Tucfa Agreement

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. The university was asked whether legislation that delayed conciliation and introduced PBCO and ministerial directives into public sector negotiations provided a power to allow an arbitrator to ignore the parameters established by the parties in the context of this re-opening of wages. It was not in a position to draw attention to such authority. I have reviewed this legislation and I cannot find a legal basis on which I can change the contractual mandate that the parties have given me in their 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. Shortly after the move to distance course delivery during the winter semester, we worked with the Faculty Association of the University of Calgary to negotiate an agreement that provides for an automatic one-year extension of the term of office and the doctoral application process for the Holding Track academic staff (university staff are not required to take the deferral if they are in the normal course). Our agreement with the Faculty Association confirms our commitment to the principles of academic freedom and confirms that the IP directive continues to apply, as noted above.

In an effort to justify the derogation of her proposal from the contractual area of the conciliation agreement, she argued [the University of Calgary Administration] that 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 wrote that it was important to know that existing faculty guidelines were being revised, although no substantial changes to the criteria were 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. Tenure and Promotion Update – The faculty`s evaluation criteria and guidelines rejected the employer`s request to withdraw and referred to the lack of examples of such a result in free collective bargaining. He took the words of Referee Peltz: We strive to always listen and personally offer drop-in meetings (“Ask-Me-Anything Events”) as well as hours of discussion on this site.

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