University Of Windsor Faculty Association Collective Agreement

Instead of shaking up our contract in the face of the pandemic, which might have been an easy task, we redoubled our efforts to connect with members and decided to implement a commitment strategy that would prevent the administration from using the pretext of COVID-19 to undermine our collective agreement and give us a solid basis to make gains for our members at the bargaining table. (g) On July 1, 2017, the nominal salary of each full-time faculty, professional librarian, sub-university and meeting professor will be increased by a basic adjustment instead of the Windsor Salary Standard for 2017/2018 by one billion of two hundred and fifty dollars ($1,250). (b) for the purposes of this article, the normal salary for the years 2017/2018, 2018/2019, 2019/2020 and 2020/2021 years of study of each faculty and professional librarian; persons who have taken a sabbatical for the years 2017/2018, 2018/2019, 2019/2020 and 2020/2021 are considered their nominal salary for that year (according to Article 1). Assignment of tasks for the doctrine of teaching (section 18.1.3 of the collective agreement): until 31 May, where possible. A.1 Minimum dollar salary amounts for faculty, professional librarians and auxiliary higher education are shown in Table A.1. The salaries of teachers, professional librarians and academic assistants below the new minim` will be adapted to the new minimums. A.2 (a) for the purposes of this article, the regular salary of each faculty, a professional librarian and an academic officer for the years 2017/2018, 2018/2019; 2019/2020 and 2020/2021, years of study are confirmed in accordance with Article 1 as the member, rank and salary for the 2017/2018, 2018/2019, 2019/2020 and 2020/2021, salary set in writing. Annual reports (collective agreement: section 21.1.1): for reappointed members, annual reports for the previous calendar year are submitted to the designated supervisory authority by May 15. A designated superior who wishes to use a faculty member`s annual report as part of a summary assessment must meet with the staff member by June 15. The worker is entitled to union representation at such a meeting. Term staff are not required to submit an annual report. The negotiating environment at every turn and on every university campus is constantly changing.

This means that university staff associations must also be open to change their practices, structures and strategies. Meeting the challenge of the pandemic negotiations has had the effect of refining our priorities strategically and adapting our communication and engagement strategies on member-specific issues to strengthen our negotiating position, including in the face of COVID-19. Despite the challenges posed by the COVID 19 pandemic, the union`s membership engagement strategies were confirmed when a number of prominent faculty members, who generally did not correspond to the union, praised the frequency and detailed content of updates to the union`s collective agreements and the quality of the union`s engagement strategies. The online membership meetings resulted in record participation, and the volume of feedback received in response to union updates was unprecedented. Members reacted positively to the union`s indecisive efforts to involve them in the negotiation process and gave them, with all evidence, greater participation in the outcome. March 31, 2019 – April 1, 2022Indication: The 2019-2022 agreement is active, but OCFA has not yet received an updated copy. The old agreement on the site will be updated if a copy of the new agreement is available. A faculty member, librarian or AAS who receives two (2) successive unsatisfactory performance tests pursuant to clause 5:32, mutatis mutandis applied to ASA members, is not entitled to obtain the increase in the PRT in the year following the second consecutive unsatisfactory examination.