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Bargaining

Collective Bargaining Committee 2017 (CBC)
Stephanie Bangarth(Chair)
Pat Ryan
Hui Feng
Anisha Datta
Rick Csiernik
The Collective Bargaining Committee bargains for approved Association proposals regarding salary, benefits, professional and research funds; conditions of employment for faculty (such as academic freedom, tenure, promotions, family leave, grievance procedures, etc.) and meets with the appropriate Board committee to bargain for the approved Association proposals.

Conditions of Appointment for Faculty 2014-2017

KUC TERMS AND CONDITIONS 2017-2020 KUCFA RATIFICATION MEETING PRESENTATION, 2017 09 22

What we asked for parity and clarity for our members”

 Non-monetary

  • salary anomaly study
  • T&P grievance procedures and revision of T&P procedures generally

Monetary

  • close the salary gap; increases to base and PTR
  • $500 wellness fund
  • add a $500 acupuncture benefit
  • increase to PDF
  • TA/Marker support language
  • revision to Appendix G – teaching load re: equity in 6 month sabbatical leaves
  • extension of MOU on the pension plan

What we avoided – this time! (aka the employer’s offer)

  • 20% co-pay on total benefit premiums
  • 12 month qualifying period for Parental & Adoption Leave
  • Sick leave and LTD changes, e.g. salary suspension, note for illness and absence, etc.
  • Removal of past practice provision (clause 1.7)
  • Promise to explore ‘lower-cost’ alternatives for pension
  • Formal discipline for non-compliance of training
  • Removal of undergraduate tuition benefit for faculty on early retirement
  • What we got (non-monetary)
  • KUCFA to receive all future letters of faculty appointment
  • MOU on formal review of T&P procedures by joint committee (KUCFA & ERC) by Dec. 30, 2018
  • An Employment Equity article which outlines equity in employment and accommodations for members with disabilities
  • Article 18.2 (Other Training): Members will participate in training and development sessions mandated by legislation as part of their academic responsibilities.

What we got (monetary)

  • A three year agreement (2017 – 2020)
  • Improved parity on salary with our salary target group
    -$4000 bump to base for all ranks for 2017-2018
    -0.25% increase to PTR for all ranks for 2017-2018
    -1.5% increase to salary and PTR in 2018-2019 and 2019-2020
  • Roll IT Fund into Professional Development Fund = $2,9621.
  • 5% increase to course overload rate = $15,072 Acupuncturist will be added under the $500 annual cap for Physiotherapist Services category of the Extended Health Care benefits
  • 6 month sabbatical leave equity – Appendix G
  • Course reductions for Program and Assistant Program Coordinators – Appendix G
  • Return of Brescia University College to salary target group (8 members)
  • Article 6.4.5: Phased retirement salary reduction wherein the retiring allowance will be equal to 20% (previously 25%) of the nominal salary for each year of the phased retirement. This is to bring in line with article 6.3.2 which has a possible 20/40/60% reduction in teaching load for those in their pre-retirement.
  • Article 13.2.3: Early retirement wherein a faculty member on early retirement will receive a salary equal to 1/3 of nominal salary and payment of that salary will cease at the end of the academic term in which the faculty member’s birthday falls: April 30, August 31, or December 31 (previously ceased at the normal retirement date).
  • Article 6.7 (workload limits for part-time employees) & removal of Appendix B VI.3 (retired faculty teaching): clarification of former and removal of latter due to CUPE contract.

Salary information, 2017 – 2020

The salaries for 2017-2018 will be determined as follows:

  • Full Professor: $85,947 plus $ 2,662 for each year of experience to a maximum of 40 total years*
  • Associate Professor: $85,947 plus $ 2,534 for each year of experience to a maximum of 35 total years*.
  • Assistant Professor: $85,947 plus $ 2,409 for each year of experience to a maximum of 20 total years.
  • Lecturer: $84,947 plus $ 2,409 for each year of experience to a maximum of 10 years.

The base salaries for 2018-2019 will be determined as follows:

  • Full Professor: $87,236 plus $2,702 for each year of experience to a maximum of 40 total years*.
  • Associate Professor: $87,236 plus $2,572 for each year of experience to a maximum of 35 total years*.
  • Assistant Professor: $87,236 plus $2,445 for each year of experience to a maximum of 20 total years.
  • Lecturer: $86,236 plus $2,445 for each year of experience to a maximum of 10 years

The base salaries for 2019-2020 will be determined as follows:

  • Full Professor: $88,545 plus $2,743 for each year of experience to a maximum of 40 total years*.
  • Associate Professor: $88,545 plus $2,611 for each year of experience to a maximum of 35 total years*.
  • Assistant Professor: $88,545 plus $2,482 for each year of experience to a maximum of 20 total years.
  • Lecturer: $87,545 plus $2,482 for each year of experience to a maximum of 10 years
    * Members, who currently have experience factors greater than the maximum for their ranking, will be paid at their current salary amount until such time as the salary grid surpasses their current salary.

The bargaining environment without certification

  • KUCFA lacks tools to require Employer to follow an established timeline and ordinary negotiating protocols
  • Employer’s bargaining habits and assumptions:
    -Fails to produce verified data or formal rationale to support their proposals
    -Resists requests for neutral fact finding and freedom of information
    -Places their own ordinary work schedules and mundane meetings as a higher priority CBC meetings
    -Fails to provide adequate time for KUCFA to consider new proposals or amendments
    -Fails to prepare responses KUCFA proposals submitted in advance
    -Creates delays by uses meeting time for repeated, long caucusing in lieu of advanced preparation
    -Fails to prepare general opening and closing statements
    -Resists practice of having board representative present at outset and closing of the negotiation
    Your KUCFA Collective Bargaining Team worked hard to protect and reflect your interests at all times

Summary

  • Moderate gains toward salary parity
  • New equity provision in Article 1
  • Protection of existing benefits
  • Ongoing problems:
    -Conflicts of interest and ambiguity in KUCFA’s orientation toward CUPE
    -Recognition of conditions that facilitate academic excellence
    -Transparency and procedural rationality