USFA Negotiating Team November 15, 2006 THE NEED FOR ACTION Tim Quigley Allen Backman Eric Neufeld Johanne Brassard Lesley Biggs (on sabbatical)

History of Negotiations: Last collective agreement expired June Main table began with introductory meeting in June ‘05. - side table on Article 10.8 (scope issues) began April ‘05. Main table discussions began with workload – slow progress. - side table negotiations broke down in May ‘06. last meeting was June 5 ‘06. they were unavailable for the rest of June. employer did not modify offer after that. attempt at two year agreement expired June 30. We agreed to seek two year agreement by June 30 ‘06:

During this past summer and fall: employer tried to insist on unreasonable bargaining schedule. their side cancelled two meetings because they were not prepared. they have now changed their bargaining team. Only two meetings are scheduled until New Year: Nov 21 & Dec 5

THE BARGAINING POSITIONS:

workload issues salary: grid reform recruitment and retention strategy scale increases automatic sabbaticals at 100% of salary  better parental leave & new compassionate leave improvements in benefits measures to deal with employment & pay equity THE USFA:

agreement longer than permitted by law The Employer: joint appointments between units joint committee to study methodology to measure non-member teaching joint committee to study intellectual property eliminate current Employee Assistance Plan in favour of employer-controlled EAP “diversity” rather than equity

increases only at floors of ranks market supplements “flexibility” in setting initial salary more merit pay - preferred over scale increases one-time payment - preferred over scale increases no change in benefits The Employer’s position on monetary items:

workload issues salary: grid reform recruitment and retention strategy scale increases automatic sabbaticals at 100% of salary  better parental leave & new compassionate leave improvements in benefits measures to deal with employment & pay equity THE USFA:

70% of faculty work more than 50 hours per week. USFA complement level is down ~ 120 positions. faculty turnover at a high level. USFA Position - Workload Issues No strategy from employer to deal with this. In total, 63 faculty retired or resigned this past year.

USFA Position - Workload Issues Substantial increase in faculty complement. Workload standards in each unit to measure workload. Sufficient resources to achieve academic mission. Automatic sabbaticals at 100% salary to rejuvenate. Recruiting and retention strategy. We need:

USFA Position - Salary Relative provincial gov’t support highest in the country. Tuition increases higher than all but two other provinces.

Our salaries do not compete with small institutions:

or with ones of comparable size:

USFA Position - Salary Salary grid reform: With little cost to Employer: over two years: reduce to 6 increments in each rank and give each member a two CDI increase on scale each year. Plus a share of increased University revenues. = 1.18% of faculty salary budget line. Salary is an excellent recruitment & retention strategy.

USFA Position - Sabbatical Leaves Absolutely necessary for rejuvenation of faculty. Automatic sabbaticals at 100% salary would reduce: workload and stress “administrative complexity” of Collective Agreement. An excellent recruitment & retention strategy.

USFA Position - Parental & Compassionate Leaves Parental leaves now among lowest in the country. No compassionate leave at present. Important for recruiting, retention & equity. 25% of faculty report systemic discrimination. Missed opportunities for recruiting and retention. It’s a matter of justice. USFA Position - Equity

USFA Position - Benefits Employer’s survey of 14 similar universities: Employer proposes no improvements to benefits we rank 11 th

A PLAN FOR ACTION A UNION IS ONLY AS STRONG AS ITS MEMBERS THE EMPLOYER MUST UNDERSTAND: WE ARE UNITED & WILL ACT

WHAT YOU CAN DO: Sign up as a volunteer. Join the Job Action Committee. Take this information back to your colleagues: talk to them, alert them to the issues. Speak out. Support the: Negotiating Team, Negotiating Caucus, & Executive Committee

Questions & Comments.

USFA Position: Money - its all a matter of priorities.

USFA Position: Money