Tag: vacation

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reach the 2/3 faculty response rate but nothing has come of the survey yet and the information online about results is out of date.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” →

Keeping Our Foot on the Equity Gas Pedal

A post from the FAUW Lecturers Committee and FAUW Equity Committee.

The University of Waterloo made an important commitment to make progress towards gender equity by joining the HeForShe initiative in 2014 and meeting its faculty HeForShe commitments in 2018. Of particular note for this blog post is the goal of 30% female faculty representation. Efforts towards gender parity, particularly in faculty positions, need to be long-term and sustained to ensure that equity considerations in the hiring process, promotion process, and general work culture become and persist as the norm. What is more, equity needs to occur at the micro level (i.e., faculties and departments) in addition to the macro level (i.e., university-wide). When looking at gender parity in our faculty members since 2009, university-wide, the impact of the HeForShe campaign and other equity initiatives is clear. Faculty-wide female representation has increased steadily from 25% in 2009 to almost 31% in 2021. While this is indeed progress, there are some areas for improvement. In this post, we would like to track UW’s gender parity, but it is important to note that the data we draw from is limited in that it retains cis-gender binary distinctions. 

Looking at specific faculty roles, it is clear there is a need for sustained long-term equity efforts. First, female representation at the full professor level is much lower compared to other faculty roles. While there was a fairly steady rate of female representation at the associate professor level (~31.6%), there was a decline in female representation in assistant professors and continuing lecturers from 2018 to 2021. These could be early warning signs that we are taking our foot off the metaphorical equity gas pedal. The decline in assistant professor female representation is particularly worrisome, given that this is the beginning of the current professorial ranks (i.e., assistant, associate, and full professor) and declines in female representation at this rank will make it impossible to achieve the long-term change needed at the full professor rank. We all need to keep our foot on the gas pedal to ensure that equity gains are sustained in the long-term across all faculty ranks.

Graph depicting female representation in different faculty types in 2009, 2014, 2018, and 2021. For all faculty, female representation was 25% in 2009, 29% in 2014, 30% in 2018, and 31% in 2021. For full professors, female representation was 14% in 2009, 18% in 2014, 21% in 2018, and 23% in 2021. For associate professors, female representation was 27% in 2009, 32% in 2014, 32% in 2018, and 32% in 2021. For assistant professors, female representation was 34% in 2009, 40% in 2014, 41% in 2018, and 38% in 2021. For continuing lecturers, female representation was 41% in 2009, 28% in 2014, 38% in 2018, and 33% in 2021. For all lecturers, female representation was 35% in 2009, 42% in 2014, 37% in 2018, and 45% in 2021.
Figure 1. University Level Gender Parity Across Faculty Types 2009 – 2021. Data Source: Statistics Canada University and College Academic Staff System (UCASS)
Continue reading “Keeping Our Foot on the Equity Gas Pedal” →

Real academics don’t take vacations?

Our recent post “Help Dr. X take their vacation” received many spirited replies.

Some offered practical suggestions for Lecturers like Dr. X who teach three terms a year:

  • Post online content instead of class instruction for two weeks. How would chairs feel about this? What about students who listen to the online content and then email with a question or ask for help? Would the answer “I’m on vacation and will get back to you” be satisfactory?
  • Get someone else to cover your classes for two weeks. This sounds great, except … who would that be? Would you regularly take on extra work to “cover” for a colleague on vacation?
  • Take a holiday during fall break and reading week. Since many faculty use the “break” to mark or to prepare, a holiday at this time would take very careful planning. And some faculty have been called out for not being available to students or for not answering work emails during these times.

It’s also worth noting that Lecturers are far more likely than Professors to be held to the requirements of Memorandum of Agreement 11.2.3: “Vacation shall be scheduled at a time or times which are mutually satisfactory to the Member and the Department Chair.”

But some replies to the blog, both in the comments and elsewhere, hinted that vacations weren’t really the “done thing.”

Do academics even take vacations?

A recent meme suggests that eschewing vacations is a particularly North American phenomenon.

Could the “American” attitude also be the normal academic one? Do we dismiss the very idea of taking time away from our jobs?

If so, what are the costs of an academic culture that values, not just work, but overwork? What, for example, are we modelling for (and expecting from) our graduate students if “no vacations” is the accepted norm? Is this healthy—physically, socially, psychologically?

Continue reading “Real academics don’t take vacations?” →

June 3 report from the Board

Here are the updates from the June 3, 2021, FAUW Board of Directors meeting.

Policy 76 (Faculty Appointments) change

On June 1, the University Board of Governors approved an update to Policy 76 that changes the threshold for which appointments need to go through UARC—it will now review appointments “longer than two years,” rather than “two years or longer.” As we reported last time, this will remove the primary reason for two-years-minus-one-day appointments. We asked the deans to add an extra day to all two-years-minus-one-day appointments and have heard from three that they are doing so. Two faculties don’t have any such appointments, and the sixth is discussing the issue further but we expect that to be resolved soon.

This extra day comes with significantly improved benefits, including dental coverage, better sick leave, long-term disability coverage, access to the Employee & Family Assistance Program, eligibility for the new pregnancy and parental leave policy, and tuition benefits under Policy 4 (for employees) and Policy 24 (for employees’ children). It can also have implications for retirement benefits eligibility.

Other work on Policy 76/77 will continue through the summer.

Equity data survey

We’re excited that the University equity survey will be going out soon. We encourage you to participate in it. This survey is what will provide the Salary Anomaly Working Group with the data needed to run the race-based salary anomaly review that we negotiated in our latest salary settlement. There is a lot of information about the survey and how the data will be used on the Equity Office website.

Response to FAUW position on fall 2021

Mario Ioannidis is representing FAUW on the new return-to-campus working group. This group has representatives from the Staff Association, Occupational Health, the Safety Office, Human Resources, and Plant Operations, among other units, and meets every other week. They are informing institutional guidelines (e.g. classroom capacity) for a staged return from now through January 2022, and applying a change management framework to this return. The group recognizes that returning to campus significantly affects faculty members.

Mario and Johanna Wandel met with Plant Operations. Plant Ops started upgrading HVAC systems (of which there are more than 300) as soon as campus emptied out last year. They are using MERV 13 standard air filters throughout campus and we’re working with them on getting detailed data to members about the rooms they use.

Tenure and promotion 2021

We are asking the University to ensure that departmental and faculty tenure & promotion committees (and external referees) take the effects of the pandemic on teaching and research into account when reviewing tenure and promotion files this year.

Continue reading “June 3 report from the Board” →

Help Dr. X take their vacation!

Dr. X is a Lecturer at the University of Waterloo who teaches three terms a year. They are finding it difficult to take their four weeks of annual vacation entitlement, to be scheduled in blocks at least one week long.

The challenge

  • Can you help Dr. X find four one-week blocks of vacation time in the 2021-22 academic year? Share your results in the comments below.
The 2021-22 academic calendar, with academic dates from the Registrar’s important dates tool and paid holidays from the Human Resources website.


The 2021-22 academic calendar, with academic dates from the Registrar’s important dates tool and paid holidays from the Human Resources website.

Considerations and constraints

  • Dr. X has an exam scheduled on April 23; marking the exam and submitting final grades will take approximately four days.
  • Dr. X would like to attend their sister’s wedding in BC on July 3.
  • Dr. X’s family has been offered a cottage rental from August 8–21; Dr. X would like to join their family.
  • Dr. X has been assigned a new course in fall 2022 and needs time to prepare it.
  • Statutory holidays don’t count toward vacation time.
  • Dr. X’s chair needs to agree on the timing of each block of vacation ahead of time.

Reflections

  • Does Dr. X still have adequate time for marking and course prep, without doing any work during their vacation?
  • Would Dr. X be able to take two weeks off at a time?
  • What would make it easier for Dr. X to take their full vacation entitlement?

Share your results and reflections in the comments!

Bonus round

  • For bonus points, help Dr. Y take their five weeks of vacation entitlement. Dr. Y is entitled to five weeks since they have been at Waterloo for more than 10 years.
  • Extra bonus points: Help Dr. Z take seven weeks of vacation—their five-week entitlement, plus the two weeks they carried forward from the previous year.

What this is about

Workload for teaching faculty is one of the issues that the FAUW team hopes to discuss in the revision process for Policy 76 – Faculty Appointments and Policy 77 – Promotion and Tenure.

Workload is a complex issue. For Lecturers, it intersects with vacation access because—as you saw with Dr. X—teaching three terms a year leaves very little time for meaningful vacation.

It is true that Waterloo is a three-term university, unlike many of our comparator institutions. It is also true that UW has enjoyed the flexibility of assigning work to Lecturers in all three terms. But what if flexibility means a lack of access to vacations? Can teaching workload be assigned more fairly?

What is clear is that teaching-stream faculty members deserve to take the annual vacations that allow us all a chance to rest and relax, to connect with family and friends, and to come back to work refreshed. Work-life balance is something we hear a lot about these days. Teaching faculty at UW deserve this balance as well.

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.

Continue reading “Breaking down our 2021 Salary Settlement” →

So far in 2019…

So far in 2019... A FAUW Board update

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. 

Continue reading “So far in 2019…” →