Presentation on theme: "FASBU CBC Bargaining May 31, 2012. Agreed/Significant Article 5 Rights and Privileges of the Association Article 14 Confidentiality/Access to Personnel."— Presentation transcript:
Agreed/Significant Article 5 Rights and Privileges of the Association Article 14 Confidentiality/Access to Personnel Files Article 26 Student Evaluations of Teaching Article 43 Scheduling of Courses Appendix L Tenure and Promotion Procedures
Agreed/Housekeeping Article 1 Definitions Article 7 Correspondence and Information Article 18 Rights and Responsibilities Article 23 Cross-Appointment of New Faculty Article 30 Method of Payment Appendix B List of Arbitrators
Contentious Issues Article 15Privacy New Article 5.3University Policy Article 17Academic Freedom Article 27Workload Article 41 and 42Chairs
Corporate Management Article 17 – Academic Freedom Current Language 17.6 (e) Academic freedom does not confer legal immunity, nor does it diminish the obligations of Members to abide by the Universitys Personal Harassment and Discrimination Policy or other University policies. NUFA Proposed Language 17.6 (e) Academic freedom does not confer legal immunity, nor does it diminish the obligations of Members to abide by the Universitys Personal Harassment and Discrimination Policy or other University policies.
Corporate Management Article 27 – Academic Workload Current Language 27.1 (a) The workload of the Member is determined by the Dean, in consultation with the Member and, where applicable, the academic unit Chair/Director, it being understood that no Member can be assigned specific research/scholarly/creative or professional activities, and no Member can be assigned to teach courses outside his/her competency. EMPLOYER Proposed Language 27.1 (a) The workload of the Member is determined by the Dean, in consultation with the Member and, where applicable, the academic unit Chair/Director, it being understood that no Member can be assigned specific research/scholarly/creative or professional activities, and no Member can be assigned to teach courses that he or she is not qualified to teach outside his/her competency.
Corporate Management Article 27 Academic Workload EMPLOYER Proposed Language Article 27.3 Workload – Teaching (g) … In any given year, where a Member has been on a Normal or Research Intensive Load, but has not in the Deans opinion, over the preceding two years, shown the level of productivity in terms of peer- reviewed publications, the Dean will assign the Member a Teaching Intensive Load… (h) …Tenured Members on a Teaching Intensive WorklLoad may request a Normal Workload Teaching Load by notifying the Dean by December 1 of the year prior to the year in which the workload change would take effect. The notification will include evidence of recent peer- reviewed research publications and a Research Plan…
Corporate Management Article 27 – Academic Workload EMPLOYER Proposed Language 27.6 Moving from a Normal Workload to a Teaching Intensive Workload (a) The Dean will meet with a tenured Member who is on a Normal Workload Teaching Load if the dean indicates in the Annual Assessment that the Members performance in the area of research and scholarship is unsatisfactory in light of for his/her academic responsibilities and assigned workload. At the meeting, the Dean will discuss with the Member research expectations for a Normal Teaching Load Workload. (b) The Dean will meet with the Member if the Member receives a second consecutive Annual Assessment indicating that the Members performance in the area of research and scholarship is unsatisfactory for his/her academic responsibilities and assigned workload. The Dean may assign the Member to a Teaching Intensive Workload at the beginning of the next academic year. Within fifteen (15) working days of the meeting, the Dean will provide written reasons to the Member in support of his/her decision. (c) Tenured Members who have been moved by the Dean from a Normal Teaching Load Workload to a Teaching Intensive Workload Load may request a return to a Normal Workload Teaching Load by notifying the Dean by December 1. The request will include evidence of recent peer-reviewed publications and a Research Plan. The Dean will review the request in terms of the Members demonstrated research record as appropriate to his/her academic responsibilities and assigned workload.
Merit or Punishment Article 27.4 Workload – Chairs of Academic Units EMPLOYER Proposed Language (a) The annual workload reduction and or stipend/reimbursable allowance for Chairs of academic units will be one of the following: one(1) three-credit course release. Untenured faculty members are not eligible to serve as Chairs of Academic Units. NB Employer has proposed a two tiered system pitting small departments against large departments.
Merit or Punishment Article 28 – Sabbaticals EMPLOYER Proposed Language 28.1 Preamble In recognition of the fact that Members are required as a condition of their employment to continue to be productive develop as scholars and researchers throughout their careers, the Employer maintains a policy of sabbaticals intended for academic study, research, writing, or travel for investigation purposes that provides means by which faculty Members increase their knowledge, research productivity and stature. The purpose of sabbatical is to further their the Members research aims, stimulate intellectual interest, strengthen their contacts with the world wide community of scholars, and thus enhance their the Members contribution to the University on their return. As such, a A sabbatical constitutes an opportunity to take a leave from a tenured Members normal responsibilities of teaching and service to focus on research and scholarship. It is also recognized that the award of a number of sabbaticals approved in any given year is will be a function of the merit of the applications. and the Employers ability to reassign teaching duties to replace Members on sabbatical when necessary, and/or to maintain program integrity.
Merit or Punishment Article 28 – Sabbaticals EMPLOYER Proposed Language 28.4 Criteria and Procedures for Application Sabbatical applications …will include: (a) the proposed starting date, the proposed length of the sabbatical and the expected sabbatical allowance level, with a clear indication of which years of full-time credited service are being used to establish the eligibility and the sabbatical allowance level; (b) the Member's up-to-date curriculum vitae which must include evidence of recent peer-reviewed publications and external funding received and applied for; (c) a Sabbatical Plan, comprising a clear statement of the scholarly or creative purposes and activities of the requested sabbatical and a description of the anticipated outcomes and benefits to the sabbaticants research range and productivity, and benefits to Nipissing University;
Merit or Punishment Article 28 Sabbaticals EMPLOYER Proposed Language Article 28.6 Salary and Benefits During Sabbaticals (b) Notwithstanding Article 28.6(a), Members on sabbatical may also receive outside assistance in the form of grants or scholarships, and may with permission engage in paid or unpaid outside professional/academic activities, provided that these are in accordance with Article 18.6.
Merit or Punishment Article 28 – Sabbaticals Current Language 28.7 Sabbatical Report Within 90 days of return from sabbatical, a Member will submit a report on the sabbatical to the Dean. The report will describe the activities undertaken during the sabbatical and will indicate to what extent the research goals were achieved or modified over the course of the sabbatical. This report will be added to the Member's file and will be used as part of the assessment of any future sabbatical applications. Employer Proposed Language 28.7 Sabbatical Report Within 90 days of return from sabbatical, a Member will submit a report on the sabbatical to the Dean. The report will describe the activities undertaken during the sabbatical and will indicate to what extent the research goals were achieved or modified over the course of the sabbatical. The report will append a comprehensive annotated list of all peer-reviewed journal articles, books and manuscripts developed during the sabbatical and status report on their state (draft, submitted, accepted, in press or published) as well as records of presentations, awards, etc. This report will be added to the Member's file and will be used as part of the assessment of any future sabbatical applications and career considerations including tenure and promotion.
Compensation Article 29 - Compensation EMPLOYER Proposed Language 29.2(a) ATB (i) Beginning May 1, 2012 =0% (ii) Beginning May 1, 2013 = 1% (iii) Beginning May 1, 2014 = 2%
Recent Settlements Algoma2011 =2% 2012 =2% + 3% market adjustment 2013= 0% + 4.5% market adjustment WLU2012=2% + $1,350 to base salary 2013= 2% + $1,250 to base salary 2014= 2% Laurentian2011= 2% + $2,000 to base salary 2012= 2% + $2,000 to base salary 2013=2% + $2,000 to base salary Lakehead2011=1.8%+ $2,000 to base salary 2012=1.8% + $2,000 to base salary 2013=2.1% + $2,300 to base salary 2014= 2.1% UOIT2012=1.9% + $3,000 to base salary 2013= 1.9% + $3,300 to base salary 2014= 2.25% +2.7% market adjustment
Salary Ceilings current data UniversityAssistant CeilingsAssociate Ceilings Brock$180,555$180,555 Carleton$156,934$156,984 Lakehead$ 99,540$142,780 Trent$116,683$145,682 WLU$155,601$155,601 Windsor$106,163$133,043 Nipissing$ 97,253$121,987
Motion MOTION: As a demonstration of support from the NUFA Membership to the FASBU Collective Bargaining Committee, be it resolved that the Members entrust the NUFA Executive to call a strike at the appropriate time. Please circle one: Yes No
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