FASBU CBC Bargaining

May 31, 2012

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 15 Privacy• New Article 5.3 University Policy• Article 17 Academic Freedom• Article 27 Workload• Article 41 and 42 Chairs

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 University’s 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 University’s 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 WorkloadEMPLOYER 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 Dean’s 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 Member’s 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 Member’s 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 Member’s 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 Member’s 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 Employer’s 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 sabbaticant’s 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%

Other Compensation

• Article 29

•Zero

Recent Settlements

• Algoma 2011 = 2% • 2012 = 2%• 2013= 0%

• WLU 2012= 2% • 2013= 2% • 2014= 2%•  • Laurentian 2011= 2% • 2012= 2%• 2013= 2% •  • Lakehead 2011= 1.8%• 2012= 1.8% • 2013= 2.1% • 2014= 2.1%•  • UOIT 2012= 1.9% • 2013= 1.9% • 2014= 2.25%

Recent Settlements

• Algoma 2011 = 2% • 2012 = 2% + 3% market adjustment• 2013= 0% + 4.5% market adjustment

• WLU 2012= 2% + $1,350 to base salary• 2013= 2% + $1,250 to base salary• 2014= 2%•  • Laurentian 2011= 2% + $2,000 to base salary• 2012= 2% + $2,000 to base salary• 2013= 2% + $2,000 to base salary•  • Lakehead 2011= 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%•  • UOIT 2012= 1.9% + $3,000 to base salary• 2013= 1.9% + $3,300 to base salary• 2014= 2.25% +2.7% market adjustment

Average Salaries all

ranks 2010

• Queen’s $126,100• Trent $123,775• York $123,246• McMaster $120,429• Guelph $118,531• Western $116,478• Brock $114,990• Windsor $113,682• Laurentian $113,059• Ottawa $112,105• Carleton $110,728• Lakehead $109,755• WLU $107,088•  • NIPISSING $90,796•  • Difference($) $25,285• Difference(%) 27.85%

Salary Ceilings current

data

• University Assistant Ceilings Associate 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

•VOTE