Board meeting report: January 19, 2023

Here’s what the Board talked about at its last meeting:

The Policy 76/77 update and panel discussion, and the policy drafting committee’s process so far. You can watch the P76/77 panel on Microsoft Stream here (UW login required) and read the PDC members’ report on this blog.
The CAUT Equity Conference is coming up on February 10. Two or three members of the Equity Committee will be attending, and registration is still open.
Policy 3 (Sabbatical and other leaves). The Board agreed to proposed changes to Policy 3 that would allow faculty to transition between sabbatical and sick leave in the event of extended illness. This should be approved at Faculty Relations Committee soon and then sent to the Board of Governors. These changes were prompted by recommendations based on past Academic Freedom & Tenure Committee cases.
FAUW leadership transition. As we announced earlier this month, Lori Curtis has stepped down and vice president Mary Hardy has now assumed the role of president. The Board voted to have president-elect David Porreca begin his term in May this year, instead of July, and to have David join the board in a non-voting capacity until his term as president begins, to facilitate a smoother transition. David is a past president of FAUW (2012–2015) and will bring experience and institutional memory that will be very useful at this time.
Salary Anomaly Working Group. The Board appointed Rashmee Singh, Kate Rybczynski, and Michael Wallace as the FAUW representatives on the working group.
The salary negotiation team. Salary negotiations begin late this year, and will be issuing a call for interested team members in the coming weeks. Please send us any recommendations you have! We need a strong leader for the team, and at least one accountant.
The University’s mask policy. We’ve heard from several members who do not feel safe in small, crowded classrooms without asking students to mask. FAUW is considering asking for the data on which the University is basing its masking decisions.
CUPE sessional unionization. President Mary Hardy met with CUPE representatives and expressed support for their organizing efforts. She notes that there’s no disagreement about who represents whom.
Mary also met with the Staff Association to discuss common issues, including snow days and pension & benefits.

Bleak, but… (GM and board meeting reports: December 2022)

The highlight of the fall general meeting on December 7 was definitely Jay Dolmage’s audio glitching and getting stuck in a loop of him saying “bleak, but” as he tried to provide an update on the employee accommodations policy. (Jay later summarized in the chat: “PDC 57 has some reason to be optimistic that we can move this along in the new year.”)

“Bleak, but…” turns out to be a good summary of how members seem to be feeling about the role of faculty in governance at Waterloo. Policy development keeps stalling, faculty feel like senate meetings are rubber stamping sessions, and we don’t really get a say in a lot of university guidelines and academic processes that affect our work.

But there’s cause for hope. The administration agrees that the policy development process isn’t working, and we’ll be talking about how to fix that as soon as we see how the new Policy 76 process works out. There’s some real desire and momentum right now among members to find better ways of doing things, whether that’s a revised Policy 1 (the policy on policies), moving more items into the Memorandum of Agreement, or considering certification. And, most importantly, a whole lot of faculty members are interested and engaged with these issues and offering some great suggestions. Now we just need to make them happen. Some ideas we’ve heard recently—at this meeting or otherwise—include:

Regular open discussions about hot issues
Mobilizing faculty senators—maybe meeting in advance of senate meetings
Better tracking of member suggestions and Board follow up
Negotiating a workload policy
Solidarity with other employee and student groups at UW
Improving APRs (the process for these is governed by the MoA, but standards are currently set by each Faculty and department)
A member engagement committee to build networks and identify opportunities for members to work on issues
And, of course, the internal governance review that will be starting soon

What do you want to make happen, and how? Let us know in the comments, or contact Mary Hardy, acting president, or David Porreca, president-elect.

2023 negotiation priorities

We asked for ideas for goals in our next round of negotiations, which start in late 2023. Here are the most common suggestions:

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The anatomy of a FAUW general meeting: A recap of our 2021 Spring GM

In which we summarize the proceedings of our 2021 Spring General Meeting and explain how our general meetings work at the same time.

The logistics

General meetings are meetings of the voting membership of FAUW, at which members receive updates on FAUW’s work and vote on important issues such as our budget, constitutional amendments, or changes to the Memorandum of Agreement. General meetings are held in December and April each year.

Quorum for a general meeting is 30 members. Our in-person meetings typically drew about 60-80 members in recent years, but both the fall 2020 and spring 2021 meetings had over 130 members attend online. We’re investing in equipment to be able to livestream our general meetings once we’re back to in-person events so we can continue being accessible to more members, especially those working at satellite campuses.

The meeting chair changes frequently, and must be someone other than a member of the Board of Directors. (If you’re really good at chairing meetings, let us know!)

The consent agenda: Committee and officer reports

Our general meetings have always had an asynchronous component: written reports from our committees and, in recent years, from our representatives on University committees. All voting members receive these reports by email in advance of the meeting. Other members can request the reports.

Some reports are delivered during the meeting itself, particularly those from FAUW executive officers.

The president’s report

At this meeting, Dan Brown’s president’s report started with a few recent success stories:

Policy 14 (Pregnancy and Parental Leave, including Adoption, and the Return to Work) has been approved by the Board of Governors and is now in effect for all eligible employees who start(ed) a pregnancy or parental leave after April 6 of this year. We tried to have it applied to employees already on leave, but the University hasn’t budged on that. [See all blog posts about Policy 14.]
Our negotiating team achieved a good salary settlement covering the next three years, including the statutory maximum for salary increases under current provincial law.
The 2020 salary anomaly review has completed its work and informed individuals who will receive adjustments. Co-chair Marios Ioannidis noted later in the meeting that no solely gender-based anomaly was found this time around, and that there are a number of possible anomalies that require further investigation by the deans because the statistical model may not be robust to properly predict salaries of early-career members or those with salaries above the thresholds in our salary structure.
A new committee has been set up to focus specifically on updating the policies on faculty appointments and tenure & promotion to improve conditions for teaching faculty. The FAUW reps are Kate Lawson and Su-Yin Tan. Visit uwaterloo.ca/fauw/p76 for the latest information.

Dan also talked about ongoing and forthcoming issues, including the current state of planning for fall 2021. Decisions are mostly being made at the faculty or department/program level, which means members have more of a say than the FAUW Board does at this point. Some faculties/units are doing this with more detail and consultation than others. We are advocating for individual faculty to be primarily responsible for choosing the mode of teaching for your courses and for fall planning in general to be discussed more publicly and openly. We are actively collecting information, so if there are interesting/challenging/problematic/great things happening in your unit, please let us know. Individuals who need help with accommodations for the fall, please see our AF&T team for help.

Some other ongoing items on FAUW’s agenda include a few more policy committees underway or beginning soon and recruitment for FAUW committees—you can put your name forward via our website. We’re hosting a lunch & learn with Laura Mae Lindo on May 19 about how faculty can counteract anti-Black racism at universities, and last fall’s cancelled Hagey Lecture is being rescheduled for fall 2021—stay tuned for an announcement soon.

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March 18 Update from the FAUW Board

President’s report to FAUW board

– dan brown, March 16, 2021 [updated March 22]

This was our last meeting in winter; the equinox on March 20 marked the beginning of spring. I hope you’re appreciating the longer days.

I am very pleased that the President announced his support for Policy 14 at the March Senate meeting. The only remaining step is the policy’s approval at April’s Board of Governors meeting. This policy marks a milestone in moving Waterloo into being a better employer of parents of small children. When combined with the bereavement and compassionate leave improvements announced as part of our salary settlement last month, we will have a proper suite of such benefits for our members. Thank you to the drafting committee for their steadfast work on this project.

Jay Dolmage (chair of FAUW’s Equity Committee), Laura McDonald (FAUW’s Communications Officer) and I met with the team of external reviewers of the Human Rights, Equity and Inclusion office. The review team will be working on this project for the next couple of months, and my expectation is that their eventual report will primarily be advisory to Waterloo’s new president. With equity and inclusion being so much a focus of FAUW’s work right now, we’ll be watching very closely to see what comes from this review.

FAUW elections are going to begin soon! I’m so excited to see who will run and be elected to our board. The Elections Committee hosted a well-attended volunteer recruiting event on March 9. We will also have openings on all of our working groups and committees this spring as well.

This is the first FAUW board meeting in seven years without Bryan Tolson on our board; he’s stepped down as Past President after so many years of service as President, Past President, Vice President, Chief Negotiator, FRC member, and board member. Bryan has led FAUW through a tumultuous time, with humour, grace, and excellent strategy, and I’m going to miss him very much. In particular, I’m grateful for his work on both Policy 14 and as Chief Negotiator, and I wish it had not turned out that both of those issues had come to a peak of work at the same time.

This isn’t really FAUW-related, per se, but I was recently interviewed on Instagram Live by The Glow Centre, Waterloo’s LGBTQ student centre, about what it’s like to be an older (oh, dear) LGBTQ professional. I enjoyed everything about spending time with the students, but it especially reminded me just how much I learn from students whenever I spend time with them. Even with the challenge of this (endless!) pandemic, I hope you’re all getting reminded of just how lovely, and thought provoking, our students all are.

Notes from the Board discussion

Fall term planning. We talked about what we know so far about how each Faculty is approaching the fall and returning to more in-person teaching. We’ll be getting into this more at the next meeting, so now is a good time to talk to a Board member about this! So far, most of the discussions about fall term are happening either in the Faculties or at Dean’s Council, neither of which we participate in. We’ve asked for the committee on timetabling, which we do participate in, to be restarted.

Some best practices you could consider taking back to your unit that would ease the burden on everyone this fall include not assigning new course preps, and not demanding that instructors with a heavy teaching load teach a mix of in-person and online courses.

It is our understanding that the usual accommodation process will apply, so if you anticipate needing an accommodation related to teaching in person, we recommend talking to your health-care provider about documentation soon. Accommodations do not have to be limited to having no teaching.

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Breaking down our 2021 Salary Settlement

To help clarify some of the implications and motivations of items in the new salary settlement, we’ve once again asked our chief negotiator (Bryan Tolson, this time) to provide some commentary. Below is the full text of the agreement with annotations, but first, here’s a quick, plain-language summary of the items in the agreement:

1% scale increases each year for three years.
$85 for eye exams (for each person every two years).
A new compassionate care and bereavement leave policy that will provide:
- A salary top-up (to 85%, for up to eight weeks) for members on a Critical Illness Leave or Family Medical Leave (minus Employment Insurance benefits received)
- Four weeks of fully paid bereavement leave on the death of a spouse/partner, child, or step-child; one week on the death of any other immediate family member, such as a parent or sibling.
A deadline to start collecting faculty equity data, including on race and Indigeneity, and an update to the current salary anomaly review to identify and correct race-based anomalies once the data is ready. Corrections will be retroactive to May 1, 2021, and race and Indigeneity will be factors in future salary anomaly reviews.
A Memorandum of Agreement update so that faculty teaching all three terms in a year can now carry two weeks of vacation forward each year (up from one); for lecturers, these weeks will not expire until after their next non-teaching term.

Interpreting the agreement

Bill 124 limitations

Bill 124 limits public sector employee compensation increases to a maximum of 1% each year for a three-year period (our period is May 2021 – April 2024). Specifically, our average salary increase is capped at 1%, and our total “compensation entitlements” (total salary plus all benefits), is also capped at a 1% increase. (See the appendix at the end of this post for the language in the bill itself). Note that selective salary increases (merit) are not affected and will continue as usual.

Our bargaining team estimated that after the 1% scale increase, we had over $600 per member remaining for other items over the three-year deal. Our certified forensic accountant, Linda Robinson, led these calculations. Our actuarial costing, led by Mary Hardy from the Department of Statistics and Actuarial Science, shows the settlement items have a projected total increase in compensation entitlements of only $160 (items 5 through 8 generate no increase at all). This leaves room for additional benefit enhancements, particularly in the third year of the agreement, in which there is no additional spending as a result of this agreement beyond the scale increase.

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8 things you missed at the 2020 FAUW Fall General Meeting

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!

Some of the members in attendance at the 2020 FAUW Fall General Meeting, as seen using Microsoft Teams' "Together Mode". — Together Mode: It’s almost like being there… except not.

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 fauw@uwaterloo.ca and uw.policy@uwaterloo.ca 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.

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Highlights from the November 22 Board Meeting

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!

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Salary Anomaly Working Group Results Released

By now you will have received notification of the Salary Anomaly Working Group final report. FAUW has posted highlights from the report and a Frequently Asked Questions page on our website, which we will be adding to as more questions come in.

On behalf of the FAUW Board, I would like to thank the Working Group for the extraordinary amount of work they put into this task. It is my understanding from talking to those on the committee that this group represented the very best of processes at UW. While they came from diverse parts of campus and constituencies, they were committed to the twin tasks of both identifying anomalies and designing processes for now and the future and they did so in a very collegial and effective manner.

I would like to thank Lynne Taylor in particular, who co-chaired the group with Jean Andrey. Lynne has continued her work on this project into a well-earned sabbatical. I also thank our other two FAUW representatives, Cecilia Cotton and Benoit Charbonneau. Cecilia in particular continued to respond to questions and address issues despite being on parental leave since May. As well, I thank all other members of the group for their hard work: Jean Andrey (co-chair and Dean of Environment), Christiane Lemieux and Bill Power. The degree of cooperation and goodwill on the Working Group is to be commended. Finally, it is my understanding that staff assistance (Human Resources’ in particular) on this project was always gracious and highly effective, without which this review could not have happened.

My final comment relates to our relationship with the university administration on this issue. These processes don’t always run smoothly at any institution. Most gratifyingly, when the Working Group submitted its report to the University administration and FAUW, the Provost in particular accepted the findings immediately. It was seen by all parties as quite simply the right and necessary thing to do. It is a real pleasure to be able to report this.

—Sally Gunz, FAUW President

Read the report (PDF)
Read the highlights
Read the F.A.Q.