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Progress Update on UGFA Negotiations - June 26, 2014

The UGFA Negotiation Team, led by Chief Negotiator Scott Gillies, is providing an update on the bargaining process as of June 26, 2014. The agenda includes a comprehensive overview of issues tentatively signed off and those still under negotiation, addressing outstanding matters, and a Q&A session. Key focus areas include strengthening collegial governance, job security, fair compensation, and improving workload transparency. The team's objectives aim to secure sustainable pension solutions and enhance contract processes for members. Your support is crucial for reaching a fair agreement.

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Progress Update on UGFA Negotiations - June 26, 2014

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  1. NEGOTIATIONS Negotiations Update 2UGFA Bargaining Team Scott Gillies (Chief Negotiator), Scott Colwell, Mary DeCoste, Sue Hubers, David Josephy, Herb Kunze Thursday June 26, 2014

  2. TODAY’S AGENDA • Bargaining Overview • Issues tentatively signed off • Issues under negotiation • Outstanding issues • Q&A; Strategy

  3. TEAM • Scott Gillies (Library, Chief Negotiator) • Scott Colwell (MCS, CBE) • Mary DeCoste (SOLAL, COA) • Sue Hubers (UGFA) • David Josephy (MCB, CBS) • Herb Kunze (Math/Stats, CPES)

  4. PROGRESS of Bargaining • Milestones • April 28, 2014 – Start of Bargaining • June 12, 2014 – Spring provincial election • June 30 2014 –Contract expiry • No. of Meetings = too many (Hours at Table = Lots)

  5. PROGRESS of Bargaining (2) • Few words on bargaining • Bargaining is an iterative process • Complex and very detailed process • Deal is not done until ALL outstanding issues settled

  6. UGFA OBJECTIVES • Strengthen Collegial Governance • Defend Members’ Job Security • Propose Innovative Solutions forLong-Term Pension Sustainability • Bargain Fair Compensation • Workload: Strengthen Safeguards and Increase Transparency • Improve T&P/CAP Processes • Correct Collective Agreement Processes

  7. Areas of Tentative Agreement (1) • Association Rights (Article 6) • Copies of the Agreement (Article 10) • Chairs/Lib Admin Appointments (Article 20/27) • Investigations and Discipline (Article 39) • Tenure and Promotion (Article 21)* • *Changes from 21 will be built in to CAP Articles for Libs and Vets (Articles 28/33)

  8. Areas of Tentative Agreement (2) • LOUs: • LOU #1 – CUPE teaching • LOU #5 – Sick Leave • LOU #7 - Teaching of Prof. Staff • LOU #8 - Human Rights & Health and Safety • Others

  9. Making Progress (1) • Working Conditions (Article 17) • Software and technology • Privacy • Need to consult • Email • Workload – scheduling concerns for Libs & Vets (Articles 25/31) • Framework Agreement on Pension Reform (LOU)

  10. Pause • Our Team believes that: the University Admin’s proposals began as the most regressive and punitiveproposals that have ever been tabled to UGFA

  11. Where we are stuck (1) • Article 24* • Right to lay off UGFA Members under program reorganization still on table!!! *Transfers, Redeployment or Buyouts of Faculty and Librarian Members Due to Restructuring or Academic Program Reorganization

  12. Where we are stuck (2) • Related… • Complement language (Art. 15) • Proposed to retain current level of faculty, librarians and veterinarians • Management rights (Article 5)

  13. Where we are stuck (3) • Admin Compensation (Article 53) • ATB = 0% / 0.75% / 0.75% • NO Career Increments (All Merit based) • Merit awards given (then taken away!) > “Good is the new Bad” • Small increases for promotion • Agreed on small increases to PDR and Chairs’ Stipends

  14. Where we are stuck (4) And also… • Study/Research Leave • 15% cut in pay for Study/Research Leaves after first leave (Articles 22 / 53) • Vacation • Claw back up to two weeks of carry-forward

  15. Where we are stuck (5) And further… • Benefits • Clarified no ‘take-backs’ on current benefits; but saying ‘no’ to improvements • Pension • Members pay more in contribution increases (capped at 0.5% / yr)

  16. Where we are stuck (6) • UGFA compensation proposals: • Salary • Modeled on University-announced budget projections (2-3%/annum) • 2.5% increase / yr in each of two years • Maintain current salary structure • Improve career increment to ON comparator standards (median award to $3K)

  17. Where we are stuck (7) • UGFA compensation proposals: • Benefits • Modest improvements (tuition waiver, vision, dental, paramedical caps, LTD) • Pension • Members will not pay more until we have Joint Governance of our pension plan! • OCUFA study demonstrates we are at 50/50 sharing

  18. Where we are stuck (8) • Faculty Workload • Admin: • Right to assign teaching in third semester (limit 1 course) for 70% DOE (tent. agreed) • Must be given 1 R&D semester over 2 year period • Assignment of scheduling (tent. Agreed) • Right to change DOEs (specific conditions) (not agreed)

  19. Where we are stuck (9) • Faculty Workload (cont’d) • UGFA: • Assignment of courses and TA (tent. agreed) • Clinical faculty (tent. agreed) • Right to choose teaching evaluation methods and release of info (not agreed) • Dept. workload norms (not agreed)

  20. QUESTIONS - APPROVAL • Summary – We need your support and help to get a fair agreement! • Questions; Discussion

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