Part 2: Let’s cherish institutional neutrality

Guest blogger: Altay Coşkun, UW Classical Studies & think-centrist.com

I would like to share three recent experiences on our campus with you before I try to explain the value of Institutional Neutrality and explore what this may mean today.

In February, I put forward a concern in one of the university’s committees. I acknowledge the generosity of the host who gave me sufficient time to speak despite my short notice. My problem was with the wording of a template letter that I was expected to use. I was asking for permission to employ an alternative that I found better suited for a public and inclusive institution of learning. Some of the feedback was polite, conceding that I potentially had a case and that there was nothing to object to the alternative in principle, but timing made it difficult for these colleagues to endorse my request. Others insisted that no one should disagree with the Human Rights Charter, although I was far from doing this, and nothing of the kind could be substantiated in my approach. Yet others outright denied my claim that the terminology at stake was politicized or controversial; the fact that I expressed my own moral conflict (or that other Faculties do without the problematic wording) should have sufficed to prove the controversial nature, and I had just taken for granted that my colleagues follow a wide range of national and international news to be aware of the politicized nature. 

Yet others even rejected my explicit recourse to the principle of institutional neutrality, insisting that the university should rather actively promote ‘universal values’, though there was little time to discuss which authority to follow in the selection of these values and what to do when there might be a dilemma, that is two values conflicting with each other. About half of the colleagues present were silent, whereas one who was not in the meeting, later wrote me an email to thank me for my courage to raise this important issue. I am unsure about which reaction caused me the most disappointment. I was not expecting full agreement with any of my concerns, but I was hoping that at least someone would speak up in favour of granting accommodation to a colleague who had a substantiated conflict of conscience. 

Recently, I had a similarly awkward feeling when I read in the Daily Bulletin that smoking is now going to be banned completely from campus. In my youth, I would have celebrated this, as I am a life-long opponent of smoking (long before such a stance had become mainstream). But I wonder now whether the existing regulations are not already enough to protect non-smokers. The new ruling is more than just a warning against the health risks of smoking and reasonable protection against passive smoking: it sends out the message that those who are addicted to nicotine do not belong to this campus. What or who is next? 

But then I had an elevating experience this March, at one of the focus group meetings of the Freedom of Expression and Respectful Engagement Task Force. The host put right in the centre of the conversation a quotation from the Chicago Principles of institutional neutrality, formulated with timeless wisdom and urgency in 1967 on the basis of the Kalven Report, which I had also referenced in my memo to the colleagues in February. The responses from the audience were overwhelmingly, though not exclusively, positive, enough at least to make me hopeful that our self-governing body is on a path to correct mistakes of the recent past. The document states, among other things: 

The mission of the university is the discovery, improvement, and dissemination of knowledge. Its domain of inquiry and scrutiny includes all aspects and all values of society. A university faithful to its mission will provide enduring challenges to social values, policies, practices, and institutions. By design and by effect, it is the institution which creates discontent with the existing social arrangements and proposes new ones. In brief, a good university, like Socrates, will be upsetting. The instrument of dissent and criticism is the individual faculty member or the individual student. The university is the home and sponsor of critics; it is not itself the critic. It is, to go back once again to the classic phrase, a community of scholars. To perform its mission in the society, a university must sustain an extraordinary environment of freedom of inquiry and maintain an independence from political fashions, passions, and pressures. A university, if it is to be true to its faith in intellectual inquiry, must embrace, be hospitable to, and encourage the widest diversity of views within its own community. It is a community but only for the limited, albeit great, purposes of teaching and research. It is not a club, it is not a trade association, it is not a lobby.

There is so much to like about these sober warnings, but let me, as a Classical scholar, pick out Socrates. He was (and still is) admired by young and old, democrats and aristocrats. He is the embodiment of free and fearless inquiry, who exposes the prominent and powerful for their biases and limited understanding of justice. His constant emphasis on the good and the just may sound moralizing and antiquated, but his belief that politics should be pursued on the basis of knowledge and that education should focus on virtue and justice make him a potential champion for conservatives and progressives alike. But Socrates would also challenge both of them, and me, the centrist, as well: while constantly seeking for the good and the just, the philosopher was humble enough not to claim that he ever found it. This, I think, was his greatest wisdom: he refused to define an absolute, definite form of justice. He countered the idea that any categorical imperative could be imposed on everyone to make this world a good place. 

Human beings are too complex and diverse for a rigid definition, and positive values should never have absolute claims, as they compete with other ethical principles. The best way forward for a society and especially its think-tanks, the universities, is to approach the questions of the world with honest curiosity and respectful pluralism, rather than by prescribing the results of the inquiry before it started. We know of states that did (and do) curtail the freedom of thought and expression, and we know how much harm and suffering they cause(d). We can do much better and thus become the more useful to students, colleagues, and society at large if our own institution maintains political neutrality – or rather becomes a fierce advocate for true education and the free exploration of diverse ideas. 

If you are interested in discussing this with me and other colleagues, no matter from which perspective, please get in touch with me.

Part 1: Let’s embrace ‘Freedom of Expression and Respectful Engagement’

Guest blogger: Altay Coşkun, UW Classical Studies & think-centrist.com

On January 19, 2024, University of Waterloo administration launched the ‘Freedom of Expression and Respectful Engagement Task Force’. Its purpose is ‘the development of principles that will help create a campus climate of open dialogue and the respectful exchange of ideas’. This initiative is apparently a response to the increased political division and the erosion of democratic values, a process that does not stop at Ring Road, as we were – most painfully – made aware by the terrorist attack of June 28, 2023. 

Some of us are perhaps dismayed by the fact that an academic community in 21st-Century Canada should need such guidance; many others certainly hope for another push from it for their progressive and critical values – as we could notice happening over the past half-year in a series of high-profile events, starting out with an appeal to bear with diverse views and leaving the audience with surprisingly one-sided perspectives. This is probably the reason for the suspicion of yet others that the new task force might aim for the opposite it is declaring. 

I, for sure, welcome the initiative very much and feel inspired to pursue more actively than before the stated aim of fostering a ‘climate of open dialogue’ and to enhance mutual respect. I would like to encourage colleagues from all Faculties to accept the task force’s invitation ‘to share your ideas, comments, and questions’ and to direct them to avpfpp@uwaterloo.ca or to express them on this website: https://uwaterloo.ca/freedom-of-expression/form/uwaterloo-free-expression-anonym. The best way I can contribute to this process is by sharing some reflections in the hope of stimulating lively yet respectful debate. 

Open-minded discussion of controversial matters has been a key feature of my classes on Greek and Roman History for over a quarter-century. Essential for my approach as an instructor is to avoid seeking the one truth. I rather acknowledge that there are multiple perspectives on just about everything. This does not equal uncritical acceptance of random or potentially harmful claims, but historical research has taught me to become less judgmental and to prioritize understanding over seeking confirmation of my own belief. The quality of the evidence, the plausibility of arguments, the inherent biases or interests that guide those conclusions, and the effects they may have still remain to be analyzed. And then I release my conclusions on the market of free enquiry without silencing others. I trust that the strength of my arguments will allow my conclusion to prevail, not my professorial title or my influence as editor or publisher. I am humbly aware that I, too, can err or at least learn from others’ arguments. And I also need to accept in humility that some of my arguments will remain unheard, while I should be glad about all cases in which my words were well received. Yes, there is a large portion of idealism speaking here, and the reality is not always as gentle, but I have been faring well by trying to adhere to these principles. I am truly grateful to the largely free, peaceful, and respectful communities in Germany, England, and Canada where I had the chance to be me and to give my best in return. 

The conditions for making administrative or political decisions are slightly different. Here, we need rules to be followed and potentially even to be enforced. We should engage in a fair, respectful, and transparent discussion and, if we must go forward in one direction (which is not always the case), let us put the options to a democratic vote and respect the result, at least until new conditions warrant us to resume the debate. A community based on this principle will show solidarity and resilience, and individuals will continue feeling that they belong, no matter on which side of the debate they stand.

My hope is that, based on broad involvement of the campus community, the new task force will present recommendations along these lines, that they will be put to a democratic vote, and then find the strong support not just at the polls, but also in our daily lives on campus when we will honour the privilege of free speech and call for respect if we see it denied. 

Whether you consider yourself progressive or conservative, if you’d like to be part of this process of reflection, consultation, and debate, please be in touch and stay tuned for a first round table in the Grad House in early Spring (to be announced in my next blogpost).

To Correct the Record

David Porreca, FAUW President

On 15 November 2023, a message was posted to the Lecturers Connect blog that caught my attention due to several factual errors it contains. This brief post aims to correct each of these in turn.

“While Prof. Hardy retired in July, she only got removed in November on the grounds that she is no longer a member of FAUW.”

The Faculty Relations Committee decided to remove Prof. Mary Hardy at its second meeting of this year’s cycle back in September, not November. The removal of Prof. Hardy is completely unrelated to the removal of Dr. Tan for reasons of conflict of interest.


“We strongly believe that FAUW and Lecturers Connect have common goals in improving Lecturers working conditions, and should work together in achieving these goals.”

FAUW very much shares these goals. The means by which to achieve them was what was in question when it came to Dr. Tan’s removal from the P76/77 PDC: her involvement in P76/77 negotiations for Lecturers on behalf of FAUW along with her leadership position in a union drive for Lecturers outside of FAUW are clearly incompatible.


“…the future union “to maintain a close relationship with FAUW in the same way that Renison Association of Academic Staff (RAAS) does…”

The biggest difference is that the RAAS members were never originally part of FAUW, so them having a separate union was never an issue for the integrity of the organization.


At the November 7th Town Hall, the FAUW President mentioned that neither the governance review nor a FAUW unionization drive are among FAUW’s top priorities.”

The governance review is very much among our top priorities, but it is not an exercise to be taken lightly. We need a full complement of staff in order to undertake this sorely needed review and give it the attention it truly needs and deserves.


“Collegial governance works when the two parties agree. But what if they disagree? Is there really any way to influence the employer? Unfortunately, FAUW has little to no leverage in this.”

FAUW has plenty of leverage, since our agreement is necessary for any changes to any policy that affects terms and conditions of employment of faculty (Class F and FS policies), or the MoA. The fact that we are not unionized provides additional leverage in terms of having the possibility of unionization remaining on the table at any and all times. Institutions get the unions they deserve, and UW’s administration hasn’t warranted one – yet. The added advantage is that unlike for a union and the lever of striking, our leverage does not threaten to disrupt students in their studies.


“Early in the history of the labour movement, it has been understood that the employer and employees quite often have conflicting goals…”

There exist conflicting goals, but there is also plenty of too-often-overlooked common ground. Collegial collaboration is often more productive, less expensive, and yields beneficial results with less effort than adopting a reflexively adversarial stance.


“…unions have their own staff, whose salary are usually paid entirely from members’ dues. In contrast, FAUW’s staff is being paid by the university, at least partially.”

FAUW’s staff are 100% paid through FAUW dues.


“[FAUW’s governance] review was launched in November 2021 and supported by the Canadian Association of University Teachers (CAUT), but still has not gotten off the ground two years later.”

We retain the support of CAUT in undertaking the governance review. As stated above, it is the lack of staff support that has hindered FAUW from beginning the governance review in earnest. In the two years since the governance review was mandated, FAUW has only been fully staffed for approximately six months.

Message to the FAUW membership re: 28 June attack: Part II


This message is intended to outline the various queries and demands that the Faculty Association directs at the administration in reaction to the horrific attack on a class on 28 June.

1. Emergency Communications

  • UW has an emergency communications app that was never used throughout the incident. Why?
  • Who made the decision that the app would be taken offline? Why?
  • What plans are in place for alternative emergency communications when the app is unavailable?
  • Why were conflicting instructions given to faculty, students, and staff?
  • Who on campus is responsible for emergency communications?
  • Was the app back up and running when the senior administration made the decision to continue classes normally, except in HH, during that evening?
  • Who is the vendor for this app? How often is the app unavailable?

2. Extremist threats and violence

  • How does the administrations currently track threats of extremist and hate-motivated violence on campus?
  • How are extremist individuals and groups identified and what measures are in place to protect students, faculty, and staff from them?
  • What are the immediate plans to protect instructors and students that might be especially targeted, for example, in courses in Gender and Social Justice, Black Studies, Indigenous Studies?
  • What are the immediate plans to protect staff and offices that support these courses and areas of study and research?
  • What are the medium and longer term plans to develop protections and to combat hate and extremism on campus?
  • How will faculty members with relevant expertise be involved in developing these plans?
  • How will students and staff be involved?
Continue reading “Message to the FAUW membership re: 28 June attack: Part II”

FAUW Statement on the Violent Campus Attack on 28 June 2023

FAUW is appalled at what appears to be an act of extremist violence in one of our classrooms last Wednesday afternoon.

Associate Professor of Philosophy, Associate Chair (Undergraduate Studies), and FAUW Parliamentarian, Dr. Katy Fulfer, was attacked in the middle of a class she was teaching. Two students were also attacked. We extend our deepest sympathy to all three and wish them a speedy recovery.

My purpose in writing to FAUW members this morning is to add FAUW’s voice to the outcry against this heinous attack and also to offer the Association’s support and sympathy to those affected, beginning with Katy herself, her students, and the rest of the campus community.

Anyone wishing to sign a card and convey a message of support to Katy is invited to come to the FAUW offices on Monday or Tuesday next week, 10:00 – 15:00 in MC 4002.

A message setting out a list of questions and demands that FAUW will bring to the senior administration will follow early next week.

Again, let me extend our deepest sympathies to the victims of last week’s hateful attack.

David Porreca
FAUW President

FAUW President’s Report, Part I

David Porreca, FAUW President, 21 June 2023

The Faculty Association of the University of Waterloo is at an important moment in its history. During a long and difficult policy negotiation process with the university administration regarding lecturers’ terms and conditions of work, our association Board passed a motion on June 9 “that FAUW supports the unionization of Lecturers within FAUW and will commence a certification drive to that end.”

By way of providing a clear picture of how we came to this decision, and how we can move forward together, I have written a series of blog posts. I want to begin this series of blog posts with a reminder of what FAUW has managed to accomplish for its membership over time, lecturers and regular faculty members alike in most cases – note that some items are more recent than others:

  • For lecturers: A reduction in course load from seven to six per year, at substantial cost to the institution
  • For lecturers: “Two-years-less-a-day” contracts have been abolished, such that those on two-year contracts are now eligible for benefits
  • For lecturers: Salary floors and thresholds raised substantially (à two negotiations ago)
  • For lecturers: A two-week vacation carryover that does not expire until the individual has a non-teaching term
  • For all: A 5% raise over two years, during an economic downturn, at substantial cost to the institution (this is on top of the regular salary negotiations that will resume this Fall and into next year on their regular schedule)
  • For all: Eye care benefit of $85/yr, which is infinitely better than nothing (which is what we had until the last round of bargaining). Moreover, because it’s tax-free, amounts to +/- 2x that amount; other higher ed institutions have other deals that may look better on this particular item, but our benefits package is likely better than theirs in other respects (FAUW’s benefits negotiations have focused on ensuring that members are protected against the costs of catastrophic illness – it has chosen to prioritize members who have the greatest medical needs)
  • For all: Better compassionate care and bereavement leaves, with no waiting period for new hires
  • Better parental leave benefits
  • Better access to retirement benefits
  • A pension plan that is among the most robust in the province
  • A better process for disability accommodations
  • Better dental benefits than previously
  • A regular salary anomaly review process

But is it enough? No, because you are telling us it’s not, and we are listening. Stay tuned for Part II: What Does “certification within FAUW” Involve?



FAUW Nominations and Election Committee needs YOU!

By Patrick Lam and David Porreca

A quick blog post this time to put on everyone’s radar the need to populate FAUW’s Nominations and Elections Committee (NEC). This is the committee responsible for finding good people to fill all the faculty representative positions on the University-operated committees where we (as faculty) need a voice, which is a key part of collegial governance at the University. We currently need AT LEAST ONE additional person to bring this Committee back to full capacity.

In addition, the NEC solicits nominations for FAUW’s own internal governance positions, such as the President and the elected members of the FAUW Board of Directors. There will be three vacancies on the FAUW Board as of 1 July 2023.

Please email patrick.lam@uwaterloo.ca by June 16th if you, or someone you know, would like to serve on this committee!

Inaugural Blog Post… + Samosas!-David Porreca, FAUW President (Department of Classical Studies)

First: A hearty (and heart-felt) thank-you to Mary Hardy for shepherding FAUW through the difficult past few months, stepping into the breach and supporting the association when the help was sorely needed.

Second: Another note of thanks for the support the membership has shown in entrusting me with the FAUW presidency in these fraught times. I intend to do my level best to honour that trust.

But how?

My focus is on FAUW’s core duties: defending and enhancing the term and conditions of employment of faculty members at the University of Waterloo (that’s YOU). My first task is to assist in the formation of a strong negotiating team for the upcoming round of negotiations toward a salary settlement that should take effect on 1 May 2024. Stay tuned for announcements on that front.

FAUW’s core duties also include the defence of the following three basic principles—a well-balanced tripod, so to speak: collegial governance, academic freedom, and equity. Over-emphasizing any one of them at the expense of the others leads to an imbalance that risks toppling the whole.

Continue reading “Inaugural Blog Post… + Samosas!-David Porreca, FAUW President (Department of Classical Studies)”

Board meeting report: March 2, 2023

Here’s what we talked about at the last meeting of the FAUW Board of Directors:

New Equity Committee Terms of Reference were adopted. Changes include more detail about voting/decision making procedures, a new section on removal of committee members, the new role of equity advocate and facilitator, more detail regarding election of the chair, and further constraints around committee recruitment and selection to prioritize equity in selection.

Online Course Outline Repository. The Board discussed benefits and concerns about online course outline repositories. Look for a message from us about this soon, including examples of what actually needs to be submitted and examples from each faculty.

Vacation poll results. It became clear from the poll results that many faculty members are struggling to take the vacation time to which we are entitled (particularly faculty teaching in all three terms). We will be raising this at FRC, asking what they are doing to ensure our right to take our allocated vacation time, especially as a signatory to the Okanagan Charter.

Equity Data Advisory Group. This group has stopped meeting, yet work on the Equity Survey is incomplete and it is unclear what is happening with the data, when and how it will be shared with the University community, and how often the survey will re-open. Initial data collection was summer-fall 2021, with a brief re-opening in WorkDay in May 2022 to reach the 2/3 faculty response rate but nothing has come of the survey yet and the information online about results is out of date. The Board passed a motion to propose to the FRC that the Equity Data Advisory Group be restarted.

Governance review. The Board reviewed a project outline from CAUT and discussed the composition of the steering committee for the review. CAUT representatives will be invited to a future Board meeting to discuss further.

Graduate TA/RA certification. OrganizeUW, the grassroots campaign to form a union among TAs and RAs, is hoping to address graduate classes. In order to facilitate this, TAs and RAs will be contacting faculty members who teach grad classes with a request to address each class for 3-4 minutes. This is not a request for individual endorsements of OrganizeUW but simply a request to speak with grad students and we encourage you to consider the request.

Reopening the 2021 salary settlement. The administration has agreed to review our last 2021 salary settlement in light of Bill 124 being defeated in court (Bill 124 was the one that limited compensation increases to 1% annually across the Ontario public sector). A recent arbitration decision made it clear that organizations should not wait for the outcome of an appeal before re-opening the negotiations that were constrained by Bill 124.

Policy 33 – Ethical Behaviour. There has been no movement on this very important policy since August 2021. A joint meeting of the Faculty Relations Committee and the Staff Relations Committee was held recently to discuss the 2021 draft, to consider outstanding issues, and to press for implementation of the revised policy as soon as possible.

Policy 12 – Compassionate Care & Bereavement Leave. The Faculty Relations Committee discussed a draft version of this new policy. We want to ensure that (a) there are no unnecessarily burdensome documentation requirements, (b) the definitions of family include all those that we might consider close family, even if the connections may not be conventional, and (c) applications to extend a period of compassionate leave beyond the minimum are consistently and fairly resolved. The Staff Relations Committee is also discussing this draft, and we believe we are close to agreement on all sides.

Policy 57 – Employee Accommodations. The key features of this new policy that we are advocating for are (a) the establishment of a Central Office for processing accommodation requests, and (b) the costs of accommodations should be met from central funding, not from department or faculty budgets. We think it’s essential that the central office, not the individual’s dean, determines the appropriate accommodations for each individual, and works with the individual’s department to avoid any negative impact on their colleagues.

Governance review. The Board reviewed a project proposal from CAUT and will be issuing a call for members for an ad hoc committee soon.

Continue reading “Board meeting report: March 2, 2023”