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.
Continue reading “Breaking down our 2021 Salary Settlement”
Yesterday, after two months of negotiations, the FAUW negotiating team presented a final good faith offer to the UW administration, hoping to reach an agreement on compensation negotiations by the deadline of midnight, February 1. We are disappointed to report that the offer was not accepted. The final offer from the University was also unacceptable. As a result, our negotiations will continue, first going to a mediator and then, if an agreement is still not reached, to arbitration. All these proceedings are set out in section 10 of the Memorandum of Agreement.
We know you will be as disappointed as we are. So, let us explain how we got here.
We didn’t enter negotiations to maximize our pay cheques. We wanted—we believed you deserved—fairer benefits and better equity provisions. Bill 124 already restricts us to a 1% scale increase, so we worked instead, for example, to try to make it possible for lecturers teaching all three terms in a year to take their vacation entitlement. We also tried to get agreement on a cost-neutral compassionate care supplemental benefit plan, so that you can take time away from work to provide care or support to a critically ill or injured person or someone needing end-of-life care. We argued for better bereavement benefits. Currently, if your child or partner or parent were to die, the University would offer you one to four days’ paid leave of absence. This seems cruelly inadequate.
Continue reading “Compensation negotiations proceeding to mediation”
Here’s what we discussed:
Continue reading “Report from the November 26 Board meeting”
- 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 will be 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 email@example.com — 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.
Continue reading “November 12 update from the FAUW Board”
After every Board of Directors meeting, we share the non-confidential highlights of the meeting, and now the president’s report, too.
dan brown, 27 October, 2020
I love autumn, and on a recent workday afternoon, I took the advice of a friend and skipped out on some writing and went for a hike in a regional forest. I hope you’re all also taking the time to enjoy the outdoors and not just be cooped up in your home.
We say this all the time, but this time may actually be different: I think that Policy 14 (Pregnancy and Parental Leave) will go out for consultation in the next couple of weeks. Many thanks to my predecessor Bryan Tolson, who is a member of the drafting committee. We are learning a ton from this process, about how we have to establish clear mandates for our representatives on policy drafting committees, put in place a reporting process so that they can check in with us about what they’re doing, and give committees clear timelines.
One project moving forward with FAUW support and representation is the Equity Data Advisory Group, which will advise some UW offices on how to keep good statistics about employees and students who are members of a variety of equity-seeking groups (racial minorities, people with disabilities, LGBTQ folk, Indigenous people and others), and what concerns they’ll need to be mindful of so that the resultant data are useful for projects that will hold the university to account. FAUW’s representative on this group is Nancy Worth, from Geography.
Continue reading “Update from the October 29 Board meeting”
In addition to our usual summary of key Board meeting agenda items, we’re now also sharing the non-confidential parts of dan brown’s president’s report to the Board in these biweekly(ish) updates.
President’s report to FAUW board
dan brown, 28 sept 2020
I hope you have all enjoyed the warmth of the past two weeks. I am distressed to see the recent rise in COVID-19 cases in Waterloo Region, and hope that patio season can be extended as long as possible; it’s going to be a long winter.
FAUW held a town hall for our members on September 22, both to talk about how people are doing in the pandemic (it’s a mixed bag!), and to talk about possible goals for our negotiating team. Members reported a lack of consultation at many levels of the university administration.
We received a request for participation in the university’s new Equity Data Advisory Group. We will also be advocating for transparency in this key project.
Faculty Relations Committee approved an agreement with the administration on how to handle performance reviews for 2020 in light of the pandemic. Members can choose to be evaluated on none, some, or all of the usual service, teaching, and scholarship categories for 2020, and the agreement spells out how scores for unevaluated categories will be calculated. [The details are in an email from Faculty Relations Committee sent by the University October 9]. My thanks to Johanna Wandel and Kate Lawson for serving as FAUW’s negotiators on this item.
I hope you all have a lovely Thanksgiving holiday and keep safe and well.
Other things we talked about on October 1
Continue reading “October 1 Board meeting recap & president’s report”
The FAUW Board of Directors meets every two weeks (except during July and August). After most meetings, we share a summary of the non-confidential parts of the meetings, to make sure our members know what we’re working on. If you subscribe to our blog, you’ll get these updates by email.
Here are some of the things we talked about at our last two meetings:
- Negotiations. We spent the first part of both meetings with our new negotiating team, discussing possible goals and preparing for the town hall meeting on Tuesday, September 22.
- Policy 14 – Pregnancy & Parental Leaves (Including Adoption). The Board had a first look at the new Policy 14 draft. Members will have an opportunity to review the proposed new policy soon!
- 2020 Performance Reviews. As announced by FAUW and the Provost recently, FAUW is finalizing an agreement to allow members to skip having their performance evaluated in categories they choose in 2020. We are working out details with the administration now.
- Policy 33 – Ethical Behaviour. The new draft of this policy is currently being revised based on feedback from stakeholders, including FAUW.
- Winter term. It turns out this has kind of been announced, at least in some faculties, so in case you haven’t heard: winter term will look pretty much like fall term.
- Masks on campus. We had some concerns about the initial announcement (on July 21) about where and when masks are required on campus, and those concerns were addressed. (The University issued a follow-up statement on July 31 that masks would be required in classrooms and teaching labs in addition to the other common areas previously announced.)
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.” MoA section 13.5.4 (b)
- 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.
—Bryan Tolson, FAUW president
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.
Continue reading “An update about things that aren’t COVID-19”
What FAUW is talking about
- 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.