SESSIONAL ACADEMIC WORKERS: NEW COLLECTIVE AGREEMENT

was reported earlier, a new collective agreement was ratified in early January covering CUPE Local 3909 Unit 2 members.   In our last newsletter we provided you with a glimpse of some of the things that were achieved at the bargaining table.  We are currently in the process of finalizing the collective agreement and it will be made available to all of our members online and in a handy booklet.

In the meantime we are outlining below everything you need to know about the new contract.

  • It is a 3-year collective agreement from September 1, 2015 to August 31, 2018.
  • All employees will receive a lump sum payment of 1.4% of all wages earned between September 1, 2015 and December 31, 2015 in lieu of retro pay.  You As should have already received this money.  If you did not please contact the Local Union Office.
  • Salary increases which include:
    • New minimum stipend for employees who have RFR and increases in this amount in each year of agreement.  See Article 18.1.1
    • Increases of 1.5% effective January 1 2016, 1.0% effective September 1, 2016 and 1.5% effective September 1 2017 for Sessional Instructors (without RFR) paid at the minimum stipend, employees paid by the student or web conferencing and employees paid by the hour.
    • A .5% market adjustment to the Sessional Instructor minimum stipend effective September 1, 2016.
    • Distance and Online courses to be paid by the student based on the student count at the close of registration.  Eliminate the adjustment of pay based on assignments.
    • Music Teachers to be paid for actual hours spent at recitals.
    • Read ARTICLE 18 SALARIES
    • Revised Architecture Studio Rates. Click here to see CUPE Architecture Letter of Understanding.
    • Provisions to ensure that employees who are required to travel in the course of their work will be reimbursed for reasonable expenses in accordance with UM Travel Policy
  • Lump sum payment for employees paid over the minimum.  This was removed as it was a very small amount and difficult to enforce.
  • Instructors under this agreement will not be paid for invigilating another instructor’s exams nor will they be required to do so.  Invigilating their own exams is compensated for in their stipend.
  • Benefits:  Summer Session to count towards eligibility for benefits.
  • Right of First Refusal:  A simpler, transparent and easier to earn system for RFR.
  • Click here to read new CUPE RFR provisions.
    • Everyone entitled to RFR1/RFR2 as of September 1, 2015 will continue to have it
    • RFR1 and RFR2 to be renamed RFR
    • RFR:  teach a course 3 times in separate academic terms and you have earned RFR.  Terms do not need to be consecutive.
    • Only one section per term will be counted towards earning RFR
    • Fall 2015 (transition term from one system to the other) cannot be the definitive 3rd time for RFR
    • System to be automated.  Easier to track.
    • Confirmation time is approximately 60 days.  Will be in writing.
    • To maintain RFR you must teach the course satisfactorily.  SEEQ’s alone are not enough to determine satisfactory work performance.
    • Written notification and process if Instructor has not earned RFR after 3 appointments or RFR is lost or revoked.
    • Instructor may lose RFR if they have not taught the course within the last 5 years but may be reinstated, upon request, after a subsequent satisfactory appointment.
    • RFR can only be used for one section of the course in one term.  The Instructor can apply for other available sections without using RFR.
    • Read full RFR Article
  • Discipline and Dismissal changes to include a non-disciplinary coaching letter, to provide the employee with more information when called into a disciplinary meeting as well as right to Union representation: Click to read Article 17 Discipline
  • Grievance Procedure and Arbitration changes to provide a more efficient, timely and easier process based on basic labour law procedures. Click here for new ARTICLE 21 GRIEVANCE PROCEDURE AND ARBITRATION
  • Retention of provisions for specific, agreed upon instructors who exceed the yearly 33 credit hour maximum.
  • A new Letter of Understanding that if there are significant changes in the delivery of Distance and Online Courses that impact our members, the parties will meet to negotiate these changes.  Status quo benefits are protected if no agreement.
  • Commitment that there will be Union input into Sessional Orientation.
  • Commitment to work on Sessional Librarian issues within 3 months of ratification.