It’s been a while since we’ve provided an update from the Board of Directors. Here’s a run-down of (almost) everything we’ve been working on since January. Our committees have also been very active this year and we’ll report on more of their work soon. Feel free to ask for more details in the comments or by email.
In no particular order:
1. We announced the lecturer salary threshold increase. This was a big win for lecturers. In case you missed it, here’s the gist: When your salary passes each threshold, your merit increase is reduced by a certain amount to slow down your rate of increase once you’re in that higher salary bracket. [Learn more about how this works.] The lecturer thresholds were too low, so lecturers were hitting them earlier in their careers than intended. Last year, we negotiated for a Working Group on Salary Structure to fix that, and they did. The Lecturers Committee held a packed celebration at the Grad House on June 11.
2. We cleared up a vacation issue for lecturers (and other faculty, but mostly lecturers) with a small change to the Memorandum of Agreement (MoA). Any member engaged in classroom teaching in all three terms is now entitled to carry over one week of vacation, for one year. You just have to notify your chair. Carrying forward one week or more of vacation was already (and still is) allowed for all members “in exceptional circumstances.” A formal announcement of the precise change is coming later this month.
3. We approved a change to the MoA that addresses issues with expense deadlines. Namely, we added more clarity on deadlines and Faculty Professional Expense Reimbursement Plan in general and the submission cycle is essentially shifted earlier to provide a reasonable amount of time for processing and approvals. A formal announcement of the precise change is coming later this month.
4. We participated in two separate provincial government consultations about 1) a cap on public sector wage increases and then 2) faculty simultaneously collecting a salary and pension. We are developing another formal response document for the end of the month to an additional government consultation session in late June on the potential for the Minister to write a regulation prohibiting collecting a salary and pension. We will share in some way with members after it is submitted. Thanks to all members who have engaged with us in providing useful feedback.
5. We supported faculty who teach Undergraduate Communication Outcomes Initiative (UCOI) courses in pushing back against an announcement about class sizes that contradicted Policy 40 (on the role of chairs). FAUW wanted to see appropriate (and required) levels of consultation and now believes such consultations are occurring.
The Ontario government is conducting consultations to explore “tools to manage compensation costs” such as “legislated caps on allowable compensation increases that can be negotiated in collective bargaining or imposed in binding arbitration.”
FAUW attended an in-person consultation on May 3 and submitted a written response to the Treasury Board Secretariat last week. We’re hearing that the proposed legislation in question may be introduced this week (though the deadline for consultation submissions was only last Friday), in which case it could come into effect as soon as next week.
We don’t know yet whether or how this law will affect existing or future agreements, but we’ll keep you posted.
We’ve got a lot more going on, but here are six items we discussed at the January 15 Board of Directors meeting.
1. Explaining the salary changes for lecturers
Our first meeting of 2019 kicked off with an update from Benoit Charbonneau regarding the report of the Working Group on Salary Structure. As announced in December, the working group recommended changes to the salary thresholds for lecturers. We’re working on a public report explaining the changes and how they affect you.
2. An important reminder: Mental health training counts as professional development
In light of the PAC-SMH Report and Recommendations on mental health and wellness, we want reiterate that mental health training for faculty counts as professional development and can be reported on annual performance reviews in the same way as other professional development activities.
We had an inquisitive group of about 60 faculty members who ate a lot of pizza and not a lot of raw veggies (not judging; we love pizza).
We’ve had a few changes to the budget since you saw it in April. Some of the new expenses are: giving the Renison Association of Academic Staff an interest-free loan and startup funding, helping fund a bike cage on campus, and upping our sponsorship of the Centre for Teaching Excellence conference breakfast. We’re still expecting a decent surplus.
Members approved our audited financial statements for May–April 2018 (the mini-fiscal year that got us onto the same fiscal year as the University) and adopted RLB as our auditors for next year.
The Elections Committee announced winter 2019 elections: four at-large representatives, one representative from AHS, and one lecturer representative. As per our new elections procedures (announced on the blog and posted online in September), members can only run for one seat at a time. Remember that you need to be a voting member to run or vote in FAUW elections.
Members approved the service agreement with the Renison Association of Academic Staff, making their members affiliate members of FAUW.
George Freeman gave his take on the themes that emerged at the University’s strategic plan consultations. Check out the slides for a list.
We heard your feedback on the Freedom of Speech policy. We’ve summarized and forwarded this to the Secretariat and they are incorporating at least some of it. If you want to give more feedback or see a revised draft, you can meet with the University President and representatives from the Secretariat in the Senate room (NH 3407) at 3:30 on Monday, December 17.
December 6 board meeting
At our last board meeting of 2018, we talked about:
How graduate teaching is counted. To no one’s surprise, there’s some inconsistency across campus on this front. But we just confirmed at FRC that teaching a stand-alone lecture-based graduate course counts toward your workload. Make sure you’re getting teaching credit for these courses! And if you’re teaching overload, make sure that’s being tracked and made up for later. In other words: Don’t teach for free.
Appointment letters. Again. Ninety percent of faculty associations receive copies of their members’ appointment letters. This helps them advise members on negotiating a starting salary, startup funds, and anything else that’s negotiable. We can’t advise prospective faculty right now, because we don’t have any data. We don’t even know what’s negotiable in every department. While we’re working on getting at least some of that information, we’re going to start asking new faculty directly if they’re willing to share copies of their letters, and we will also send a request to all new faculty from the last five years. If you’re willing to share your own, we’d be happy to add it to our data set! You can send it to Erin Windibank at email@example.com. We will of course keep your letter confidential.
Lecturer eligibility for DTPC and FTPC. The Lecturers Committee is wondering why Policy 77 (Tenure and Promotion of Faculty Members) excludes lecturers from serving on and even voting on the makeup of departmental and faculty tenure and promotion committees, considering that these committees grant/deny continuing status to lecturers. Our take on this is that the policy pre-dates the existence of modern lecturer appointments and is out of date. We know that some departments and Faculties are following the spirit, rather than the letter, of the policy, and do include lecturers. We are hopeful that Policy 76 (Faculty Appointments, which is nearing the end of its review process) can provide an interim solution to this problem.
This meeting was a bit of a preview of issues likely to come up at our Fall General Meeting on Tuesday, December 4. What’s a general meeting? Well, to start, it’s a great opportunity for you to speak with the FAUW board about issues that concern you, and for the board to report back to you what we’ve been doing this term. General meetings are also where we vote on association matters like financial statements, budgets, and constitution changes. We hope you’ll be able to join us on Tuesday.
In the meantime, here’s what we discussed at the November 22 meeting, including the lecturer salary working group, holistic benefits review, and breakfast!
We think it’s important that our members know what we’re doing on your behalf. So we report on the non-confidential business from every Board meeting here on our blog.
The November 8 meeting covered the status of policy 76, the free speech policy, weekend teaching, new faculty representatives on University committees, and more. Here are 11 things you might want to know about:
The University will be creating a G-class policy to meet the Ontario government’s free speech requirements. FAUW does not have a role in the development of G policies, but we will keep you posted as much as we can.
The Board and administration are talking about exceptional circumstances that might warrant hiring people specifically for weekend or overseas teaching, and how we might keep tabs on such hires.
Members of the Renison Association of Academic Staff are voting this week on a service agreement between RAAS and FAUW, which outlines the membership dues that RAAS will pay to FAUW and the services and supports that RAAS and its members will receive in return. If they approve it, our members will vote on it at our general meeting on December 4.
The Employee Family Assistance Program (EFAP) has been running for two years. High usage and largely positive feedback have confirmed the need for the program. We’re also hearing that people want more long-term services within the program, which is currently designed to offer short-term solutions. The utilization rate is almost 17%, which is considerably higher than the expected 10%. We have requested information about how this might affect the cost if the contract is extended next year (which it likely will be). If you would like to share feedback about the program, please comment below or send it to Katie Damphouse.
We announced in our last post that we’re looking into arranging for new faculty members to access medical services on campus. We’ll be surveying members hired in the last few years soon to help us make the case for this.
Something was also a little off about the FAUW executive officers that day…
But hey, there was candy!
The actual meeting
Reports from visitors
After this bizarre delay, the meeting began with an update from Fatma Gzara on the progress of the the Complementary Teaching Assessment Project Team (CTAPT). CTAPT was tasked with “researching and developing methods of assessing teaching and learning complementary to Student Course Perception surveys.” Fatma told us that CTAPT has hired a researcher to review the literature and how teaching is assessed at other universities, the U15 in particular.