instructor appointments are 195 nominal hours per half credit course

10. Article 22.02: Appointment Dates Instructor and TA appointment dates are identified in the collective agreement Marker Grader and Lab Demonstrator dates are as stated in the job posting (ex. can start in October) Enter contracts early to avoid delays Employees must be “paid to date” May need an Extra Hours Form signed (HR monitors workload limits) If over workload limits, applicant may have to be reduce contractual hours

11. Notification to Union of Appointments Article 15.03 (f) Within four (4) weeks of an offer being made and accepted, the Union shall be notified of the successful applicant(s), their position and their seniority The hiring department is responsible for sending this information to the Union

12. Article 15.01(b): Course Evaluations Evaluations are to be completed by the supervising instructor at the end of each contract An evaluation template can be requested from the department administrative assistant or from HR Should the performance of the employee be unsatisfactory at any time during the appointment, please contact Employee & Labour Relations for assistance

13. Article 12: Discipline Employees have the right to the presence of a union steward at all meetings convened to discuss discipline Disciplinary meetings must be timely: within fifteen (15) days of the incident To ensure consistency across the University, Employee & Labour Relations must be involved in all formal discipline Discipline stays on record for two (2) years

14. Article 7: Grievance Procedure An employee has no grievance until they have first discussed the complaint with their Supervisor Timeline for filing a formal grievance is fifteen (15) days from the employee having knowledge of the issue

15. Grievance Procedure – Stage 1 A meeting with the Dean, or designate, within ten (10) working days Work to resolve the grievance, if possible, over the next ten (10) days If not satisfied, the Union has a further ten (10) days to refer the grievance to Stage 2

16. Grievance Procedure – Stage 2 A meeting with the AVP HR, or designate, within ten (10) days of the grievance’s advancement to Stage 2 HR will provide a formal response within ten (10) days of the meeting If not satisfied, the Union has a further twenty (20) days to submit the grievance to arbitration

17. Grievance Statistics

18. Resources Contact Information General Employee & Labour Relations e-mail address: ee-relations@brocku.ca Employee & Labour Relations team contacts: Jennifer Guarasci-Director, Faculty & Employee Relations: jguarasci@brocku.cajguarasci@brocku.ca Amanda Villella-Manager, Employee & Labour Relations: avillella@brocku.caavillella@brocku.ca John Panici-Employee & Labour Relations Advisor: jpanici@brocku.cajpanici@brocku.ca Astrid Fink - Employee & Labour Relations Advisor: afink@brocku.caafink@brocku.ca FAQ-Resource for Chairs & Directors