With only two Board meetings so far this year, both largely focused on confidential negotiations, and no president’s report due to Dan Brown having been on leave, we haven’t had a whole lot to report on yet. But here’s a quick summary of what’s been happening so far this year:
The drafting committee is working on minor edits to the updated Policy 14 (Pregnancy and Parental Leaves), directed by FRC and SRC. Once those have final approval, it will go to the University president for approval, Senate for information, and Board of Governors for approval. We anticipate that it will be on the agenda of the April Board of Governors meeting. Once passed by the Board, it is effective immediately.
We have new terms of reference for a new committee to look specifically at teaching stream appointments and draft the necessary changes in policies 76 (Faculty Appointments) and 77 (Tenure and Promotion). The committee will be given a clear timeline and priorities. These terms of reference will be on the consent agenda at Senate this month and we expect to announce the members of this committee next week.
We are updating our elections procedures, to support efforts to diversify the Board of Directors. In addition to changes at FAUW, we’re also talking about the need for increased representation of equity-seeking groups among faculty in general, in order to make increased representation within FAUW more realistic and sustainable. Nominations will open in March for five seats on the FAUW Board of Directors: four at-large positions, for which any voting member can run, and one seat reserved for a member with a lecturer appointment. If you are interested in running, or know someone who would make a great Board member, please contact Laura McDonald at firstname.lastname@example.org or Peter Johnson (Elections Committee chair) at email@example.com.
FAUW holds general meetings twice a year, in December and April. They are open to all regular faculty who have opted in as voting members of the association. Here are some of the highlights from the December 8, 2020, meeting, at which we massively broke previous attendance records with 134 members in attendance!
We budgeted for “business as usual” this year and (obviously) things are playing out a little differently. Key changes are that we’re underspending on events (no surprise there) and have added some donations and advocacy related expenses.
The Climate Justice Working Group has proposed that FAUW declare a climate emergency at our next general meeting in April. The Board of Directors and the working group will be looking into what exactly this would look like in the meantime. Doing so would involve applying a lens of climate justice to all of FAUW’s own operations and supporting our members in relevant teaching, research, and service efforts. The CJWG is holding a meeting about this on January 28 that all FAUW members are welcome to attend.
We strongly support the proposed updates to the Pregnancy and Parental Leaves policy. We need your help to keep the pressure on the administration to pass the policy. Email your feedback (both things you like and things we can still improve further) to firstname.lastname@example.org and email@example.com by December 18—and ask your colleagues, chair, and dean to do so as well!
We’re picking up the research professors file again after it was paused in March. We expect a formal vote of current research professors to happen in the new year.
Salary negotiations. We held a confidential session on our priorities, which include some of the typical items around salary and benefits, a couple of key equity-oriented items, and a few things that we believe will make life easier for our members and your families, particularly during difficult times. The negotiating team is optimistic and assures us they will be “tough and fair” as they head into bargaining next week. We will report back when we have news we can share, probably in the new year. Good luck, team!
Redistribution of unspent professional expense (FPER) funds. Members will receive two-thirds of this money on December 4 and can use it as part of this year’s FPER; the remaining third willbe added to the 2021-2022 FPER amount. There is also a new chart from Finance that explains which work-from-home expenses are eligible for FPER, a tax deduction, or both.
Policy 14 (Pregnancy and Parental Leaves). The Policy 14 consultation website is now live. Please share your feedback, both positive and negative. We’re very excited about the changes in this policy and need your help to make sure it’s approved.
Our 2020-21 budget. We passed a ‘business as usual’ budget at our April general meeting and business has not proceeded as usual. Some of our committees have submitted proposals to repurpose some of their funds in light of not having in-person events. We also have a couple of new, unexpected expenses, and a lot of event money that isn’t going to be used this year. We’ll have a more detailed update for voting members at our general meeting on December 8.
A framework for teaching statements for 2020 performance reviews. Ian VanderBurgh created a document to help members contextualize and describe what their teaching has looked like over the last year. Teaching statements aren’t required; good ones take substantial time to write, and you can opt out of being evaluated on your teaching for 2020 altogether, but we think this is a useful guide for those who do choose to submit a statement.
Policy 76 (Faculty Appointments). We discussed candidate key changes that we want to see in this policy with regard to teaching faculty. This is essentially a list of bargaining priorities, so we won’t be sharing it publicly. We also discussed a tentative plan for moving forward with the policy 76 revision process, and we hope to have an announcement about this at the general meeting.
Winter and spring term dates. We haven’t heard anything about spring term starting late or having a reading week, but for the record, we aren’t in support of any such changes to spring term dates. Among other things, pushing back the end of spring term would limit the time available for faculty teaching in both spring and fall (let along all three terms) to take any time off next year. We have heard that the deadline for submitting your winter term grades is not changing. More on the changes to winter term in Dan’s president’s report below.
Here are the non-confidential highlights of the November 12 Board of Directors meeting, and the president’s report.
Items of interest from the meeting
Anti-racism advisor. We’ve hired Kathy Hogarth as an anti-racism advisor to the FAUW Board. Kathy will be attending FAUW Board meetings for the remainder of this year as part of this role. There’s more about Kathy in Dan’s president’s report below.
The status of Policy 76 – Faculty Appointments. As we discussed at the Spring General Meeting, the P76 drafting process has shown us that the way we’ve always drafted and negotiated policy at Waterloo is no longer working. Here’s the latest: The drafting committee submitted a document to the Faculty Relations Committee co-chairs (the FAUW president and the provost) in late summer, which the Secretariat was unable to adapt into a usable policy without more work and guidance from FRC. Policy 76 was initially opened for revision largely to address lecturer titles and spousal appointments. FAUW’s Board and Lecturers Committee are currently working on identifying FAUW’s priorities for P76, specifically on the topic of teaching stream faculty. What happens next, we’re unfortunately still not sure, but we will keep you posted. We know this is frustrating and we appreciate your extreme patience with this.
1492 Land Back Lane. The OCUFA Board of Directors unanimously voted to support Haudenosaunee land defenders at 1492 Land Back Lane by donating $5,000 to their legal defense fund. The Librarians and Archivists Association at UW has sent a letter in support of the organizers to federal and provincial ministers (and local representatives). The FAUW Board voted to issue a similar statement of support along with our Equity Committee and to donate $1,492 to the legal defense fund. We also discussed other potential avenues of support for the Six Nations of the Grand River and other Indigenous communities that we might pursue in the future (or to pressure the university to implement), such as scholarships or paying taxes to the Indigenous nations whose land we work on. For example, FAUW reps are hoping the University will financially support local Indigenous students (e.g. from Six Nations of the Grand River).
Copyright. There will soon be a new notice appearing once a term on LEARN to remind you about some of the legalities related to uploading content. If you have questions about copyright related to your course material or your own work, email firstname.lastname@example.org — that email goes to a team of copyright specialists across campus.
Declaring a climate emergency. The Climate Justice Working Group has prepared a draft climate emergency declaration for FAUW. This will go to the Fall General Meeting for discussion. If you’re a voting member, you’ll receive the draft in your agenda package by December 1.
Keep reading for Dan’s president’s report, including a Policy 14 (Pregnancy and Parental Leave) update and more about Kathy Hogarth.
Policy 76 – Faculty Appointments refers to continuing lecturers as “unusual.” This might have been justified in 2011, when the policy was last updated, but we now have two-and-a-half times the number of lecturers we did then. Lecturers are a critical component of the Waterloo faculty, and we need an updated policy to ensure lecturer career progression and allow lecturers to reach their full potential as valued members of the UW community.
In order to better understand the strengths of the current system of career progression for lecturers, as well as the problems that lecturers face when working to achieve their professional potential, we looked at some current statistics about this group of faculty and interviewed three lecturers who succeeded in moving from definite-term to continuing status in three faculties: Arts, Environment, and Mathematics. Their experience highlights the need to develop clear formal procedures for lecturer career progression.
As a result of insufficient guidance from university policy, until recently, none of the faculties have had official documents outlining the steps for lectures to take, materials to prepare, and timelines to follow in the process of transitioning from a definite-term lecturer (DTL) position to that of a continuing lecturer (CL). Consequently, different CL candidates experience the transition to this position in different ways.
We’ve added some extra Board meetings to the calendar this summer. Here are some highlights from the first one, on July 10:
We discussed concerns from a member about the proposal to migrate most telephones on campus to “softphones.” Essentially, the plan is to replace the physical phone that sits on your desk with software that functions as a phone via your computer, tablet, and/or smartphone (Skype for Business, in this case). Note that labs will still be equipped with emergency phones where needed. We are asking for official consultation directly with FAUW before this moves forward and for this be discussed at the Joint Health and Safety Committee.
We talked about how to mitigate the effects of COVID-19 on 2020 performance reviews. There is an existing provision in section 13.5.4 (b) of the Memorandum of Agreement between FAUW and UW to account for missing data in performance reviews when members have been on leave. We want this same option to be available, automatic upon request, to all regular faculty for their 2020 performance review, considering the impacts of COVID-19 on all areas of faculty work.
“A…Member who has been on leave shall receive in any category where assessment is not possible as a result of the leave, a rating equal to the average ratings of the three previous years in which the Member was not on leave.”
We spoke at length about anti-black racism and what FAUW can do. Members will hear more on this from us in the coming weeks and months for sure.
The consultation plan for the new draft of Policy 76 (Faculty Appointments) is being finalized and we expect to see the full draft policy very soon. We want the draft Policy to go to both our Board and the Lecturers Committee as soon as possible.
We are working with the Provost to find a way to use the accumulated unspent FPER funds from the last few years (see article 6 of our last salary settlement).
We’ve selected our negotiating team for the 2020-21 salary negotiations. We will announce the members of the team and begin consulting with members about priorities soon.
In absolutely no particular order, here are some of the things we’ve been working on or talking about this month. As always, feel free to comment below or otherwise get in touch with a Board member to share your input.
Major win: The Registrar’s Office (RO) will schedule synchronous course activities on request this fall (as usual). We also got confirmation that for the RO to not provide this service would require a decision at Senate. Thank you to everyone who helped advocate for this at Senate and through other channels. We’ve since released a statement to all members about the decision by three Faculties (Arts, Math, and Engineering) to not use RO scheduling services for fall term.
There are new remote teaching guidelines regarding privacy and intellectual property—give them a read if you haven’t yet. We were not consulted about these guidelines and don’t have official opinions on them yet.
HR has been prorating merit increases for faculty on paid sick leave. We believe this contravenes the Memorandum of Agreement (while there are provisions in the MoA for prorating merit, they are for unpaid leaves) and we are discussing this at Faculty Relations Committee.
The end is in sight: The Policy 76 drafting committee has sent a draft to FRC. FRC is advising on next steps for consultation.
We are sorting out what we will do in place of our usual new faculty social events in July and August. The University’s new faculty orientation (in which we play a supporting role) will be fully online.
The Equity Office postponed its Pride celebrations in light of the Black Lives Matter protests and the vast increase in disclosures of racism from members of the UW community. The Gender and Sexual Diversity Working Group, on which FAUW is represented, has issued a statement in support of this decision.
Our regular updates about FAUW Board activities have been supplanted by our COVID-19 messages recently, but now that those have slowed, here’s an overdue update on some other things we’ve been working on (and also more pandemic developments). I hope you can all find a few minutes to read this and get up to date on FAUW’s activities and efforts on your behalf.
Thank you to everyone who attended our Spring General Meeting on April 7 and to those who asked questions. I think it went well under the circumstances and attendance was great, with over 100 people tuning in. Much of the content of this post is from my president’s report at that meeting, but there are a few new points as well.
New FAUW Board members
We welcomed some new Board members this term. Jordan Hale replaced Sarah Brown as our liaison from the Librarians and Archivists Association, and we have two short-term replacements for members on leave: Brian Kendall (taking Vivian Choh’s Science seat) and Alfred Yu (replacing Pat Lam as a director-at-large).
Congratulations to our newly elected Board members starting their term on July 1: Joel Dubin (AHS), Kate Lawson (Arts), Alfred Yu (Engineering), Peter Johnson (Environment), Nomair Naeem (Math), Heidi Engelhardt (Science), and Narveen Jandu (at-large). We were pleased to see high voter turnout this year: up to 65% of eligible members voted for these positions. Thanks again to everyone who ran in this election.
Policy drafting committees have had no support from the Secretariat since March 12 (their office, like most, has had to triage). FAUW’s position is that if a drafting committee deems it appropriate to continue their work, then they should do so. Some committees have been working and it seems support from the Secretariat is now starting to come back.
We’re working on identifying standard teaching workload expectations in each department so we can better advise members. We started gathering data on this at the October 29 Council of Reps meeting.
Speaking of which, we are still missing Council members for: Accounting & Finance, Chemical Engineering, Chemistry, Earth & Environmental Sciences, Physics & Astronomy, and Systems Design Engineering. If you’d like to be your unit’s rep, send us an email.
The Policy 33 (Ethical Behaviour) drafting committee finished its public consultation on October 18. FRC will review all the feedback and give direction to the drafting committee about changes to make by November 11. We expect a final version back to FRC for approval on December 19. In particular, FAUW heard impassioned feedback about the policy’s silence on student-supervisor relationships. This was instead covered in draft guidelines. The Board voted on October 24 to ask that this be included in the policy itself.
The Lecturers Committee had an insightful meeting with David Rose, new chair of the Policy 76 (Faculty Appointments) drafting committee and Benoit Charbonneau (chief negotiator for FAUW) about policy 76 and implications for lecturer salary equity.
FAUW President Bryan Tolson met with the faculty reps on the joint health and safety committees about how those committees can advocate more explicitly for faculty safety issues.
Ranjini Jha was appointed to the Pension Investment Committee.
We’re starting to plan events for next term. Some topics we’re looking at include preparing for retirement, definite term contracts, the teaching scheduling process, and meet-ups for early-career faculty and out-of-town and bike commuters.
The University is currently negotiating its third Strategic Mandate Agreement with the province. Currently, 92% of UW’s operating funding is based on enrolment, but the new performance-based funding model will bring this number down to about 33%, with the rest dictated by to-be-determined performance indicators. FAUW is more concerned with rejecting this funding model as a whole than getting into the details about which indicators UW should be using. If you want to learn more about how the model works, here’s a presentation from OCUFA (PDF) that breaks it down.
What OCUFA is talking about
OCUFA = Ontario Confederation of University Faculty Associations
Now that the provincial legislature has reconvened, Bill 124 (the one that will cap salary increases at 1%) will likely pass in November, and then there likely will be a court challenge, likely by CUPE (the Canadian Union of Public Employees). It’s still unclear if the legislation will apply to anything outside of base salary (e.g. benefits spending, merit increases).
Bill 100 (the one that allows the government to reduce/eliminate the salary of faculty members collecting a pension) is already law; we’re just waiting to see if they will use it. OCUFA will file a charter challenge if needed.
OCUFA’s advocacy day at Queen’s Park is coming up on November 6. We can’t make it this year, but you can follow along on their Twitter account when the time comes.
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.