25 September 2010Adapted from 6 January 2010 Retreat

Created by the Post-secondary Learning Act as a corporation to consist of all academic staff members

PSLA gives the Board the power of designation by “shall employ any persons it considers necessary to serve as academic staff members”

Collective Agreement applies to all employees as defined by Article 1.14, but this is only a definition and has no legal status

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The PSLA requires that we: have an elected executive to manage our

business and affairs develop bylaws governing our affairs negotiate an agreement with the Board

containing provisions for at least:◦the terms and conditions of employment◦teaching responsibilities◦vacation and leaves

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◦salaries◦a grievance procedure◦conditions and procedures for reassignment,

suspension or dismissal by the Board◦negotiations, including procedures for final

resolution by compulsory binding arbitration (there is no binding arbitration provision in the university section)

The PSLA also stipulates that the Employment Standards Code and the Labour Relations Code do not apply to us

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Bylaws give all principal responsibilities to the Executive Board, but make the President the CEO◦fiduciary responsibility for assets of members◦duty of representation to act in the interest of

members Aim for consensus; if not, support majority Respectful debate Confidentiality when required Approximately 900 members, over 400 FT 11 standing committees

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Available on mrfa.net:

MRFA At-a-glance 2010-2011Collective AgreementBylaws (revised May 2010)MRFA Policies and Procedures Manual

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◦ The MRFA is a proud community of dynamic and progressive professionals.

◦ The objectives of the Association are: To be the representative of its members in negotiations with

the Mount Royal University Administration and Board of Governors with respect to salary matters, working conditions and other terms of employment;

To promote, maintain and improve the professional standing of its members and the quality of education at Mount Royal University;

To maintain the right of its members to exercise independent judgment in the planning and execution of their educational responsibilities;

To advocate for access to and the enhancement of postsecondary education; and

To provide a collective voice and group representation for the views of the faculty in all matters affecting the Mount Royal University community.

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MRFA RolesMRFA Roles Negotiations Contract Administration Communications

◦ Web◦ Newsletter

Academic affairs and governance

Strategic task forces Joint committees MRU committees Senior selection

committees Budget Finances Internal lobbying Facilities maintenance

Faculty conflict resolution Ethics Professionalism Professional development Leadership development Celebration of career

milestones Institutional relations Faculty welfare External relations FC staff management FC management Strategic vision of nature

of association

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Collective Agreement◦ Binding arbitration replaces strike as final dispute

resolution because of a change to the PSLA◦ Workload adjustment ◦ Extended part-time contracts◦ Establishment of two work patterns◦ Establishment of academic rank◦ Revisions to the tenure system◦ Elimination of mandatory retirement◦ Phased retirement◦ Part-time service honoraria◦ Health spending accounts◦ Chair’s sabbaticals◦ Enhancements to PD◦ Performance review of faculty

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Collective Agreement◦ Separate processes for PT appointment, reappointment

and workload allocation◦ Fixed-term part-time appointments with optional pension◦ Cross-appointments article◦ Laboratory instructor article◦ Incorporation of APTC criteria for promotion◦ Separate grids for each rank◦ Possibility of increment on maternity leave◦ Professional Development Re-allocation Fund for FT◦ Changes to the grievance procedure with a view to more

effective processing of grievances◦ Joint committee for review and interpretation of CA◦ Pilot on tenurable 75% professional practitioner

appointments

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Internal Relationships◦ Interest-focused bargaining◦ Working dynamic with senior administration◦ Joint Task Forces on transition issues relevant to

faculty life◦ Budget process transparency◦ Defining boundaries with Board of Governors

and GFC

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External Relationships◦ University Faculty Associations

CAUT membership application was unsuccessful Fall 2005 Thaw in relations with some Alberta university faculty

associations, but only person-to-person Currently no relationship with University of Calgary Faculty

Association◦ College Faculty Associations

Membership divided on whether to remain in ACIFA ACIFA seems less anxious about our transition intentions,

eased by MacEwan’s status Initial liaison work with MacEwan and Red Deer in 2006-

2007, ongoing with MacEwan MRU will be establishing collaborative programs and

transfer arrangements with Alberta colleges; have asked VP Academic for early involvement in discussions of related faculty issues

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MRFA Governance and Services◦ Growth from 625 to approximately 900 members◦ Faculty Centre Renovation 2007

Upgrading of kitchen, meeting, social spaces and technology

◦ Formalization and professionalization of internal Human Resources functions Position descriptions, employment contracts,

periodic evaluation, contract negotiations◦ Broadening of MRFA committee structure re:

strategic gaps◦ Comprehensive Bylaw review in 2008

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MRFA Governance and Services◦ Expansion and realignment of the MRFA

Executive positions re: strategic gaps and governance change

◦ Exec Representation (5 year average) Arts 46% Business 18% Conservatory 5% Library 3% Science and Tech 13% Teaching and Learning 15%

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• Integration of new faculty, including an orientation to governance at MRU• Implementation of Tenure System II and

promotion to Professor• Balance between teaching and scholarship• Part-time faculty issues• Changes in administrative personnel and

effectively representing faculty interests on selection committees• Approach to collective bargaining

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• Potential GFC/Collective Agreement conflicts• Relationships with ACIFA, CAUT and other

faculty associations• Relationships with support staff and

students’ associations• MRFA budget planning• SAIT designation charter challenge• Equitable participation in MRFA• Teaching assistants• Open studies

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