October 11th, 2019
Hello CUPE 4600 Unit 2 (CI) Members,
This message is to update you on the status of Unit 2 (CI) bargaining. Please review the below information and don’t hesitate to contact us at email@example.com if you have any questions or would like to get involved in supporting the bargaining process.
In particular, please review management’s proposed changes to the incumbency rules in Article 16. These changes, if accepted, would have significant negative impacts on your job security. Your Bargaining Team would appreciate feedback on these changes, which you can send to us at firstname.lastname@example.org.
Your Bargaining Team has had 3 meetings with management so far, most recently on October 9th.
We are pleased to announce that we have come to an agreement on a bargaining protocol (outlining how both parties will bargain) and new language under Article 8 The Joint Committee for the Administration of the Agreement (JCAA).
The Unit 2 Bargaining Team also gave the Employer language asking for a moratorium on the use of student teaching evaluations (SETs) for hiring and firing decisions until a joint committee between the Union and the Employer has come to a mutually agreed upon way to evaluate Contract Instructors’ teaching in a more fair and equitable manner. The Team is currently finishing up drafts on a number of other non-monetary articles, which will be shared with the membership as soon as possible.
At our meeting on October 9th, management provided the union a package of proposed changes to Articles 13, 15,16, 17, 19, and has struck out the Letter of Understanding Regarding Trial Multi-Term Agreements.
The major changes proposed by management are, in summary:
Article 16: Hiring, Incumbency & Seniority
What is particularly concerning to your Bargaining Team are proposals by the employer that would massively and negatively impact the job security of all Contract Instructors at Carleton. The proposed changes by management to Article 16 include:
Removing language that guarantees employees shall be contacted indicating all of the courses for which they are the most senior incumbent and/or qualified member with the most seniority;
Allowing Departments, when there are no incumbent or when the first qualified member with seniority is unable or unwilling to teach the course, to hire any individual, regardless of seniority, or union status;
Removes the obligation of the Department to offer another course to any CIs that are displaced by a Visiting Scholar appointment;
Reducing the period that CIs have incumbency in a course from 60 months to 36 months;
Creating new rules around how CIs get incumbency in a course, which would significantly undercut what little job security Unit 2 members have. Currently, any CI that teaches a course once receives incumbency in that course. The proposed change by management would mean that CIs must teach a course 3 times within a continuous two-year period before receiving incumbency in that course;
Changes to emergency hires that would allow management to circumvent the rules that state hiring must proceed based on seniority
Letter of Understanding Regarding Multi-Term Agreements
Management provide a copy of this Letter entirely struck out. When questioned about whether this meant management intended to eliminate all Multi-Term Agreements (MTA), they verbally indicated that wasn’t necessarily the case. At this point, they have provided no further proposals or documents related to MTAs that would indicate otherwise.
As you may recall, the introduction of MTAs was a change that happened in the last round of bargaining. It allowed for the creation of a limited number of two year contracts to be offered to Contract Instructors.
Article 13: Grievance Procedure
The University wants to be able to grieve the Union and to take the grievance to arbitration if not resolved by the parties
Article 15: Postings and Applications
That the Collective Agreement will be available on the Carleton website (no longer specifying under the Labor Relations Academic Staff Agreements page)
Changes in how applicants respond to offers to reflect electronic communication over previous language referring to fax and regular mail
The Bargaining Team cannot recommend that the Membership accept these changes. These changes would amount to concessionary cuts to job security in a bargaining context where we have been told the Employer is bargaining as though Ford’s Bill-124 has passed and been enacted in law (which it has not). We do not believe it is a demonstration of valuing the work of our Members that the Employer is asking for cuts to benefits and wages under the proposed 1% cap, and in their first round of Articles given to us, asking our Members to give up job security too.
The Unit 2 Bargaining Team will continue to bargain with the Employer in good faith and will respond to their proposals at the table and we will counter with Articles that have the best interests of our Membership at their core. We strongly believe that Contract Instructors deserve job security, fair wages, good working conditions, and decent benefits for themselves and their families.
We appreciate your ongoing support and remind you that two Members are welcome to observe our Bargaining Meetings as long as we can give the Employer 24 hours notice. It is a great way to be involved and see how this process works. Our next scheduled meeting with the employer will take place on Monday, October 28th, from 10:00am to 1:00pm.
If you have any questions or concerns feel free to contact me via email at email@example.com.
Meg Lonergan, Lead Negotiator Unit 2 Bargaining Team
President of CUPE 4600