1. SMUFU NEGOTIATIONS REPORT
September 4, 2018

2. SMUFU Team Employer’s Team Vic Catano, Chief Negotiator
Nicole Carter, Library
Catherine Loughlin, Management
Rob Thacker, Physics & Astronomy
Lyubov Zhyznomirska, Political Science 
Employer’s Team
Gabe Morrison, AP Admin, Chief Negotiator
Kennedy Fitzgerald, HR
Steven Smith, Assoc VP, Acting Registrar
Kim Squires, HR

3. What’s Been Agreed So Far
Added “Community engaged” to forms of scholarship
Updated Occupational Health and Safety Article
Reduced paper work: Annual reports, tenure, promotion recommendations may be in electronic form
Fixed several typos referencing wrong articles
VPAR will now sign part-time faculty appointment letters
Greater involvement of Librarians in preparing job ad for Univerdity Librarian
Members of Appointments and University Review Committes must undergo equity training

4. What’s Been Agreed So Far
A copy of Dean’s letter soliciting external reviewers must be sent to Department Chair
Clarified URC options when receiving either a positive or negative Department recommendation
VPAR will now make final decision on appointing Chairs, Coordinators, etc.
No Chair, Coordinator, etc. may serve more than two terms
Faculty may hold office hours “elsewhere” on campus other than office
Persons or committees shall be alerted to the inherent strength and weaknesses of student evaluations

5. What’s Been Agreed So Far
The new procedures for meeting potential academic administrators now formally part of Collective Agreement.
“Where an Employee seeks a reduction in teaching through the operation of (b), the Employer shall grant the teaching reduction should the Employee be successful in obtaining external funding for research from those granting agencies on a list recommended by the Dean of FGSR and approved by the VPAR.”

6. What’s Been Agreed So Far
Extended Emergency Leave (That we dare not call Family Caregiver leave): Unpaid leave of up to 35 weeks covered by EI for caregiving of family members, following recent federal legislation.
Pregnancy and Parental leave – Updated to meet the standards of the recent federal legislation.
17 weeks of pregnancy leave covered by EI and supplemented to 95% of salary
61 weeks of parental leave or 78 weeks following pregnancy leave
Supplemental benefits of 95% for first 9 weeks of EI if on 35 week leave; or supplemental benefits of 73% for first 9 weeks of EI if on 61 week parental leave
Pregnancy or parental leave does not break continuous service required for administrative leave

7. And Now The Bad Money Issues
Faculty Salaries – increase by 1% in each of three years
Lecturer Stream Salaries – increase by 1% in each of three years
Librarian salaries – First a market adjustment that would still keep the Librarian scales lower than other Atlantic universities and then 1% in each of three years

8. 2016 Average salary (Mean) Atlantic Universities
Lecturer
Asst
Assoc
Full
Total
Dalhousie University
94750
105650
126950
157875
134425
University of Prince Edward Island
99700
124625
152575
126500
Memorial University of Newfoundland
80775
97000
122650
153125
125425
University of New Brunswick
101075
92725
116300
145925
122175
Mount Allison University
89025
118525
143475
122150
Saint Mary's University
76475
96525
114925
143025
120825
Total Nova Scotia
81600
95600
114650
144375
119275
St. Thomas University
84825
114525
139425
116325
Université de Moncton, Campus de Moncton
73125
92950
109725
137150
112925
Mount Saint Vincent University
83425
109550
132225
110350
Acadia University
74500
86050
104225
120525
109025
St. Francis Xavier University
82275
82100
105825
137125
108075
NSCAD University
93375
127775
107325
Cape Breton University
85550
89175
104725
129625
101550

9. And Now The Bad
Honorarium for Chairs and Program Coordinators – increase of 0.75% in each of three years,
Professional Expense Reimbursement - increase of 0.75% in each of three years
Honorarium for Library Coordinators – 0% increase in each of three years
Travel Expense Fund – 0% increase in each of three years
Moving Expenses for New Hires – 0% increase in each of three years,
Stipends for thesis supervision – 0% increase in each of three years

10. And Now The Ugly
Refusal to increase contribution to Health and Benefits Trust Fund, or to fund in any way Retiree health coverage
Refusal to increase limited term appointments from 8 months to 9 months.
Refusal to increase by one, the number of course buyouts for the SMUFU Executive.
Refusal to increase the number of vacation days for Librarians
Refusal to increase the 1990’s cap on Early Retirement benefits
Refusal to extend Retirement incentives to Employees over age 67.
Refusal to discuss increase to pension contributions.
Refusal to reduce teaching load for Lecture Stream faculty, to provide adequate sabbatical leaves, and to review appropriateness of original appointments.

11. What’s Next?
We have gone about as far as we can go at the table without a show of support from the membership.
What do you want to do?