Tucfa Collective Agreement

Finally, we have an individual responsibility to take care of ourselves and a collective responsibility to take care of each other. Please follow the health guidelines that have been set out by our experts – and together we will get by! It is important to know that existing faculty guidelines are being revised, although no substantial changes to the criteria are being made at this time. Existing faculty guidelines refer to previous collective agreements and APT and GPC manuals that are no longer in force. Most of these provisions are now in the GFC manual. In addition, existing faculty guidelines refer to procedures and promotion and evaluation committees that have since been amended and codified in the current collective agreement. Our agreement also provided for early access to reimbursement of 2020/2021 professional expenses and deferral options for academics who were on research and scholarship leave (RSL) or who had planned an RSL from July. We will meet again in the fall with the faculty association to discuss further adjustments that may be necessary to assist university staff if the pandemic continues. A union, also known as a union or union, is an organization that protects common interests and negotiates objectives in a certain professional category. The most common objective is to improve or, at the very least, maintain the group`s employment conditions. Through its management, the union negotiates with the employer on behalf of union members and negotiates overcontracting contracts through collective bargaining with employers. These include wage negotiations, work rules, appeal procedures, recruitment, dismissal and promotion rules, benefits (such as leave, extension of health care and retirement), workplace safety and guidelines.

Again, I would like to thank you for everything you do in these difficult times. It was remarkable to see what was achieved as a collective, despite all the problems we are all going through. I`m amazed – and tired! – every day. I couldn`t imagine doing it with a better group of people – thank you! The first point was related to the “provincial mandate.” In awarding the award, Arbitrator Andy Simms expressly rejected the University of Calgary Administration`s position that a “provincial mandate” can be used to repeal the provisions of a collective agreement or that it should play a role in arbitration decisions. In his analysis of the administration`s argument, he writes: Our agreement with the Faculty Association confirms our commitment to the principles of academic freedom and confirms that the policy of intellectual property continues to apply, as mentioned above. As with the 2020 winter semester, students` reactions to general assessments of students in spring-summer and fall education are gathered; However, we only pass this feedback on to course directors. Feedback is not given to department heads, associate deans or deans unless you, as a course leader, give prior authorization. This is included in our agreement with the faculty association.

In an effort to justify the deviation of its proposal from the contractual area of the conciliation agreement, it [the University of Calgary Administration]: the university was asked whether the legislation that delayed arbitration and put the pbco and ministerial directives into question in public sector negotiations provided any power to allow an arbitrator to ignore the parameters established by the parties under this pay opening.